ALEX BEACH, RHODES GREECE

EMPLOYEE MANUAL

1

TABLE OF CONTENTS

WE’RE GLAD YOU’RE HERE

Equal Opportunity Employment

ABOUT THE COMPANY

THIS HANDBOOK CREATES NO CONTRACT

GETTING STARTED

Your First Day On The Job

Your Probationary Period

Training

WORKING AT YOUR PROPERTY

Work Schedules

Arriving and Leaving the Property

Transportation and Parking

Personal Phone Calls, Use of Cell Phones and Visitors

Internet and E-mail Use

Absences and Lateness

Lost and Found

Performance Evaluations

GETTING PAID

How and When

Keeping Your Time

Overtime

Reimbursement for Expenses

STANDARDS OF PERSONAL CONDUCT

Solicitation or Distribution

Your Personal Conduct

Employee Records

Safety & Security

Reporting Injuries or Loss or Damage to Property

Sexual and Other Harassment

UNIFORMS & WORKING ATTIRE

Personal Appearance

Uniform

Resignation

BENEFITS

Growth Opportunities

Vacation

Solving Problems

ENVIRONMENTAL POLICIES...... 13

Switch off Policy and Energy Saving Policy in the Rooms………13

Energy Saving Policy in the Kitchen………………...... 13

Energy Saving Policy in the Laundry…………………………….13

Water Saving Policy……………………………………………...... 14

Waste Management and Recycling………………………………..14

1

WE’RE GLAD YOU’RE HERE!

WELCOME to your new job. We’re glad you’ve joined us and hope that your association is a long and enjoyable one. This Handbook was prepared to help you feel comfortable with your new job and get you started on the right foot.

By reading this Handbook, you will learn what you can expect and what is expected of you as an employee. Your General Manager will go over it with you after you’ve read it; please feel free to ask him or her any questions you have, now or later. Of course, due to changing operational needs, items within the Handbook may be modified from time to time and none of the information within it should be considered contractual in nature.

Equal Opportunity Employment

The Company prohibits all forms of discrimination and harassment based on race, color, age, sex, religion, national origin, disability, veteran’s status, immigrations status or any other protected characteristic. We actively pursue this policy in all aspects of employment, including recruitment, hiring, selection for training, promotion, transfer, rates of pay, termination and general treatment during employment.

It is the Company’s policy to maintain an environment in which employees treat each other equally, with dignity and respect. The Company will not tolerate a work environment that is hostile toward any employee because of any of these protected characteristics. Hostility includes any verbal or physical conduct that is unwelcome and disparaging toward a person because of a protected characteristic.

If you have any questions or concerns about your treatment by management or other employees, or if you feel that you have been treated unfairly because of a protected characteristic, we invite you to bring your concerns to the attention of your General Manager.

Your complaint will be promptly investigated and appropriate action, which may include discipline of other employees, will be taken to address your concerns. Retaliation against individuals who complain of discrimination is strictly prohibited.

ABOUT THE COMPANY

Although the design and construction or renovation of the hotel has been carefully designed and supervised, the most important part of each operation is…YOU. While physical surroundings are certainly important, it’s really how a guest feels about the way he or she has been treated that makes him or her decide to come back.

ALEX BEACH feels the same way about a hotel’s employees as it does about guests. The Company knows that for it to continue to grow and be successful, it takes the effort of every member of the team.

Although there are many other hotels, guests have consistently returned to this hotel because of the values here and because management and staff have provided a hearty welcome and lets guests know that “we care about you.” Whatever your job, your future, as well as that of the Company’s, depends upon whether guests enjoy their visits enough to want to return.

THIS HANDBOOK CREATES NO CONTRACT

The contents of the Handbook constitute only a summary of some benefits, personnel policies, and employment regulations in effect at the time of publication. The contents of this Handbook may be updated from time to time. Please ask your General Manager about this when you meet for your job review. This Handbook is not to be construed as creating a contract. The benefits policies, and regulations outlined in this Handbook will generally remain in effect until changes are necessitated as a result of internal growth, competitive forces, or economic conditions or other operational requirements. In the event of any conflict with this summary, the Company’s actual benefits, policies, and regulations shall prevail. The Company does not employ employees for any definite term; rather, employees are terminable at their own discretion or at the discretion of the Company at any time. The Company does not authorize and rejects any oral agreements contrary to the above.

GETTING STARTED

Your First Day On The Job

When you come to work on your first day, your General Manager will give you a tour of the facilities and introduce you to your fellow employees. He or she will also review this Handbook with you and give you an overview of the Company’s policies and standards. You are encouraged to ask any questions you may have.

Your Probationary Period

Your first 90 days on the job are considered your probationary period. During this time, you will be able to learn more about your responsibilities.

During this time, your Supervisor will attempt to meet with you twice to evaluate your performance. During these meetings, be sure to raise any questions you might have and feel free to discuss your progress with your Supervisor, because these evaluations will help in deciding whether you will become a regular employee at the end of your probationary period. If you do become a regular employee, you will then receive the benefits of a regular employee, described in this Handbook.

It is important to understand that completing your probationary period is not a guarantee of continued employment; continuation is always contingent on your and the Company’s discretion.

Training

Your General Manager and your Supervisor will explain your training program to you when you get started. At this time, you’ll learn how your work progress will be evaluated and what you’ll be expected to do.

WORKING AT YOUR PROPERTY

Work Schedules

Because the amount of work hours needed to run a hotel depends on the demands of the business, you cannot be guaranteed any set number of hours. The amount of hours available will be assigned to employees to meet the needs of the business.

If there are certain times when you will be unable to work, you must let your Supervisor know as soon as possible. However, since hotels are open 7 days a week, you’ll be expected to work your share of weekends and holidays. Unless there is an emergency situation, you should inform your Supervisor at least two weeks in advance if you’ll be unable to work and do not wish to be scheduled for a particular day.

The work schedule, showing your starting time for each day of the week, will normally be posted on the same morning in the prior week. If you wish to switch hours with another employee, you may do so, but only with the prior authorization of your General Manager.

Arriving and Leaving the Property

Plan to arrive at your property no earlier than 15 minutes before your starting time and leave promptly after finishing work and punching out. You should not be on the property unless you are working.

Transportation and Parking

Your General Manager will help you if it is possible to arrange your hours so that you can take advantage of public transportation and carpooling. For the convenience of your fellow employees and guests, you will be assigned an area to park your car.

Personal Phone Calls, Use of Cell Phones and Visitors

Guest room phones may never be used for personal phone calls. This includes cell phone calls. Please advise those individuals who have your cellular phone number that you are not to be called during your workday. In addition, you are not to make outgoing phone calls from your cellular phone during the workday unless there is a personal emergency. If it is absolutely necessary for you to make a personal phone call during working hours, use the courtesy phone at the Front Desk. You should not receive incoming personal phone calls except in case of an emergency.

Although use of personal cell phones has become increasingly common, they can be very disruptive in the workplace. Employees working in customer service areas of the Hotel are required to turn off their cell phones during working time, unless given specific directions to the contrary by their Supervisor. All employees are required to refrain from using their personal cell phones during work time except when there is an urgent need and you are given specific permission by your Supervisor.

Similarly, you should not receive personal visitors during working hours.

If an emergency requires that you receive a visitor or make a phone call during working hours, you must notify your Supervisor as soon as possible.

Internet and E-mail Use

Use of the Company's computers to access the Internet is strictly prohibited, except where such access has been authorized by a Supervisor. Employees who are authorized to access the Internet may do so only for Company purposes. Use of the Internet for personal purposes is strictly prohibited.

Communication among employees via e-mail is also limited to business purposes. Each individual is responsible for what he/she transmits or otherwise communicates by e-mail or the Internet. All Internet use is subject to the Company's harassment, discrimination and other policies. All e-mail or other electronic communications must include the identity of the sender.

Violation of these guidelines may result in disciplinary action, up to and including termination. Anyone using the PC or network for defamatory, illegal, fraudulent or other inappropriate purposes may also be subject to civil liability or criminal prosecution, where appropriate. If you suspect that another employee is misusing Company computer resources, you are responsible for immediately reporting the misuse to management.

Absences and Lateness

Work schedules are carefully prepared to ensure the smooth operation of the property. When you fail to report to work as scheduled or you are late for your shift, it places an unfair burden on your fellow employees and makes it more difficult to do the job we must do to satisfy our guests.

If you are going to be absent or late, you must notify your Supervisor at least three hours before your shift is due to start. Although there may be a rare occasion when an absence or lateness is unavoidable, repeated instances will result in disciplinary action, up to and including termination.

Lost and Found

Any item left behind by a guest, regardless of how small you think its value, must be turned in at your earliest opportunity to your General Manager along with a tag showing where and when it was found. State laws require that found items be held for a certain period of time. If a guest claims that an article of value is missing from a room, the police will be called to investigate.

Performance Evaluations

Once you’ve successfully completed your probationary period and become a regular employee, the Company will attempt to review your performance at least twice a year. This will let you know how you’re doing. However, you may feel free to request a meeting with your Supervisor or General Manager at any time that you have questions about your work performance.

GETTING PAID

How and When

Generally, this will be every month. Your General Manager will explain to you during your orientation exactly how the procedure works at your hotel.

Payment will be made on the same day of the week each payday. Your General Manager or supervisor is not authorized to pay anybody before that day. Also, because the supply of cash at each property is quite limited, you may not cash your check at the hotel.

Keeping Your Time

You must punch in and out on your time card. No one may do it for you. If you forget, only your General Manager may make a handwritten entry, which both he or she and you must initial, on your card. Your pay will be based on the times shown on your card, so it is very important that you get into the habit of punching in and out correctly. You should sign your card when you punch out on the last day you work of each week.

You should punch in when you are ready to go to work. If for some reason you arrive on property more than five minutes before your scheduled starting time, you should wait until you are actually going to start work before punching in.

Overtime

Occasionally, unusual circumstances like weather or an unexpected employee absence may make it necessary for some overtime work and you may be asked to work extra time. Your payment for the hours of overtime worked will be based on the labor law in Greece.

You may not work more than your scheduled hours unless you’ve received the specific prior authorization of your General Manager. Similarly, you may not work “off the clock,” that is, to work when your hours are posted to the next week’s time card or to work for any reason whatsoever without being paid for it.

Reimbursement for Expenses

If you incur any expenses as part of doing your job, you’ll be reimbursed for them, provided that the expenses are authorized in advance by your General Manager and that you’ve provided receipts or other documentation as required by your General Manager.

Unless you receive advance authorization from your General Manager, you must never sign for anything on behalf of the hotel, except to sign a delivery receipt on which your signature means only that a shipment was received and that the number of parcels received is the same as the number on the delivery receipt and that there was no damage visible.

STANDARDS OF PERSONAL CONDUCT

Solicitation or Distribution

For your own protection, as well as that of other employees or guests, solicitation of any kind or distribution of non-Company materials or literature may not be made during working time, nor may such activity be directed at other employees during their working time.

No employee shall engage in solicitation of any kind or distribution of non-Company materials or literature in the guest area of the property. Distribution of literature in work areas is also prohibited at all times.

Solicitation of guests, invitees or visitors, or distribution of non-Company materials or literature to such persons by any employee is prohibited on Company-managed property at all times.

Solicitation or distribution of materials or literature by non-employees on Company-managed property is also prohibited at all times. You must report to your Supervisor any solicitation or distribution prohibited by this policy.

Your Personal Conduct

As an employee of your property, you are expected to conduct yourself in a manner that will reflect positively on you as well as your fellow employees and the Company. In almost all cases, simple common sense and honesty will tell you what is correct and what is not.

Although you are expected to use good judgment in all matters of personal conduct while you are working, the following are examples of some, but not all, rule violations which will result in disciplinary action that may include the loss of your job:

  • Threatening, bullying, or using profane language to any employee or guest or otherwise violating the Company’s Non-Harassment policy contained in this Handbook.
  • Possession of firearms or other weapons in the building or on the grounds.
  • Refusing to obey orders or to follow instructions from your supervisor, or any other act of willful insubordination.
  • Possession or use of drugs on the property’s premise during working hours, including the consumption of alcoholic beverages, narcotics, or other drugs except those for which you have a doctor’s prescription.
  • Reporting for work while under the influence of alcoholic beverages, narcotics, or other drugs or otherwise in a condition unfit for work.
  • Gambling or promoting gambling on Company property.
  • Being on Company property more than 15 minutes before or after working hours without your General Manager’s permission.
  • Sleeping on the job.
  • Using Company property for personal use without having received prior authorization.
  • Failing to report any personal injury to you or failing to report property loss or damage.
  • Falsifying your application for employment.
  • Falsifying your timecard or failing to punch in and out accurately.
  • Punching in or out for another employee.
  • Excessive absences or lateness.
  • Failing to notify your Supervisor of an absence or lateness prior to the start of your scheduled shift.
  • Leaving the property during working hours without the permission of your General Manager.
  • Violating the Company’s solicitation or distribution policy as contained in this Handbook.
  • Violating the Company’s safety and security standards as contained in this Handbook.
  • Failure to adhere to work rules and regulations or other serious violations of Company policy.
  • Wearing improper work attire.
  • Causing deliberate damage to the hotel’s property.
  • Stealing or removing from the property without permission any property that belongs to another employee, a guest, or the hotel.
  • Failing to safeguard property for which you are responsible.
  • Immoral or any other conduct not in keeping with the standards the hotel’s guests and your fellow employees have a reasonable right to expect.
  • Being in a guest room, whether it is occupied or not, other than for a work-related purpose while you are on duty.
  • Failure to maintain proper work authorization and/or valid immigration status.

These rules are by no means all-inclusive and there may be other rules with which you will be expected to comply. Violation of any oral or written rules of the Company or your property may result in discipline up to and including dismissal.