Dolphin Hotels Ltd.

Employee
Handbook

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 Table of contents
INTRODUCTION....................................................................................................1

WELCOME MESSAGE FROM MANAGING DIRECTOR’S DESK.......................2

DOLPHIN HOTELS LIMITED.................................................................................3

HOTEL SITARA:............................................................................................................3
HOTEL TARA: ..............................................................................................................3
HOTEL SAHARA: .........................................................................................................3
HOTEL DOLPHIN: ........................................................................................................3
EUREKA RESTAURANTS: .........................................................................................3
CHAMPION: ..................................................................................................................3
VARIOUS TYPE OF GUEST OF DOLPHIN HOTELS:..............................................4
OUR SALES OFFICES:..................................................................................................4

EMPLOYMENT POLICY STATEMENT.................................................................5

CHANGES IN POLICY..................................................................................................5
EMPLOYMENT APPLICATIONS................................................................................5
EMPLOYMENT RELATIONSHIP................................................................................5

DEFINITIONS OF EMPLOYEES STATUS............................................................6

“EMPLOYEES” DEFINED............................................................................................6
REGULAR FULL-TIME (Confirmed).......................................................................6
TEMPORARY (FULL-TIME)....................................................................................6
PROBATIONARY PERIOD FOR NEW EMPLOYEES...........................................6

EMPLOYMENT POLICIES.....................................................................................7
NON-DISCRIMINATION..............................................................................................7
NON-DISCLOSURE/CONFIDENTIALITY ................................................................7
NEW EMPLOYEE ORIENTATION..............................................................................8
PROBATIONARY PERIOD FOR NEW EMPLOYEES...............................................8
OPERATION HOURS OF ORGANISATION...............................................................8
LUNCH & TEA/SNACKS PERIODS............................................................................9
PERSONNEL FILES......................................................................................................9
PERSONNEL DATA CHANGES..................................................................................9
EMPLOYEE IDENTITY CARD....................................................................................9
EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS...............10
OUTSIDE EMPLOYMENT........................................................................................10
DISCIPLINARY ACTION..........................................................................................10
EMPLOYMENT TERMINATION..............................................................................11
SAFETY.......................................................................................................................12
HEALTH-RELATED ISSUES....................................................................................12
EMPLOYEE REQUIRING MEDICAL ATTENTION...............................................12
BUILDING SECURITY..............................................................................................12
PARKING.....................................................................................................................13
VISITORS IN THE WORKPLACE ...........................................................................13

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 EMPLOYEE LOCKERS..............................................................................................13
PERSONAL BELONGINGS.......................................................................................13
SECURITY CHECKS..................................................................................................13

STANDARDS OF CONDUCT..............................................................................13
ATTENDANCE/PUNCTUALITY...............................................................................15
ABSENCE WITHOUT NOTICE..................................................................................15
HARASSMENT, INCLUDING SEXUAL HARASSMENT.......................................15
TELEPHONE USE........................................................................................................16
PUBLIC IMAGE...........................................................................................................16
Professional Dress code: ...........................................................................................16
Professional appearance standards: ...........................................................................17
DRUG/ SUBSTANCE ABUSE.....................................................................................17
TOBACCO PRODUCTS...............................................................................................18
USE OF GUEST FACILITIES OR AREAS................................................................18
ELEVATORS................................................................................................................18
SOCIALIZING.............................................................................................................18
CASH SHORTAGE/OVERAGE.................................................................................18
SOLICITATION AND DISTRIBUTION POLICY....................................................18

WAGE AND SALARY POLICIES........................................................................19

WAGE OR SALARY INCREASES.............................................................................19
TIMEKEEPING............................................................................................................19
OVERTIME...................................................................................................................19
PAYDAYS.....................................................................................................................20
SALARY SLIPS OR SALARY CERTIFICATES.......................................................20
SALARY ADVANCES AND LOANS.........................................................................20
EMPLOYEE STATE INSURANCE ACT (ESI Act)...................................................20
EMPLOYEE PROVIDENT FUND .............................................................................20

BENEFITS AND SERVICES................................................................................21

MEAL............................................................................................................................21
LEAVES........................................................................................................................21
HOLIDAYS...................................................................................................................22
TRAINING AND PROFESSIONAL DEVELOPMENT.............................................22
DOLPHIN LIBRARY...................................................................................................22
REWARDS AND RECOGNITIONS............................................................................22

EMPLOYEE COMMUNICATIONS.......................................................................23
BULLETIN BOARDS..................................................................................................23
SUGGESTION BOX....................................................................................................23
PROCEDURE FOR HANDLING COMPLAINTS.....................................................23

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 INTRODUCTION

This Handbook is designed to acquaint you with Dolphin Hotels Ltd. and provide you
with information about working conditions, benefits, and policies affecting your
employment.

The information contained in this Handbook applies to all employees of Dolphin Hotels
Ltd. Following the policies described in this handbook is considered a condition of
continued employment. However, nothing in this Manual alters an employee’s status.
The contents of this Manual shall not constitute nor be construed as a promise of
employment or as a contract between the Company and any of its employees. The
handbook is a summary of our policies, which are presented here only as a matter of
information.

You are responsible for reading, understanding, and complying with the provisions of
this Manual. Our objective is to provide you with a work environment that is
constructive to both personal and professional growth.

We hope, we will have a long and prosperous relationship.

(Human Resource Manager)

Name:

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 Welcome message from Managing Director’s desk

Dear Employee,

We are hereby starting a professional relationship with trust

and beliefs that you will be an integral part of growth and
prosperity of our organisation.

Dolphin Hotels Limited is a service-oriented organisation. We

are providing, not only rooms and restaurants but a
professional service to satisfy their all type of needs and
wants and to make them feel that there dream will be
realized nowhere but at Dolphin only.

Guest is our god. ‘Service with passion’ to guest is our

mission. Be a finest hospitality service provider is our vision.

We hope that you will contribute with your heart and soul to
the growth and achievement of our mission and vision. We
believe that you will make us feel proud that you are with us.
We also believe that you keep our organisation name,
standards and culture at the highest level of your thought,
talk and action.

We assure you that we will provide a fair, unbiased, equal

opportunity work environment for your personal
development and growth. We also assure you that we will
take care of all issues related to you at emotional and
professional level.

Least but not last, we hope that we will have a long,

prosperous and truthful relationship.

We welcome you in our dolphin family.

Welcome!!!

(Managing Director)
Dolphin Hotels Ltd.
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 Dolphin Hotels Limited

Dolphin Hotels Limited has been started in Year 1980, with their first opening at
Vishakhapatnam, as Hotel Dolphin, Vishakhapatnam. In 25 years, this group has made
its place in hospitality industry and today it is a renowned company in India. This
company is having 04 hotels and a chain of restaurants in India.

HOTEL SITARA:
This is the Luxury hotel of company, situated inside the beautiful landscape of Ramoji
Film City.
(Collect a Room Tariff card from front office manager, during induction schedule, and
attaché at the end of manual)
Total rooms: 165 rooms, with 04 royal suites and 08 theme suites.
Restaurant: Galaxy (24 hours operation)
Bar: Startreck
Banquet halls: 07 halls (Tajmahal, Mayfair, Samarkhand, Rangamahal, Terrace hall,
Sangam, and 01 boardroom)
Other facilities:
1. Swimming pool room
2. Gym and Aerobic (Samson and 5. Minibar
Delilah) 6. Telephone with direct
3. In-house laundry connectivity for STD/ISD
4. Internet connectivity for each
HOTEL TARA:
This is an economic hotel, situated inside Ramoji Film City.
(Collect a Room Tariff card from front office manager, during induction schedule and
attach at the end of manual)
Total Rooms: 126 rooms
Restaurant: Hollywood (24 hours operation)

HOTEL SAHARA:
This is a dormitory, having 12 beds in a room. It’s having two wings, one is Gentleman
Block and another is Ladies Block.
(Collect a Room Tariff card from front office manager, during induction schedule and
attach at the end of manual)
Total no. of Beds: 588 , Restaurant: Himalayan

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HOTEL DOLPHIN:
This is the first hotel of the group and this is situated at Vishakhapatnam.
(Collect a Room Tariff card from Training &Development manager, during induction
schedule, and attaché at the end)
Total no. of rooms: 146 rooms
Restaurant: Horizon, Vasundhara
Coffee Shop: Green House
Bar: Wood House
Banquet Hall: 04 (Kalinga, Ashirwad, Senate, Board room)
Other facilities: Olympus Gym, Swimming pool, Cable connected TV, Internet
connectivity.

EUREKA RESTAURANTS:
This is an unit with 04 restaurants and 03 f&b outlets (at present). It’s main purpose to
serve food & beverage to Day visitors of Ramoji Film City.

Restaurants

Chanakya: A vegetarian restaurant, serving south Indian and North Indian delicacies
Alampana: A Mughlai restaurant, especially serving awadhi cuisine
Gunsmoke: A Continental and oriental restaurant, serving American fast food and
Chinese snack.
Ganga Jamuna: An ethenic south Indian restaurant, serving south Indian vegetarian thali
for lunch.
Outlet: Train restaurant, Popcorn outlet, Highway f&b outlet.

Other facilities:

CHAMPION:
This place is meant for outdoor and indoor game facilities. You will find here:
 Lawn tennis Court  Squash
 Table tennis court  Snooker
 Basketball court  Chess and Carom
 Volleyball court  Beer lounge and Library
 Badminton Court

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VARIOUS TYPE OF GUEST OF DOLPHIN HOTELS:
1. Film Guest: Regional, National, International
2. Corporate Guest
3. Holiday guest
4. Honeymoon guest
5. Celebrity guests
6. Guest for Meeting, incentive, conference, convention, and events &
entertainments (MICE).

OUR SALES OFFICES:

We are having effective and strong sales and marketing network throughout India. We
are having regional sales offices at Hyderabad, Mumbai, Pune, Nasik, Bangalore,
Bhubaneshwar, Kolkata, Chennai and New Delhi. All these regional sales offices are
connected with ‘Corporate Sales Office’, placed at Ramoji Film City.
 Employment policy statement

CHANGES IN POLICY
This Handbook supersedes all previous employee manuals and memos that may have
been issued from time to time on subjects covered in this Handbook.

However, since our business and our organization are subject to change, we reserve the
right to interpret, change, suspend, cancel, or dispute with or without notice all or any
part of our policies, procedures, and benefits at any time. We will notify all employees
of these changes. Changes will be effective on the dates determined by the Company,
and after those dates all superseded policies will be null.

No individual supervisor or manager has the authority to change policies at any time. If
you are uncertain about any policy or procedure, speak with your Human Resource
Executive.

EMPLOYMENT APPLICATIONS
We rely upon the accuracy of information contained in the
employment application and the accuracy of other data presented throughout the
hiring process and employment. Any misrepresentations, falsifications, or material
omissions in any of this information or data may result in exclusion of the individual
from further consideration for employment or, if the person has been hired, termination
of employment.

EMPLOYMENT RELATIONSHIP
You enter into employment voluntarily, and you are free to resign at any time for any
reason or no reason. Similarly, Dolphin Hotels Ltd. is free to conclude its relationship
with any employee at any time for any reason or no reason. Following the probationary
period, employees are required to follow the Employment Termination Policy (See
Section 6.1.13).

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 DEFINITIONS OF EMPLOYEES STATUS

“EMPLOYEES” DEFINED
An “employee” of Dolphin Hotels Ltd. is a person who regularly works for Dolphin
Hotels Ltd. on a wage or salary basis. “Employees” may include regular full-time,
temporary persons, and others employed with the Company who are subject to the
control and direction of Dolphin Hotels Ltd in the performance of their duties.

REGULAR FULL-TIME (Confirmed)

Employees who have completed the 01 year or the stipulated probationary period
(set by management of company) and who are regularly scheduled to work 08
hours per day and 06 days per week. Generally, they are eligible for the
Company’s benefit package, subject to the terms, conditions, and limitations of
each benefit program.

TEMPORARY (FULL-TIME)

Those whose performance is being evaluated to determine whether further

employment in a specific position or with the Company is appropriate or
individuals who are hired as interim replacements or industrial exposure training
or apprenticeship training to assist in the completion of a specific project or for
vacation relief. Employment beyond any initially stated period does not in any
way imply a change in employment status. Temporary employees retain that
status until they are notified of a change. They are not eligible for any of the
Company’s benefit programs.

PROBATIONARY PERIOD FOR NEW EMPLOYEES

A new employee, whose performance is being evaluated, at the end of

probationary period, to determine whether further employment in a specific
position or with Dolphin Hotels Ltd, is appropriate or not. When an employee
completes the probationary period, the employee will be notified of his/her new
status of confirmation, wages/salaries adjustment with Dolphin Hotels Ltd.

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 EMPLOYMENT POLICIES

NON-DISCRIMINATION
In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Dolphin Hotels Ltd. will be based on merit, qualifications, and
abilities. Dolphin Hotels Ltd. does not discriminate in employment opportunities or
practices because of race, color, religion, sex, national origin, age or disability.

Dolphin Hotels Ltd. will make reasonable accommodations for qualified individuals with
known disabilities unless doing so would result in an undue hardship. This policy
governs all aspects of employment, including selection, job assignment, compensation,
discipline, termination, and access to benefits and training.

Employees with questions or concerns about discrimination in the workplace are

encouraged to bring these issues to the attention of their Head of Department or
concerned personal Executive. Employees can raise concerns and make reports without
fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject
to disciplinary action, including termination of employment.

NON-DISCLOSURE/CONFIDENTIALITY

The protection of confidential business information and trade secrets is vital to the
interests and success of Dolphin Hotels Ltd. Such confidential information includes, but
is not limited to, the following examples:
• Compensation data,
• Financial information,
• Marketing strategies,
• Pending projects and proposals,
• Proprietary production processes,
• Personnel/Payroll records, and
• Conversations between any persons associated with the company.

All employees are required to follow this instruction as a condition of employment.

Employees who improperly use or disclose trade secrets or confidential business

information will be subject to disciplinary action, including termination of employment
and legal action, even if they do not actually benefit from the disclosed information.

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NEW EMPLOYEE ORIENTATION
Orientation is a formal welcoming process that is designed to make the new employee
feel comfortable, informed about the company, and prepared for their position. New
employee orientation is conducted by Training & Development Department, and includes
an overview of the company history, an explanation of the company core values, vision,
and mission; and company goals and objectives. In addition, the new employee will be
given a overview of benefits, tax, and legal issues, and complete any necessary
paperwork.

Employees are presented with Employee Identity card, locker keys, and procedures
needed to navigate within the workplace. The new employee’s supervisor/manager then
introduces the new hire to staff throughout the company, reviews their job description
and scope of position, explains the company’s evaluation procedures, and helps the new
employee get started on specific functions.

PROBATIONARY PERIOD FOR NEW EMPLOYEES

The probationary period for regular full-time and regular part-time employees lasts up to
maximum 01-year duration or as specified by Management of Company from date of
hire. During this time, employees have the opportunity to evaluate our Company as a
place to work and management has its first opportunity to evaluate the employee. During
this introductory period, both the employee and the Company have the right to terminate
employment without advance notice.

Upon satisfactory completion of the probationary period, the employee will be presented
with new status of confirmation. All employees, regardless of classification or length of
service, are expected to meet and maintain Company standards for job performance and
behavior. (See Section 7, Standards of Conduct).

OPERATION HOURS OF ORGANISATION

Dolphin Hotels Ltd is operating business for 12 months x 07days x 24 hours, (See
Section 9.1.2, 9.1.3, Holidays & leaves). For this reasons, employees will be asked to
work in shifts. The shift details are:

Morning shift: 06:00 am to 02:30 pm

Evening shift: 02:00 pm to 10:30 pm
Break Shift: 10:30 am to 07:00 pm
General Shift: 09:00 am to 05:30 pm

Concerned Head of Department will decide the schedule or Duty rota and the employee
has to abide the same without any pre-condition.

Each employee will get a day in a week as week-off, as decided by Supervisor or Head
of Department of concerned department.

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LUNCH & TEA/SNACKS PERIODS
Each employee is allowed for Half-an-Hour lunch and dinner break (for morning and
evening shift) and two tea/snacks break. The details of timings are:

Breakfast: 07:00 a.m. to 08:00 a.m. (For Morning shift staff)

08:30 a.m. to 09:30 a.m. (For General Shift staff)
Tea: 10: 30 a.m. to 11:00 a.m. & 04:00 p.m. to 04:30 p.m.
Lunch: 12:30 p.m. to 02: 30 p.m.
Dinner: 07:00 p.m. to 08:30 p.m.
Mid night snacks: 01:00 am to 01:30 am

PERSONNEL FILES
Employee personnel files include the following: job application, job description, résumé,
records of participation in training events, salary history, records of disciplinary action
and documents related to employee performance reviews, coaching, and mentoring.

Personnel files are the property of Dolphin Hotels Ltd, and access to the information is
restricted. Management personnel of Dolphin Hotels Ltd, who have a legitimate reason
to review the file, are allowed to do so.

PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notify The Central Human
Resources Department, of any changes in personnel data such as:

 Mailing address,

 Telephone numbers,

 Name and number of dependents, and

 Individuals to be contacted in the event of an emergency.

An employee’s personnel data should be accurate and current at all times.

EMPLOYEE IDENTITY CARD

Each employee will be provided with an Employee identity card, having details of name,
designation and department with an employee code number. The code number will be the
identification code of that employee. Employee must display this identity card, while on
duty. This card is also being used for timekeeping purpose. Employee needs to swipe the
card in Time recorder machine, situated at Rear gate time office, for recording in time
and out-time. This card is an exclusive property of company. Any sort of misuse or
alteration may attract disciplinary action. In case of employment termination, the card
needs to be returned to Human resource dept.

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EMPLOYEE PERFORMANCE REVIEW AND PLANNING
SESSIONS
Head of Departments will conduct performance reviews and planning sessions with all
regular full-time and probationary employees after one year of service. Head of
Departments may conduct informal performance reviews and planning sessions more
often if they choose.

Performance reviews and planning sessions are designed for the Head of
Department/supervisor and the employee to discuss his/her current job tasks, encourage
and recognize attributes, and discuss positive, purposeful approaches for meeting work-
related goals. Together, employee and managers/supervisor discuss ways in which the
employee can accomplish goals or learn new skills. The planning sessions are designed
for the employee and his/her supervisor to make and agree on new goals, skills, and areas
for improvement.

Dolphin Hotels Ltd directly links wage and salary increases with performance. Your
performance review and planning sessions will have a direct effect on any changes in
your compensation. For this reason among others, it is important to prepare for these
reviews carefully, and participate in them fully.

New employees will be reviewed at the end of their probationary periods (see Section
5.1.1.3, Probationary Period for New Employees). After the initial review, the employee
will be reviewed according to the regular schedule.

OUTSIDE EMPLOYMENT
Employees cannot hold outside jobs either related or non-related businesses or
professions as long as the employee is an integral part of Dolphin Hotels Ltd. Unless
Dolphin Hotels Ltd.

DISCIPLINARY ACTION
Dolphin Hotels Ltd holds each of its employees to certain work rules and standards of
conduct (see Section 7). When an employee deviates from these rules and standards,
Dolphin Hotels Ltd expects the employee’s Manager/supervisor and Human resource
department to take corrective action.

Disciplinary action at Dolphin Hotels Ltd is progressive. That is, the action taken in
response to a rule infraction or violation of standards typically follows a pattern
increasing in seriousness until the infraction or violation is corrected.

The usual sequence of Disciplinary actions includes an oral warning, a written warning,
and finally termination of employment. In deciding which initial corrective action would
be appropriate, a manager/supervisor will consider the seriousness of the infraction, the
circumstances surrounding the matter, and the employee’s previous record.

Though committed to a progressive approach to corrective action, Dolphin Hotels Ltd

10
considers certain rule infractions and violations of standards as grounds for immediate
termination of employment. These include but are not limited to: theft in any form,
insubordinate behavior, vandalism or destruction of company property, being on
company property during non-business hours, the use of company equipment and/or
company vehicles without prior authorization, untruthfulness about personal work
history, skills, or training, divulging Company business practices, and misrepresentations
of Dolphin Hotels Ltd to a customer, a prospective customer, the general public, or an
employee.

EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any
organization, and many of the reasons for termination are routine. Below are a few
examples of some of the most common circumstances under which employment is
terminated:

 Resignation – voluntary employment termination initiated by an employee.

 Termination – involuntary employment termination initiated by Dolphin Hotels

Ltd

 Layoff – involuntary employment termination initiated by Dolphin Hotels Ltd for

non-disciplinary reasons.
When an employee intends to terminate his/her employment with organisation, he/she
shall render/submit his/her resignation letter with minimum 01-month notice to the
Central Human Resource dept, routed through concerned Head of Department.

Since employment with Dolphin Hotels Ltd is based on mutual consent, both the
employee and Dolphin Hotels Ltd have the right to terminate employment at will, with or
without cause during the Introductory/Probationary Period for New Employees.

Any employee who terminates employment with Dolphin Hotels Ltd shall return all files,
records, keys, and any other materials that are property of Dolphin Hotels Ltd. No final
settlement of an employee’s pay will be made until all items are returned in appropriate
condition. The cost of replacing non-returned items will be deducted from the
employee’s final paycheck. Furthermore, any outstanding financial obligations owed to
Dolphin Hotels Ltd will also be deducted from the employee’s final check.
Employee’s benefits will be affected by employment termination in the following
manner. All accrued vested benefits that are due and payable at termination will be
paid.The employee will be notified of the benefits that may be continued and of the
terms, conditions, and limitations.

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SAFETY
Dolphin Hotels ltd provides information to employees about workplace safety and health
issues through regular internal communication such as:
 Training sessions
 Bulletin board postings
Each employee is expected to obey safety rules and exercise caution and common sense
in all work activities. Employees must immediately report any unsafe conditions to their
manager/supervisor. Employees who violate safety standards, cause hazardous or
dangerous situations, or fail to report, or where appropriate, remedy such situations, may
be subject to disciplinary action including termination of employment.

In the case of an accident that results in injury, regardless of how insignificant the injury
may appear, employees should notify their manager/supervisor (See Section 6.1.16,
Employee Requiring Medical Attention).

HEALTH-RELATED ISSUES
Our organisation service oriented organisation and hence we should be more careful for
our health and its related issues. Employees, who become aware of any health-related
issue, including pregnancy, should notify their manager/supervisor and Human
Resources Executive of health status. This policy has been instituted strictly to protect
the employee.

A written “permission to work” from the employee’s doctor is required at the time or
shortly after notice has been given. The doctor’s note should specify whether the
employee is able to perform regular duties as outlined in his/her job description.

A leave of absence may be granted on a case-by-case basis. If the need arises for a leave
of absence, employees should notify their manager/supervisor and Human Resources
department.

EMPLOYEE REQUIRING MEDICAL ATTENTION

In the event an employee requires medical attention, whether injured or becoming ill
while at work, the employee will be sent to our RFC hospital for preliminary check-up.
If it is necessary for the employee to be admitted to the hospital, A Human resource
executive will be asked to transport the employee to the appropriate facility.
A physician’s “fitness certificate” notice may be required.

BUILDING SECURITY
All employees who are issued keys to the office are responsible for their safekeeping.
The last employee, or a designated employee, who leaves the office at the end of the
business day assumes the responsibility to ensure that all doors are securely locked, the
alarm system is armed, thermostats are set on appropriate evening and/or weekend
setting, and all appliances and lights are turned off with exception of the lights normally
left on for security purposes.

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PARKING
Employees must park their Vehicles in areas indicated and provided by the Company.
Employees are not allowed to bring their vehicle, inside RFC premises, without
authorized permission of senior management.

VISITORS IN THE WORKPLACE

To provide for the safety and security of employees, visitors, and the facilities at Dolphin
Hotels Ltd, only authorized visitors are allowed in the workplace. Restricting
unauthorized visitors helps ensure security, decreases insurance liability, protects
confidential information, safeguards employee welfare, and avoids potential distractions
and disturbances.
All visitors must enter through the rear gate area, sign-in, and sign-out at the security
desk and receive a ‘Visitor’ badge to wear while on premises. Authorized visitors will be
escorted to their destination and must be accompanied by an employee at all times.

EMPLOYEE LOCKERS
At each unit of Dolphin Hotels Ltd, locker facility is available for gentleman as well as
Ladies. Each locker room is well equipped with toilet, shower and washbasin facilities. A
locker will be provided on sharing basis to each uniformed employee, to keep or store his
or her personal cloths and belongings. You are not permitted to use any guest room or
public area toilets.

The rule and regulations of maintenance of locker is displayed in ach locker. Kindly
follow those instructions. Failing which, you may be a subject of disciplinary action.

PERSONAL BELONGINGS
An employee who brings personal cash, of the value, more than Rs. 100/- or any personal
belongings to the hotel e.g. electronics, books, jewelries, personal cell phone or other
valuables, will have to register them in the personal property register, available at time
office, with security department.

No personal radios, tape recorders or cell phones would not be allowed while on duty.

SECURITY CHECKS
All employees, leaving the hotel or work premises, after completion of duty hours, will
be thoroughly frisked and checked by security personnel of Time office. All
packages/bags brought into the hotel should be deposited at the employee entrance.
Packages, handbags and such items would be subject to inspection by the security upon
entering and leaving the premises.

STANDARDS OF CONDUCT

The work rules and standards of conduct for Dolphin Hotels Ltd are important, and the
13
Company regards them seriously. All employees are urged to become familiar with these
rules and standards. In addition, employees are expected to follow the rules and
standards faithfully in doing their own jobs and conducting the Company’s business.
Please note that any employee who deviates from these rules and standards will be
subject to disciplinary action, up to and including termination of employment (see
Section 6.1.12, Disciplinary Action).

While not intended to list all the forms of behavior that are considered unacceptable in
the workplace, the following are examples of rule infractions or misconduct that may
result in disciplinary action, including termination of employment.

• Theft or inappropriate removal or possession of property;

• Falsification of swiping of Identity card for timekeeping (See Section 8.1.2,
Timekeeping);
• Working under the influence of alcohol or illegal drugs (See Section 7.1.6,
Drug/Substance Abuse);
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the
workplace See Section 7.1.6, Drug/Substance Abuse)
• Fighting or threatening violence in the workplace;
• Boisterous or disruptive activity in the workplace;
• Negligence or improper conduct leading to damage of company-owned or customer-
owned property;
• Insubordination or other disrespectful conduct;
• Violation of safety or health rules;
• Smoking in the workplace;
• Sexual or other unlawful or unwelcome harassment (See Section 7.1.3, Harassment,
Including Sexual Harassment);
• Excessive absenteeism or any absence without notice (See also, Section 7.1.1
Attendance/Punctuality and 7.1.2, Absence without Notice);
• Unauthorized use of telephones, or other company-owned equipment (See Section
7.1.4, Telephone Use);
• Using company equipment for purposes other than business (i.e. playing games on
computers or personal Internet usage);
• Unauthorized disclosure of business “secrets” or confidential information;
• Violation of personnel policies; and
• Unsatisfactory performance or conduct.

14
ATTENDANCE/PUNCTUALITY
The Company expects that every employee will be regular and punctual in attendance.
This means being in the department, ready to work, at their starting time each day.
Absenteeism and tardiness places a burden on other employees and on the Company.

If you are unable to report for work for any reason, notify your manager/supervisor
before regular starting time. You are responsible for speaking directly with your
manager/supervisor about your absence. It is not acceptable to call manager/supervisor
over telephone, except in extreme emergencies. The company phone number is 08145-
246666/246444/246555.

If there comes a time when you see that you will need to work some hours other than
those (you want to change your shift) that make up your usual work week, notify your
supervisor at least seven working days in advance. Each request for special work hours
will be considered separately, in light of the employee’s needs and the needs of the
Company. Such requests may or may not be granted.

ABSENCE WITHOUT NOTICE

When you are unable to work owing to illness or an accident, please notify your
manager/supervisor. This will allow the Company to arrange for temporary coverage of
your duties, and helps other employees to continue work in your absence. If you do not
report for work and the Company is not notified of your status, it will be assumed after
eight consecutive days of absence that you have resigned, and you will be removed from
the payroll.

If you become ill while at work or must leave the department for some other reason
before the end of the workday, be sure to inform your manager/supervisor of the
situation.

HARASSMENT, INCLUDING SEXUAL HARASSMENT

Dolphin Hotels Ltd is committed to providing a work environment that is free of
discrimination and unlawful harassment. Actions, words, jokes, or comments based on
an individual’s sex, race, ethnicity, age, religion, or any other legally protected
characteristic will not be tolerated.

If you believe you have been the victim of harassment, or know of another employee
who has, report it immediately. Employees can raise concerns and make reports without
fear of reprisal.

Any manager/supervisor who becomes aware of possible harassment should promptly

advise the Human Resources manager, who will handle the matter in a timely and
confidential manner.

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TELEPHONE USE
Dolphin Hotels Ltd telephones are intended for the use of serving our Guest needs and in
conducting the Company’s business.

Personal usage during business hours is discouraged except for extreme emergencies.
All personal telephone calls should be kept brief to avoid congestion on the telephone
line.

To respect the rights of all employees and avoid miscommunication in the office,
employees must inform family members and friends to limit personal telephone calls
during working hours.

If an employee is found to be deviating from this policy, he/she will be subject to

disciplinary action (See Section 6.1.12, Disciplinary Action).

PUBLIC IMAGE
A professional appearance is important anytime that you come in contact with Guests or
potential guests. Employees should be well groomed and dressed appropriately for our
business and for their position in particular.

Professional Dress code:

the following Dress codes are considered appropriate working attire for Dolphin Hotels
Ltd:

For Gentleman:
a. Uniformed Staff: the uniforms as given by the department, according to
policy. (Please see the uniform specification, available with Human Resource
Dept.)
b. Not-Uniformed Staff:
1. Full sleeves shirts or half sleeves shirt, must have collar and with
matching plain tie. No short shirt or T-shirt is allowed.
2. Dark Color Trousers with two pleats, one heap pocket and two
side pockets. No Jeans Trouser is allowed.
3. For executive and above, shoe should be of oxford design and
black, with black shocks.
For non-executive, shoe should be plain and black, with black
shocks.

For Ladies:
a. Uniformed Staff: the uniforms as given by the department, according to
policy. (Please see the uniform specification, available with Human Resource
Dept.)
b. Non-Uniformed Staff:
c. Dark & conservative color Sari or Salwar sameej. Casual evening style,
strapless, backless, or sundresses, Jeans, T-shirt is not allowed.
d. Shoe/sandals should be black balleno.

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Professional appearance standards:
the following are considered appropriate appearance standards for Dolphin Hotels Ltd:

For Gentleman:
1. Hair should be neatly treamed and above collar line, forehead and never over the
ears.
2. Clean shaved face. No beards, goatees and side burns are permitted.
3. Moustaches are acceptable, if neatly treamed and do not extend below the upper
lip.
4. There should be no make-up over face.
5. Only wedding ring or a gold chain and a wristwatch is allowed to wear, while on
duty. Food handlers are not permitted to wear any sort of ring or chain.
6. Fingernails should always be trimmed.

For Ladies:
1. Hair should be neatly tied/kept in an attractive style.
2. Those with hair below shoulder length should have their hair combed away from
the face and tied back.
3. Hair clips should be simple and black in color.
4. Bindis are not permitted.
5. Necklace or bracelets are not to be worn while in uniform.
6. A single small stud earring in each ear is acceptable for ladies only.
7. Only one ring (engagement/wedding) and a wristwatch is allowed to wear. But
for food handler, rings are not allowed.
8. Fingernails should be kept clean, neatly trimmed and moderate length.
9. Nail polish should be clear or flesh tone.

DRUG/ SUBSTANCE ABUSE

The Company is committed to providing a safe and productive workplace for its
employees. In keeping with this commitment, the following rules regarding alcohol and
drugs of abuse have been established for all staff members, regardless of rank or
position, including both regular and temporary employees. The rules apply during
working hours to all employees of the Company while they are on Company premises or
elsewhere on Company business.

 The manufacture, distribution, possession, sale, or purchase of controlled

substances of abuse on Company property is prohibited.
 Being under the influence of illegal drugs, alcohol on Company property is
prohibited.
 Working while under the influence of prescription drugs that impair performance
is prohibited.

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TOBACCO PRODUCTS
The use of tobacco products is not permitted anywhere on the Company’s premises
except in authorized and designated locations. The designated smoking areas are located
at staff lockers. Employees must follow all rules posted in designated smoking areas and
adhere to all policies associated with this policy.

USE OF GUEST FACILITIES OR AREAS

The hotel’s facilities are for the use of the hotel guests and patrons. Unless on a work
assignment you should not be on guest floors, guestrooms or in any other public areas of
hotel. You will remain in you work area and those areas of the hotel specifically designed
for your personal use, and will utilize the most direct or authorized route to and from
your work area and the employee facility areas.

If you have family and friends staying, entertaining, dining in the hotel, or if you wish to
entertain family and friends you must obtain permission from your department head and
division head before visiting them. On such occasions you will maintain the decorum
expected of Dolphin employees.
ELEVATORS
All employees are to use the service elevators only. If you are to go up on one flight
only, or go downstairs two flights only we request you to walk up or down the staircases
as this would not only free up the elevators but also keep you in shape.

SOCIALIZING
Please socialize with your fellow employees only during your meal breaks and when you
leave work. Socializing with guest is prohibited as this may lead to potentially
embarrassing situations for both you and the hotel.

CASH SHORTAGE/OVERAGE
If your job requires you to handle cash, you will be solely responsible for your cash and
any shortage would result in recovery from your salary and any excess should be
deposited to central Account dept with proper explanation, otherwise the same may be a
subject for disciplinary action.

SOLICITATION AND DISTRIBUTION POLICY

The company feels that working time is for work. Therefore, solicitation or distribution
of literature is prohibited in all working areas of the hotel and during working time when
you are required to be on duty. This is for your protection and to avoid any disruption in
your workdays. You will not solicit other employees or guest for social, charitable or for
other organizations during working time.

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 WAGE AND SALARY POLICIES

WAGE OR SALARY INCREASES

Each employee’s annual salary will be reviewed at least once each year. The employee’s
review date will usually be conducted on or about the anniversary date of employment or
the date of the previous compensation review.

Increases will be determined on the basis of performance, adherence to company policies

and procedures, and ability to meet or exceed duties per job description and achieve
performance goals.

Although the Company’s salary ranges schedules will be adjusted on an ongoing basis,
Dolphin Hotels Ltd does not grant “cost of living” increases. Performance is the key to
wage increases in the Company.

TIMEKEEPING
Accurately recording time worked is the responsibility of every employee. Time worked
is the time actually spent on a job(s) performing assigned duties. Each employee have
been provided with an Employee card, endorsed with a bar code, which he/she needs to
swipe at Time office for recording of time. Dolphin Hotels Ltd does not pay for extended
breaks or time spent on personal matters.

The time clock is a legal instrument. Altering, falsifying, tampering with time records,
or recording time for another team member will result in disciplinary action, including
termination of employment.

Authorized personnel will review time records each day. Any changes to an employee’s
time record must be approved by his/her manager/supervisor. Questions regarding the
timekeeping system or Identity cards should be directed to the time office keeper.

OVERTIME
Dolphin Hotels ltd is open for business 24 hours a day and 365 days a year. Overtime
compensation is adjusted to employees in accordance with rules, as stated by
management. Overtime is adjustable for all hours worked over 04 hours per day in term
of compensatory offs. Time off on personal time, holidays, or any leave of absence will
not be considered hours worked when calculating overtime. In addition, vacation time
does not constitute hours worked.

All overtime work performed by an employee must receive the manager/supervisor’s

prior authorization. Overtime worked without prior authorization from the
manager/supervisor may result in disciplinary action. The manager/supervisor’s
signature on a Extra work statement, authorizes for overtime hours worked.

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PAYDAYS
All employees are paid in the last working day of the month. In the event that a regularly
scheduled payday falls on a weekend or holiday, employees will receive pay on the next
day of operation.
The salaries payment will be credited to their ICICI bank account.
If a regular payday falls during an employee’s vacation, the employee’s payment will be
available upon his/her return from vacation.

SALARY SLIPS OR SALARY CERTIFICATES

All employees will get a detailed salary slips, with all details of receipts and deductions.
A sample salary slip with explanation is available in Human resource dept.

SALARY ADVANCES AND LOANS

All employees are eligible for salary advances and the amount of advance is limited to
number of days, worked in that particular month. This facility is available for once in a
financial year. But the decision of giving advances, solely depend on the consideration of
senior management of company.

All confirmed employees are eligible for loan and the amount will not be more than the
salary amount, paid for a month. The loan facility will be provided to that employee,
who will have valid reason for the same. The same amount will be deducted from salary
in Equated monthly installment, not exceeding ten months. This facility will be available
for all confirmed employee once in two year.

EMPLOYEE STATE INSURANCE ACT (ESI Act)

All employees, whose gross salary will be less than Rs. 7500.00 per month, will be
eligible for ESI facility. Employee and his/her dependents will get this facility. For this
purpose, 1.75% of salary amount will be deducted from employee’s gross salary every
month. For further details, please contact your Human Resource Executive.

EMPLOYEE PROVIDENT FUND

All employees will have to contribute for Employee provident fund, as according to
Government acts and policies. 12% of salary amount will be deducted from gross salary,
every month and will be deposited in Employee provident fund. Each employee will get
an account number from Employee provident fund office. For further details, pleas
contact your Human resource Executive.

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 BENEFITS AND SERVICES

Dolphin Hotels Ltd offers a benefits program for its all employees. However, the
existence of these programs does not signify that an employee will necessarily be
employed for the required time necessary to qualify for the benefits included in and
administered through these programs.

MEAL
All employee of Dolphin Hotels Ltd is eligible for using Staff cafeteria for breakfast,
Lunch, Dinner, tea and midnight snacks, at reasonable rate/prices. The information of
rates or prices is available with your Human resource dept. A senior management
committee is looking after the quality standard and menu designing of cafeteria.
You are free to give your suggestions or complaints. The suggestion box is available in
every cafeteria.

LEAVES
All eligible employees are entitled for leaves in accordance with AP shop and
establishment act 1988.
Each employee is entitled for:

Casual Leaves: 12 days in a year.

Earned Leave: 15 days in a year.(after completion of 240 working days)
Sick leave: 12 days in a year.(for employees, whose salary is above Rs. 7500.00)

Leave Rules:
1. Casual leaves will be credited 01 for every month and which can be accumulated
for a year. After end of calendar year, not used casual leaves will be fortified.
2. An employee can avail maximum 03 casual leaves, at one time.
3. Sick leaves will be credited 01 for every month and can be accumulated upto 60
days of leaves.
4. An employee can avail 03 sick leaves at one time, without producing any medical
fitness certificate. Beyond that, employee will be required to produce medical
fitness certificate, certified by RFC hospital doctors.
5. 15 Earned leaves will be credited after 240 working days and which can be
accumulated for 60 days of leave. After that, Earned leave will be automatically
paid to employees.
6. Employee need to take permission for availing Earned Leaves, at least 15 days
ahead of actual starting day of leave, from concerned Head of Department.
7. Any leaves, without proper authorization from Head of Department, will be
considered as Absenteeism from duty and accordingly corrective action will be
initiated.
(For further details and clarification, you can talk to your Human Resource
Executive)

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HOLIDAYS
Dolphin Hotels Ltd observes 10 holidays as per public holidays per year for all
employees. The details are displayed in staff notice boards. As our organisation is 24 x 7
hours organisation, hence, it may possible, you may not authorized to take holidays. But
the same will be compensated in terms of Extra day payments or compensatory offs. (For
further details, please contact your Human resource Executive).

TRAINING AND PROFESSIONAL DEVELOPMENT

Dolphin hotels Ltd. recognizes the value of professional development and personal
growth for employees. Therefore, Dolphin Hotels Ltd. Has set-up a full fledged Training
& Development Department, who will be responsible for:
1. Induction program of new employee
2. Refresher training program
3. Skills development training program
(For further details and enquiries, you can contact Training manager, Extn. No. 6192)

DOLPHIN LIBRARY
A full-fledged library has been set-up for employees of Dolphin hotels Ltd, to enhance
and update their knowledge base. Books can be issued and can be referred in library.
Library is having good collection of Videocassettes also. This library is under control of
Training & development department. For further details, you can contact training &
development department, extn. No. 6192.

REWARDS AND RECOGNITIONS

Dolphin Hotels Ltd is an equal opportunity employer. It believes that employee must be
appreciated for their sheer hard work, they put for the growth of this organisation. To
appreciate the efforts, we are recognizing and rewarding the real gems and stars of our
dolphin family. We recognize and reward:
 Best operation recognition award from each department.
 Best attendance award
 Long service award
 Best Unit Award
We also organize various competitions to motivate our employees to develop their
extracurricular activities, such as:
 Sports Competitions (cricket, volleyball, basketball, kabbadi, running etc.), for
ladies as well as gentleman
 Cultural competitions (Dance, singing, rangoli etc.)
 Quiz competitions
 Cookery competitions

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 EMPLOYEE COMMUNICATIONS

BULLETIN BOARDS
Bulletin boards, placed at rear security gate, provide employees access to important
posted information and announcements. The employee is responsible for reading
necessary information posted on the bulletin boards.

SUGGESTION BOX
Dolphin Hotels Ltd encourages employees who have suggestions that they do not want to
offer orally or in person to write them down and leave them in the suggestion box located
at the rear security gate. If this is done anonymously, every care will be taken to
preserve the employee’s privacy. A designated member of Central Human resource dept.
checks the box on a regular basis.

PROCEDURE FOR HANDLING COMPLAINTS

Under normal working conditions, employees who have a job-related problem, question
or complaint should first discuss it with their immediate manager/supervisor. At this
level, employees usually reach the simplest, quickest, and most satisfactory solution. If
the employee and supervisor do not solve the problem, organisation encourages
employees to contact the Human Resource manager.

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