Employee Handbook

Green Balance Bed and

Breakfast

Welcome
Welcome to the Green Balance Bed and Breakfast Team!
Hello Employee:
We are so exited you have joined the Green Balance Bed and Breakfast team. We are committed
to providing outstanding customer service to our guests and you are here because we believe
your personal strengths will help us in this endeavor.
It is important for us as a company to be responsible for our actions and its effects on the
environment. We take pride in our efforts of stainability and you will be responsible for
representing that to our guests. It is a requirement as an employee of green balance bed and
breakfast to engage in ecofriendly practices. Not sure how to do that? Dont worry! We will
teach you and you will be a pro in no time.
The Green Balance wants to provide a balance of relaxation and adventure to our guests but also
we want our employees to have that balance and practice similar values as well. We want you to
work in an environment that is fun and that you can be proud of.
The Key to our companys success is based on delivering the highest quality of service. How do
we do it? By working hard, thinking about our customers needs, and going the extra mile to
make their experience the best it can be. We do it by acting as a team and working together as a
family.
Should you have any questions concerning this handbook, your employment, or benefits, please
feel free to discuss them with your supervisor or manager.

Again, welcome!

Introduction & Description of Company

Our Mission: To provide great customer service within an Eco-conscious, sustainable living
environment. We offer a clean, safe, comfortable atmosphere and strive to create a balance of
adventure and relaxation for you to experience the ultimate retreat.
Our Vision: To provide outstanding hospitality while being environmentally responsible. We will
offer an escape that is unique, private and tailored to an individual or group's needs. We want to
assure that guests will immediately feel welcomed, and by the end of their stay will be planning
their return visit.
Our Values: Sustainability, Safety, Comfort, and Adventure.

General Employment
Employee Classifications
Employees at Green Balance Bed and Breakfast are either full-time or part-time. The Company
may on occasion hire temporary or seasonal employees, who will not generally be eligible for
benefits.
Part-time employees work fewer than 20 hours per week. Unless specifically stated, part-time
employees are not afforded any benefits other than wages; for example, they do not accrue
benefits such as sick days, vacation days, and health insurance.
All other employees are full-time.
Your supervisor will verify whether you are a full-time or part-time employee, and also whether
you are exempt or non-exempt. Exempt employees are not entitled to overtime under the Fair
Labor Standards Act, while non-exempt employees can qualify for this pay.

Employee Training Programs

Indonesian companies employing expatriate workers are required to implement training
programs to ensure the transfer of knowledge. The Skills and Development Fund in the amount
of USD 1,200 per year for each expatriate employee is to be paid to the Department of
Manpower

Introductory (Probationary) Period

The first 90 days of employment are an Introductory Period for both the employee and the
Company. However, during and after this period, the work relationship will remain at will.
This time period allows you to determine if you have made the right career decision and for
Green Balance Bed and Breakfast to determine whether your initial work performance meets our
needs. Your manager will monitor your work performance, attitude and attendance during this
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time, and be available to answer any questions or concerns you may have about your new job.
Benefits such as time off for vacation, personal days, sick days or bereavement leave do not
accrue during this period.
The Introductory Period may be extended at management's discretion.
.

Compensation & Work Schedule

General Pay Information
In addition, the Company makes available certain voluntary deductions as part of the Companys
benefits program. If an employee elects supplemental coverage under one of the Company's
benefits plans, which requires employee contributions, the employee's share of the cost will be
deducted from his or her check each pay period. If the employee is not receiving a payroll check
due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost
directly to the Company.

Minimum Wage
The term minimum wage in Indonesia relates to the Regional Minimum Wages that vary from
province to province, with each province having the authority to regulate its own minimum
wage. Regional Minimum Wages are determined by the Department of Manpower and are
subject to the annual review by the Employers Association ALI BUDIARDJO, NUGROHO,
REKSODIPUTRO

Overtime
Because of the nature of work, employees may be asked to work overtime on weekends or
additional hours during the regular workday and are expected to comply with such requests.
Overtime compensation is paid to employees at one and one-half times their straight time rate for
all hours worked in excess of 40 hours per week. Employees who have to work for more than 40
hours per week are entitled to receive overtime payment. The law also stipulates that an
employee must be given a meal if he or she works overtime for 3 hours or more. In case of
overtime the meal will be provided by Green Balance, if you have any dietary restriction please
let your supervisor aware so that proper arrangements can be made.
You must receive authorization from your manager before working overtime. And after you have
worked overtime, you must enter it on a timesheet by the day after it is accrued.

Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as
time worked for purposes of computing overtime. And time off, sick leave, vacation leave,
personal leave, training seminars or any leave of absence will not be factored in as hours worked
when calculating overtime.

Work Hours
Green Balance Bed and Breakfast follows a work schedule of 40 hours per week. The normal
workweek is Monday through Friday from 6 am to 2 pm. Your supervisor or manager may
establish alternative hours. As an employer in Indonesia the Green Balance is not permitted to
make its employees perform work for more than 7 hours a day for 6 work days per week or 40
hours a week. However, the total working hours may be distributed into 5 work days per week
with no more the than 8 hours work per each day

Flexible Work Hours

The company has established a flexible work arrangement program for employees whose
departments and jobs are suited to it.
With a manager's approval, you may be allowed to begin and end your workday earlier or later
than established hours. To maintain a flexible work arrangement, employees must ensure
business needs are met and adhere to attendance and punctuality policies.
If you wish to set up a flexible work arrangement, see your manager. Such arrangements may be
established, changed or discontinued at the Company's discretion.

Breaks
Employees are entitled to a 20 minute break for rest twice each day.
Employees are also entitled to a 60 minute unpaid break for meals during each work period.
Breaks may be scheduled at staggered times to allow department coverage.

Time Records
All non-exempt employees must keep accurate time records by completing timesheets or
punching a time clock when entering or leaving the building, including coming and going during
lunch periods. Tampering with, falsifying or altering time cards or punching another employee's
time card will result in disciplinary action, up to and including discharge. Failing to record work
time may also result in disciplinary action.
For payroll purposes, time is rounded to the nearest quarter of an hour.

Pay Schedule
Employees will be paid every Tuesday. If the regular payday falls on a holiday, payday will be
the last regular workday before the holiday.
The pay week starts at the beginning of your shift on Monday and includes all work you perform
up to the close of business on Sunday.
A few additional facts about pay:
1 You will be paid your first week's wages at the end of the first workweek.
2 Any overtime earnings will be paid one week following the actual hours worked.
3 You can receive vacation pay in advance if you are taking five consecutive days, and that
pay will be distributed on the last payday preceding vacation. To be paid in advance you
must notify your supervisor one week before your vacation begins so that payment can be
prepared.
If there is a time discrepancy with your pay please notify your manager immediately

Attendance & Punctuality

Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as far in
advance as possible.
Unsatisfactory attendance, including reporting late or quitting early, may be cause for
disciplinary action, up to and including discharge.

Performance Evaluations
Supervisors and employees are strongly encouraged to discuss job performance and goals
informally any time.
Additional formal performance reviews will be conducted to provide both supervisors and
employees with the opportunity to discuss job tasks, identify and correct weaknesses, encourage
and recognize strengths, and discuss positive, purposeful approaches for meeting goals. These
formal reviews will be conducted every six months.

Performance Reviews and Salary Increases

Wage reviews are conducted every six months for each employee, and salary increases are based
on those reviews, as well as our profitability. However, an employee receiving a performance
appraisal will not necessarily receive a salary increase.

Bonus Compensation
You may become eligible for a periodic bonus. This bonus is optional at the discretion of
management and depends upon our profitability and individual performance and contribution.

Job Postings & Promotion

Green Balance Bed and Breakfast has a job posting program to inform employees of available
staff positions. Green Balance Bed and Breakfast will fill job vacancies whenever possible by
promoting qualified employees from within the Company.
To apply for a posted position, an employee must:

have completed any mandatory Introductory Period at a satisfactory performance level

meet the minimum requirements for the position, and
not have received written correction counseling within the past 90 days; employees who
have received a verbal warning may also be prohibited from applying.

Employees interested in applying for a posted position should submit a memorandum with an
updated resume to Joy Canfield indicating interest in the position. And qualified employees
must inform their managers that they have applied for the job. Candidates will be judged on
individual performance, conduct, experience, and potential. Length of service, although
considered, shall not be the sole determining factor in selecting candidates for promotion.
Green Balance Bed and Breakfast has the discretion to fill job vacancies from outside if we
consider that circumstances call for outside recruitment

Employee Benefits
Green Balance Bed and Breakfast employees are entitled to a wide range of benefits. A number
of the benefit programs. All local holidays will be observed and no vacation time will be
deducted. Employees with children will be awarded 50% of tuition reimbursement for any child
enrolled in school Pre University. Meals will be provided while at work and any company
grown produce or product in surplus can be divided among employees.
Eligibility for most other benefits depends upon a variety of factors, including employee
classification. Your supervisor can identify the programs for which you are eligible. You can find
the details of many of these programs in separate written summaries.
Some benefit programs require contributions from employees, but many are fully paid by Green
Balance Bed and Breakfast. We reserve the right to add, amend, modify or terminate any
employee benefit plans or programs.

Maternity Leave
Fully paid 3 month salary for maternity leave.
All allowances are treated as part of salary for tax purposes and are deemed to form part of the
basic wage for purposes of termination payment calculations.
Social Security For Manpower
An employer with 10 employees or more or having a payroll of at least one million rupiah a
month is obligated to insure its employees, including expatriate employees, in the Social
Security for Manpower (Jaminan Sosial Tenaga Kerja, "Jamsostek") program.
The Jamsostek program covers:
Occupational Accident Security;
Death Coverage;
Old Age Security; and
Health Maintenance Security ALI BUDIARDJO, NUGROHO, REKSODIPUTRO

Travel & Expenses

Employees will be reimbursed for all reasonable and necessary expenses they incur while
traveling on Green Balance Bed and Breakfast business. Use your discretion, but try to keep
costs low.
You must record all travel and business activities on the Company's Expense Report Form. If
business travel requires you to be out of the office for an extended period, your report must cover
no less than one week and no more than one month of expenses.
All Expense Report Forms should be submitted no later than five business days after the last day
of the month.

Vacation & Holidays

Holidays
Green Balance Bed and Breakfast observes the following holidays:
All local Holidays
Due to business needs, some employees may be required to work on company holidays. Your
supervisor or manager will notify you if this may apply to you.
Employees are entitled to an annual allowance which normally equals one months salary at the
time of the Idul Fitri (Hari Raya Lebaran) or Christmas holidays

Personal Days
Green Balance Bed and Breakfast provides full-time employees who have completed any
mandatory Introductory Period up to 10 paid personal days a year, which can be used for any
reason.
You must use personal days by December 31 of each year, as unused personal days may not be
carried over to the next calendar year. Employees will not be paid for accrued unused personal
days on termination.

Sick Days
Full-time employees who have completed any mandatory Introductory Period are eligible to earn
sick day credits not to exceed 5 paid sick days for the employment year.
You must use sick days by December 31, as they may not be carried over to the next calendar
year-and you may not take the time as vacation.
To be eligible for a sick day, you must call in each day to your supervisor no later than 15
minutes after your usual start time for work. If you do not call in, the absence will be considered
unexcused and you will not be paid for it.
All full-time exempt employees are eligible to receive sick days at their supervisor's discretion.

Vacation
Only active, full-time employees are eligible for paid vacation, and all vacation must be earned
before being taken. You may not substitute pay for unused vacation unless you have your
supervisor's written approval. Should a Company holiday occur during your vacation, you may
add an additional day, either at the beginning or end of the vacation period, with your
supervisor's approval.
Green Balance Bed and Breakfast reserves the right not to approve a vacation request if it will
interfere with Company operations or adversely affect coverage of job and staff requirements.
Whenever possible, employees' requests for vacation will be accommodated, but where
scheduling conflicts arise, seniority will prevail.

All allowances are treated as part of salary for tax purposes and are deemed to form part of the
basic wage for purposes of termination payment calculations.

Conduct Standards

Conduct Standards & Discipline

Green Balance Bed and Breakfast expects every employee to adhere to the highest standards of
job performance and of personal conduct, including individual involvement with company
personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any
company policy, practice or rule of conduct. The following list is intended to give you notice of
our expectations and standards. However, it does not include every type of unacceptable
behavior that can or will result in disciplinary action. Be aware that Green Balance Bed and
Breakfast retains the discretion to determine the nature and extent of any discipline based upon
the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited
to the following:

unsatisfactory quality or quantity of work

repeated unexcused absences or lateness

failing to follow instructions or Company procedures, or

failing to follow established safety regulations.

Employees may also be disciplined or terminated for misconduct, including, but not limited to
the following:

falsifying an employment application or any other company records or documents

failing to record working time accurately or recording a co-workers timesheet

insubordination or other refusal to perform

using vulgar, profane or obscene language, including any communication or action that
violates our policy against harassment and other unlawful forms of discrimination

disorderly conduct, fighting or other acts of violence

misusing, destroying or stealing company property or another persons property

possessing, entering with or using weapons on company property

possessing, selling, using or reporting to work with alcohol, controlled substances or

illegal drugs present in the employee's system, on company property or on company time

violating conflict of interest rules

disclosing or using confidential or proprietary information without authorization

violating the Companys computer or software use policies, and

being convicted of a crime that indicates unfitness for a job or presents a threat to the
Company or its employees in any way.

Dress Policy
Appropriate Green Balance issued attire is required. Suppliers and customers visit our property
and we wish to put forth an image that will make us all proud to be Green Balance Bed and
Breakfast employees. Be guided by common sense and good taste. Specific standards may be
required.

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Company Property
Please keep your work area neat and clean and use normal care in handling company property.
Report any broken or damaged equipment to your manager at once so that proper repairs can be
made.
You may not use any company property for personal purposes or remove any company property
from the premises without prior written permission from Joy Canfield.

Company Equipment and Vehicles

When using Green Balance Bed and Breakfast property, including computer equipment or
hardware, exercise care, perform required maintenance and follow all operating instructions,
safety standards and guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or in need
of repair. This prompt reporting could prevent the equipment's deterioration and could also help
prevent injury to you or others. Should you have questions about the maintenance and care of
any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may be
disciplined or even discharged. In addition, you may be held financially responsible for any loss
to Green Balance Bed and Breakfast because of such mistreatment.

Drug and Alcohol Policy

Green Balance Bed and Breakfast strives to maintain a workplace free of drugs and alcohol and
to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by
employees can impair the ability of employees to perform their duties, as well as adversely affect
our customers' and customers' confidence in our company.
Illegal Drugs
Green Balance Bed and Breakfast employees are prohibited from using or being under the
influence of illegal drugs while performing company business or while on a company facility or
worksite. You may not use, manufacture, distribute, purchase, transfer or possess an illegal drug
while in Green Balance Bed and Breakfast facilities, while operating a motor vehicle for any jobrelated purpose or while on the job, or while performing company business. This policy does not
prohibit the proper use of medication under the direction of a physician; however, misuse of such
medications is prohibited.
Disciplinary Action
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Employees who violate this policy may be disciplined or terminated, even for a first offense.
Violations include refusal to consent to and comply with testing and search procedures as
described.
Searches
Green Balance Bed and Breakfast may conduct searches for illegal drugs or alcohol on company
facilities or worksites without prior notice to employees. Such searches may be conducted at any
time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is reasonable
suspicion to believe that the employee has violated this policy or when circumstances or
workplace conditions justify such a search. Personal property may include, but is not limited to,
purses, boxes, briefcases, as well as any Green Balance Bed and Breakfast property that is
provided for employees' personal use, such as desks, lockers, and files.
An employees consent to a search is required as a condition of employment and the employees
refusal to consent may result in disciplinary action, including termination.

Ethical and Legal Business Practices

Green Balance Bed and Breakfast expects the highest standard of ethical conduct and fair dealing
from each employee, officer, director, volunteer and all others associated with the Company. Our
reputation is a valuable asset, and we must continually earn the trust, confidence and respect of
our suppliers, our members, our customers and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no
guideline can anticipate all situations. You should also be guided by basic honesty and good
judgment, and be sensitive to others perceptions and interpretations.
If you have any questions about this policy, consult your supervisor or manager. Exceptions to
this policy may be made only by Joy Canfield.
You are expected to promptly disclose to the management of the company anything that may
violate this policy. We will not tolerate retaliation or retribution against anyone who brings
violations to management's attention.
Complying With Laws and Regulations
All our activities are to be conducted in compliance with the letter and spirit of all laws and
regulations. You are charged with the responsibility of understanding the applicable laws,
recognizing potential dangers and knowing when to seek legal advice.
Employee Privacy and Other Confidential Information
Green Balance Bed and Breakfast collects only personal information about employees that
relates to their employment. Only people with a business-related need to know are given access
to this information, and Joy Canfield must authorize any release of the information to others.
Personal information, other than that required to verify employment or to satisfy legitimate
investigatory or legal requirements, will be released outside the company only with employee
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approval.
If you have access to any confidential information, including private employee information, you
are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of
confidential information will not be tolerated.
Accounting and Financial Reports
Green Balance Bed and Breakfast's financial statements and all books and records on which they
are based must accurately reflect the Company's transactions. All disbursements and receipts
must be properly authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses
must be reasonable, accurately reported and supported by receipts.
Those responsible for handling or disbursing funds must assure that all transactions are executed
as authorized and recorded to permit financial statements in accord with Generally Accepted
Accounting Principles.
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to
anyone, in any form, except the named account holder, client or customer.
Compliance
Employees who fail to comply with this policy will be disciplined, which may include a demand
for reimbursement of any losses or damages, termination of employment and referral for criminal
prosecution. Action appropriate to the circumstances will also be taken against supervisors or
others who fail to report a violation or withhold relevant information concerning a violation of
this policy.

Grievances
Employees are encouraged to bring concerns, problems and grievances to management's
attention. You are also obligated to report any wrongdoing of which you become aware to your
manager or, if the situation warrants, to any Green Balance Bed and Breakfast officer.

Progressive Discipline
Green Balance Bed and Breakfast retains the discretion to discipline its employees. Oral and
written warnings and progressive discipline up to and including discharge may be administered
as appropriate under the circumstances.
Please note that Green Balance Bed and Breakfast reserves the right to terminate any employee
whose conduct merits immediate dismissal without resorting to any aspect of the progressive
discipline process.

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Zero Tolerance for Workplace Violence

Green Balance Bed and Breakfast has a zero-tolerance policy concerning threats, intimidation
and violence of any kind in the workplace either committed by or directed to our employees.
Employees who engage in such conduct will be disciplined, up to and including immediate
termination of employment.
Employees are not permitted to bring weapons of any kind onto company premises or to
company functions. Any employee who is suspected of possessing a weapon will be subject to a
search at the company's discretion. Such searches may include, but not be limited to, the
employee's personal effects, desk and workspace.
If an employee feels he or she has been subjected to threats or threatening conduct by a
coworker, vendor or customer, the employee should notify his or her supervisor or another
member of management immediately. Employees will not be penalized for reporting such
concerns.

Policy Prohibiting Harassment and Discrimination

Green Balance Bed and Breakfast strives to maintain an environment free from discrimination
and harassment, where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting, testing,
hiring, promoting, demoting, laying off, terminating, paying, granting benefits and training.
Prohibited Behavior
Green Balance Bed and Breakfast does not and will not tolerate any type of harassment of our
employees, applicants for employment, or our customers. Discriminatory conduct or conduct
characterized as harassment as defined below is prohibited.
The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical
conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation,
national origin, age, disability, marital status, military status that unreasonably interferes with a
persons work performance or creates an intimidating, hostile work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances,
requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual
nature. Such conduct may constitute sexual harassment when it:
1
2
3
5

is made an explicit or implicit condition of employment

is used as the basis for employment decisions
unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include: demands or subtle pressure for sexual
favors accompanied by a promise of favorable job treatment or a threat concerning employment.

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Specifically, it includes sexual behavior such as:

1 repeated sexual flirtations, advances or propositions
2 continued and repeated verbal abuse of a sexual nature,
3 sexually related comments and joking, graphic or
4 degrading comments about an employees appearance
5 or displaying sexually suggestive objects or pictures
6 including cartoons and vulgar email messages, and
7 any uninvited physical contact or touching, such as patting, pinching or repeated brushing
against anothers body.
Such conduct may constitute sexual harassment regardless of whether the conduct is between
members of management, between management and staff employees, between staff employees,
or directed at employees by nonemployees conducting business with the Company, regardless of
gender or sexual orientation.
Harassment by Nonemployees
Green Balance Bed and Breakfast will also endeavor to protect employees, to the extent possible,
from reported harassment by nonemployees in the workplace, including customers, clients and
suppliers.
Complaint Procedure and Investigation
Any employee who wishes to report a possible incident of sexual harassment or other unlawful
harassment or discrimination should promptly report the matter to Joy Canfield. If that person is
not available, or you believe it would be inappropriate to contact that person, contact Jeffrey
Fraval.
Green Balance Bed and Breakfast will conduct a prompt investigation as confidentially as
possible under the circumstances. Employees who raise concerns and make reports in good faith
can do so without fear of reprisal; at the same time employees have an obligation to cooperate
Green Balance Bed and Breakfast in enforcing this policy and investigating and remedying
complaints.
Any employee who becomes aware of possible sexual harassment or other illegal discrimination
against others should promptly advise Joy Canfield or any other appropriate member of
management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate
discipline, which may include termination.
Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in good faith
will not be adversely affected in terms and conditions of employment and will not be retaliated
against or discharged because of the complaint.

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In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates
in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be
subject to appropriate discipline, up to and including termination.

Workplace Solicitation
To promote a professional and collegial workplace, prevent disruptions in business or
interference with work, and avoid personal inconvenience, Green Balance Bed and Breakfast has
adopted rules about soliciting for any cause and distributing literature of any kind in the
workplace.
Employees may not solicit on Green Balance Bed and Breakfast property or use company
facilities, such as e-mail, voicemail or bulletin boards during working time for solicitation. This
policy applies to collecting funds, requesting contributions, selling merchandise, gathering
employee signatures and promoting membership in clubs or organizations.
Working time means time during which employees are expected to be actively engaged in their
assigned work; it does not include scheduled meal or break periods.
You may solicit another employee only if both you and the other employee are not on working
time, and you may distribute literature only in nonworking areas and while not on working time
to other employees who are not on working time.
Nonemployees may not make solicitations or distribute literature at any time.
Green Balance Bed and Breakfast may grant limited exemptions from these rules for charitable
purposes at its discretion.

Termination, Resignation and Discharge

Employees are free to resign their employment at any time. If at any time it is necessary for an
employee to resign his or her employment with the Company, Green Balance Bed and Breakfast
requests at least two weeks notice. Failure to provide notice may lead to forfeiture of accrued
vacation or other benefits at the discretion of Green Balance Bed and Breakfast.
Termination by an employer is null and void by operation of law if it is done without a permit
from the P4D or P4P, except for certain cases such as termination in definite period contract.
Termination of employment by the employer with the permission of the P4D or P4P will have the
legal consequence that a severance allowance must be paid to the terminated employee which
consists of three elements:
Severance Pay;
Service Appreciation Pay; and
Compensation.

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Safety & Emergency

Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active role in
preventing fires.
Employees are required to observe all OSHA safety requirements and regulations. Flammable
materials are to be stored in covered metal containers. Employees should not block any fire
doors, fire exits, fire extinguishers, windows or doorways. Review the fire escape routes posted
in each work area.

Safety
Green Balance Bed and Breakfast is committed to maintaining a safe and healthy environment
for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions and
health and safety related issues immediately to your manager.
If you or another employee is injured, contact your supervisor or manager immediately. Seek
help from outside emergency response agencies, if needed. Contact information is posted .
You must complete an Employee's Claim for Worker's Compensation Benefits Form if you have
an injury that requires medical attention. If your inquiry does not require medical attention, you
must still complete a Supervisor and Employee Report of Accident Form in case medical
treatment is later needed and to ensure that any existing safety hazards are corrected. You can
obtain the required forms from .
A federal law, the Occupational Safety and Health Act, requires that we keep records of all
illnesses and accidents that occur on the job. OSHA also provides for your right to know about
any health hazards which might be present on the job.
In addition, the state Workers' Compensation Act also requires that you report any illness or
injury caused by the workplace, no matter how slight. If you do not report an injury, you may
jeopardize your right to collect workers' compensation payments as well as health benefits.
You can get the required reporting paperwork from .

Security
Green Balance Bed and Breakfast is committed to ensuring employees' security. Our premises
are equipped with both security alarms and a guard at night that are active outside working hours
and a fire alarm system.

Emergency Measures (Inclement Weather)

We realize that bad weather or hazardous commuting conditions may occasionally make it
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impossible for employees to report to work on time.

However, you are expected to make a diligent effort to report to work when conditions have
improved. If you determine that you are unable to report to work because of the conditions,
inform your supervisor as soon as possible.
If it becomes necessary to shut down the office due to weather or other emergency, every effort
will be made to notify employees. If there is a question as to whether the office will be open, call
your place of work. If there is no answer within one hour after the normal start time, assume the
office is closed.

Corporate Communications & Technology

Bulletin Boards
Check all the bulletin boards regularly to obtain important information about company events
and policies. Only Green Balance Bed and Breakfast employees should use company bulletin
boards. Management must approve all postings. See to obtain approval for a bulletin board
posting.

Communication with Press or Media

Media inquiries in relation to Green Balance Bed and Breakfast must be handled in accordance
with the following guidelines:
Inquiries regarding a specific transaction should be referred to the individual or individuals in
charge of the matter; if they are not available, then to Joy Canfield or to Jeffrey Fraval.
All other inquiries should be referred to Joy Canfield, who will respond directly or designate
another spokesperson and who will also help draft or direct an appropriate response if necessary.
This policy covers all forms of responses to the media, including off-the-record and anonymous
statements.

Acknowledgement of receipt and understanding

I acknowledge that I have received the Green Balance Bed and Breakfast Employee Handbook
and that I have read and understand the policies.
I understand that this Handbook represents only current policies and benefits, and that it does not
create a contract of employment. Green Balance Bed and Breakfast retains the right to change
these policies and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I understand that
I have the right to terminate my employment at any time, with or without cause or notice, and
that the Company has the same right. I further understand that my status as an "at will"
employee may not be changed except in writing and signed by the President of the Company.

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I understand that the information I come into contact with during my employment is proprietary
to the Company and accordingly, I agree to keep it confidential, which means I will not use it
other than in the performance of my duties or disclose it to any person or entity outside the
Company. I understand that I must comply with all of the provisions of the Handbook to have
access to and use Company resources. I also understand that if I do not comply with all
provisions of the Handbook, my access to Company resources may be revoked, and I may be
subject to disciplinary action up to and including discharge.
I further understand that I am obligated to familiarize myself with the Company's safety, health,
and emergency procedures as outlined in this Handbook or in other documents.
___________________________________
Signature
Date
___________________________________
Please Print Your Name
After receiving this welcome email, please review, electronically sign and date, and send to
joycanfield@greenbalanceb&b.com

E. EMPLOYMENT
The development of Indonesian employment regulations is progressive and further
changes are expected in the coming years. Due to the active involvement of various
NGOs, the awareness of Indonesian laborers has also increased during the last 10 years.
Principally, labor matters in Indonesia are regulated in the following laws:
Law Number 13 of 2003 concerning Manpower;
Law Number 22 of 1957 concerning Settlement of Labor Disputes and Law Number
12 of 1964 concerning Employment Termination in Private Companies, both of
which will be revoked on January 14, 2006 upon the effectiveness of Law Number 2
of 2004 concerning Industrial Labor Relationship Dispute Settlements in connection
with Government Regulation in lieu of Law Number 1 of 2005 concerning
Postponement of Law Number 2 of 2004;
Law Number 1 of 1970 concerning Work Safety;
Law Number 7 of 1981 concerning Mandatory Report of Manpower;
Law Number 3 of 1992 concerning Worker Social Security;

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 Law Number 21 of 2000 concerning Labor Unions;

Law Number 11 of 1992 concerning Pension Funds.
Employment Agreements
Employment agreements in Indonesia are categorized into:
Employment Agreements for a definite period in which an employment relationship
has a definite term or based on the completion of a certain job (e.g., employment
between a company and an interim worker; or a contract in which a company
employs someone to set-up a computer network)
Employment Agreements for an indefinite period in which the employment
agreement does not have specific term or require a completion of a certain job.
Labor Union
A company with ten or more employees may have a Labor Union, and more than one
Labor Union may be established at a company. An employee cannot become a member
of more than one Labor Union in a company.
Minimum Wage
The term minimum wage in Indonesia relates to the Regional Minimum Wages that vary
from province to province, with each province having the authority to regulate its own
minimum wage. Regional Minimum Wages are determined by the Department of
Manpower and are subject to the annual review by the Employers Association.ALI BUDIARDJO, NUGROHO, REKSODIPUTRO
Doing Business in Indonesia March 2005
13
Company Regulations
Every company in Indonesia employing at least 10 persons is required to have a set of
Company Regulations (Peraturan Perusahaan) which state in detail the terms and
conditions of the employment and the rules of conduct to be observed by the
employers. The Company Regulations must be approved by the Regional Department of
Manpower where the Company is domiciled, and once approved, are valid and binding
upon both the employer and the employees for a period of 2 years. Approval for an
extension to the validity of the Company Regulations must be obtained every 2 years and
any amendments must also be approved by the Regional Department of Manpower.
Collective Labor Agreements ("CLA")
A CLA is an agreement between a Labor Union registered with the Department of
Manpower and the Employer . The CLA generally contains the following:
parties to the agreement;
the terms of employment;
wage system;
agreed medical and health services;
rights to vacation leave;
the benefits due when an employee is injured while on duty;
provisions on amending the CLA; and
procedure for the settlement of a difference of opinion or a dispute between an
employer and its employees.
In a company which has had a CLA, the CLA cannot be replaced by the Company
Regulation. A company having a CLA is not obliged to have the Company Regulation.
In the event that the Labor Union wants to negotiate a CLA with an employer, the
employer is obligated to do so.
Bipartite Cooperative Agency ("BCA")
A BCA will be established at every company or enterprise that comprises 50 or more
employees as an initiative of both the employees and the relevant company
representatives. Essentially, the BCA will serve as a communication forum to ensure
timely communication between its members and to assist in the resolution of disputes by
facilitating discussion, debate and consensus building. The BCA will be required to meet
at periodic intervals or as required to ensure that the above duty is met.ALI BUDIARDJO, NUGROHO, REKSODIPUTRO
Doing Business in Indonesia March 2005
14
Working Hours
An employer is not permitted to make its employees perform work for more than 7
hours a day for 6 work days per week or 40 hours a week. However, the total working
hours may be distributed into 5 work days per week with no more the than 8 hours work
per each day. Employees who have to work for more than 40 hours per week are entitled
to receive overtime payment. The law also stipulates that an employee must be given a
meal if he or she works overtime for 3 hours or more .
Employee Training Programs
Indonesian companies employing expatriate workers are required to implement training
programs to ensure the transfer of knowledge. The Skills and Development Fund in the
amount of USD 1,200 per year for each expatriate employee is to be paid to the
Department of Manpower.
Allowances
Employees are entitled to an annual allowance which normally equals one months salary
at the time of the Idul Fitri (Hari Raya Lebaran) or Christmas holidays. Maternity leave

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must be granted for 3 months with salary fully paid. In addition, it is a common practice
to provide other allowances or benefits, such as meal allowances and transportation
allowances. All allowances are treated as part of salary for tax purposes and are deemed
to form part of the basic wage for purposes of termination payment calculations.
Social Security For Manpower
An employer with 10 employees or more or having a payroll of at least one million rupiah
a month is obligated to insure its employees, including expatriate employees, in the Social
Security for Manpower (Jaminan Sosial Tenaga Kerja, "Jamsostek") program.
The Jamsostek program covers:
Occupational Accident Security;
Death Coverage;
Old Age Security; and
Health Maintenance Security.ALI BUDIARDJO, NUGROHO, REKSODIPUTRO
Doing Business in Indonesia March 2005
15
Pension Funds
A company in Indonesia can provide a pension scheme for its employees by way of:
a special fund set aside for such purpose administered through a separate accounting
or a separate legal entity for the Pension Fund set up and controlled by the Employer
("Employers Pension Fund");
a pension scheme administered through an independent pension fund financial
institution ("Financial Institution Pension Fund"); or
any employers Pension Fund in which the contributions come only from the
Employer, which are determined by a specific formula related to the Employers
profits ("Profit Based Pension Fund").
The Pension Fund Law provides that the pension programs can be conducted in the
form of Defined Benefit Plans or Defined Contribution Plans. The Defined Benefit
Plans are pension programs under which the benefits are determined by the pension
funds regulations. Defined Contribution Plans are pension programs where contributions
are determined under the pension fund regulations and all contributions as well as the
proceeds of investments are booked as pension benefits.
Obligation to Report on Manpower
Any employer with 6 or more employees is obligated to report in writing certain details
concerning its manpower to the Minister of Manpower within 30 days from
establishment of its business or any significant change in its activities. This report must
be filled annually and failure to file will result in the liability of the employer or manager
for an imprisonment of up to 3 months or a fine of up to one million rupiah.
Strike
Every employee or labor union has a right to strike. However, any strike action must be
conducted within the prevailing laws and regulations with respect to strike action. Strike
will be considered as illegal if certain conditions as provided by the laws and regulation
are violated.
In the company which serves public needs or which activities endangering to human life,
the strike action conducted by the on-duty employees is classified as an illegal strike and
such employees will be marked as absent from the place of work.ALI BUDIARDJO, NUGROHO, REKSODIPUTRO
Doing Business in Indonesia March 2005
16
Employment Termination
If termination cannot be avoided, a permit is required for either the termination of an
individual employee or mass termination. The government entities which can issue such
a permit are the Regional Committee for Settlement of Labor Disputes (Panitia
Penyelesaian Perselisihan Perburuhan Daerah "P4D") and the Central Committee for
Settlement of Labor Disputes (Panitia Penyelesaian Perselisihan Perburuhan Pusat "P4P").
Termination by an employer is null and void by operation of law if it is done without a
permit from the P4D or P4P, except for certain cases such as termination in definite
period contract.
Termination of employment by the employer with the permission of the P4D or P4P will
have the legal consequence that a severance allowance must be paid to the terminated
employee which consists of three elements:
Severance Pay;
Service Appreciation Pay; and
Compensation.
In January 2004, the Government enacted Law Number 22 of 2004 on Industrial Labor
Relationship Dispute Settlements, that addresses the issues that concern the termination
of industrial employment relationships. Although promulgated in 2004, this law will take
its effect only on January 14, 2006. As a result, at the latest on January 14, 2006 both the
P4D and P4P must have been liquidated and replaced by another tribunal that comprises
of judges who are representatives of both the legal and industrial spheres.
Based on Law Number 22 of 2004, before an industrial dispute is brought to the special
tribunal, initial efforts to settle the dispute must be made by way of the following:

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- Bipartite negotiation;
- Mediation;
- Conciliation; and/or
- Arbitration.
If the initial efforts are successful and a settlement is reached by way of any of the
Above mentioned means, the disputing parties who have reached a mutual settlement
agreement must execute the agreement in writing in the form of a deed, and have the
deed registered with the local tribunal.
If the efforts fail to produce a mutually agreed amicable settlement by way of the above,
the dispute is to be brought before the specific tribunal as meant by the lawExpatriate Employees
Indonesian companies, whether national companies of foreign investment companies are
permitted to employ expatriate employees as a Director, Commissioner or certain other
position in the company that open for expatriate employee. A company who would like
to employ expatriate employee must provide necessary education and training programs
for Indonesian employees who are expected to replace the expatriates.
Prior to employing expatriate employees, a company must first submit an application on
Foreign Manpower Utilization Plan or RPTKA and obtain approval thereof. The
RPTKA determines the number of expatriates that will work for the company, their term
of employment and the functions in which they are to be employed. It serves as a basis
for the entry of expatriates and the issuances of expatriates working permits. The
RPTKA may be granted for a maximum period of 5 (five) years and may be extended for
another 5 (five) years at the maximum.
The application for RPTKA must include documents of the company, among others:
1. RPTKA form which has been filled in;
2. the business license of the company;
3. copies of the deed of establishment and legalization as a legal entity;
4. a copy of the Certificate of Domicile;
5. a copy of the organizational chart of the company;
6. a copy of the appointment letter concerning the appointment of
Indonesian employees to be the assistant(s) of the expatriate;
7. a copy of the companys Mandatory Manpower Report.
After the RPTKA application has been approved, the expatriate who will be employed by
the Company must subsequently obtain a Visa for Limited Stay or VITAS issued by the
representative of the Republic of Indonesia located outside of Indonesia (e.g., Indonesian
embassy or consulate).
To obtain VITAS as mentioned above, the company must first submit an Application for
Recommendation to Employ Expatriates to the Manpower Department. The
recommendation will be subsequently issued by the Manpower Department and delivered
to the Director General of Immigration which will further notify the representative office
of the Republic of Indonesia to issue VITAS for the expatriate concerned.
On the basis of VITAS, the company can apply for the issuance of Permit of Limited
Stay or ITAS for the expatriate to be employed. The application of ITAS must be
submitted to the local immigration office where the expatriate has its domicile.
After completing the procedures mentioned above, the company must subsequently
submit application to obtain Foreign Manpower Working Permit of IKTA for the
expatriate. The IKTA will be granted for a period mentioned in the RPTKA and may be
extended. ALI BUDIARDJO, NUGROHO, REKSODIPUTRO
Doing Business in Indonesia March 2005
18
Once the IKTA is granted, the company must submit semi-annual reports on the
utilization of expatriates and the implementation of RPTKA to the Minister of
Manpower.
Visas
A Visa of the Republic of Indonesia may be issued in the form of an official stamp, a
sheet of paper inserted into or attached to a passport, an ordinary card, or an electronic
card. The type of visa issued shall be based on the visa application. A visa application
should be submitted to an Embassy or Consular of the Republic of Indonesia or other
official designated by the Government of the Republic of Indonesia.
The following are types of visa recognized under in Indonesia:

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