人力资源管理制度
生效日期：2003 年 10 月 01 日
修订日期：2005 年 02 月 22 日
Standard Operating Procedures
Human Resources
人力资源部操作程序
Policy No. Subject
政策编号 主题
HR-01 Manpower Administration
人员预算管理
HR-02 Classification of Employment
职位分类
HR-03 Recruitment Policy
招聘政策
HR-04 Employment Procedure
入职程序
HR-05 New Employee Orientation
入职培训
HR-06 Confirmation of Probation
试用期转正
HR-07 Promotion & Transfer
晋升和调职
HR-08 Separation
员工离职手续
HR-09 Salary Payment
工资支付
HR-10 Employee Attendance & Salary Deduction on Absenteeism
员工考勤及工资减扣
HR-11 Working Hours & Duty Roster
工作时间及排班
HR-12 Salary Administration
工资管理
HR-13 Leave
休假
HR-14 Overtime Compensation
加班补休
HR-15 Medical Benefits & Consultation
医疗福利及就诊程序
HR-16 Duty Meal in Staff Canteen
员工餐厅工作餐
HR-17 Grievance Procedure
员工投诉程序
HR-18 Disciplinary Procedure
纪律处分程序
HR-19 Employee Birthday Party
员工生日会
HR-20 Name Tag
名牌
HR-21 Grooming Standard
仪容仪表标准
HR-22 Compensation to Damages
破损赔偿
HR-23 Working Injury
工伤
HR-24 Employee Notice
员工公告
HR-25 Staff Exit
员工通道
HR-26 Guest Room Experience
客房体验程序
HR-27 Hotel Training Club
酒店培训俱乐部
HR-28 Language Test & Allowance
语言考试及津贴
HR-29 Monthly Training Plan
月度培训计划
HR-30 Local Staff Benefits Chart
本地员工福利表
HR-31 On the Property Training
酒店培训
HR-32 Internal Cross Training
店内交叉培训
HR-33 Hotel Sponsored Training
酒店资助的培训
HR-34 Staff Locker
员工更衣柜
HR-35 Trainees & Casual Labor
培训生及临时工
HR-36 Performance Review
员工工作评估
STANDARD OPERATING PROCEDURES
Subject : Manpower Administration Effective Date: Oct. 01, 2003
人员预算管理
Policy No : HR-01 Issued by: HR Director
Page : 1 Approved by: General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
The purpose of this policy is to establish guidelines for determining and controlling annual headcount
requirements for the Hotel.
此政策鉴于更好的控制年度人员预算符合酒店的正常运作。
Policy Statement 政策说明
It is the policy of Goodwin Hotel to review and approve headcount budget annually for each department that
would represent the maximum staffing establishment that may be brought on board each year. Except in
extreme cases, requisitions for additional headcount are normally disapproved.
嘉盛酒店政策规定：各部门总监或经理每年应对本部门的人员编制和预算进行复查，修改并确认每年
的最高人员预算。年度预算被批准后，除特殊原因，要求增加的人员一般是不予批准的。
Procedures 程序
1. As part of the annual budget, all Departments Heads shall propose their manpower budget for the
forthcoming year in September for their Division Head’s endorsement with elaborated justification of the
manpower changes, if there is any.
作为年度预算的一部分，所有部门经理应在每年的九月份准备来年的人员预算。如有任何变动，各
部门都应解释说明呈报审批。
2. The manpower budgets shall then be studied by the Human Resources Director, after which all manpower
budgets will be compiled and submitted to the General Manager for approval.
各部门的人员预算由人力资源部审核后报总经理审批。
3. Final approval will be sought from the General Manager and Owner’s before budgets becomes effective.
所有人员预算在实施前必须获得总经理和业主的批准。
4. Department Heads who wish to increase the departmental authorized headcount requirement during the
year shall seek approval from General Manager and Financial Controller via the Human Resources
Director. Justification for the additional headcount is required and approved by the Owner’s
如果部门经理希望在本年度内增加部门的人员编制必须经总经理，财务总监和人力资源的审批。增
加的人员和具体说明应获得业主的批准。
STANDARD OPERATING PROCEDURES
Subject : Classification of Employment Effective Date : Oct. 01, 2003
职位分类
Policy No. : HR-02 Issued by : HR Director
Page : 5 Approved by : General Manager
Distribution : Senior Executive Committee Department Heads A&B All Employees
Objective 目的
The purpose of the policy aims to define the terms and conditions of work and employment benefits
entitlements for the different grades and categories of employees.
这项政策的目的在于根据不同的级别和范畴区分工作情况和员工福利。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel to define and classify the grades and categories of our employees into
Senior Executive Committee, Department Heads, Supervisors and General Employees and Expatriate and
local employees respectively.
嘉盛酒店规定：限定和区分员工的级别和种类，分为高级行政委员会，部门经理，主管普通员工和本
地员工。
Procedures 程序
1. There are 5 grades of Employees:
员工级别有 5 种：
. Senior Executive Committee -- SE
高级行政人员
. Department Head A -- A
A 级部门经理
. Department Head B -- B
B 级部门经理
. Senior Supervisor & Supervisor -- SS
高级主管&主管
. General Employee – Grade 1 and 2 -- G1/G2
普通员工－一级和二级
. Trainee & Casual Labor -- C
培训生&临时工
Please refer to Manning Guide for different grades of Employees.
请查阅不同级别员工人员配备指南。
2. There are 4 categories of employees:
4 种类别员工
. Overseas Expatriates – Overseas Package
Employees who are recruited from overseas
外籍员工－定居海外
在海外招聘的员工
. Overseas Expatriates – Local Package
Overseas Employees hired on a local package.
外籍员工－当地居住
在本地招聘的外籍员工
. Local Employee 本地员工
Employees who are local people having long stay within the city concerned.
此类员工是在相关城市长期居住的本地人。
. Local Expatriate
Employees who are Chinese nationals hired from outside of city where the Hotel is located.
此类员工是在当地酒店工作的具有中国国籍的其它城市的人。
Hotel Human Resource Position Policy
人力资源职位政策
Level “SE” General Manager, 总经理
Resident Manager, 驻店经理
Deputy General Manager, 副总经理
Asst. to General Manager 总经理助理
Financial Controller 财务总监
Level “A” Director of Rooms (A1), 房务总监（A1）
Human Resources Director(A1), 人力资源总监（A1）
Director of Sales & Marketing(A1), 市场营销总监（A1）
Director of F&B(A1), 餐饮总监（A1）
Director of Engineering(A1), 工程总监（A1）
Deputy Financial Controller (A2) 财务副总监（A2）
Level “B1” Chief Accountant 总会计师
Food & Beverage Manager, 餐饮部经理
Executive Chef, 行政总厨
EDP Manager, 电脑部经理
Purchasing Manager, 采购经理
Human Resources Manager, 人事经理
Training Manager, 培训经理
Director Of Sales 销售总监
Front Office Manager, 前厅部经理
Executive Housekeeper, 行政管家
Security Manager. 保安部经理
Level “B2” Executive Assistant, 行政助理
Credit Manager, 信贷经理
Cost Controller, 成本控制经理
Asst. Purchasing Manager 采购部副经理
Asst. Chief Engineer, 行政副厨
Sales Manager, 销售经理
PR Manager, 公关经理
F&B Outlet Manager (Beverage Manager, Café Manager, Chinese Restaurant,
Banquet Manager),
餐饮部营业部门经理（酒吧经理，西餐厅经理，中餐厅经理，宴会经理），
Catering Manager, 餐饮经理
Chief Stewarding, 管事部经理
Outlet Chef (Western Kitchen Chef, Sous Chef, Pastry Chef, Chinese Kitchen
Chef),
营业部门厨师（西厨房厨师长，副厨师长，饼房厨师长，中厨房厨师长），
Asst. F/O Manager, 前厅部副经理
Asst. F/O GSM, 宾客服务经理
Chief Concierge, 礼宾部经理
Asst. Executive Housekeeper, 行政管家助理
Laundry Manager, 洗衣房经理
Health Club Manager 康乐部经理
Asst. Security Manager, 保安部副经理
Level SS Engineering Duty Manager(SS), 工程部值班经理
Sous Chef(SS), 西厨房副厨师长
HR Officer, Training Officer(SS),人事官员，培训官员
GSM-Service Center(SS), 宾客服务经理－服务中心
Asst. Pastry Chef(SS), 饼房副厨师长
Security Duty Manager(SS), 保安部值班经理
Staff Canteen Supervisor(SS), 员工餐厅主管
Level S (Accountable for the quality of all work performed within their area of
responsibility, including management Shift Leader,)
（责任所在区域的所有工作表现及质量，包括管理领班）
Translator(S), 翻译
Secretary to Executive Committee Member / Level A(S), 行政委员会成员秘书
Payroll Master(S), 工资员
A/P, A/R Supervisor(S), 应付/应收主管
EDP Assistant(S), 电脑部助理
Purchasing Officer(S), 采购官员
Income Audit(S), 收益审计
Cashier Supervisor(S), 收银主管
Engineering Section Supervisor(S), 工程部区域主管
Doctor(S), 医生
Staff Canteen Chef(S), 员工餐厅厨师长
PR Assistant(S), 公关部助理
Sales Executive(S), 销售助理
Reservation Supervisor(S), 预订部主管
F&B Secretary(S), 餐饮部秘书
F&B Outlet Supervisor(S), 餐饮部各餐厅主管
Stewarding Supervisor(S), 管事部主管
Chef De Partie(S), 厨房主管
Front Desk Supervisor(S), GSO Supervisor(S), 前台主管，宾客服务主管
Club Floor Supervisor(S), 行政楼层主管
Bell Section Supervisor(S), 行李房主管
Housekeeping Supervisor (Floor Supervisor, PA Supervisor, Laundry
Supervisor, U&L Supervisor) (S),
客房部主管（楼层主管，公共区域主管，洗衣房主管，布草制服房主管）
Security Supervisor(S), General Cashier(S), 保安部主管，总出纳
Level G1 (Possess specialized skills and /or trade qualifications)
拥有专业技能和行业认证
Purchasing Assistant 采购助理
Asst. Income Audit 收益审计助理
Night Audit 夜间审计
Engineering Senior Skilled Worker 工程部高级技工
Storekeeper, 库管员
Training Assistant 培训助理
Hygiene Officer 卫生官员
Canteen Senior Cook, 员工餐厅高级厨师
Sales Coordinator, 销售联络员
Artist 美工
Reservation Clerk 预定员
F&B Outlet Captain 餐饮部各营业部门领班
F&B Hostess 餐饮部领位
Butcher 肉案厨师
GSO-Reception 前台接待
PABX Operator 总机接线员
GSO-Lobby, Welcome Officer 大堂门迎
Driver 司机
Bell Captain 行李房领班
Level G2 (Basic manual duties across all work areas)
所有工作区域的基本工作职责
Department Clerk, 各部门文员
Cashier 收银员
Engineering Basic Skilled Worker 工程部普通技工
Staff Canteen Cook 员工餐厅厨师
F&B Service Attendant 餐饮部服务员
Butler 贴身管家
Bartender 吧员
Commis Chef (qualified) 厨师助手（有资格的）
Bakers 面点师
F&B Kitchen Cook 餐饮部厨师
Kitchen Artist 厨房冷盘雕花
Bellman 行李生
Order Taker 点单员
Floor Room Attendant 楼层服务员
Health Club Attendant 康乐部服务员
Guest Laundry Checker 客衣检查员
Tailor 裁缝
Security Guard 保安
Gardener 园丁
Boiler Attendant 锅炉工
Poutary Preparation 粗加工
F&B Kitchen Help 餐饮部厨房帮工
PA Attendant 公卫服务员
Window Cleaner 门窗清洁员
Steward 管事员
Timekeeper 打卡员
Vegetable Cleaner 蔬菜清洗员
Cafeteria Attendant, 员工餐厅服务员
Laundry Attendant (Washer, Presser, etc.) 洗衣房服务员
Linen Room Attendant, 布草房服务员
Pantry Helper 餐具室助手
STANDARD OPERATING PROCEDURES
Subject : Recruitment Policy Effective Date : Oct. 01, 2003
招聘制度
Policy No. : HR-03 Issued by : HR Director
Page : 7 Approved by : General Manager
Distribution : Senior Executive Committee Department Heads A&B All Employees
Objective 目的
To clearly establish the control parameters associated with the effective planning and recruitment of
manpower for the best utilization of Hotel.
对与人力计划及招聘相关的各项控制细则作出明确规定，从而达到酒店对人力的最佳利用。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel to clearly outline the procedures pertinent to the recruitment and
employment of personnel within the Hotel.
嘉盛酒店政策规定：对与酒店员工招聘及雇佣有关的所有程序应进行明确说明。
The approved manning guide is to be strictly adhered to. No position can be physically filled without an
approved “Personnel Requisition Form”.
严格遵守已获得批准的人员配备指南。在人员请雇单未获批准前，不得对任何职位空缺进行补充。
Selections should be based on qualifications, experience and skill as specified in the approved personnel
specifications.
对人员的选择应基于获准的人员请雇单上所列各项资历、经验及技能要求。
Promotion should be from within the Hotel whenever possible.
升职应尽可能首先考虑酒店内部员工。
Upon approval of the General Manager, the Human Resources Director shall be responsible for the
formulation, execution and revision of the Human Resources Standard Operating Procedures for the
recruitment and employment of all employees.
总经理批准后，人力资源总监负责对与酒店员工招聘及雇佣相关的人力资源标准运行程序进
行寿命、执行和修改。
Procedures 程序
1. Replacement of Employees 人员更换
As vacancies arise, the Department Head concerned has to complete and submit a Personnel
Requisition Form to their respective Division Head for approval and forward to the Human
Resources Director. The Human Resources Director will then validate the request and forward
the Personnel Requisition Form to General Manager for approval. Upon receipt of the approved
Personnel Requisition Form, the Human Resources Director/ Personnel Manager will take action
to fill in the vacancy and provide feedback to the Department Head concerned by returning a
copy of the approved Personnel Requisition Form.
出现空缺后，相关部门经理须填写人员请雇单并由其部门总监审批后转给人力资源总监。
人力资源总监审批后将人员请雇单转至总经理处。人力资源总监/人事经理收到由总经理批
准的人员请雇单后，进行人员招聘补充空缺并将获准的人员请雇单的复印件反馈相关部门。
2. Additional Employees 追加员工
Under special circumstances, it may be necessary to recruit additional resources not budgeted for.
In this instance, the Department Head concerned has to submit the Personnel Requisition Form
with written justification to their Division Head for endorsement and forward to the Human
Resources Director. The Human Resources Director
will review the request with the Division Head, make appropriate remarks and forward to the
Financial Controller and General Manager for approval. Once approval is given, the Human
Resources Director will take necessary action to fill the vacancy.
特殊情况下，会有必要招聘预算外的员工。此时，相关部门经理须将人员请雇单连同一份
书面说明递交部门总监进行批示后转至人力资源总监。人力资源总监与部门总监就其申请
进行研究后，作出必要说明转交财务总监及总经理审批。审批通过后，人力资源总监将采
取必要行动填补空缺。
3. Filling of Vacancies 填补空缺
The Human Resources Director should ensure that the following priority will be given in filling
vacancies:
人力资源总监在填补空缺时，应首先考虑以下因素：
existing employees of the Hotel 酒店现有员工
qualified Employees within the Hotel who apply for transfer 酒店内部申请调职且符合
要求的员工
qualified applicants who are referred by existing Employees 酒店员工推荐的合格人选
external applicants 店外申请人
4. External Recruitment Hiring Procedures 外部招聘雇佣程序
Employment Application Form 求职申请表
External applicants are required to complete the Employment Application Form detailing
their personal data, academic qualifications, employment records and with one recent
photograph attached. Issuing and returning of Application Forms are to be centralized and
forwarded to the Human Resources Office. Applications returned through other
Department Heads or Employees shall be sent to Human Resources Office directly in strict
confidence without putting any comments that could possibly lead to a biased conclusion
on the applicant.店外申请人须在求职申请表上详细填写其个人信息、资历、工作经历
并附一张本人近照。发放及收转求职申请表应由人力资源部负责。经由其他部门经理
或员工的申请表须直接转给人力资源部，同时严格保密，不做任何可能导致对求职者
判断偏差的评论。
Screening of Applications筛选求职申请
Prior to the first interview, the Human Resources Department will screen all the
applications.
第一次面试前，人力资源部颁将对所有求职申请进行筛选。
The following applicants will not be considered.以下列出的申请人将不予考虑：
- Immediate family members of current Employees在职员工的直线亲属
- Employees who were dismissed by the property under Goodwin Hotel or other
hotels被嘉盛酒店或其他酒店开除的人员
- Employees who resigned from the property under Goodwin Hotel within the last
3 months从嘉盛酒店辞职不三个月的人员
- Applicant who are physically unfit to work for the job they have applied for
身体状况不适合其所申请之职位的人员
- Applicant who were previously convicted of a crime 有犯罪前科的申请人
First Interview 初次面试
All applicants have to be initially interviewed by the Human Resources Department. The
Human Resources Department shall verify the personal data provided by the applicants and
also inquire the applicant’s salary expectation with the form of Interview Evaluation.
所有申请人须首先经过人力资源部面试。人力资源部将使用面试评估表核实申请人的
个人信息询问其工资要求。
If found suitable, the Human Resources Department shall arrange the applicant for a second
interview by the Department Head concerned with the completed Interview Evaluation
form, resume, references and other relevant documents.
如认为适合，人力资源部将安排申请人与相关部门经理进行复试，同时附上已填写的
面试评估表、简历、相关证明及其他文件。
If the applicant is found unsuitable or immediate feedback is not possible, the Human
Resources Department shall keep the applicant informed of the status in a sincere, direct
and timely manner.
如认为申请人不合适或不能及时反馈意见，人力资源部须真诚、直接并及时向申请人
说明情况。
Second Interview第二次面试
The Department Head concerned shall be responsible for examining the suitability of the
applicant referred from the Human Resources Department on basis of personal
characteristics, technical competence and job skill requirements.
相关部门经理应负责对人力资源部推荐的申请人就其个性、专业水平及工作技能方面
进行考察，确定是否符合要求。
The rating and comments of applicant shall be clearly stated on the appropriate column of
the Application Form along with the signature of the interviewer.
面试者应在求职评估表的相应栏目内清楚填写对申请人的评分及评语，并签字。
If the applicant is found suitable for employment, the responsible Department Heads shall
consult with the Human Resources Director to determine the starting salary in accordance
with the following guidelines:
如认为申请人可胜任，相关部门经理须与人力资源总监根据以下方针商定其起始工资：
- The salary scale applicable to the position 此职位所对应的工资级别
- Internal relativity . salaries of other Employees holding same/similar position
内部对比—目前任相同或相似职位员工的工资
- Qualification, experience , present salary and salary expectation of the applicant.
申请人的资历、经验、目前工资及工资要求
The responsible Department Head shall inform the successful candidate the following during
the interview.
相关部门经理应在面试时，向面试成功的申请人告知以下事项：
- The position(s) offered 所提供职位
- An oral indication of the proposed starting salary without commitment 对起始工资的口
头提议而非承诺
- The applicant’s proposed commencement date 对申请人到职日期的提议
Employees selected for Department Head level positions shall be introduced to the General
Manager before final confirmation of employment:为部门经理级别挑选的申请人须在最终
确认雇佣前，介绍给总经理：
The following hiring positions have to be interviewed by our General Manager finally
以下职位的人员雇佣必须最终由总经理面试决定:
Chief Accountant 总会计师
Credit Manager 信贷经理
Purchasing Manager 采购经理
Assistant Director of Engineering 助理总工程师
Personnel Manager 人事经理
Training Manager 培训经理
Assistant Director of Sales & Marketing 营销副总监
Sales Manager 销售经理
Public Relations Manager 公关经理
Food & Beverage Manager 餐饮经理
Food & Beverage Outlet Managers 餐饮营业部门经理
Assistant Food & Beverage Outlet Managers 餐饮营业部门副经理
Catering Manager 宴会经理
Executive Chef 行政总厨
Chinese Executive Chef 中厨厨师长
Assistant Front Office Manager 前厅副经理
Front Office Supervisor 前厅主管
Assistant Managers 大堂经理
Guest Service Managers 客户服务经理
Club Floor Manager 行政楼层经理
Reservations Manager 预定经理
PABX Supervisor 总机主管
Chief Concierge 礼宾部经理
Executive Housekeeper 行政管家
Assistant Executive Housekeeper 行政副管家
Security Manager 保安部经理
Completed Employment Application Forms with the Interview Evaluation form must be
returned to Human Resources along with other documents in a sealed confidential envelop for
necessary follow up action. In case the applicant is interviewed and accepted by a
representative of the requesting Department Head, the candidate’s application should route
through the responsible Department Head/ Division Head for endorsement.
完整的求职申请表及面试评估表连同其他材料须放入信封内密封后送返人力资源部进行
必要后续程序。如申请人是由相关部门经理所派代表面试且认可的，则其申请须再转交相
关部门经理/总监最终审批。
If the applicant has failed the second interview, the requesting Department Head shall if
possible, inform the applicants orally. The Department Head shall put down “regret orally” or
“please regret” on the form to indicate whether a “letter of regret” is required.
如申请人未通过第二次面试，相关部门经理应尽量口头告知。部门经理应在求职评估表
上注明“已告知结果”或“请告知结果”说明是否需要书面通知申请人。
All documents should be returned to the Human Resources Office for follow up action. The
letter of regret is to be issued at all times by the Human Resources Director.
所有文件均须送返人力资源部进行后续工作。书面通知书必须由人力资源总监签发。
In the event that requesting Department Head cannot decide on the spot that an offer is to be
made, he/she can put down “pending” or “hold” on the form and return it to the Human
Resources Office.
如部门经理无法在面试当时作出决定，可在评估表上注明“待定”或“保留”并送交人力资
源部。
5. Tentative Offer and Employment Contract
Upon receipt of the selected applicant’s file, the Human Resources Director will sign on
the Interview Evaluation Form confirming that all data has been obtained and they are in
compliance with the Hotel policy and appropriate Labor Laws.
收到选定申请人的资料，人力资源总监将在求知评估表上签字，确认获取所有信息
且与酒店政策及相关劳动法规保持一致。
Human Resources Department shall arrange to notify the applicant orally the position
offered, the starting salary and commencement date and the Employment Notification
will be issued to the confirmed applicants later.
人力资源部将口头通知申请人所提供职位、起始工资、到职日期，随后向已确认雇
佣的申请人发出雇佣通知书。
Where a pre-employment reference check is required for whatever reason, the Human
Resources Department will conduct such check orally or in writing with the agreement of
the prospective candidate.
无论任何原因需要做背景调查，人力资源部将在得到候选人同意后口头或书面进行
调查。
. The candidate shall be required to attend the pre-employment medical examination. Upon
receipt of a satisfactory medical report , applicant will be asked to do the HR check-in
procedure.
Employment Contract will be signed to confirm his/her acceptance of the offer.
Applicants will thenhand in to Human Resources Department the Social Insurance
Transfer paper and the hotel will arrange for the transfer of Life File from the
Employee’s previous work unit to complete the employment formality.
申请人将被要求在雇佣前进行健康检查。在拿到健康证明后，人力资源部将通知申
请人办理入职手续。
The Human Resources Department shall give feedback to the Department Head
concerned and prepare to receive the new Employee on his/her commencement date
according to the orientation policy.
人力资源部将向相关部门经理反馈情况，并根据新员工入职政策做好新员工到职当
天的准备工作。
Human Resources Department have to issue the following for our new employee(s) on
board purpose:人力资源部须向以下部门发放有关新员工入职的表格：
Finance Department 财 务 部 , Human Resources Department 人 力 资 源 部 , Security
Department 保 安 部 , Housekeeping Department 客 房 部 and other Concerned
Department(s)其他相关部门
Personnel Action Form--- Concerned Departments, Human Resources, Finance Dept. General
Manager(s)人事变动单--相关部门、人力资源部、财务部、总经理
STANDARD OPERATING PROCEDURES
Subject : Employment Procedure Effective Date: Oct. 01, 2003
入职程序
Policy No : HR-04 Issued by : HR Director
Page : 3 Approved by : General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective 目的
To ensure that employees hired are accurately accounted for and provided with the necessary
information and details on their first day of their work.
确保所有新聘员工在其入职第一天，均能获取准确的工作指示和必要的信息详情。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel that the Human Resources Department has to arrange and
provide for new employees their respective Hotel employee numbers, Identity Cards, name tags, job
descriptions, handbooks and Employment Contract; and to issue uniforms, lockers to all employees
on the commencement date.
嘉盛酒店政策规定：所有新员工在其入职当日，均需由人力资源部向其提供员工工号、工卡、
名牌、工作描述、员工手册及合同，同时发放制服及更衣柜钥匙。
Procedures 程序
1. All new employees shall be arranged to report duty to the Human Resources Department to go through the
following procedures before they are sent to their respective Department Heads.
所有新员工入职报到当天，应在进入各自部门之前，首先前往人力资源部报到办理以下手续。
2. ID Card & Employment/Academic Records:
身份证及聘用/业务水平记录：
. The Human Resources Department also obtains from each new Employee their ID Cards, Medical
Certificates and Employment Records for the past three years, and together with records of their
academic qualifications. 每位新员工须向人力资源部提供身份证、健康证、过去三年的工作背景
及其专业技术水平方面的证明。
. Photocopies of such documents should be kept in respective Employee personal files.以上文件的
复印件将放入员工的个人档案备查。
3. Employment Contract & Employment Notice
雇佣合同及雇佣通知
The Employment Contract will be signed-up, the employee and Human Resources Department will each
keep a copy. The employee will fill out an Employment Notice, which will include the following
information:雇佣合同一式两份，由员工本人和人力资源部双方签字并各自保存一份。员工将填写
一份雇佣通知，其中包括以下内容；
- full name of the Employee 员工全名
- bank account number 银行帐号
- person to contact in case of emergency 紧急情况联系人
4. Employee Identity Card 员工工作卡
. All Employees will be issued an Employee Identity Card which bears an employee number assigned
to the new employee according to the alphabetical code of his/her department and section that
he/she is engaged in. Hence the number will be used in all concerned personnel papers and forms.
人力资源部将为每位新员工发放工卡。工卡上印有根据员工所在部门及区域代码按顺序编制
的工号。此号码将在所有相关的人事文件及表格中使用。
. All Employees at Supervisor / below positions are required to produce their Employee Identity Card
upon entering to the hotel at the Employee Entrance. Employees shall also use the same card for
clock in and clock out purpose, and as well as for taking duty meals in the Staff Canteen.
在每次经由员工通道进入酒店时，所有主管级以下员工（含主管级）必须出示其员工工卡，
同时在每次上下班时、于员工餐厅用餐时均需刷此卡。
. Should an Employee being transferred or promoted to another department or section, his/her
Employee Number will not be changed.
如果员工被提升或调职至其他部门，其工号将不做变动。
. In case of loss, the Employee concerned should report to the Human Resources Department as soon
as possible and fill in the Staff Loss & Found Record for replacement. A replacement fee is charged
for reissue of a new card with . However, replacement due to natural wear and tear will
be replaced free of charges.
如工卡丢失，相关员工须及时报告人力资源部并填写员工失物招领记录表以便更换。员工须
交纳更新工卡费人民币 20 元。如因正常使用磨损而需更换，则不收费。
5. Employee Handbook/Job Description
员工手册/工作职责
New Employee shall also be issued with Employee Handbook and relevant job description. The Human
Resources Department has to outline to new Employees the most important issues contained in the
Employee Handbook..
每位新员工还将收到员工手册及相关岗位工作职责。并将员工手册中的重要条款做标注。
The Concerned Department Heads need to issued the Job Description to the new employee and explain
the detailed information regarding the job task.
相关部门经理须为新员工提供其工作职责说明，并做详细说明。
6. Uniform and Locker Key
制服和更衣柜钥匙
The Human Resources Department shall issue a Uniform Request Form to all uniformed employees with
which they can obtain one full set of uniform from the Uniform Room.
人力资源部将为所有配发制服的员工填写制服发放通知单。员工凭此单于制服房领取一整套制服。
A locker with a key will be issued to all Employees. Under no circumstances should the individual
locker key be duplicated or shared with other Employees. The lockers are subject to periodic inspection
by not less than two personnel from Human Resources Department and Security Department to ensure
that no food & beverage or hotel guest-use items are being kept.
所有员工均会领到一个配有钥匙的更衣柜。无论何种情况，不得复制更衣柜钥匙或借与他人使用。
由人力资源部及保安部至少两人定期对所有更衣柜进行检查，确保更衣柜内没有存放食品、酒水
或酒店客用品。
Loss of key shall be reported to the Human Resources Department and a fee is charged for replacement
with .
如更衣柜钥匙丢失，员工须及时向人力资源部报告并交纳更换钥匙费人民币 10 元。
7. Name Tag
名牌
The Human Resources Department shall also issue a name tag to all employees who bear the name of the
employee.
人力资源部还须为每位员工发放印有其姓名的名牌。
Name tag is seriously considered as part of our uniform in our hotel. Every staff has to wear it while on
duty, it is normally worn on the left hand side of the uniform and around 8-10cm below the collar bone.
名牌是制服的一部分。员工在工作时必须佩带名牌，一般佩带于左胸前距肩膀 8-10 厘米处。
Loss of nametag has to be reported to the Human Resources Department and a fee is charged for
replacement with RMB . Replacement due to natural wear and tear will be replaced free of charges.
如有丢失，员工须及时报告人力资源部并交纳员工须交纳更新名牌费人民币 10 元。如因正常使用
磨损而需更换，则不收费。
STANDARD OPERATING PROCEDURES
Subject : New Employee Orientation Effective Date: Oct. 01, 2003
入职培训
Policy No : HR-05 Issued by: HR Director
Page : 4 Approved by: General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective目的
To make new employee know the basic hotel knowledge and realize the hotel rules so to have a better start in
the new working environment.
使新入职员工在上岗前掌握基础酒店知识，了解酒店规章制度以便更好地适应新的工作环境。
Policy Statement 政策说明
1. It is the policy of the Goodwin Hotel that every new employee must attend the new employee orientation
training and test arranged by Training Department.
嘉盛酒店政策规定：所有新入店的员工均须参加由培训部组织的入职培训及考核。
2. It is the joint responsibility of the Human Resources Department and the respective Department Heads to
provide every new employee a thorough introduction to the Hotel and respective work place.
人力资源部与相关部门经理负有共同的责任，向每位新员工全面介绍酒店及其工作区域。
3. The Orientation Program arranged by the Training Department is a mandatory program. Time taken by any
new employee to attend such program is considered as working hours. Department Heads/supervisors
should observe this and do their best to release their employee who under very exceptional circumstances
happened to miss the Orientation Program on their commencement.
培训部组织的入职培训及考核是每位员工必须参加的。员工参加此培训的时间视为工作时间。部门
经理/主管应根据此规定，在一些特殊情况下亦应尽力安排相关员工按时参加入职培训。
4. New Employees’ get-together Meeting has to be held in the following month by Human Resources
Department. A report will be submitted to the Executive Office and the concerned Department Heads..
在新员工入店培训完成一个月以后, 人力资源部将重新安排一小时的新员工入职回顾, 回顾报告将呈
报总经理和相关部门总监。
5. It is the policy of the Goodwin Hotel that no employee will be approved passing their probation without
reaching the NEO test criteria set for their position.
嘉盛酒店政策规定：对于入职培训考核成绩未达到其职位所要求的标准的员工，将不能获准通过试
用期。
Procedures 程序
1. When the number of new hires reaches around 15 pax, the secretary of Human Resources should inform
the training manager of this together with the name list and specific positions.
当新入职员工人数达到 15 人，人力资源秘书负责告知培训经理新入职员工名单及具体职位。
2. The training manager will arrange the new employee orientation having considered the hotel operation.
培训经理将根据酒店运营情况安排入职培训。
3. The training manager prepare the orientation training plan, the contents include:
培训经理准备入职培训计划，内容包括:
1)Renew the training information, prepare the information which dispense for new employee and other
information. The orientation must include the following items: 更新培训资料，准备分发新学员的资料
及其它信息资源。入职培训的主要内容应包括以下几方面：
- The rules and regulations of the Hotel 酒店规章制度
- Benefits entitlements 员工福利待遇
- Hotel management company., owner introduction 酒店管理公司、业主公司介绍
- Company objectives 企业目标、使命
- Background and history of the Hotel 酒店历史背景及发展
- Hotel organization and key management team 酒店组织机构及主要管理人员
- Hotel facilities and services 酒店产品设施及服务项目
- Job and fire safety 工作安全及消防安全
- Hospitality Principle & Customer Service Standard 服务宗旨及服务标准
- Hotel Service Courtesy & Personal Hygiene 酒店服务礼仪及个人卫生
- Business Ethic of Goodwin 嘉盛行为准则
- Hotel Tour 参观酒店
2)To Complement and amend the training plan.补充及修改教案。
3)To make the training schedule and specific training time.制订课程表及具体培训时间。
4)Insure all trainer can training on time, otherwise, take over a class for an absent teacher.
确保所有培训师可在当天进行培训，否则找其他人代课。
5)To prepare the test papers. 准备考试试卷。
4. The training manager sends out Memo and training schedule to related department 3 days in advance
imparting the orientation training time, venue and the name list of the participants.
培训经理提前三天发备忘录及培训日程表至有关部门，告知入职培训的时间、地点及参加培训人
员名单。
5. To remind the director of human resources to impart the training arrangement again at hotel operation
meeting.
提前一天提醒人力资源总监在酒店例会上再次告知培训的安排。
6. The training manager organizes the new employee orientation as planned.
培训经理按计划组织安排入职培训。
7. The executive committee members, department managers and employees of special job requirements
have responsibility for conducting the relevant topics of new employee orientation.
行政委员及各部门经理或特殊岗位员工有责任分担入职培训各课程的讲解。
8. The training assistant will complete the grading of all the NEO test papers within 2 days after the
completion of NEO training and inform those staff whose score is not up to the criteria their position
require to take the make-up test within the following 5 days. Please refer to the criteria below:
培训助理在入职培训结束后的两天内批改完所有考卷，并通知成绩未达到其职位要求的员工在
随后的五天内至培训部进行补考。具体成绩要求如下：
Score required Positions and Area
成绩要求 职位及工作区域
85% and above All F/O Staff, All Sales & Marketing Staff, Training Office staff,
All B2 and above level staff;
前厅部员工，市场营销部员工，培训部员工，B2以上级别员工
80% and above All F & B Outlets Service staff, All Shopping Arcade Staff, All Outlet
Cashiers, All Departmental Secretaries, Assistants to GM, RM;
餐饮部服务员，商品部员工，营业区域收银员，部门秘书，总经理及
驻店经理助理；
70% and above All HSKP Floor Attendants and PA staff, All Security Guards;
客房楼层服务员及公卫员工，保安员；
60% and above All other Positions not included above;
未包括在上述中的职位
9. The NEO test result of all new employee orientation will be recorded in the Computer training system.
And the test papers will be filed to the staff’s personal file by HR officer. Only after finishing the training
and testing, all new employee can attend the pre-job training in their department and the guest room
experience arranged by Human Resources Department.
每位新员工的入职培训考核成绩将输入到培训系统中，试卷将由人事官员存入人事档案。所有新
员工在完成入职培训及考核后，方能参加所在部门组织的岗前培训及由人力资源部安排的客房入
住体验。
Enclosed 附表:
New Employee Orientation Schedule
新员工入职培训日程表
The First Day 第一天：
9:00 –9:40 Ice Breaker/Teamwork 破冰/团队精神
Orientation Objectives 培训目的
9:50-10:05 Welcome Speech from Hotel Management &
总经理及管理层致欢迎辞
10:10-11:00 Introduction of Goodwin Hotels and Owner’s Company 业主及嘉盛酒店简介
11:05-11:25 Rules in Staff Canteen 员工餐厅制度
11:30-12:00 Telephone Manner 电话礼仪
12:00-13:00 Lunch Break 午餐
13:30-14:30 Introduction of Goodwin Hotel 嘉盛酒店产品设施介绍
14:30-15:00 Hotel Tour 参观酒店
15:00-15:20 Introduction of Front Office & the Function 前厅部简介
15:30-16:20 Human Resources Overview 人力资源概况
16:30-17:30 Hotel Basic English 酒店基础英语
The Second Day 第二天：
9:00 –10:00 Grooming & Appearance 仪表仪容及行为规范
10:05-10:25 Introduction of Housekeeping & the Function 客房部简介
10:30-10:50 Introduction of Food & Beverage & the Function 餐饮部简介
11:00-12:00 Human Resources Rules & Regulations 人力资源政策与法规
12:00-13:00 Lunch Break 午餐
13:30-14:30 Service Standards (1) 服务标准 (1)
14:35-14: 55 Introduction of Security & the Function 保安部简介
15:00-15:40 Clinic Regulation & Hygiene Knowledge 医务室制度及卫生知识
15:45-16:40 Safety & Security Knowledge 安全知识培训
16:45-17:05 Safety in Work Place 工作安全培训
The Third Day 第三天：
9:00 –10:00 Fire Safety Training 消防培训
10:05-10:25 Introduction of Accounting & the Function 财务部简介
10:30-10:50 Introduction of Sales & Marketing & the Function 市场营销简介
11:00-12:00 Service Standards (2) 服务标准 (2)
12:00-13:00 Lunch Break 午餐
13:30-13:45 Rules & Regulation of Uniform 制服管理条例
13:50-14:10 Introduction of Engineering & the Function 工程部简介
14:10-14:20 Review 复习
14:25-15:25 The Test 考核
15:30 Introduce to departments 介绍回各自部门
STANDARD OPERATING PROCEDURES
Subject : Confirmation of Probation Effective Date : Oct. 01, 2003
试用期转正
Policy No : HR-06 Issued by : HR Director
Page : 1 of 2 Approved by : General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective 目的
To review the performance of employees under probation providing them with feedback on their work and
qualify them for all employee entitlements.
根据员工工作的反馈来评估其试用期表现，以确定其转为正式员工的资格。
Policy Statement 政策说明
It is the policy of Goodwin Hotel to confirm the satisfactory performance of new recruits at the end of
the three months’ probation period. A probation appraisal is to be conducted by the immediate
supervisor and be endorsed by Department Head.
嘉盛酒店规定：在 3 个月试用期结束时对新员工的表现给予确认。试用期的评估由员工的直属主管进
行，由部门经理签字确认。
Procedures 程序
1. All the new employee will have three months probation with 90% of the monthly salary from their hiring
date.
从受雇之日起，所有新员工在试用期期间每月只领取工资的 90％。
2. The Human Resources Department shall issue a memo to the Department Head two weeks before the
completion of the probationary period of the employee.
员工在完成试用期两周前，人力资源部将给各部门经理发出文件通知。
3. The appraiser has to evaluate the employee’s performance according to the criteria set in the
Performance Appraisal Form. The appraiser has to conduct the appraisal interview to review the
employee’s performance and put down his/her rating, comments and signature on the form. The
employee should acknowledge the probation appraisal report with a signature.
评估者将根据工作表现评估表所设置的内容对员工进行评估。 评估者应当组织评估会谈来评估员
工的表现，定出他/她们的级别，在评估表上写出意见并签字。员工应在试用期评估报告上签字以
示确认。
3. The Department Head concerned shall then endorse and return the completed form along with a
Personnel Action Form to the Human Resources Director for appropriate action. Where an employee is
on a probationary salary and a salary adjustment is carried out upon completion of probation, Department
Head concerned shall state clearly on the form the adjusted monthly salary of the employee.
相关的部门经理确认后将完成的表格和人事变动单一起交回人力资源部。试用期结束后，员工的
工资要做相关的调整，相关部门的经理要将在表格中对工资调整作详细阐明。
4. Upon receipt of the Performance Appraisal report and the Personnel Action Form from the Department
Head, the Human Resources Director shall check the confirmed salary against the salary guide. The Form
shall then be passed on to the Financial Controller and General Manager for approval.
在收到各部门经理的工作表现评估报告和人事变动单后，人力资源部总监将与工资员核实工资。
此表格将经过财务总监和总经理批准。
5. Upon approval from the General Manager, the Human Resources Department will distribute the
Personnel Action Form to the Finance Department, Personnel Department, concerned Department Head.
在总经理正是批准后，人力资源部将人事变动单递交财务部,人事部及其它相关部门。
STANDARD OPERATING PROCEDURES
Subject : Promotion & Transfer Effective Date: Oct. 01, 2003
晋升&调职
Policy No: HR-07 Issued by: HR Director
Page : 3 Approved by: General Manager
Distribution: Executive Committee Department Heads A&B All Employees
Objective目的
The purpose of this policy is to ensure that talented employees are provided with opportunities to advance
their career within our Hotel.
这项政策的目的在于为酒店有才能的员工的事业发展提供机会。
Policy Statement政策说明
It is the policy of the Goodwin Hotel that preference will be given to qualified existing employees whenever
vacancy arises.
嘉盛酒店规定：只要有空缺职位，将根据工作表现为有资格的现有员工提供。
Procedures程序
1. Promotion 提升
. Whenever there is a vacancy arising, the Department Head concerned shall consider the possibility of
promotion from within the department or Hotel as the first priority. He/she should assess the
suitability of each candidate objectively basing on the approved personnel specifications of the vacant
position.
只要有空缺职位，相关部门经理应当优先考虑本部门或本酒店员工晋升的可能。根据空缺职位
需要的人员的详细说明来确定合适的候选人。
. The employee who has been working in the current position in the hotel at least 6 to 12 months can be
promoted to the high position.
员工只要在酒店现有职位工作 6 至 12 个月，就可能晋升到更高的职位。
. The criteria for assessment should include the following:
评估标准包括以下内容：
- Job performance 工作表现
- Capability, job knowledge 能力，工作知识
- Potential for further development 未来发展的潜力
- Initiative/reliability 进取心/可信赖
- Interpersonal/communication skill 人际关系/沟通技巧
- Conduct/discipline 操守/纪律
- Length of service with the Hotel 在酒店的工作时间
- Background . academic, relevance of past experience 背景，例如学历，过去相关经验
The Department Head concerned shall recommend promotion for the most suitable employee by
forwarding a Personnel Action Form describing the promotion critique of the said employee according
to the Associate Performance Appraisal Form.
根据人事变动单描述的晋升标准和员工工作表现单中的标准，相关的部门经理应当积极推荐最
适合的员工晋升。
Human Resources will make remarks and forward the Form to the General Manager for approval.
人力资源部将作出批注并将表格递交总经理批准。
All the promoted person should have 3 to 6 months probation with the current salary. After the
probation, the Department Head should do the appraisal for the promoted person and salary change as
a result of internal promotion should adhere to the salary scale of the current year.
所有被提升的员工将经过 3 至 6 个月的试用期，工资维持现有工资。试用期结束后，部门经理
应对提升员工作评估及工资调整，内部调职工资调整要根据当年的工资标准为准。
2. Transfer Within The Hotel
酒店内部调动
. Only permanent employees who work for at least 12 months will be considered for internal
movement.
只有在酒店工作 12 个月以上的固定员工才可以作内部调动。
. If the employee wishes to initiate the internal movement, he/she should complete & submit the
Internal Transfer Request Form to his/her Department Head who should comment on whether the
employee can be released or not and then forward the request to of Human Resources Department.
如果员工有意愿作内部调动，他/她应填写并并提交内部调职申请表给所在部门经理，部门经理
将评估该员工是否可以作调动，然后将申请表提交人力资源部。
. If the Department Head concerned takes initiative and wishes to interview an employee from another
Department or section, he/she should only do so through the arrangement of Human Resources
Director.
如果相关部门经理主动或有意愿会见其它部门员工，他/她只需通过人力资源总监安排。
. Human Resources Director will then study the suitability of the said employee for transfer and
arrange interview with the Department Head concerned via the Department Head concerned.
人力资源部总监将研究提出要求的员工是否适合调职，并安排其与相关的部门经理见面。
. If the said employee is admitted to be suitable for transfer, the Department Head concerned will issue
a Personnel Action Form to the related Department Head for endorsement and confirmation of the
releasing date. The completed form should then be forwarded to the Human Resources Director who
shall then endorse and send to the General Manager for final approval.
如果认为提出要求的员工适合调职，相关的部门经理将会发人事变动单给相关部门，在发放期
限内签字、批准。完成后的表格将送交人力资源总监，由人力资源总监签字并交送总经理作最
后认可。
. All the transferred person should have 3 to 6 months probation with the current salary. After the
probation, the Department Head should do the appraisal for the promoted person and salary change
as a result of internal transfer should adhere to the salary scale of the current year.
所有的调职人员必须通过 3 至 6 个月的试用期，工资保持现有工资不变。试用期结束后，部门
经理为提升的员工作评估及工资调整，内部调职工资调整根据当年的工资标准为准。
3. Process for applying for internal transfer within the hotel
酒店内部申请调动的程序
Employee has to complete the Transfer Request Form and return it to his/her own Department Head
for assessment.
员工填写调职申请表并交给他/她所在部门经理作评估。
Then the Human Resources Department will review his/her performance accordingly and notified
the concerned employee with the result.
人力资源部将对他/她的工作表现进行评估，并将结果通知相关员工。
Should there be a successful applicant, the Human Resources Department will then initiate the
transfer with a Personnel Action Form and carry out the proper procedures as stated in &
如果申请成功并获得批准，人力资源部将填写人事变动单并按照 和 的步骤实施。
STANDARD OPERATING PROCEDURES
Subject : Separation Effective Date : Oct. 01, 2003
员工离职手续
Policy No : HR-08 Issued by : HR Director
Page : 4 Approved by : General Manager
Distribution : Executive Committee Department Heads A & B All Employees
Objective 目的
To clearly state the obligation of both the Hotel and the employee with respect to separation, to protect
the interest of both parties, and to ensure that all leaving employees have gone through the standard
procedures and cleared off their obligations in relation to the employment with the Hotel before the final
payment is dispatched.
为了清楚阐明有关离职时酒店与员工双方的责任，保护双方利益，并且确保所有离职员工通过标
准的程序办理离职，在发放最后报酬前与酒店相关员工交接清楚工作职责。
Policy Statement 政策说明
It is the policy of Goodwin Hotel that all separation cases, whether normal resignations or terminations,
are handled within the legal limits set out in the Labor Law. It is further understood that the employee
concerned is cleared of all the obligations assigned to him/her in connection to his/her employment
according to the procedures prescribed by the Hotel.
嘉盛酒店规定：所有离职情况，无论是正常的辞职还是合同的终止，都要以的劳动法的规定来办
理。进一步说，就是相关员工根据酒店规定的程序与指派的相关的员工交接工作。
Procedures 程序
1. Resignation 辞职
. All employees are required to tender a Resignation Application form stating their last working
day with the Hotel and their reasons for leaving to their Department Head via their immediate
supervisor. For resignation cases, employees are required to give adequate notice or else salary
in lieu should be in accordance with their terms of the Employment Contract.
所有员工在辞职填写辞职表时，他的最后工作日要在写明离职原因后由部门主管和部门经理
批准才生效。举一个员工辞职的例子，员工必须提前足够的时间通知人事部，或者就必须按
照员工合同上的条款执行。
. The Hotel policy states that during the probationary period, either party can terminate the
employment by giving 7 days advanced notice or payment in lieu of notice. After completion of
probation, should resignation be raised up by the said employee by submitting a Resignation
Form to the Department Head via his/her immediate supervisor through the proper procedures,
this implies one month advanced notice or payment in lieu of notice, and related issues applied
in accordance with employment contract and local labor ordinance.
酒店政策还规定，在试用期内，双方均可以离职前7天通知或支付一周工资的形式来终止劳动合
同。试用期结束后，员工要辞职必须通过主管上级，以规定程序向部门领导提交其辞职表，这
就是说，需要提前一个月通知或以一个月的工资代替。上述有关条款是与劳动合同及当地劳动
法相一致的。
. Annual leaves or other leaves accrued by the employee will not be automatically taken as notice
period unless recommended by the Department Head and Human Resources Director.
年假或者其他假期员工必须在得到部门经理和人事总监批准后，才可生效。不能擅自安排休假。
2. Termination/ Dismissal 辞退/开除
. The Department Head may take initiative to terminate an employee. Before any action is taken
however, the immediate supervisor must submit to his/her Department Head a written report
detailing the justification for the termination with Misconduct Notice. The report with the
Misconduct Notice should
be forwarded to Human Resources Department and General Manager for review before the
termination is effective.
部门经理可以采取主动终止员工合同。然而在采取任何行动前，直属主管必须向他/她的
部门经理提交一份书面报告，详细描述因何过失行为而终止合同。在终止合同前，要将
过失行为报告交于人力资源部和总经理评估。
. For employees who commit any grade C offence as listed in Employee Handbook, or has been
served final warning and committed a further offence, the Hotel has the right to terminate
his/her employment with immediate effect without compensation. In other termination cases, the
Hotel shall give the notice period as stated in .
对于触犯了员工手册上C级错误的员工或已受到最后警告又进一步犯错的员工，酒店有权无须
补偿而立即停止与其的劳动关系。在其他的终止案例中，酒店将按照条中规定的给以一段通
告期。
. If employee is terminated from the Hotel for the reason of inability to perform assigned duties,
the immediate supervisor must produce supporting documents to satisfy both himself/herself
and the Human Resources Director that the employee concerned has been:
如果因为酒店认为员工没有能力完成酒店分配的工作而终止与员工的合同，直属主管必须
出示证明文件来说服人力资源总监及相关员工：
- Properly instructed in all aspects of his/her duties;
- 适当指出他/她工作的各个方面。
- Made fully aware of what was expected of him/her;
- 让其明确知道对他/她的期望。
- Given the required assistance to perform his/her duties;
- 需要给予帮助才能完成自己的工作。
- Given a reasonable period (at least a month) in which to adjust the gap between the actual
performance and the standard requirements of the position.
- 给予适当的时间（至少一个月）让员工来调整具体表现与实际工作需要达到的标准之间
的差距。
- Counseled, and specific instance of poor performance fully explained to him/her, together
with suggestions on how to improve
- 劝告，并详细列举员工不足的工作表现，并给于充分说明，并且提供改进的建议。
- Warned that failure to improve performance to a satisfactory standard could result in a change
of assignment or termination of the employment.
- 警告其如果改变工作表现失败，不能达到满意的标准，将终止其雇用合同。
. The supervisor must try to ascertain the reasons for the poor performance of an employee and
be genuine in his/her intention to correct any deficiencies. They should also ensure that any
decision to recommend termination of an employee is not based on isolated instances of
performance, and that personal factors have not been allowed to influence the decision.
主管必须力图了解员工表现不好的原因，并深入了解其想法以更正错误。他们也必须明确，开除员工的
决定不能只建立在某一条孤立的事例上，而且不能以个人意愿来影响决定。
. Should the employee concerned wish to appeal and make representation in his/her case, he /she
can ask to have a meeting with Human Resources Director/ Personnel Manager.
如果相关员工请求陈述一些自己的事情，他可以要求人事总监或人事经理和他单独开会
In cases where Human Resources Director and the Department Head concerned differ in
opinion, General Manager will make final decision.
在陈述过程中，如果人事总监和相关部门经理持有不同的观点，将由总经理做最终裁决。
The reason for termination and clearance of Hotel property shall be stated in the letter of
termination prepared for the employee concerned.
在酒店给相关员工定期发布的信息中，应说明酒店即将到期及处理物品的原因
3. Personnel Action Form 人事变动单
The above form should be prepared and signed by Department Head/supervisor concerned upon
receipt of employee’s resignation notice, or when approving a recommendation for termination.
The form should be accompanied by the respective Resignation Application Form or report
describing the events leading to the termination. The Division Head concerned will sign the form
before forwarding it to the Human Resources Department.
在收到员工的辞职通知，或者建议终止合同后，以上表格由相关的部门经理/主管准备和签
署。此表格应和辞职申请单或者建议终止合同的详细事件报告。在提交人力资源部之前，
相关的部门总监要签署。
Human Resources Director shall review the case and determine whether it is in the Hotel’s
interest that the Employee’s resignation could have been avoided.
人力资源部总监对情况作出评估，确定员工是否还有兴趣留在酒店，避免员工的辞职。
After outstanding leave and last working/effective date are confirmed, the Human Resources
Director will sign on the form and forward it to General Manager for approval.
在剩余假期和最后工作日/生效日期得到确认后，人力资源部总监在变动单上签字，并提交
给总经理批准。
The completed form will be returned to Human Resources Office for distribution to the Finance
Department, the Department Head and the employee concerned.
完成的表格要交回人力资源部，在分发给财务部，及相关部门经理和员工。
4. Exit Interview 离职会谈
. It is the policy of the Hotel that in cases of formal resignation, all reasons for resignation have to
be documented with the objective to rectify the work environment and make arrangements for
reducing future employee turnover, and so as to enhance employee morale.
酒店的政策是对于正式的辞职，所有的辞职原因都要存档，有目的的去改变工作环境，以
减少今后的人员流动，从而提高员工士气。
. The Human Resources Director or the authorized personnel in the Human Resources Office
should adopt a warm and relaxed approach during the exit interview.
人力资源部总监或者人力资源部授权的人员可以采取一种温和、轻松的方式做离职面谈。
. All information gathered during the exit interview should be recorded on the Exit Interview
Questionnaire and be kept in strict confidentiality.
所有会谈后收集所有信息，都要计入离店问卷并严格保密。
. The completed questionnaire should be forwarded to Department Head concerned for comments
and a copy made to the General Manager for information.
完成后的调查表应交于相关部门经理批注，再将复印件交于总经理知道。
. Human Resources Department will track all comments and with data breakdown by
departments, a quarterly report will then be prepared and presented to General Manger for
showing reasons of resignation.
人力资源部将追踪所有意见，由部门作数据分析，准备季度报告并交给总经理，展示离职
原因。
5. Return of Hotel Property 归还酒店物品
. On the last day of employment, the employee should return all the hotel properties according
to the form of the Associate Separation Check-List.
在员工的最后工作日，员工要根据员工离店物品清单上的内容归还酒店物品。
. The completed Associate Separation Check-List. shall be returned to the HR Office who will
inform the Finance Department to release the final payment to the leaving employee. 完成的
员工离店物品清单要交回人力资源部，人力资源部将通知财务部给辞职员工发放最后一
个月工资。
STANDARD OPERATING PROCEDURES
Subject : Salary Payment Effective Date: Oct. 01, 2003
工资支付
Policy No : HR-09 Issued by: HR Director
Page : 2 Approved by : General Manager
Distribution : Senior Executive Committee Department Heads A&B All Employees
Objective 目的
To lay down procedures in end-of-month salary payment to employees and final payments to employees
who have tendered their resignations.
建立月末员工工资发放程序及辞职员工最后工资付款程序。
Policy Statement 政策说明
It is the policy of Goodwin Hotel to pay in arrear employees’ salaries through a designated bank as
decided by the Management on the last day of every month.
嘉盛酒店政策规定在每月最后一天通过酒店指定的银行支付员工工资。
Procedures 程序
1. All employees should have a saving account with the bank through which salaries will be auto-paid
to the respective employee’s account on the last day of the month.
所有员工都应该在指定银行有一个自己的储蓄账户以便在每月最后一天通过此账户将其工资
自动分别发放给每个员工。
2. According to the HR COMPUTER system, the cut-off date of the attendance period and the
salary will be the 27th of each month. That means the date of 28th is the first day of every
month for the calculation period of monthly salary in COMPUTER system.
根据人事电脑系统，考勤与工资结算日期为每月的 27 日。也就是说在电脑系统每月 28
日是当月工资结算日期的第一天。
3. The Payroll Master is responsible to open a new Bank Account for the new hire on the first day
an employee reports to work.
工资结算主任负责在新员工入店第一天为此员工在银行设立新账户。
4. Any salary deduction due to absence effected by the Leave Application Form duly signed by
the employee concerned, Department Head and Human Resources Director will be computed
on to the respective employee’s payroll.
部门主管和人力资源总监将由员工适时签字的请假单导致缺勤而引起的工资扣减分别输
入电脑。
5. Employees who are employed after the 28th of a month, which is the cut off day for the
processing of the master payroll of the month concerned, will be paid on the normal payday of
the next month.
在工资结算日期（即当月 28 日）以后进店员工的工资将在下个月工资发放日支付。
6. Employee who has terminated his/her service with the Hotel will be paid through the bank
upon returning all hotel properties within 10 days from the last working date.
与酒店已解除服务关系的员工工资将在其最后工作日后 10 天内已返还所有酒店物品的
条件下通过银行支付。
7. It is the responsibility of the Department Head/supervisor to inform Human Resources
Department immediately upon receipt of resignation letter from the employee concerned
through a duly completed Personnel Action Form, so that necessary arrangements for the
payment of outstanding salaries to the employee could be made and that the employee is
deleted from the master payroll.
相关部门经理/主管有责任在接到其部门员工辞职信后立即将一份此员工人事变动表递交
人力资源部，以方便安排结算此员工未付工资，将其员工从薪水册中除名。
STANDARD OPERATING PROCEDURES
Subject : Employee Attendance & Salary Effective Date: Oct. 01, 2003
Deduction on Absenteeism 员工考勤制度及缺勤工资扣减
Policy No : HR – 10 Issued by: HR Director
Page : 2 Approved by: General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
The purpose of this policy is to ensure proper control on employee attendance and set guidelines on salary
deduction in case of employees’ absence.
此政策的目的在于确保能控制员工的出勤，或缺勤的工资扣减。
Policy Statement 政策说明
It is the policy of Goodwin Hotel to check on the attendance of employees (supervisory and general) through
the use of clock in/out time recording facilities. Individual Department Head is responsible for informing the
Human Resources Department of any employee absence so that arrangement for salary adjustment/deduction
will be made accordingly and they should also verify and check the time in/out record against duty roster each
month.
嘉盛酒店政策规定：根据员工上下班的打卡记录核实员工的出勤。各部门总监/经理负责及时向人力资
源部汇报任何员工的缺勤以便能迅速安排工资的扣减和调整，同时部门应根据每月的排班表核查员工
的出勤状况。
Procedures 程序
1. All employees who are level B below are required to clock-in and clock-out by using their
Employee ID cards provided to them on commencement date.
B 级以下的员工应在入店的第一天用工作卡在员工通道刷卡。
2. Any employee who attempts to clock in/out for other staff of our hotel will be subjected to
disciplinary action.
替他人刷卡或让他人刷卡将根据员工手册给予纪律处分。
3. If an employee is absent from work, other than having his/her regular day off, alternate
day/time off or Public Holiday, the Department Head concerned shall prepare a Leave
Application Form which is to be signed by the employee and Department Head before
forwarding it to the Human Resources Department.
除员工正常的周休，法定假，任何员工的缺勤部门应填写请假申请表，由员工本人和部
门总监/经理签字然后送人力资源部审批。
4. Upon receiving of the Leave Application Form, the Human Resources Director will sign for
approval and the leave granted will be updated in the respective leave records of the Employee
File. The form is then sent to Finance Department for necessary salary deduction from the
payroll of the employee concerned.
当人力资源部收到请假申请表后，人力资源总监签字认可并记录在员工的个人档案中，
请假申请表送往财务部在员工工资中扣除相应的部分。
5. The formula for computing daily salary deduction is: 工资扣除的比例为：
Monthly Salary/ days X number of day(s) absent 月工资/ 天 x 缺勤天数
6. The number of days absent will be noted by the Department Head/supervisor concerned who
will check for any discrepancies against the respective time in/out record printed by the Human
Resources Department on the last day of the payroll cycle of each month. The Department
Head concerned is required to certify correct and initial on the print out and return to the
Human Resources Department for record purpose along with the Monthly Attendance Record.
人力资源部在每月工资结算周期的最后一天，将各部门的签入及签出记录打印并送交各
相关部门经理或主管检查是否有任何差异，同时注明具体缺勤天数。相关部门总监/经理
确认其准确性并在打印的考勤记录上签字后，连同月度考勤表一并送返人力资源部进行
记录。
7. HR Dept. / all departments shall maintain an updated record on the attendance of each
individual employee in the COMPUTER System.
人力资源部/其他各部门均需对各自的电脑系统上每位员工的考勤记录进行更新。
STANDARD OPERATING PROCEDURES
Subject : Working Hours & Duty Roster Effective Date: Oct. 01, 2003
工作时间和排班
Policy No : HR-11 Issued by : HR Director
Page : 2 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective目的
To ensure consistency in working hours for each category of employees under employ and set guidelines on
the scheduling of duty rosters in accordance with the prevailing local labor regulations.
根据地方主要的劳动法规，确保每个类别员工的工作时间和排班的指导方针。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel that all employees work 40 hours a week according to the Labor Law
hotel operation.
嘉盛酒店规定：根据劳动法规定和酒店营运，所有员工每周工作 40 小时。
Procedures程序
1. Employee’s normal working hours per week (exclusive of meal period) is clearly stated on the
Employment Contract. If the employees are required to work overtime, the compensation will be dealt
with in accordance with the employee handbook.
员工每周正常的工作时间在员工合同中都有清楚的阐述。如果员工被要求加班，赔偿处理应与员
工手册保持一致。
2. Office employees normally work from 8:30 . to 5:30 . each day from Monday to Friday.
Operational employees are required to work on shifts according to the weekly duty roster that is
announced one week before it takes effect.
办公室员工正常的工作时间是周一至周五早上 8：30 至下午 5：30。营运部门的员工要根据每周的
排班表来轮班，排班表要在生效前一周公布。
3. The Departmental Secretary will be responsible for posting the duty roster of his/her employees every
week by using HR COMPUTER system.
部门秘书负责每周将他/她部门员工的考勤表输入人力资源电脑系统。
4. It is our Hotel practice that the duty roster should be made known to employees concerned at least one
week prior to the duty roster takes effect. However, the duty roster is subject to amendment by
Department Head/supervisor as desired necessary and with short notice to the employee(s) upon mutual
agreement.
我们酒店的惯例是在考勤表在其生效之前应至少提前一周让相关员工知道。排班表由部门领导与
员工协调确定，考虑员工个人要求，但应主要照顾工作需要。
5. A one-hour meal break or two half-an-hour meal breaks for split shift employees is not included in the
working hours for employees. Department Heads/supervisors are advised to schedule all meal breaks
accordingly so as not to disrupt operations.
每位员工每天的工作时间不包括一次一小时或两次半小时的换班用餐时间。部门经理或主管在不
影响营运的基础上安排所有用餐休息时间。
STANDARD OPERATING PROCEDURES
Subject : Salary Administration Effective Date : Oct. 01, 2003
工资管理
Policy No : HR-12 Issued by : HR Director
Page : 4 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
To ensure that the qualified employees are attracted and retained through a well-planned salary administration
program, to reward the performer and prescribe the procedures for salary adjustment during the year.
通过合理计划工资管理项目，确保吸引和保留高素质的员工，奖励优秀员工并规定一年的工资调整程
序。
Policy Statement政策说明
It is the policy of the Goodwin Hotel to revise the salary scale annually and make necessary salary adjustment
during the year to ensure a fair pay structure and to maintain our competitiveness in the labor market.
嘉盛酒店规定：每年修订工资级别，一年中作必要的工资调整以确保公平的支付结构，并保持在劳动
力市场的竞争。
Procedures程序
annual salary revision will take effect on January 1 every year for general employees and February 1
every year for Department Heads and above.
普通员工的年薪调整将于每年的 1 月日生效，部门经理以上员工的则于每年的 2 月 1 日生效。
September every year, the Human Resources Director will study the following factors to determine the
salary scale and salary increment for next year:
每年的 9 月份，人力资源部都会研究如下因素来决定下一年度的工资等级和工资增加幅度：
- The increase in cost for living (with reference to the Government announced inflation rate, consumer
price index etc.)
日常生活费用的增加（涉及到政府公布的通货膨胀率，消费指数等等。）
- Through formal and informal survey on the salary increment given by other hotels of competitive class
and size.
对同一级别和规模的其它竞争酒店的工资增长进行正式或非正式的调查
- The implication of the proposed annual salary increment to the profit margin of the hotel.
年薪增加的计划还涉及到酒店的利润率。
proposal will be forwarded to General Manager and Executive Committee for final approval.
提议将交于总经理和行政委员会作最后批示。
approval of the proposed salary increment by the Executive Committee, the Members will compile
the actual salary increase master list for individual employee through liaison with Department Heads.
在行政委员会批准工资增加计划后， 行政委员会成员将与部门经理研究，制定的具体员工工资调整
控制表。
Department Head should complete an Annual Salary Increment Sheet on which the proposed salary
and the percentage increase of each employee are indicated. The Executive Committee Members then
submit the final master list to the Human Resources Director for review of salary scale and to the Financial
Controller for budget audit purpose.
各部门经理须填写年度工资调整表，对每位员工的建议工资及增长百分比作出明确注释。行政委员
会成员将最终的员工工资调整控制表转给人力资源总监对工资水平进行审核及财务总监做预算审核。
rating should be introduced to all permanent employees. The merits given to an employee should be
supported by an above average performance assessment in the Annual Performance Appraisal Report. The
Annual Performance Appraisal for employees will be conducted in December while the Leadership
Performance Process for Department Heads and above will be conducted in January.
对所有固定员工须进行工作表现优秀级别划分。 此级别划分须以年度工作表现评估报告中高于平均
水平的评估结果为前提。对员工的年度工作表现评估将在十二月份进行，对部门经理及以上人员的
工作表现评估在来年一月进行。
Human Resources Department will then present to the General Manager and the Executive Committee
the exact amount of salary increase and the starting salary scale and salary range for each position.
人力资源部将向总经理及行政委员会提交每个职位精确的工资增长总额，最初的工资等级和工资范
围。
final approval by the General Manager and the Executive Committee, the Human Resources
Department will notify employees of the salary increase by distributing to respective departments the
related of Personnel Action Form which is to be prepared by Human Resources Department.
经过总经理和行政委员会的批准，人力资源部将消息发布给各自部门通报加薪的员工，相关的人事
变动单由人力资源部准备。
records on the employee file will be updated accordingly by the Human Resources Department while
the Accounts Department will be informed of the salary increment for each employee via Personnel Action
Form.
财务部通过人事变动单来通知每位员工工资增长，人力资源部将更改员工档案中的此项记录。
Department Head will receive the new salary scale of his/her department while the Human Resources
Department will maintain a complete set of the salary scale of the Hotel for recruitment purpose.
每位部门经理都将收到其部门新的工资等级，人力资源部将保存一套全酒店的工资等级以备招聘时
参考。
Department Heads intend to effect any salary adjustment of his/her employees apart from the
annual revision, he/she can prepare a Personnel Action Form stating clearly the salary changes with
justification written down and preferably supported by a Performance Appraisal report.
如部门经理希望在年度工资调整以外的其他时间进行工资调整，可填写人事变动单注明工资变化及
具体原因，同时附上工作表现评估报告。
form will be forwarded to the Human Resources Director via the respective Division Head for
consideration. The following factors will be considered in deciding such increase:
表格经各部门经理考虑过之后递交人力资源部总监。考虑的决定增加的因素有：
- The performance of the employee, including discipline and leave records
员工的工作表现，包括纪律和出勤率
- The academic background and relevant experience of the employee gained subsequent to the
appointment.
员工学历背景和相关经验
-The going market rate for the position
职位的当前市场工资
-The last time the employee has a salary adjustment.
员工上一次工资调整时间
Human Resources Director will make comments on the salary increase and forward it to the General
Manager for approval.
人力资源部总监将对工资的增长作评注，并交于总经理批准。
the approval by the General Manager, the salary increase will be effective
经过总经理批准后，工资增加将生效。
employee will be notified by letter signed by Human Resources Director and his/her file be updated
accordingly.
每位员工将收到由人力资源部总监签署的信件通知，并将据此更改档案。
to the Salary and Manning Guide of the current year for salary scale and range.
Appendix - Salary Structure 附加工资结构
Each position is accorded a job grade with abbreviations as follows:
每个职位相应级别缩写如下：
SE - Senior Executive Committee 高级行政委员会
A - Department Head A A 级部门经理
B - Department Head B B 级部门经理
SS - Senior Supervisor 高级主管
S - Supervisor 主管
G1 - General Employee Grade 1 1 级普通员工
G2 - General Employee Grade 2 2 级普通员工
C - Casual Employees 临时员工
T - School Trainees 学校培训生
position is also accorded a salary range with Minimum, Medium and Maximum. The
differentials vary with different job grades.
每个职位的工资范围同样符合低，中，高三个档次。不同的级别有不同的变化。
All employees shall start with a salary at the Minimum of the salary range. New hires can start from a
medium or maximum salary range only with the approval from the General Manager. Such special
consideration will be given to employees who are working in a similar capacity or comparable position
in other organizations prior to joining the hotel.
所有员工开始时的工资都是处于工资范畴的最低级别。只有总经理批准的新员工才可以领取中
级别、高级别的工资。这种特殊的考虑是基于员工在进入酒店前再起他机构有相似才能和从事
过相关的职位。
New Hires are normally subject to a probationary salary. Level B below are given 90% of their
salary.
所有新员工都有试用期工资。B 级以下的试用期工资，都是发放正式工资的 90％。
Upon confirmation of probation, the employees will be paid a full salary of the position he/she is in.
使用期通过后，员工将领取他/她所在职位的全额工资。
STANDARD OPERATING PROCEDURES
Subject : Leave Effective Date: Oct. 01, 2003
休假
Policy No : HR-13 Issued by : HR Director
Page : 4 Approved by : General Manager
Distribution : Senior Executive Committee Department Heads A&B All Employees
Objective目的
The purpose of this policy is to provide employee with paid leaves for rest to enhance employee efficiency
and fulfill the legal requirement stated in the labor regulations. The policy also prescribes the procedures in
leave application and computing leave entitlement.
按照劳动法规想员工提供有薪休假以提高工作效率，同时对请假程序及假期的计算进行说明。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel to grant leave of various kinds to all employees as part of the
compensation package. The Human Resources Department is responsible for administering and controlling
the leaves accrued and taken by each employee.
嘉盛酒店政策规定，为所有员工提供各种假期作为劳动补偿计划的一部分。人力资源部负责
管理和控制每位员工的有效假期和休假情况。
Grading 级别 Approved by 审批人
SE to B2
1. Division/Department Head 部门经理/总监
2. Human Resources Director 人力资源总监
3. Financial Controller 财务总监
4. General Manager 总经理Leave
application
approval
请假审批
Others 其他
1. Department/Division head 部门经理/总监
2. Personnel Manager 人事经理/
Human Resources Director 人力资源总监
3. Financial Controller 人力资源总监/
Financial Department 财务部
Procedures程序:
1. The hire date of an employee will be used as the basis for calculation of leave entitlement.
员工的受雇日期将被作为计算其应有假期的基础。
2. All leaves, except regular day off or general holidays for all employees, will not be effective or become
authorized without a completed Leave Application Form.
除正常周休及法定假外的其他所有假期，必须在请假申请单审批完方可生效。
3. Employees who apply or are being scheduled for leaves will be asked to sign on the Leave Application
Form for concurrence. The Form is then returned to the Department Head concerned who will make
comments on the form regarding the leave, if applicable.
员工如申请或计划休假，须在请假申请单上签字确认。然后，此单将由其部门经理填写部门意见。
4. The Form shall be passed to the Human Resources Department for record and control purposes. A copy of
the Leave Application Form will be sent to Accounts Department for payroll adjustment / deduction.
请假申请单将被转入人力资源部存档记录进行控制。同时将复印件送至财务部进行工资调整。
5. The leave record of the Employee will also be updated by the Human Resources Department.
人力资源部也将及时更新员工休假记录。
6. Category of Leave 假期种类
. Off Days 周休
Employees are entitled to two rest days after five consecutive working days. The rest day for
office employees usually fall on Saturdays and Sundays, whereas the rest days of other
employees are subjected to the Duty Roster scheduled by the Department Head/supervisor. The
duty Roster schedule will be made known to respective employee at least one week before it
takes effect.员工连续工作五天后可享有两天休息。后线员工的周休一般为周六周日。其他
员工的周休由部门经理或主管根据排班表进行安排。排班表许提前至少一周告知相关员
工方可生效。
These regular days off will be effective automatically without submitting the Leave Application
Form.
正常周休无须填写请假申请单自动生效。
. Public Holidays 法定假期
. All employees are entitled to 10 days Public Holidays. 所有员工享有 10 天法定假期
New Years Days 新年 Jan. 01 一月一号
Spring Festive Day 春节 The first 3 days of Chinese Lunar Year 农历新年头三天
Labor Day 劳动节 May 01, 02, 03 五月一，二，三
National Day 国庆节 Oct. 01, 02, 03.十月一，二，三
. Office employees will normally have the day(s) off on the actual day(s) of the holiday(s).
办公室的员工一般尽量安排法定假日当天休息。
. Operational employees can have their alternative holidays as scheduled by their
Department Head/supervisor or be paid as overtime worked if they do work on the
Public Holiday.
运营部门员工将按照部门经理或主管的安排换休，或享受加班费。
. Paid Sick Leave 有薪病假
. After probationary period, employees are entitled to twelve days sick leave per year, and which is
one day paid sick leave for each month of service. 通过试用期的员工，一年享有十二天有薪
病假，即每月享有一天。
. After one –year continuous service, the employee will accumulate 24 days paid sick leave. After
three-year continuous service, the employee can have maximum 30 days full paid sick leaves
（except clinic consulting）.连续工作一年的员工在下一年度可享有二十四天有薪病假。连
续工作三年后，员工在下一年度最多可享有三十天有薪病假(门诊除外)。
. Sick Leave Certificates granted to Employees by authorized hospitals of local government has to
be endorsed by the Hotel Doctor before submitting to concerned department head together with
sick leave application Form.
由当地政府认可的权威医院出具的病假证明须经酒店医生签署后，连同请假申请单交至部
门经理处。
. Department heads are responsible for forwarding the Leave Application Form together with the
relevant sick leave certificate to Human Resources Department.部门经理将请假申请单连同相
关病假证明转至人力资源部。
. Employees who get sick and are unable to report duty by the scheduled time should immediately
notify their Department Head/supervisor. Otherwise, the absence is considered as unauthorized
leave and the employee concerned will be subject to disciplinary action.因病无法正常上班的员
工应立即通知其部门经理或主管。否则，其缺勤将被视为旷工，员工本人将受到纪律处罚。
. Employee(s) who is/are on prolonged sick leave . longer than 30 days, will be entitled to sick
leaves as per the labor regulations.
休 30 天以上长期病假的员工，将根据劳动法规定享受其病假。
. Maternity Leave 产假
. Employees who has been employed for a period of not less than 24 months shall be entitled to
maternity leave.
在酒店工作不少于二十四个月的员工方可享有产假。
. Expectant mothers should give notice to the Human Resources Department via the Department
Head concerned 30 days before she intends to take the leave. The notice shall be supported by
certificate issued by the government doctor concerned.
怀孕员工应在其休产假前，提前三十天经由部门经理通知人力资源部。此通知须附有政府
有关医生出具的证明。
. Employees are entitled to maternity leave as stated in the labor regulations and the following
details:员工按照劳动法规定享受产假，细节如下：
- For normal delivery, employee is entitled to 90 calendar days maternity leave. 15 days prior to
and 75 days after the child is delivered. . 30 calendar days one-child leave, 15 calendar days
late birth. * Dystocia for another 15 days, Twins for another 15 days..
- 顺产享有九十天产假，其中分娩前为十五天，分娩后七十五天。独生子女假三十天。晚
育假十五天。难产假十五天。双胞胎十五天。
- Should there be baby-twins delivery, another 15 days will be granted per any additional twin
sister/bother being delivered.
如多胎分娩，则每多一胎，增加十五天产假。
- Salary will be paid in the whole period of maternity leave
员工产假期间享有工资。
- Leave taken other than above mentioned will be treated as sick leave
除以上所列的其他休息，将被视为病假。
- The employee will be entitled to 1 hour breast feeding leave every working day until the child
is 1 year of age
- 在其婴儿一岁前，女员工每个工作日享有一小时哺乳假。
- Maternity uniform will be provided during the period
在此期间，酒店将提供孕妇工装。
. Employees who are on maternity leave shall, within 14 days after her confinement, give notice
to the Human Resources Department of the date on which she confined and her intention of
returning to work 休产假期间，员工应在其分娩后十四天内，通知人力资源部其分娩日期
及返回部门工作的计划。
. Annual Leave 年假
. All employees are entitled to 6 working days annual leave after the completion of first full year
of service. After two full years of service, an extra day of annual leave will be added to the
entitlement for an additional year of service. The annual leave entitlement is capped at 18 days.
所有员工工作满一年后，均可享受六个工作日的有薪年假。工作满两年后，每工作一年，
其年假增加一天。年假最多为十八天。
. Annual leave could not be accumulated or carried over to another year. Failure to take the leave
will lead to forfeiture without compensation. 年假不得累计或跨年度休。未休年假视为自动放
弃 ， 不 予 补 偿 。 . Department Head/supervisor should schedule annual leave of their
employees with the objective of maintaining the smoothness of the operation in the department
concerned.部门经理/主管保证其部门正常运转的前提下，安排员工的年假休息。
. Employees intend to take leave should inform the Department Head/supervisor concerned by
filling in the Leave Application Form with 2 weeks in advance. Only under exceptional
circumstance will the employee’s application for leave be approved, should the application
period is shorter than 2 weeks.员工须提前两周填写请假申请单报至部门经理/主管。否则只
有在特殊情况下方可获得批准。
. Annual leave should be taken annually and with a minimum of 3 calendar days taken at one
time. 年假须在本年度内休完，且每次至少三天。
. Sick leave granted during the vacation period will not be compensated. 年假内发生的病假不予
补偿。
. Marriage Leave 婚假
. Employees who has been employed for a period of not less than 12 months shall be entitled to
marriage leave.在酒店连续工作十二个月以上的员工可享有婚假。
. Employees with more than one full year of service with the Hotel are entitled to Marriage Leave as
stated in the local labor regulations.
在酒店连续工作十二个月以上的员工可根据当地劳动法享有婚假。
- Employees will be entitled for 3 days leave in the case that female or male employee is
younger than 23 or 25 years of age respectively. 如女员工不足二十三岁，男员工不足二十
五岁，可享受三天婚假。
- Female Employees who get married at the age of 23 or older, and that of male is 25 or older
will be granted for 23 days leave. Other circumstances will be acted according to local labor
ordinance.年满二十三岁的女员工及年满二十五岁的男员工可享有二十三天婚假。其他情
况将根据当地劳动法规执行。
. The Leave Application Form should be sent to the Human Resources Department one month in
advanced and supported by a Marriage Certificate.
请假申请单须提前一个月连同结婚证送至人力资源部。
. Marriage leave granted should be taken within 3 months from the date of marriage registration..
Otherwise, it cannot be reserved for later use and will be forfeited.
婚假须在登记结婚之日起，三个月内休完。否则不予保存，自动作废。
. Compassionate Leave 丧假
. Employees are entitled to 3 days leave for linear relatives (spouse, parents or children, sister
or brother ) of the said purpose; and one day if it is for other relatives (grandparents, parents
in law) 员工直系亲属（配偶、父母、子女、兄弟姐妹）死亡，可享有三天丧假。其他
亲属（祖父母、配偶父母）死亡，员工可享受一天丧假。
. A copy of the death certificate has to be attached with a Leave Application Form and
submitted to Human Resources Department.请假申请单须连同死亡证明复印件送至人力
资源部。
Other categories of leaves not stated in the current Standard Operating Procedures of
Human Resources Department have to go in accordance with local labor laws.
其他未在此文中说明的各类假期将按照当地劳动法规定执行。
STANDARD OPERATING PROCEDURES
Subject : Overtime Compensation Effective Date: Oct. 01, 2003
加班补休
Policy No: HR-14 Issued by: HR Director
Page : 2 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
The objective of the policy is to ensure that Employees are fairly compensated when they are required to
work beyond their scheduled working hours and that the compensation made is in compliance with the
local Labor Laws.
此项政策旨在确保员工在其正常工作时间外加班后得到合理的补偿，并确保其补偿符合劳动法中
的相关条款之规定。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel that employees at supervisory and below level positions are entitled
to overtime compensation when overtime is being worked.
嘉盛酒店政策旨在要求在相关级别之下的员工在其加班后更够得到相关补偿。
Authority for working overtime must always come from the Department Head/supervisor prior to
overtime work
所有加班申请必须在加班产生前得到其部门总监或主管的认可方能生效。
Procedures 程序
Heads are responsible for controlling the payroll cost of their respective department and
shall make every effort to reduce the overtime work
部门总监/经理应负责本部门的人力成本，并尽力减少员工加班。
occasions when overtime is inevitable due to unanticipated operation needs, Department Head
concerned shall authorize and schedule employees to work overtime.
如根据酒店的运营中员工加班是不可避免的，各部门总监/经理应合理安排员工的加班。
department heads need to fill in the Overtime Application Form prior the overtime worked and
submit to Human Resources Department.
部门总监或经理应提前申报和填写加班申请单，并交酒店人力资源部。
worked without prior approval from Department Head concerned and Human Resources
Department will not be compensated.
员工加班应获得部门总监和人力资源部的批准后方可给予相关补偿。
overtime work performed in the normal working day shall be compensated by time off /day off on
one-to-one basis.
在正常工作日内加班的，酒店将以一比一的比例给予换休。
overtime performed in the Public Holiday will be compensated by the two-day time off.
在国家法定日加班的，酒店将以一比二的比例给予换休。
the event that such compensation is not claimed after 60 days, the time off/day off will be cancelled
automatically.
如在加班产生后的 60 天内不能清除的，其假期将自动作废。
cases when the overtime worked cannot be compensated by time off due to high business volume or
other reason beyond control of employees, Department Head shall initiate to pay off the overtime
accumulated by submitting the Overtime Application Form to the Human Resources Department and
General Manager for approval.
如遇旺季或其它任何员工无法控制的原因，致使假期无法在规定时间内偿清的，部门总监/经理
可申请支付加班费，报人力资源部和总经理批准。
staff who is in level B below work overtime or on day off and public holiday can be paid overtime
salary according to the following standard based on the Labor Law.
凡 B 级以下员工在例休日或法定节假日加班的，可以按照劳动法的相关条款以工资形式按照以
下标准支付。
Normal day: Staff monthly salary/ day x 150% 正常工作日：月工资/ x 150%
Day Off: Staff monthly salary/ day x 200% 例休日：月工资/ x 200%
Public Holiday: Staff monthly salary/ day x 300% 法定节假日：月工资/ x 300%
overtime payment will be paid together with the employee’s monthly salary
加班费将在员工的月工资中发放。
Dept. and Department Heads shall maintain an accurate and updated overtime record of all
employees.
人力资源部以及各部门总监/经理应对员工的加班纪录及时更新并告知员工。
Attendance Recorder will check the employee overtime record in a regular time and
chase the employee to claim it on time.
部门考勤员应定期核对员工的加班纪录，并通知员工及时清理。
STANDARD OPERATING PROCEDURES
Subject : Medical Benefit & Consultation Effective Date : Oct. 01, 2003
医疗福利及就诊程序
Policy No : HR-15 Issued by : HR Director
Page : 2 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
To ensure that employees are under proper medical care and subsidized with proper concerned medical
benefit, so that the high standard and efficient service of our employees are maintained.
确保员工得到适当医疗保障和医疗津贴，使得员工保持高效高质的服务标准。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel to provide free medical consultation from the Hotel Doctor to
permanent employees under actual employment as part of the compensation package.
嘉盛酒店政策旨在为酒店在职的正式员工提供免费的医疗咨询，使其成为员工福利的一部分。
Procedures 程序
1. Medical Consultation
医疗咨询
If the associate needs to see the doctor because of sickness or non-work-related injury, he or she
should go to the hotel doctor for consultation and treatment with the form of In-house Medical
Chit. If it is very serious and it is necessary for further treatment in the state-run hospital.
员工如遇疾病以及非因工受伤等状况时，应填写店内就诊单后可向酒店医师咨询或在医务室
接受治疗。如遇急重病时，可到指定市级医院做进一步治疗。
Any sickness emergency (such as: cannot walk, accident, etc) must be reported to the relevant
department or Human Resources Department in time for hotel to make proper arrangement. The
recording procedure must be handled by hotel clinic in the presence of an associate or relative(s)
within the first working day or 24 hours after being hospitalized. Any delay will be regarded as
absence from work.
员工如遇急诊（如不能行走，意外事故等）特殊状况时必须及时报告相关部门或人力资源部
做出及时处理，员工应在当天到酒店医务室进行相关检查及纪录，或在就诊后的 24 小时内
亲自或委托他人到酒店医务室进行相关登记和手续，否则将按旷工对待。
The Hotel Clinic provides free medical service to all employees with free medicine granted and
capped at at cost per year per employee. The said medical benefit is non accumulative,
non transferable and the outstanding balance will be forfeited by the end of each month.
酒店医务室向每位员工提供每人每年不超过人民币 240 元的免费药品，此项福利不可累积，
转移，每月结余之费用将在月末自行作废。
Medicine at cost will be sold to hotel employees who still need to have the related medicine service
though the concerned ceiling line has been reached.
员工所用医疗花费如超过相关标准，超额部分将由员工自行负担。
2. Medical Benefit
医疗福利
Free annual medical check will be provided by the hotel and arranged by the Human Resources
Department
酒店人力资源部每年将为每位员工安排免费体检。
Female medical check-up in every two years for the hotel female employee will be arranged by the
Human Resources Department.
酒店人力资源部每两年将为每位女员工安排免费妇科检查。
All results concerned will be kept in Human Resources Department, and case(s) for further
handling will be transferred to our hotel doctor for endorsement, so as proper personnel action to
be taken.
酒店人力资源部将保存所有检查之结果，如有必要相关病例将转酒店医师认可。
STANDARD OPERATING PROCEDURES
Subject : Duty Meal In Staff Canteen Effective Date : Oct. 01, 2003
员工餐厅工作餐
Policy No : HR-16 Issued by : HR Director
Page : 3 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
The purpose of this policy is to lay down the procedures in authorizing employees to take their respective
meals at the employee cafeteria or to get a meal allowance when performing job duties off the property.
此项政策的颁布旨在落实关于员工享受员工餐厅提供的免费工作餐，以及因工作需要造成的误餐而享受补助的相
关措施。
Policy Statement 政策描述
It is the policy of Goodwin Hotel to provide free duty meal to all employees as part of the compensation
package.
此项由嘉盛酒店颁布的政策，旨在为所有酒店员工提供免费工作餐。
Procedures 程序
1. All employees except level B above are entitled to have two meals per day in accordance to their work
schedule. Employees who are off duty are not entitled to duty meals.
B 级（包括 B 级）以下的员工根据其工作班次和时间每天免费享用两顿工作餐(一正一副)。员工在非当班期间
则不能享受。
2. Employees shall take meals at the time as scheduled by their Department Heads/supervisors to ensure that
the hotel operation is adequately covered and that the cafeteria is not overcrowded at the peak hours.
各部门应根据本部门的工作时间在不影响酒店正常运营的前提下合理安排员工的就餐，尽量避开用餐高峰，以
免拥挤。
3. Excom. Members and directors below must present and swipe their respective Employee ID card when
taking meals at the cafeteria. The number of meals taken by each employee will be recorded into the HR
COMPUTER system for costing purpose.
行政委员以及部门总监级以下的员工在用餐时必须刷卡，员工的用餐时间和用餐次数将被录入电脑考勤系统以
计算和控制员餐成本。
4. The Human Resources Department will retrieve the recorded data on meal taken by each employee on a
monthly basis. Employees who are found consuming meals exceeding their entitlements will have their
salaries deducted at cost of each extra meal taken.
人力资源部将会每月查看员工用餐状况数据，一旦发现员工在非工作期间内用餐或用餐次数超过其班次规定的
次数的，超出部分将会从该员工当月工资中扣除。
5. Should employees need to take an extra meal due to authorized overtime work, Department
Heads/supervisors concerned shall inform the Human Resources Department in advance according to the
Overtime Application Form.
如果员工在加班期间确实需要用餐的，相关部门经理应在为其提出加班申请的同时提前告知人力资源部。
6. Visitors to the hotel will not be allowed to have meals in the staff cafeteria except the approval from the
Department Head and Human Resources with the filled Outside Visitor Meal Application Form.
外来人员须在员工餐厅用餐的，须经相关部门总监及人力资源部批准，并填写《外来人员用餐申请表》后方可
用餐。
7. Employees who are performing duties off the hotel property and/or unable to return to hotel in time for duty
meals will be given a meal allowance. The allowance limit is the same of the Staff Canteen Food Budget
with and is reviewed annually。
员工因工作原因而未能就餐或因外出错过用餐的，将享受酒店提供的误餐补助。补助金额与员工餐厅预算一致：
每人每天人民币 9 元。
8. The monthly report of the meal covers shall be forwarded to Accounting Department for cost control.
每月用餐状况报告将递交财务部以控制成本。
Enclosed: Staff Canteen Rules & Regulation
后附: 员工餐厅规章制度
Staff Cafeteria Policy 员工餐厅规章制度
1. Only the associates on duty can have the meal in staff cafeteria by using staff ID cards. The cards is
non transferable, borrowed or used for accumulative purposes. Under special circumstances, they
should sign the name on the notebook in Staff Cafeteria. Any violation will result in cancellation of
the dinning right for the concerned month, and disciplinary action will be taken according to related
issues stated in our hotel staff handbook.
除行政委员和总监级以上的酒店管理人员，所有当班员工用餐时必须刷卡。如遇特殊情况，则
应自觉在餐厅登记，否则员餐的工作人员有权拒绝该员工的用餐。员工必须遵循酒店的用餐制
度，不可无故私自加餐，非当班员工不得在员工餐厅就餐。餐卡不得转让、借用他人或累计使
用，违者将取消当月用餐资格并按照《员工手册》相关规定执行。
2. Associates should follow the mealtime of Staff Canteen, and have the meal on time.
员工用餐应遵守餐厅的开、关餐时间，按时用餐。
3. If the outsiders need to take the meal in our Staff Cafeteria, they should fill in the “Outside Visitor
Meal Application” form with the approval of Department Heads and Director of Human Resources.
外来人员若需在酒店用餐，需提前填写酒店的“外来人员用餐申请表”，上报人力资源部审批后
方可用餐。
4. All food and cutleries must remain in the staff cafeteria. Every associate has the responsibilities of
ensuring all facilities/utensils are utilized properly, no destruction should be done.
员工餐厅内的食品和餐具一概不得带出餐厅。员工应爱护餐厅内的设施，不得随意破坏。
5. It is the responsibility of all associates to keep the staff cafeteria clean and tidy.
员工应做到文明用餐，不得随意乱扔杂物，要自觉保持餐厅内的环境卫生。
6. Associate is only allowed to consume food in the staff cafeteria. No wastage of food, and no
shouting/screaming are allowed, every associate has to put on uniform/on duty dressed up during
mealtime.
员工在餐厅用餐时，不得浪费, 不得穿着便装，不得大声喧哗。
7. To saving and prevent the food wasting, associates should get as much as one can dine, any food
throwing or pouring is not allowed.
本着厉行节约，制止浪费的原则，员工在用餐时应做到按量取食，禁止扔、倒饭菜等各种食物。
8. Associates are required to send the cutlery and chinaware to the cleaning area after meal.
员工在用餐完毕后应及时将餐具送到清洁区放好。
9. Staff Cafeteria is a NON SMOKING area.
员工餐厅为禁烟餐厅。
10. Associates are welcome to give suggestions to improve the quality of food and service provided to
Human Resources Department.
如员工对餐厅的食物和服务有任何的意见或建议，可随时向人力资源部反映。
STANDARD OPERATING PROCEDURES
Subject : Grievance Procedure Effective Date: Oct. 01, 2003
员工投诉程序
Policy No : HR-17 Issued by : HR Director
Page : 2 Approved by : General Manager
Distribution: Senior Executive Committee Department Heads A&B All Employees
Objective 目的
To settle the grievance at its point of origin as soon as possible, so as to minimize the misunderstanding
between management and employees, and also to maintain and foster a harmonious employer-employee
relationship.
事发第一时间处理员工投诉，从而减少管理人员与员工之间的误解，维护和谐的员工关系。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel that employees should be given a fair hearing of their grievances by their
immediate supervisor or manager concerned; and ensures the employee(s) concerned have the right to appeal
through proper channel to the senior management against a decision made by their supervisors/managers.嘉盛
酒店政策规定, 员工的直属上级应公正地听取员工申诉.并确保如员工不服直属上级的决定,可经由正常
渠道向高级管理层反映情况.
Procedures 程序
1. The employee should initially raise and discuss the matter with his/her supervisor and may be accompanied
by a fellow employee of his/her own choice.
员工应首先向其直属主管提出申诉并进行商讨.其间可由员工自选一名同事陪同.
2. If the employee is not satisfied with the decision, he/she can request a meeting with a member of
management who is more senior than the supervisor who has initially heard the grievance, and the
employee concerned can seek solution up the line to the Department Head level.
如员工不满意其主管的决定,可要求与更高一级管理人员会谈,直至部门经理/总监一级.
3. If the grievance still cannot be satisfactorily settled, the employee may present his/her case to the Human
Resources Director either verbally or in writing. If he/she chooses to write, he/she must identify
himself/herself to show good will in solving the problem. Grievances presented to the Human Resources
Director will be kept in strict confidentiality.
如若仍不满意,员工可以口头或书面形式向人力资源总监说明情况.如选择书面形式,员工须在文件上
签字以示解决问题的诚意.人力资源总监收到的申诉将严格保密.
4. The Human Resources Director will interview all concerned parties and investigate the case upon receipt
of the grievance(s), so as to conclude a reply within fourteen days.在收到投诉后,人力资源总监将与相关
各方面谈,以便在十四天内做出答复.
5. In situations that the grievance(s) cannot be settled by the Human Resources Director, he/she may refer the
case to the Executive Committee Member concerned and/or the General Manager who will make final
decision at the property level. The Human Resources Director will deliver the said decision, and explain
genuinely and frankly to the employee concerned.
如人力资源总监仍不能解决问题, 可将问题提交行政委员会相关成员或总经理,以便代表酒店作出最
后裁决.由力资源总监将酒店决定如实反馈相关员工.
6. Employee who is not satisfied with the decision made by the General Manager, he/she can write or call to
Goodwin International (China) to express their dissatisfaction or concern. Upon receipt of the letter or call,
Goodwin International (China) will take up the case and start another investigation. The employee will be
informed of the outcome after the thorough investigation is completed.
如员工不满意总经理的决定,可致函或致电嘉盛中国区总部申诉。总部接到投诉后将进行另一次调查。
调查结束后，员工将被告知调查结果。
7. If employee is not happy with their employment or disciplinary action, they may go through the above
procedures. If not, he /she will be given the written warning.
如员工不满意其工作或纪律处分，可通过以上程序申诉。如违反该程序，将给予书面警告。
STANDARD OPERATING PROCEDURES
Subject : Disciplinary Procedures Effective Date : Oct. 01, 2003
纪律处分
Policy No: HR-18 Issued by : HR Director
Page : 3 Approved by : General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective 目的
The objective is to correct the undesirable action/behavior of an employee through consistent and fair
process. The progressive disciplinary process aims to change /modify an employee’s attitude towards
work. This always benefits the organization with his/her improved and up to standard performance. .
此政策旨在通过一致和公平的程序修正员工不良的行为，同时纪律处分也在改变和调整员工的工
作态度，从而改进和提高工作表现。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel that disciplinary actions are only taken against an employee when
there is clear evidence of action/behavior that he/she is in violation of the Hotel’s standard / rules and
regulations, or shows inadequate job performance.
嘉盛酒店政策规定：当员工的行为违反了酒店的标准，规章制度或不正确的工作表现，纪律处分
才可按照以下程序实施。
The disciplinary action taken must be commensurate with the occurring offence, and be fair and
consistent with other cases involving similar circumstances.
当使用纪律处分时必须与处分条款相一致，必须公平或与类似的事件处理相一致。
All Department Heads/supervisors are primarily responsible for the behavior at work of their respective
employees. It is therefore their duty to initiate disciplinary action when necessary. The Human
Resources Director/Human Resources Manager will be available for advice at all times for
recommendation of suspension or termination.
部门经理或主管应对下属的员工工作表现负责，因此他们有职责在必要时实施纪律处分。人力资
源总监或经理应对停职处分和开除员工给予合理的建议。
Procedures 程序
1. Supervisors should initiate disciplinary actions on a Misconduct Notice for any reported violation of
Hotel rules and regulations within 24 hours from the time the offence occurred. The employee is
required to sign in as an acknowledgement of the notice and in the presence of a witness. He/she is
encouraged to explain himself/herself in writing, and this will form part of the disciplinary report.
当员工违反酒店任何规章制度时，直属上级应在 24 小时内根据员工手册使用员工过失单对员
工进行纪律处分。员工应在过失单上签字认可或由见证人签字认可。我们鼓励员工对此以书面
形式提出异议，这也是纪律处分的一部分。
2. Disciplinary interviews should be conducted in private, and the employee concerned should be
counseled on the reason and the penalty decided. An agreed correctional action plan for improving
performance should be made with expected outcomes and timelines. The supervisor concerned should
follow up to ensure the desired outcome is achieved at the agreed time.
当事员工有权知晓处分原因和处罚决定，而纪律处分面谈应单独进行。面谈双方应就改进工作
表现的具体目标和方案达成一致，并列出时间表。相关主管应负责跟踪落实以确保在双方认可
的时间达到目的。
3. Should there any doubt for the kind and degree of disciplinary actions to be taken, the Human
Resources Director/ Personnel Manager is always ready for consultations.
如对纪律处分的类型或级别有任何异议，可随时咨询人力资源总监或人事经理。
4. A verbal warning is given to the employee in the first instance of minor offences and each verbal
warning may be accomplished by a salary deduction of RMB20. The warnings are administered by
the employee’s immediate supervisor seconded by and documented on a Misconduct Notice.
员工第一次触犯轻微过失将给予口头警告，同时从当月工资中扣除人民币 20 元。此警告由员
工的直属主管填写并签署《员工违纪通知书》。
5. Verbal warnings can only be issued to the same employee the maximum of two times. Each warning
is valid for six months and may be accompanied by a salary deduction of RMB20.
最多只可给予同一名员工两次口头警告。每次警告处分的有效期为六个月并处以人民币 20 元
罚款。
6. A written warning is given to any employee who has the record of 2 verbal warnings. The valid term
concerned is one year and may be accompanied by a salary deduction of RMB40.
如员工有两次口头警告记录，则给予书面警告处分。其有效期为一年并从当月工资中扣除人民
币 40 元。
7. A final warning is given to the employee when a further misconduct report is received from line
supervisors/managers after the first written warning has been given, or to the employee who has
committed any of the offences as listed in the Employee Handbook. The valid term concerned is one
year and may be accompanied by a salary deduction of RMB80.
如员工在收到第一次书面警告后又发生违纪行为，或触犯员工手册中的丙类过失，将给予最后
警告。其有效期为一年，同时从当月工资中扣除人民币 80 元。
8. Suspension without pay (not more than 14 days) is used when pending a decision by the Hotel as to
whether or not to exercise the termination right of employment, or pending the outcome of criminal
proceedings against the employee. If the criminal proceedings cannot be concluded within 14 days,
such suspension may be extended and the Hotel may exercise the right of termination upon
finalization of the behavior.
在对违纪行为进行调查以决定是否开除一名员工，或等待司法部门对其犯罪行为作出裁决期间，
酒店可对该员工作出无薪停职的处理。无薪停职一般不超过 14 天。在司法部门处理员工犯罪
行为期间，无薪停职可顺延至有处理结果为止。
9. Any dismissal with immediate effect has to be approved by the Executive Committee members. The
said dismissal is to be taken against the employee who:
任何即时生效的开除决定，均须得到行政委员会成员同意。如员工有以下行为可立即开除：
- committed a further offence after receiving a final warning 收到最后警告后再次违纪。
- committed any offence that warrants termination without notice as stipulated in the Labor Law
触犯劳动法中规定的任何可不预先通知员工即开除的违纪行为。
- committed any serious offence against the Chinese Law 任何严重触犯国家法规的行为.
10. Upon receipt of a Misconduct Notice, the concerned salary will be deducted from their monthly
salary. The Misconduct Notice will be kept in the Personal File of the employee concerned for 12
months and will be deleted by the Human Resources Department upon recommendation from the
Department Head.
接到违纪通知书后，员工的当月工资中将被扣除相应罚款。违纪通知书将被放入员工个人档案
并保存 12 个月。人力资源部将根据部门经理/总监的意见消除此记录。
STANDARD OPERATING PROCEDURES
Subject : Employee Birthday Party Effective Date: Oct. 01, 2003
员工生日会
Policy No : HR - 19 Issued by : HR Director
Page : 2 Approved by : General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective:目的
The purpose of this policy is to celebrate employee birthdays thereby improving employee relations and boost
staff morale.此项政策的目的在于通过为员工庆祝生日来改善员工关系、提高员工士气。
Policy Statement:政策说明
It is the policy of the Goodwin Hotel to hold monthly Birthday Party for employees whose birthdays fall on
the respective month as a special recognition. The party is to be held in the any place of the hotel and
coordinated by the Human Resources Department.嘉盛酒店规定：每月为该月即将过生日的员工举行生日
会。由人力资源部协调生日会将在酒店任什么方举行。
Procedures:程序
1. The Birthday Party will be held in the second week of each month in the Staff Cafeteria with Birthday
cake, soft drinks and some small games prepared by the Human Resources.
生日会将于每月的第二周在员工餐厅举行，人力资源部将会准备生日蛋糕、软饮和一些小游戏。
2. On the 20th of preceding month prior to the Birthday Party, the Human Resources Department will
print a list of all eligible employees for the respective month.
在生日会举行前的前一月的 20 号，人力资源部将会打印出所有符合条件的相关月份的员工名
单。
3. The Human Resources Department will distribute Birthday Party Invitation Letter to the respective
employees on the first week of the month and HR should raise the Purchasing Request for the
birthday gift with
人力资源部将会在每月的第一周把生日会邀请函发到每个员工手中，并且以每人 10 元的标准
提交购买生日礼物的采购申请单。
4. The Human Resources Department will issue a memo confirming the names and number of
employees, the date and time of the party to all Department Heads concerned who will inform
respective employees. The same copy of memo with the Birthday Cake order will be sent to Food &
Beverage Department for the arrangement.
人力资源部会帖出布告以确认员工的姓名和人数，各部门领导要将日期和时间通知相关的员工。
同样的布告复印件及蛋糕单送往餐饮部作相关安排。
5. Engineering Department will be responsible for the sound system installation and PR should take the
photo for the staff birthday party activity.
工程部负责安装音响设备，公关部负责为员工生日会活动照相。
6. Department Heads concerned have to ensure to release the employees who have been invited to the
party, even though the employees concerned have been scheduled to be on duty at the same time of
the Monthly Staff Birthday Party.
相关部门领导务必为参加生日会的员工放行，即使相关员工的上班时间与员工生日会的时间冲
突。
7. The General Manager and all Senior Executives will participate in the party activity arranged by the
Human Resources on the day of event.
人力资源部将根据当天的情况安排总经理和高层管理人员参加员工生日会。
STANDARD OPERATING PROCEDURES
Subject : Name tags Effective Date: Oct. 01, 2003
名牌
Policy No : HR-20 Issued by : HR Director
Page : 1 of 2 Approved by : General Manager
Distribution : Executive Committee Department Heads A&B All Employees
Objective目的
To ensure that all employees are provided with name tag which shall be worn as part of the uniform.保证所有
的员工都有名牌，并且作为制服的一部分佩戴。
Policy Statement政策说明
It is the policy of the Goodwin Hotel that name tags shall be worn at all times by employees which will
facilitate better customer relations and enhance the image of the Hotel.嘉盛酒店规定：员工任何时候都必须
佩戴名牌, 易于建立与客人的良好关系、提高酒店对外形象。
Procedures程序
1. Every employee will be issued a nametag on the first day they join the hotel.每位员工在加入酒店的第一
天都会发名牌。
2. Employees will only have their first names printed on the nametags.员工仅将自己的名字印于名牌上。
3. Only English names will be used. The Human Resources Department will ensure that only proper first
names are printed on the nametags. Abbreviations will not be used.只可以用英文名。人力资源部确保将
唯一适当的名字印于名牌上。缩写名字不能用。
4. The nametag is considered as part of the full uniform, it has to be worn on the left hand side of the uniform
and 8-10cm below the collar-bone.名牌被视为制服的一部分，它必须佩戴在制服的左手边距离锁骨 8
－10 厘米处。
5. Department Heads/supervisors are responsible to check on the nametags of their employees.部门经理和主
管必须负责检查员工的名牌。
6. Employees shall keep their nametags clean and in safe custody. Loss of nametag shall be reported to the
Human Resources Department immediately. Replacement of lost nametags will be charged at a cost of
. In cases of natural wear and tear, nametags will be replaced free.员工必须保持名牌的干净并
且妥善保管。名牌一旦丢失要立即报告人力资源部。更换丢失的名牌需要缴纳人民币 15 元。如果名
牌自然磨损或破裂，可以免费更换。
7. If the employee resign from the hotel, the nametag should be returned to the Human Resources department.
如果员工辞职，必须将名牌交还人力资源部。
STANDARD OPERATING PROCEDURES
Subject : Grooming Standard Effective Date: Oct. 01, 2003
仪容仪表标准
Policy No : HR-21 Issued by : HR Director
Page : 3 Approved by : General Manager
Distribution : All Execom. Members Department Heads A & B All Employees
Objective 目的
Ensuring that all employees are highly attended to the hotel requirements and standards of personal
appearance & professional grooming.
确保所有的员工能很好的按照酒店关于个人外貌和专业仪表的要求和标准执行。
Policy Statement 政策说明
It is the policy of the Goodwin Hotel to establish and maintain a uniform standard in personal appearance and
professional grooming which leads to hotel image development and providing professional confidence when
dealing with customers.
嘉盛酒店规定：建立和保持统一的制服形象及专业的个人仪表是嘉盛酒店的服务政策，这有助于酒店
形象的发展及增强对客服务的信心。
Procedures 程序
1. Dress Code - Uniformed Employee 着工装的员工
Uniform must be complete and correctly worn to the specifications of the particular department.
