ADMINISTRATION PLANNING– KARAVANSARA RETREAT AND RESIDENCES
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PREPARED BY THE GENERAL MANAGER - KRS
HOTEL ROLES & REGULATIONS FOR EMPLOYEE
A. Working Days
All staff is required to work six (6) days a week.
B. Working Hours
The normal working hours of employee including the rest hours is 8.30 hours per day and not exceeding 51
hours per week.
All employees have to punch their card in and out with the hotel uniform provided.
C. Rest Period
All employees are entitled to a 30 minute meal break during the regular working hours.
D. Overtime
If necessary the hotel may request the employee to work overtime. Preferred compensation is giving time
off, however, in special cases, employees may receive Overtime pay.
E. Holidays & Leaves
a. Weekly Day Off
All staff will be scheduled to have their weekly day off. In case the hotel operation requires, the
weekly day off may be cancelled due to insufficient manpower as not to jeopardize the smooth
service to the guests. In such case the weekly day off will be allowed to accumulate and it is to be
used as soon as possible.
b. Public Holidays
- The employees are entitled to public holidays as announced yearly by the ministry of
Labor.
- In case the public holidays falls on the weekly day off of the operational staff,
compensation day of is to be taken within one month during the low season, or within 3
months during the high season.
- If necessary, the employee may be requested to work on the public holidays. In such
case the compensation day off is to be taken within one month during the Low Season,
or within 3 months during the High Season
c. Annual Leave
- Employees who have completed 1 year of service are eligible for 18 days annual leave.
- Every three consecutive year of the employment, employee will be offered one additional
day off added as annual leave.
- Vacation applications must be submitted in advance for approval. Approval is subject to
the workload of the department.
- If annual leave is not being requested by the employee, the Department Head reserves
the right to schedule three days of annual leave for every two months.
- If an employee resigns properly after completing on (1) full year of service, the following
will apply:
. If the employee’s annual leave and Public Holidays have not been fully taken before the
last working day, only remaining annual leave days will be paid.
. If the employee has taken annual leave in excess of his entitlement, the difference will
be deducted from his last salary.
d. Special Leave
- In case of death of parents, spouse and children only.
- In case of he employee’s wedding
- In case of the male employee’s wife giving birth to the child
- In case of the wedding of son or daughter.
In the aforementioned events, the employee is authorized to take up to seven (7) days special
leave per year, but only if employees do not have any unused annual leave days.
e. Medical Leave
- Every employee is entitled to the following paid medical leave:

ADMINISTRATION PLANNING– KARAVANSARA RETREAT AND RESIDENCES
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PREPARED BY THE GENERAL MANAGER - KRS
- Up to 7 days per calendar year
- Hospitalizations leave, as long as the employee is hospitalized.
- If an employee is unable to work due to illness, the employee must attempt to inform the
Department Head or the Human Resources Department. Any employee who fails to do
so within 48 hours shall be deemed absent from work without permission or reasonable
cause.
- An employee who is sick must seek medical attention from the hotel’s appointed doctor,
otherwise paid medical leave will not be reimbursed.
- Medical leave is calculated per calendar year and cannot be carried or to the next year.
Also, no advance medical leave may be taken.
f. Maternity Leave
- To be eligible for paid maternity leave an employee must have:
. A service period of minimum 12 consecutive months.
. Consulted the hotel’s appointed doctor.
- Maternity leave may commence any time after completion of 7.5 months of pregnancy.
Employees are advised to commence maternity leave at least 20 days before expected
delivery.
- An employee is entitled of a period of 3 months Maternity leave with payment of 50% net
salary.
- Any absence from work due to miscarriage, abortion, or illness during pregnancy will not
be considered a medical leave.
- Maternity benefits do not cover delivery cost. An employee must arrange her own
delivery at her own expenses.
- During Maternity leave PH and AL are not entitled
g. Disciplinary Actions
The hotel has a firm belief that all employees who have been selected to work with the hotel are
the most valuable assets. When there is a violation of the hotel disciplines by the employee, the
Management has fairly determined the following procedure of action to be taken at any point in
time. The Management reserves the right to adjust some offences which are not specified or in
some cases the management may impose lighter or stiffer punishment than set forth in this list
depending on the circumstances.
The classifications of offences are follows:
Minor Offences
- Failure to notify the supervisor or head of department at least 3 hours in advance of an
absence when scheduled for work except in extenuation circumstances. (A)
- Reporting to work late 3 times in a month. (A)
- Failure to punch in or out on the time card. (A)
- Improper use of uniform or negligence of personal cleanliness and being improperly and
inappropriately dressed and groomed. (A)
- Failure to carry or show employee’s identification card wile on duty or notify Human
Resources Department in the event of a damaged or loss of such identification card. (A)
- Failure to wear the prescribed nametag or improper use of nametag. (A)
- Failure to report immediately any personal injury occurring within the hotel premises or
the breaking or damaging of machinery, furniture or property belonging to the hotel. (C)
- Negligence or Carelessness resulting in waste, loss or spoilage of materials. (C)
- Vending or selling food or other goods or transacting personal business with the hotel
premises. (B)
- Cooking food inside unless authorized. (A)
- Wasting hotel time on personal telephone calls while on duty. (A)
- Failure to notify Human Resources Department of change of address, name, status or
contact numbers. (B)
- Teasing or horse playing during the working hours. (A)
- Leaving work area during working hours without prior permission of the supervisor or
head of department/ (B)
- Eating left over food or beverage or food that is not intended to be served or sold any
more. (A)
- Violation of sanitation rules, or improper use of sanitary factitious. (B)
- Sleeping while on duty of off duty within the hotel premises without permission of the
head of the Department. (B)

ADMINISTRATION PLANNING– KARAVANSARA RETREAT AND RESIDENCES
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PREPARED BY THE GENERAL MANAGER - KRS
- Failure to follow the hotel instruction pertaining to medical check up, X-ray, fire
evacuation drill....etc, (B)
- Wasting time or loitering during working hours. (B)
- Staying within the hotel premises while off duty for over half an hours, or returning to the
hotel in an off duty status, or while on leave without valid reason. (B) (Executive/Head of
Department is considered to be on duty at all time while they are on the hotel premises).
- Failure to sign in and out of the time sheet.
(A)
- Using service elevator for other purpose besides serving guests except stair case (A)
- Failure to report for work at designated time and day, including weekly day off and public
holidays as per the previous mutual agreement. (A)
- Failure to report any know serious or contagious disease which may endanger the laves
or health of the hotel guests or employees. (B)
- Entertaining employee’s visitors within restricted areas. (C)
- Absence from work without valid reason. (A)
- Failure to hand over items found on Housekeeping Department immediately. (B)
- Eating food or drinking beverage intended to be served or sold to the guests. (C)
- Punch in or out daily time card for another employee, or ask another employee to punch
in and out for self. (C)
- Absence for three consecutive days without reasonable cause, in regardless of the
holidays during such period. (C)
- Eating food in prohibited areas, (A)
- Not complying with the hotel grooming regulation and standards. (B)
- Applying the traditional Cambodian cuing technique that leave bruise marks on the
visible parts of the body; i.e. neck, face or leg. (A)
Serious Offences
- Feigning sickness. (D)
- Use of hotel tools and equipment for personal purpose without prior permission. (D)
- Unauthorized use of the hotel facilities, e.g. Meeting or parties without permission. (D)
- Unauthorized use of the hotel equipment. (D)
- Using the hotel restaurants, bars, or guest’s toilet room without prior written permission
from head of the department or Executive Assistant Manager/General Manager. (D)
- Drinking alcoholic beverage while on for duty or with the hotel, or reporting for duty drunk
or being impaired by intoxicant or causing damage to the hotel or being unable to
perform assigned duties caused by abuse of narcotic or other drugs or substances. (D)
- Use or possess the prohibited drugs in the hotel. (E)
- Distributing unauthorized written or printed materials on the hotel premises. (D)
- Posting or altering or removing or adding the announcement or materials on the bulletin
boards or within the hotel premises. (D)
- Falsifying of personnel or the hotel’s records.
- Tampering with elevator mechanism, electrical equipment, mechanical equipment or
intentional misuse of any other operating equipment of the hotel. (D)
- Possession of firearms, explosive, inflammable materials or any deadly weapons on the
hotel premises. (E)
- Pilferage, theft of the properties of the hotel quest or other employees. (E)
- Unauthorized possession of the hotel master keys or copying the keys to open the doors
or other locks of hotel property without permission. (D)
- Abuse of position for personal gain or advantage, accepting directly or indirectly any sum
of money for unauthorized commissions offering preferential treatment of promise in
consideration of any act, contact, decision or service connected with the discharge of the
employee’s official work. (D)
- Willful destruction of property, reputation and standing of the hotel, (D)
- Entering into unauthorized arrangements for any purchase. (D)
- Unauthorized change of foreign currencies. (D)
- Unauthorized use of hotel vehicles, (D)
- Using of hotel’s name in a private benefits. (D)
- Failure to keep confidential any information that night benefit a competitor or any other
party or is to the disadvantage or detriment of the hotel and failure to keep confidential
employees. (D)
- Failure to co-operate with other employees or making false, vicious or malicious
statements regarding other employee, or use of profane or obscene or rude language in
addressing other employees or superiors. (D)

ADMINISTRATION PLANNING– KARAVANSARA RETREAT AND RESIDENCES
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PREPARED BY THE GENERAL MANAGER - KRS
- Bodily threatening the employees or visitors within the hotel premises. (E)
- Challenging or provoking someone to fight, inflicting bodily harm or willful destruction of
the property of other employees or visitor with the hotel premises. (E)
- Flagrant discourtesy, undignified, rude, impertinent or indifferent dealing with any guests.
(E)
- Acting as a principle perpetrator or upholder or cause other employees to disobey the
rules or working regulations or hotel’s order or supervisor’s working order by forcing
threatening, hiring, inciting, or encouraging with any other means. (D)
- Insubordination or not complying with the hotel’s rule and regulations. (D)
- Giving false testimony during an enquiry or investigation. (E)
- Visiting guestrooms, or elsewhere in the hotel premises without prior written permission
from the Department Head or Manager on duty. (D)
- Immoral or indecent conduct or practice. Offering services to guests or employees that
are immoral in nature. (D)
- Violation of safety rules & regulations or common safety of any jeopardizing the safety of
any other person or intentionally placing hotel or guest property in danger or loss or
damage. (D)
- Bringing unauthorized person onto the hotel premises. (D)
- Wearing uniform outside the hotel during working hours, rest hours returning home in
uniform. (D)
- Using any entrance or exit of the hotel other than the staff entrance. (E)
Type of Disciplinary Action
Type of
Offence
(A) 1st
Offence
(B) 2nd
Offence
(C) 3rd
Offence
(D) 4th
Offence
(E) 5th
Offence
Minor
Offences
Advice
Record
Verbal
Warning
Written
Warning
Final
Warning
Termination
Dismissal
Suspension
Serious
Offences TERMINATION
Suspension from Work
- In case an employee is accused of committing an offence and an investigation is
required, the hotel might issue a written order of suspension by stating the offence
committed and the period of being suspension not exceeding 7 days and notify the
employee prior to the suspension.
- During the suspension period, the employee will not receive the wage at the rate of the
wage received on the normal working day before being suspended.
- After an investigation, if the employee is found not guilty of committing an offence, the
hotel shall pay the wage to the employee equal to the rate of wage on a normal working
day, commencing from the day being on suspension. The money paid earlier by the
hotel shall be deemed as part of such wages.
Grievance
It is the policy of the hotel to handle employee’s grievance promptly and fairly.
- Scope and Definition of Grievance. In case an employee is dissatisfied with the
working conditions, line of command, work order or work assignment, wage or others,
employee, he should inform the relevant Department Head to handle or resolve the
grievance. If the grievance cannot be resolved by the Department Head, of if the Human
Resource Manager/GM
- Result and Procedures on Filling Grievance. An employee should fill up hotel’s
grievance form and submit it to the immediate superior. However, if such grievance is
caused by the maltreatment of the immediate superior, he should submit it to the
superior of the higher ranking.
- Investigation and Consideration of grievance
. Upon receiving the grievance, the immediately investigate the grievance or ask for
help from HR or concerned persons. An employee has to give full details to the
immediate superior.

ADMINISTRATION PLANNING– KARAVANSARA RETREAT AND RESIDENCES
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PREPARED BY THE GENERAL MANAGER - KRS
. In case the immediate superior can resolve a grievance is the grievance, he should
inform an employee in writing as per the designated form and inform the
Management of the hotel accordingly.
. In case the grievance cannot be resolved, the superior of the higher ranking should
be informed of the grievance and its resolutions. The superior in each ranking
should take action on such grievance as quickly as he could and not exceeding 7
days.
- Procedure Concerning a Decision on Grievance
. If an employee who files a grievance is satisfied with the decision, he should inform
his superior immediately. If not, he should appeal the decision in the designated
form and submit it to the superior of higher ranking within 7 days as fro the date of
receiving the decision from the immediate superior. The superior the appeal and
handle or resolve such grievance and inform the decision in writing in the
designated form within 15 days. If the employee is still dissatisfied with such
decision, he has the right to take any further action legally or ask the hotel to set up
an arbitrator to settle the grievance.
- Protection for the Claimant and Concerned Persons
The hotel will not dismiss, penalize or take any actions against an employee who
files a grievance or employee who files a grievance or other employees who testify
or give information or full details or any supporting document concerning the
grievance including an employee who handles or the grievance honestly.
- Personal conflict
. The employee is not allowed to rally political activities within the Hotel premises at
any given time. Employee is not to engage himself/herself in political activities
whatsoever while on hotel premises.
. Employee is not allowed to make any threats and allegations to the employer
during or after resignation or termination of employer causing instability among
employee and possible business interruptions. The employer will prosecute any
employee who is making threats and allegations to the hotel’s employer