Human Resources

Update: 18.05.09

Human Resources Policies

General
1. Name of hotel is a brand name owned company name In this document we refer to name of
hotel and this always means name of company.
2. All applicants have to complete a name of hotel Application Form, submit a resume if
applicable, as well as 1 recent picture, house registration, copy of the ID card, employment
and school certificates as well as 3 references and tax and social security number.
3. name of hotel engages in a non-discriminatory employment practice. Applicants may not be
treated differently due to their: religion, sex and ethnic origin. We will only examine suitability
and experience as well as education in respect of their desired position.
4. After submitting the application form Hotel will verify references, conduct a pre-screening and
personality examination. If a candidate is deemed suitable the application will be forwarded to
the pertinent department head by HR for final approval and further processing.
5. If the hiring is a new position or affects the head count a memo to the GM has to be submitted
outlining the reason to increase the head count and for budget setting purposes. The GM
informs the HR department oh his/her final decision.

Hiring
1. Submit all application documents to HR department and ask the employee to hand in the
health certificate. If the employee does not have a health certificate HR department will
schedule a visit to the hospital in order to receive a health certificate.
2. The employee must submit bank account details within three working days to the HR
department. (XX Bank is the preferred bank for correspondence with hotel).
3. Uniform agreement must be signed within the introduction day after receipt of uniform.
4. A digital picture has to be taken by the HR administrative office within 3 working days in order to
qualify the person for the payroll system.
5. A nametag will be supplied within one week.
6. An employee induction form must be completed within one week by the department head and
returned to the HR department.
7. An individual training log must be started and each training task signed off by both the
employee and the manager in charge. Training is provided and executed by the pertinent
manager. Training log is controlled by the head of department and the Executive Management.
8. A signed copy of the HR policy is filed within one week of starting of employment.
9. The personnel file will be kept at the HR administration office.
10. A short quiz pertaining to Darasamui and its facilities will be administrated within two weeks of
the starting date by the HR department.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 1

 Human Resources

Update: 18.05.09

Human Resources Policies

Conditions of work
1. Each employee must clock in in at the beginning of the shift. At the end of each shift the
employee must clock out.

Failure to do so will;

a) Result in non-payment of wages for that day and

b) A written warning will be issued

2. Each employee has a probation period of 119 days.

3. If, after an employee has been accepted for employment, it is found that the information given
in the application for employment is partially or totally untrue, hotel shall be entitled to terminate
such employment without severance pay.
4. The employee shall advise the employer of any change of his/her residential address, phone
number, family status, social status or any appropriate information, within a period of 15 days
from the date of that change.
5. Hotel will embrace a 5 day working week. Working hours per day are stipulated with 9 including
1 hour break per day.
6. Hotel expects employees to clock in at least 15 minutes prior to their scheduled shift. Due to the
nature of our business the employee may be asked to work additional time. At the end of each
quarter Hotel will clean the time record and any time owed to Hotel as per Thai Labor law is
reset to zero. As our business is hospitality Hotel may ask depending upon business levels to have
employees work an additional day, as long as it is within the 48 hours per week over a period of
a quarter.
7. Overtime will be calculated as the following:
Any hours worked in excess of 48 hours per week, Hotel will clear the OT with the time owned to
the company as per Thai Labor law every quarter. Hotel will not pay OT but allow for extra days
off. The rate of OT is calculated 1.3 times of regular salary which equates in to 1.3 hours leave or
2 times the regular salary if it is a public holiday which equates into 2 hours leave.
8. Hotel recognizes that all public holidays in Thailand will be in accordance with Thai labor law; a
minimum of 13 days per year are granted. The specific days will be posted on the employee
bulletin board. In the hospitality industry it will be necessary to work public holidays. The time will
be accumulated and can be taken at a later date.
9. Work schedules will be posted at least two weeks prior on the employee bulletin board. Please
note that due to the nature of the hospitality business shifts may change. The employee
concerned will be notified by the department head in a shorter period of time.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 2

 Human Resources

Update: 18.05.09

Human Resources Policies

Days off
1. Days off will whenever possible be scheduled consecutively.
2. If an employee wishes to have a specific day off or a holiday request for day off or vacation, a
request form must be completed and duly signed by the department head and then returned
to the HR administration office for registration.
3. Holidays and Vacation: Thai public holidays (in case the employee has to work on that day
another day in due will be given) plus 14 days vacation in year 1, year 2 and year 3. As of year 4,
21 days vacation are awarded to the loyal employee.
4. Holidays can only be taken after the completion of a full calendar year of employment.
5. Holidays or Vacation may accumulate but can under no circumstances be collected more than
1 year over the due date. Due date is the last day of the completion of each working year. In
case the holiday or vacation is not taken in due time, the right for holidays/vacation expires.
6. Holidays are not transferable to cash payment.
7. Hotel will strive to accommodate employees request for holidays but reserves the right to
approve holidays during business periods conducive to Hotel i.e. low season and the amount of
consecutive days.
8. Holiday leave should be requested at least 3 months prior to taking it. However Hotel will strive to
make provision for emergency situations.

Sick and Business Leave

1. Thai labor law stipulates 30 days per annum after completion of the probation period.
2. It is policy of Hotel to request a medical certificate if an employee is sick for two consecutive
days or more.
3. Sick leave beyond thirty days per annum will not be paid and service charge also.
4. Employees are actively encouraged to minimize their sick leave as much as possible.
5. After taking sick leave employees must complete a sick leave form within the first day back on
the job and have it signed by the department head, to HR administration.
6. In case of an accident while working, it is to the discretion of Hotel to count or waive the days as
sick leave.
7. Hotel has the following bonus program in effect for associates actively minimizing their sick and
business leave. No days taken as sick leave during one calendar year will receive 50% of a
monthly base salary as a bonus. Associates that have taken no more than 7 days justified with
medical certificate sick leave may receive 25% of their monthly base salary as a bonus. Exempt
from this bonus are all senior positions (junior Executive level and up).

Pregnancy Leave
1. Pregnancy leave at Hotel is in accordance to Thai labor law, which stipulates, 90 days inclusive
of holidays. The employee concerned will be paid only 45 days as mandated by Thai labor law.
The definition of pregnancy leave as per Thai labor law means that birth has to be given. In case
of early termination of pregnancy the pregnancy leave regulation is not in effect however
regular sick leave regulation applies. In case of severe pregnancy difficulties the pregnancy
leave may be extended past 90 days with a certificate from a hospital issued by an obstetrician.

Military Leave
1. Military leave as per Thai Labor law is 60 days inclusive of holidays with pay. Government
documentation must be shown and the exact amount of days must be requested in advance.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 3

 Human Resources

Update: 18.05.09

Human Resources Policies

Religious Leave
1. Religious leave may be taken only after a person has worked for three consecutive years at
Hotel inclusive of holidays time period not to exceed 30 days. Hotel may pay a maximum of 15
days leave. Approval must be obtained at least 30 days in advance from the Executive
Management and can only be requested one time during the employment at Hotel. The
associate must return to work no later than three days after the completion of the monkshood.

Leave for personal reasons

1. Leave for personal reasons such as death of an immediate family member (father, mother,
brother, sister or child) or illness of immediate family members as outlined above may request a
personal leave for up to 7 consecutive days without pay.

Temporary employment
1. Temporary employment can be arranged only with approval of the pertinent department head
and the HR department. Temporary work is classified as occasional work that does not exceed
90 days. Hotel may terminate such employee at any time and pay wages according to the
working days without any additional compensation.

Termination of employment
1. In case of termination without fault on behalf of the employee Hotel will pay to the following
scale:
- Employee has worked over 119 days but not over 1 year the hotel will pay 30 days salary.
- Employee has worked for 1 year but not over 3 years the hotel will pay 90 days salary.
- Employee has worked 3 years but not over 6 years the hotel will pay 180 days salary.
- Employee has worked 6 years but not over 10 years the hotel will pay 240 days salary.
- Employee has worked 10 years and more we will pay 300 days salary.

2. Notice period in case of employment termination: Employees as well as Hotel will be bound to
give each other at least 30 days notice prior to be able to sign out of the company. This article is
void should there be any disciplinary action. (Refer to the disciplinary action part below)

Disciplinary system
1. Employees are treated fair and with justice at Hotel. Therefore we have created a progressive
disciplinary action procedure.

First offense: The employee will be warned verbally of any wrongdoing and a memo outlining
this verbal warning will be signed by both associate and department head and placed in the
personnel file at the administration office.

Second offense: The hotel issues a first written warning, again both signed by the associate,
department head and placed in the personnel file at the administration office. Should there be
another offense, a second written warning is issued with a definite action such as; suspension
from work without pay, reduction or decrease in salary and/or bonus. In the unlikely event of
another offense a third written warning will be issued which serves automatically as a
termination of employment form.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 4

 Human Resources

Update: 18.05.09

Human Resources Policies

The following offenses will be punished as stated below:

Late to work in excess of 15 minutes (happening a minimum of 3 times) Hotel will deduct one-
day salary and issues a verbal or written warning whatever may be appropriate.
Disappearance from work without notice for up to one day Hotel will deduct 3 days salary and
issues a written warning. Absence from work in excess of 3 days results in an automatic dismissal.
Theft, fraud and graft are reason for immediate dismissal.
Sexual misconduct with either guests or associates warrants an immediate dismissal.
Drunkenness and inappropriate lewd behavior warrants immediate dismissal.
Gambling and money lending warrants immediate dismissal.
Drug abuse is reason for immediate dismissal.
Verbal and physical abuse of either guests or associates will lead to immediate termination of
contract.
In case of disagreement with the disciplinary action taken the employee in question may
announce to the department head both verbally and in writing on the disciplinary action form
that he/she may wish to have their case reviewed by the management. If the employee is still
not satisfied with the result an arbitration hearing may be requested by the associate and the HR
department shall act as the arbitrator and their ruling is considered final by all parties.
Associate must sign the disciplinary action form but may clearly state on this form their
disagreement.

Complaints
1. Each employee has the right to complain about having been ordered to complete a job of
unrelated task or improper treatment or sexual harassment. The following procedure must be
adhered to: File either verbally or in writing (Employee complaint form is available at the HR
administration office). The complaint should be loged with the manager or the direct supervisor.
In case a manager is involved, file the complaint directly with the HR department. The employee
shall be protected from retribution and is protected by this policy.

Performance evaluation
1. After the completion of the probation period each associate receives a formal performance
evaluation. This evaluation is to be completed by the department head and discussed with the
HR administrator before giving it to the associate. All employee evaluation forms must be signed
by the associate and the department head and returned to the HR department after
completion.
2. After the initial evaluation the employee is evaluated once a year.
3. Having received a favorable performance evaluation does not automatically mean that
salaries will be raised. Salary increases are awarded on a merit bases only and finalized 01st
October each year.
4. Having passed the probation period does not mean an automatic salary increase. Salary
increases are awarded on a merit bases only. Each department has a top-up assignment of 5%
of the total salary costs per department/per month. This 5% are splitted to members of the
concerned department according to personal performance. Decision is made by the head of
department, approved by the respective EAM/RM and finally signed by the GM.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 5

 Human Resources

Update: 18.05.09

Human Resources Policies

5. The performance evaluation is based on the following criteria:

Punctuality and sick and/or business leave taken

Willingness to receive and carry out orders
Technical competency in job related tasks
Positive attitude towards guests, peers, associates and the Management
Personal presentation

Employee Transfer
1. Any permanent employee who has been promoted or transferred to a new position shall
undertake a probation period in that new position for 30 days, respectively 90 days for senior
positions. If the employee receives a promotion the new salary starts as of day 01 in the new
position. If the employee is found unsuitable for the promotion and does not pass probation
period the employee may be transferred back to the previous position at the previous salary. In
case of a lateral transfer, the employee will receive a salary in accordance to the new position.
The employee will have to complete a 30 days, respectively 90 days probation period for senior
positions. Should the employee not pass the probation period the employee will be transferred
back to the previous position at the previous salary.
2. Should an employee be asked to transfer to another department due to unsuitability of the
original department, the salary may be adjusted to the new position. The employee will have to
complete a 30 respectively 90 days probation period. Should the employee not pass probation,
Hotel may not offer the previous position or any other position.

Salary rises
1. Hotel does not recognize and follow a seniority system. Salary raises are based on merit only.
2. Salary increases are awarded in increments of 5 evaluation criteria. The final salary increase is
fixed by the management in accordance to budget, department expectations and
achievements. Evaluation criterias are listed as under Performance Evaluation, point 5.
3. Hotel may award an outstanding employee with additional fringe benefits such as: extra days
off, holidays or other awards. This is considered case by case and subject to approval by the
Management.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 6

 Human Resources

Update: 18.05.09

Human Resources Policies

Uniforms and Personal Grooming

1. Hotel will supply each employee with two official uniforms. Hotel pays an allowance of THB XX.XX
per employee and month to clean his/her uniform by their own. The employee is responsible to
keep the personal shoes clean and polished and in excellent condition.
2. Employees are responsible to maintain the uniform in good order and treat it with respect.
3. All employees must wear the uniform to the standards explained to them upon receiving of the
uniform.
4. The nametag must be worn on the left pocket of the uniform top.
5. Hotel will show the employee the approved style of shoe and it is the employees responsibility to
purchase such shoes if not provided by Hotel. The Management reserves itself the discretion of
advising an employee that his/her shoes are not approved nor deemed suitable for Hotel.
6. All employees must have the hair neatly groomed and washed and properly cared for. Male
employees may not have hair touching the collar of their shirt. Female employees with long hair
must have the hair neatly taken back and wrapped up with either a decorative hair net or in a
neat ponytail. In the kitchen all female employees must wear a hair net as well as a chefs hat.
Male kitchen employees must wear a chefs hat. Female F&B service employees must wear
decorated hair nets.
7. Make up for female employees is a must and has to be discreet. Management reserves itself the
right to order associates to reduce or increase the make up or change it.
8. All employees must engage in good personal hygiene and grooming.
9. Long fingernails for male and female employees are unacceptable at Hotel.
10. Female employees are allowed to wear one earring per ear not dangling but small and discreet
in size as well as one ring per hand. Bracelets on ankles or wrists are not allowed. Female
employees may wear a watch but cannot wear any other decorative items.
11. Male employees are not allowed to wear earrings as well as bracelets on ankles or wrists. A
mans watch is allowed as well as one ring.
12. Piercing of any kind, nose or other areas visible to guests is strictly forbidden.
13. No visible permanent or temporary tattoos are allowed for both male and female employees.
14. Hair may not be colored with bright obtrusive colors. Strong colors are not allowed.
15. Bright red lipstick is not accepted for employees.
16. Male employees may not dress up in a feminine fashion or manner.
17. Hotel reserves the right to ask any employee to change their appearance in accordance to the
highest Hotel standards.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 7

 Human Resources

Update: 18.05.09

Human Resources Policies

General
1. Employees are not allowed to use the guest facilities of Hotel.
2. Employees may not loiter and gather and stand around in public areas of the Hotel physical
facilities.
3. Associates may not engage in smoking or drinking in public areas of the hotel/resort.
4. Smoking is permitted in designated smoking areas only. Offices are non-smoking.
5. Mobile phones are strictly forbidden to carry and leave switched on during work shifts. During
breaks the mobile phone may be used. All mobile phones must be left in the lockers and may
not be used within the assigned work areas.
6. Talking and chatting with other associates, unless for business purpose, is not allowed in public
areas, restaurants, and on guest floors.
7. Eating and drinking in the work area is strictly forbidden especially when it is in view of guests.
8. Napping or sleeping while on duty is strictly forbidden.
9. Uniforms may not be worn outside Hotel. Changing rooms are available for employees.
10. Uniforms may not be worn around town or the local area unless on official business as
designated by a manager of Hotel.
10. Friends or family may not visit the employee during working hours. Should the employee wish to
show the hotel/resort to friends or family prior permission from a manager must be obtained.
11. Gambling or loaning money or any other illegal actions such as drug use or sale is strictly
forbidden and the concerned employee will be dismissed immediately.
12. The use of lewd language is strictly forbidden.
13. No items belonging to Hotel may be carried out, unless authorized by a gate pass.
14. Conducting personal or other business unrelated to Hotel is strictly forbidden during working
hours.
15. Full time employees may not work elsewhere even part time.
16. Employees are asked to assist in keeping Hotel clean and pick up litter and actively help in
keeping the associate and public areas clean.
17. Hotel encourages associates to be proactive and take decisional power in guest satisfaction
issues.
18. Associates should refrain from leaning and standing against walls.
19. Associates are not allowed to use the public entrance. Only the employee entrance may be
used.
20. An employee who is assigned by his/her superior to undertake any training, such as to improve
his/her work performance, to take a language course, or safety training etc. shall comply with
this assignment, whether or not the training is on the job training or in the classroom. The
employee shall attend the training punctually and wear suitable attire.

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 8

 Human Resources

Update: 18.05.09

Human Resources Policies

Associate Restaurant
1. Hotel will provide an associate meal that is to be consumed in the designated eating area.
2. The employees must clean the area where they had taken their meals.
3. Hotel prohibits employees from doing the following:

Bringing food from the kitchen or cooking their own food in the kitchen
Removing food from the associate restaurant and taking it elsewhere
Eating food in, or removing food from the restaurant or anywhere else within a Hotel property
regardless of whether he/she is invited to do so by a guest.

Resort Discount
1. Employees may receive a 50% discount on hotel rooms, inclusive of their relatives, subject to
availability and approval by the GM.

Spa Discount
1. Employees may receive a 50% discount on all Spa treatments, inclusive of their relatives, subject
to availability and approval by the GM.

Restaurant Discount
1. Should an employee wish to invite relatives to the restaurant an approval by the GM needs to
be given and a discount of 30% on all food and beverage items can be extended to the
employee and their relatives. This discount is valid for all F&B outlets and is subject to availability.
2. Alcoholic beverages may be consumed only in conjunction with dinner, the bar is strictly off-
limits to associates and their relatives.
3. Employees must behave appropriately and dress politely while on property with their relatives
having dinner.

Note:
Hotel reserves the right to alter, amend, modify or cancel in whole, in the part, the hotel and house
rules at the discretion of the Management and submits a copy of the amendments to the associates
for acknowledgement.

PLEASE READ AND SIGN

I have read these rules and regulations. I completely understand them and will follow them to the best
of my ability.

Signature Employee & Date: Witness & Date:

Copyright: Professor Daniel G. Fuchs, Bangkok Thailand 9