PINK CITY PENSION HOUSE

BRIEF HISTORY
Pink City Pension House is located at Roxas Street, Catarman N. Samar, owned by Mr. & Mrs. Julito Llaneras. The idea to put up the pension house business was of their eldest daughter who is working in an auditing firm. What started to be an appreciation of staying in hotels and pension houses during their numerous travels across the country and the deep desire to provide the town of Catarman a better choice of rented accommodation became the fuel that started the creation of this establishment. At first, Mrs. Llaneras was having second thoughts because she has already two businesses, a hardware and a drugstore. She doubted herself if she can still manage another business because, at that time, her Drugstore was in boom. Until such time, when San Lorenzo Ruiz College opened and a lot of second courser students from different places searched for a convenient place to stay, she then bought a house and lot which was located nearby her hardware and converted the house into a homestay. Due to their good management, through word of mouth, their boarders convinced other students to transfer to their home-stay. The home-stay could no longer accommodate the boarders because of its increase in demand, so she decided to demolish the hardware and expand her pension house. In 2003 after being convinced by those close to them, the family decided to convert the homestay to a small pension house which was composed of five non-air conditioned rooms and a 2-bedroom room house. Same as the famous quote: If you build it, they will come, people started to love staying around, coming back again and again. From nursing students hailing from Tacloban, Ormoc City and even Cebu, to salesmen and medical representatives, different actors and the various organizations and companies, the business grew into what it is today: 25 furnished rooms varying from single to family rooms with facilities, 2 function halls with its own audio system that can accommodate up to 150 persons, and all around security for a peaceful and comfortable stay. And to top it all, its located in the business district of Catarman and a mere 10 minutes away from the airport. The Name Pink City Pension House was the idea of her husband. Pink because it is a feminine color and most of their children are girls and her husband finds it very attractive. City because there is no city here in Northern Samar. It has been operating for almost eight years and according to the owner it is the only city that you can find here in Northern Samar. From the warm reception of their staff upon check-in up to the comforts of your room, Pink City Pension has been, is and will always be a cut above the rest. Indeed your home away from home.

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Check-in

PINK CITY PENSION HOUSE GENERAL POLICIES

The check-in time varies upon the customers discretion.

Children and Extra Beds

Children up to 11 years old stay free of charge when using existing beds. One older child or adult is charged Php100.00 per person per night when using existing beds, and Php200.00 per person per night when using an extra bed.

Pets
Pets are not allowed.

Reservations
All reservations are subject to availability at the time of request. Reservations may be made through personal inquiry or contact them through 055-251-8695. No down payment needed to confirm the reservation made. PLEASE OBSERVE THE FOLLOWING HOUSE RULES: Guest is admitted subject to the compliance of the following Rules and Regulations and is requested to observe them during their stay. Management reserves the right to refuse admittance to any persons for justifiable reasons. 1. Check out time is 12 o clock noon. One to five hours extension shall be considered one half day and charged accordingly. Extension for more than 5 hours shall be considered one day and will be charged accordingly. Please strictly comply. Short time basis is not allowed. If you do not want to be charged of the extra time, you may leave your luggage at the front desk so that your room may be available for new check ins. Should you wish to extend, please notify front desk. 2. For check ins between 12 midnight to 5:00am, check out time will still be 12 noon of the same day and will be considered as one day. Additional extra joiner rate will be charged for every additional or extra person, with extra beddings or without extra beddings. Guest with light or no luggage is required to pay in advance. Gambling/Cooking is strictly prohibited. Using electric iron is not permitted. For laundry and ironing needs, you can avail of the services for a reasonable fee. Call front desk for details. When living your room please turn off lights, electric fan, or the aircondition. Please leave your key at the front desk. Keys are not allowed to be brought outside. Any Pink City property losses and any damages by guests or companions shall be charged to their account. Visitors are requested to announce or register themselves at the desk. Pink City Pension House has a strict prohibition of unannounced visitors in the room of any guest. Page | 2

3.

4. 5. 6.

7.

8.

9.

10. Visitors are allowed only until 10:00pm 11. Please avoid vandalism. Do not vandalize our rooms. 12. Please deposit your valuables at the front desk. Management is not liable for any losses of jewelries or cash or any valuables not deposited. 13. Rates for lost items are as follows: a. Lost Key Php250.00 b. Bath Towel Php150.00 c. Bed Sheet Php100.00 d. Blanket Php150.00 e. Pillow Case Php75.00 f. Pillow Php350.00 g. Remote Php500.00 14. Items left by the lodger are kept safe in the front desk and are available for claiming. THE MANAGEMENT

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PINK CITY PENSION HOUSE EXISTING POLICIES

HUMAN RESOURCE MANAGEMENT FUNCTION
Applicant Screening Applicants are required to submit a biodata and a barangay clearance. Interviews by the owner must be structured to determine whether or not the applicant's knowledge, skills and experience (competencies) are a good match for the open position. Then a background investigation would be made to ensure that the applicant is of good moral values and is fit for the job. New Employees First Day An orientation is made to familiarize them with their jobs and to motivate them to do their job efficiently. Probationary Employment Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee. Hours Worked The front desk attendant has 13 working hours from 6:00 am to 7:00 pm. Her day off is every Saturday. The room boy has 14 working hours from 6:00 am to 8:00 pm, stay-in and has a day off for every 2 days each month. The security guard has 12 working hours from 6:00 pm to 6:00 am and no dayoff. The security guard present when the front desk attendant leaves, shoulders the responsibility to perform the duties of the latter.

WAGES AND COMPENSATION

a. All employees have the privilege of free board and lodging; free meals including breakfast, lunch, dinner, and snacks. Direct financial compensation consisting of pay received in the form of wages provided at regular and consistent intervals is also given to employees. Regular employees receive their 13th month pay. Employees also receive indirect financial compensation consisting of SSS, PhilHealth and other forms of benefits (tokens). Page | 4

b.

c.

d.

Wage that will be received depends on the employees job description: Front Desk P2,500.00, starting P6,000.00, regular Room Boy P2,000.00, starting P2,300.00, regular

e.

Housekeeping receives a fixed rate of P2,600.00 as well as the security guard of P7,000.00 Workers receive their wages at the end of each month.

f..

MARKETING FUNCTIONS
Pink City sets a standard rate to the lodgers:

STANDARD ROOM (P750.00)

1 king bed or 2 single bed, cable TV, aircon, bath

EXECUTIVE ROOM (P950.00)

1 queen bed or 2 single bed, cable TV, aircon, shower w/heater

FAMILY ROOM 1 (P1, 800.00)

1 single bed, 1 king bed, cable TV, aircon, shower w/ refrigerator, sala set heater,

FAMILY ROOM 2 (P1,500.00)

1 queen bed, 1 single bed, cable TV, aircon, shower w/ heater

FUNCTION HALL 1 (Php 5,500.00)

Accommodates 100 pax max.

FUNCTION HALL 2 (Php 4,500.00)

Accommodates 50 pax max. Pink City has websites/pages in the internet to connect to others especially to the travelers. NOTE: Sound/PA systems are available and charged separately.

PRODUCTION MANAGEMENT FUNCTION MAINTENANCE AND REPLACEMENT

1. The rooms are provided with sufficient number of comfortable beds commensurate with the size of the room. Each room has an adequate natural as well as artificial light and ventilation. Rooms are clean and presentable and reasonably furnished. Rooms are of adequate supply of clean linen and towels. Soap and tissue paper are provided at all times. Page | 5

2.

3. 4. 5.

Beddings are disposed every two years. The pension house is also repainted every two years. The pension house has 4 security cameras installed and 5 fire extinguishers for safety purposes. In case of brownouts, theyre equipped with a generator and emergency lamps. In these, air conditioners are unavailable so they have electric fans ready for every room.

6.

FINANCE
Pink city loaned an amount of 2.5 million to finance the construction of the said building and as an initial investment. 1. Funding the business organization receives their funding in two sources: a. mainly from the payment of their lodgers b. income from their canteen, which offers coffee and mineral/distilled water 2. Payment must be made either during the lodgers check-in or check-out, preferably during their check-in. 3. They do not accept credit cards but they do accept foreign currency payments, checks, and cash. 4. A statement of account is provided upon request of the lodger and issuance of an official receipt upon payment. 5. The income is kept in a safe and is remitted to the owner at the end of the day. 6. A bookkeeper maintains the record for Pink Citys book of accounts. (Note: There is only one bookkeeper for all the owners establishments; their pharmacy, merchandise store, and Pink City Pension House.)

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PROPOSED POLICIES
TITLE: POLICY: VISION, MISSION & CORE VALUES Pink City should establish a Vision, Mission and Core Values. VISION Pink Citys vision is to become the benchmarked fullservice pension house in the province of Northern Samar in the mere future. MISSION Service To create a standard service in the pension house industry by offering customized, personalized and friendly service to all customers and guests comparable to a hotel regardless of status and purpose of stay. Affordability To be able to give all guests a good value for money guaranteeing to provide impeccable service, facilities and amenities. Security To be able to ensure the most reliable security system and safety of all guests and their belongings. Satisfaction To make our guests enjoy their stay with memorable experiences, immeasurable satisfaction and consider Pink City Pension House their home away from home. We are committed to creating an environment that will enhance and magnify our co-workers holistic growth and development. All these shall be achieved through the guidance of our Creator. CORE VALUES Customer-oriented service with a family-friendly approach Profit with integrity Maintaining legal, professional, ethical, and moral values in dealings with everyone we encounter. PURPOSE: To define Pink Citys unique purpose as a hotel and to set standards for the future. SCOPE: The management and the employees RESPONSIBILITY: Management

TITLE: POLICY:

ASSIGNING OF DUTIES AND RESPONSIBILITIES There must be a defined job description for each employee.

Supervisor S/he is the representative of the management who supports the mission, vision, strategic plan, and goals and management decisions. He/she establishes unit/program/ department mission and goals. He gives instructions and/or orders to his subordinate and be held responsible for the work and actions of other employees. Page | 7

Bookkeeper The bookkeeper looks after the day-to-day financial needs of the business, keep records accurate up to. S/he ensures financial records are current and up to date and there is a regular reporting system in place. S/he keeping records of every financial transaction of the business and reconcile the accounts to make sure they balance every month. Front Desk Attendant Front desk attendant job description involves greeting and welcoming guests or clients, answering their queries, providing them with necessary information and maintaining records, receiving payments, etc. They are also responsible in ensuring that the correct room is ready for the guest and the bill or statement of account for the guest is in order. They are also responsible for the handling of room keys. Security Guard Patrol premises to prevent and detect signs of intrusion and ensure security of doors, windows, and gates. Monitor and authorize entrance and departure of employees, visitors, and other persons to guard against theft and maintain security of premises. They should also be the one to answer alarms and investigate disturbances. Room Boy Has the overall responsibility for cleaning the rooms in a timely and thorough manner to ensure guest satisfaction. Enters and prepares the room for cleaning, dusts the room and furniture, replenishes guestroom and bath supplies, cleans the bathroom, cleans the closet, vacuums and racks the carpet, checks and secures the rooms, cleans guest bathroom/bedroom/floor corridor. This person must have the ability to lift, pull and push a moderate weight. Janitor Must ensure the cleanliness of the surroundings of the hotel. This person must have the ability to lift, pull and push a moderate weight. Room Attendant Prepare the room's bed for the guest. The attendant must remove the dirty bedding and pillow cases and replace them with fresh, clean linens. Room attendants always change a room's bedding before a new guest arrives, and many attendants also make the guest's bed daily during his stay. Laundry Attendant The washer is responsible to washing all the dirty garments, taking care that no damage of linens or garments was made and follow the wash formula made by the management. Ironing or Pressman Attendant The pressman is responsible for the ironing needs of all the linens and garments of the pension house. PURPOSE: SCOPE: To have proper segregation of duties. All employees. Management

RESPONSIBILITY:

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TITLE: POLICY:

QUALIFICATIONS FOR RECRUITMENT OF EMPLOYEES There must be a defined qualification requirement to each employee.

SUPERVISOR Must be a graduate of any 4-year business-related course At least 2 years work experience related to hotels, pension house and the likes Resume NBI Clearance Police Clearance Personal Interview BOOKKEEPER Must be at least 18 years of age Must be in college level or a college graduate Resume NBI Clearance Police Clearance Personal Interview FRONT DESK ATTENDANT Must be at least 18 years of age Must have good communication skills With pleasant personality Basic mathematics and computer operations skill Must be computer literate Resume NBI Clearance Police Clearance Personal Interview ROOMBOY, JANITOR, HOUSEKEEPER Must at least 18 years of age At least attained a high school education Biodata Barangay Clearance Police Clearance Personal Interview PURPOSE: SCOPE: To find out and evaluate prospective employees to a particular job. All applicants Management

RESPONSIBILITY:

TITLE: POLICY:

ORIENTATION New employees should take trainings and orientation (for a week) on the first week of their job. For the employees to know and be familiarized with their specific duties and responsibilities. Page | 9

PURPOSE:

SCOPE:

All employees Supervisor

RESPONSIBILITY:

TITLE: POLICY:

NIGHT SHIFT DIFFERENTIAL There should be an additional compensation for work performed from 10:00 Oclock in the evening to 6:00 Oclock in the morning which is equivalent to plus 10% of their hourly rate. To motivate employees to work accordingly and properly. It gives employees job satisfaction. I also will give employees a peace of mind and more confidence resulting to increase in performance. Front Desk Attendant Management

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

ACCIDENTS/WORKERS COMPENSATION Any accident that results in injury while at work or that may result in any lost work time must be reported to ensure accurate record keeping. It is important that staff report all accidents regardless of how minor the injury may appear. Therefore, Pink City has developed the following as a guide for all to follow: 1. Accidents must be reported immediately to the supervisor or at the Front Desk. 3. All other accidents (guest/visitor related) must be referred to the Security. 4. Accident reports are required for all incidents. 5. When presenting the prescription or the doctor bill, indicate that the employee did this work for Pink City and the prescription and the doctor bill are for a Workers Compensation Claim. Failure to properly report an accident may result in denial of benefits and disciplinary procedure.

PURPOSE: SCOPE:

To guide employees in what theyre supposed to do in case of accidents. All employees Management

RESPONSIBILITY:

TITLE: POLICY:

TIME KEEPING It is the responsibility of the employees to log in and out correctly on their time card. They are expected to log in at their scheduled starting time. They cannot punch in early without their supervisors permission. They are strictly prohibited from logging another employees time card for them. To help the business ensure employees accomplish their work in the time scheduled. Page | 10

PURPOSE:

SCOPE:

All employees Supervisor

RESPONSIBILITY:

TITLE: POLICY:

ATTENDANCE POLICY Tardiness and Absenteeism cause serious problems for the operation of the hotel and for other employees who must fill in for them. The following attendance and tardiness policy will be consistently applied to all Pink City employees and will be fairly enforced by the supervisor. All absences will be documented as either excused or unexcused. Excused: An excused absence or tardiness is one due to one of the following reasons: 1. hospital confinement; 2. occupational injury; 3. jury duty or mandated court subpoena; 4. prearranged absence approved by the supervisor; 5. approved leave of absence; 6. death in ones immediate family; 7. natural catastrophe; 8. illness when validated by a physicians statement after the first day. If the employee finds that they are unable to report for work on time due to illness or other emergency, they must personally notify their supervisor as soon as possible. In order for the working schedule to be adjusted accordingly, they should call no later than two hours before their scheduled starting time. Unexcused: An unexcused absence or tardiness is one not covered by one of the factors listed above, as well as all unreported absences. Tardiness reported more than 1 hour after the beginning of a scheduled shift is considered an unexcused absence. Tardiness: Anyone reporting to work late (30-45 minutes) for an unexcused reason will be subject to (on monthly basis): First Offense 1-3times (not consecutive): Warning Second Offense 1-3times (consecutive): Disciplinary Action 4-5times (not consecutive): Third Offense 4-5times (consecutive): Termination 6 times (not consecutive): If late for an hour or more, the employee is considered absent. Absenteeism: When the employee is absent for more than one day, keep the supervisor informed on a daily basis (unless otherwise instructed) as to when the employee may be expected to return to work. If the employee is unable to report due to an emergency, have another person call for them. Anyone failing to report as scheduled for an unexcused reason will be subject to (monthly basis): 1-2 times Warning 3 time - Termination Page | 11

PURPOSE:

To create positive desire and to encourage the employees to attend work regularly. All employees Management and/or Supervisor

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

CONDUCT As a representative of the pension house, employees have an obligation to conform to its standards of conduct. They should be courteous, cheerful and helpful to guests and fellow employees at all times. Their conduct should be above question at all times. Appropriate employee conduct includes: (a) Treating all customers, visitors, and coworkers in a courteous manner. (b) Refraining from behavior or conduct that is offensive or undesirable, or which is contrary to the pension house's best interests. (c) Reporting to management suspicious, unethical or illegal conducts by coworkers or customers. (d) Cooperating with pension house investigations. (e) Complying with all pension house safety and security regulations. (f) Wearing clothing appropriate for the work being performed. (g) Performing assigned tasks efficiently and in accordance with established quality standards. (h) Reporting to work punctually as scheduled and being at the proper workstation, ready for work, at the assigned starting time. (i) Giving proper advance notice whenever unable to work or report on time. (j) Smoking only at times and in places approved by the pension house rules or local ordinances. (k) Eating meals only during meal periods and only in the designated eating areas. (l) Maintaining cleanliness and order on all pension house property, work areas and break rooms. (m) Employees are expected to follow pension houses policies and rules and to respect the rights, property, and privacy of guests, coworkers, families and members of the public. The following conduct is prohibited and individuals engaged in it will be subject to discipline, up to and including termination of employment with Pink City. The examples of unacceptable behavior described herein are not an all-inclusive list. Any violation of the pension house' policies or any conduct considered inappropriate or unsatisfactory may, at management's discretion, subject the employee to disciplinary action.

PURPOSE:

In order to assist employees understand their responsibilities and obligations and provide guidance on expected behavior in the workplace or if faced with an ethical dilemma or conflict of interest in their works involving colleagues, employer or customers. Management and employees Management and/or Supervisor Page | 12

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

GUEST COMPLAINTS If employees encounter an irate guest or a guest with a complaint, use the following procedures:

1. Try to resolve the problem. If the employee cannot, call the supervisor immediately. 2. If the complaint involves a theft, call Security. 3. Do not delay. Secure first aid, even for scratches. 4. Let the individual decide whether they want professional medical aid. 5. If possible, ask the injured person how the accident occurred and secure the names and addresses of visitors first-whether they are witnesses or not, then list the names of employees. 6. Inspect the accident scene carefully; also have the supervisor or another manager inspect the scene. 7. An injury report form must be completed and filed in the office within 24 hours of the accident or injury. 8. DO NOT - offer to pay any medical expenses. 9. DO NOT - discuss responsibility. 10. DO NOT - argue cause of the accident. 11. DO NOT - reprimand any employees at the scene. 12. DO NOT - discuss the accident with strangers. PURPOSE: To monitor complaints in an endeavor to improve the quality of service. And also, to provide an efficient, fair and accessible mechanism for resolving customers complaints All employees Management and employees

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

FRONT DESK CALLS The successful operation of Pink City demands that front desk personnel consistently provide prompt, courteous and friendly communications on the telephone. To meet Pink Citys potential for success and to avoid permanent loss of potential guests. Front Desk Attendant Supervisor

PURPOSE:

SCOPE:

RESPONSIBILITY:

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TITLE: POLICY:

MANDATORY EMPLOYEE MEETINGS At certain times, mandatory employee meetings will be scheduled and the employees presence at these meetings is expected whether they are scheduled to work or not during that time. Employees who are not scheduled to work need to log in and out for these meetings so that they will be paid properly. Should circumstances prohibit them from attending a mandatory meeting, they must speak with their supervisor in advance to get their approval for an absence. To provide predictable time for the entire employees t come together to communicate, focus plan, and coordinate as a team. All employees Supervisor

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

SECURITY There should be three (3) security guards who will be assigned for morning and night shift. Employees are not allowed in private offices or guestrooms unless they are assigned to work there or are authorized to enter by the supervisor. Unauthorized entry or unauthorized possession of room keys is grounds for disciplinary action up to and including termination. If the pension house has reason to suspect a person may be in possession of pension house, or guest property, Pink City reserve the right to inspect any clothing, bags, backpacks, packages or any other containers on or in the possession of anyone coming onto or leaving the pension house premises. Video surveillance cameras are used throughout the facility for the protection of the staff and assets. Delivery people and other non-employees are allowed in the offices or other non-public areas of the pension house only when accompanied by an on-duty employee. Upon determination of possession of the pension house or guest property, violators are subject to prosecution.

PURPOSE:

To help prevent accidents and increase safety awareness. And for the employees and customers to feel secured and safe. Employees Management

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

SAFETY Employees are expected to work in a safe manner and observe safe working procedures, including all universal precautions and infection control procedures adopted by Pink City. If safety equipment or procedures are required for the task they are performing, the employees supervisor will notify them. Employees are expected to comply with the procedures and to wear or use safety equipment as

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directed by their supervisor and/or Pink Citys policies and procedures. If they are unsure of proper use, ask a manager or supervisor. Tools and equipment are to be kept clean and in good repair. Any accident hazards or unsafe conditions of equipment are to be corrected or reported to the supervisor immediately. Employees should not use equipment with inoperable safety features or which presents a possible safety hazard without first checking with their supervisor. First Aid kits are available at the front desks. PURPOSE: To help prevent accidents and increase safety awareness. And for the employees and customers to feel secured and safe. All employees Management

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

WORKPLACE VIOLENCE POLICY In compliance with this policy, Pink City, in its sole discretion:

1. May conduct pre-employment criminal background investigations before extending an offer of employment or make an offer of employment contingent upon the results of a criminal background check. 2. May implement security measures to restrict unauthorized entry to the premises, allow security surveillance of the premises, and otherwise foster an orderly and safe working environment. 3. Will promote, through education and practices, the value of a nonviolent environment and lifestyle. 4. Prohibits the possession or use of firearms, weapons, explosive materials, or any other device used as a tool of violence, on company premises. 5. Encourages all employees to promptly notify management of any work-related threats or acts of aggression, abuse or intimidation by employees or non-employees. Such reports will be treated in a confidential manner, to the extent feasible. The company will not permit or condone any retaliation against any employee who makes a report in good faith pursuant to this policy. 6. May provide counseling, medical, security, or other services as needed to employees who are victims or witnesses of work related violence. PURPOSE: Pink City is committed to providing a safe, secure work environment for its employees and

TITLE: POLICY:

HARASSMENT POLICY It is Pink Citys policy to eliminate harassment of its employees, applicants for employment and guests, by any person and in any form. All employees are responsible for assuring that the workplace is free from harassment based on or as the result of an individual's race, color, national origin, age, religion, disability, veteran status, marital status, sex, or any characteristic protected by law whether or not this behavior results in a violation of the law. Any employee violating this policy will be subject to disciplinary action up to and including termination.

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Additionally, harassing conduct may result in individual liability to the harassing employee. PURPOSE: It is Pink Citys belief that employees should be able to work in a workplace free from intimidation, harassment and other inappropriate behaviors by or against any employee or visitor, on or off the premises, while engaged in business. Employees Management and/or Supervisor

SCOPE:

RESPONSIBILITY:

DEFINITION OF TERMS: HARASSMENT is defined as unwelcome or unsolicited comments, gestures, or physical contact where: 1. Submission to or rejection of such behavior or comments by an individual is used as a basis for employment decisions such as hiring, promotion, performance evaluation, pay adjustment, discipline, work assignments and work schedules; or 2. Such behavior or comments has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Verbal: Sexual innuendo (direct reference to something rude or unpleasant),

suggestive comments, insults, humor or jokes about sex or gender-specific traits, sexual propositions, threats, off-color language, repeated, unwanted social invitations.

Non-Verbal: Suggestive or insulting sounds, leering, whistling, obscene gestures, pinups.

Physical: Inappropriate or unwelcome touching, pinching, brushing the body, assault.

Other prohibited harassment includes: a. Any behavior or comments, intended or unintended, that create or could lead to an intimidating, hostile, or offensive work environment that substantially or unreasonably interferes with an individual's work performance, or otherwise adversely affects employment opportunities because of an individual's race, color, national origin, religion, age, weight, height, disability, veteran status, marital status, or any characteristic protected by law. b. Such prohibited harassment includes, but is not limited to, epithets (criticizing), slurs (insulting remarks damaging to someones reputation), negative stereotyping, or threatening or intimidating acts that relate to a person's protected characteristics or are directed toward a person because of his or her protected characteristics.

TITLE: POLICY:

UNIFORM Employees must have their designated uniform on at all times while on duty. Uniforms will help staff members become easily recognizable to the guest. Page | 16

Uniforms must be neat, clean, wrinkle free and properly fitting. Employees should not wear their uniform while not at work. Failure to arrive in uniform may require the employee to be sent home to change. Employees uniform includes wearing the hotels issued name tag. Employee must also have their employee ID with them at work at all times. Employees uniform, nametag and ID will be provided by Pink City and must be surrendered upon termination. If the employee break or lost a name tag and ID, s/he should get a replacement at the Front Desk or from the supervisor as soon as possible. Upon termination, failure to return uniforms will result in prosecution for theft. PURPOSE: Pink City wants the guests to know that the employee works in the pension house and can assist them in whatever their needs might be. All employees Management and/or Supervisor

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

PERSONAL HYGIENE Pink City requires employees to be conservatively dressed, be clean, free of offensive odor and neat in appearance. Pink Citys appearance is a direct extension of the hotels ambiance. It lets the hotel show the guest a positive appearance and attitude. The employees personal appearance and hygiene affects guest and co-worker relations. It can create a favorable or unfavorable impression of the employee and the Pink City. All employees Supervisor

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

PROPERTY USAGE Equipment is designated for a specific purpose. It should not be used for a job it is not designed to handle or perform nor used when it is in an unsafe condition. All equipment should be restored to good, clean, operating condition when the employee has finished with it. Return movable equipment to its proper storage area. To provide a set of property controls and accountability procedures. To maintain an accurate record f properties held. All employees Management and/or Supervisor

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

TELEPHONE USAGE Employees may use hotels telephones for personal business in cases of emergency or when specifically authorized by the supervisor. If a personal call is Page | 17

authorized and results in long distance or other extraordinary charges, the employee will be required to make arrangements to have the cost of the call paid for. In the case of an emergency, the supervisor will receive and deliver the message to the employee. Personal use of cell phones is prohibited while on duty. Employees should keep phones turned off and stowed away for use only during breaks, on lunch or after duty. PURPOSE: SCOPE: For employees to avoid distractions that might affect their performance. Employees Management and/or Supervisor

RESPONSIBILITY:

TITLE: POLICY:

ENTERTAINMENT TECHNOLOGIES Video games, music devices such as MP3 players and other forms of entertainment technologies are prohibited at all times while an employee is in uniform, with the exception of being off duty in one of the break rooms where they cannot be seen by guests. For employees to avoid distractions that might affect their performance. Employees Management and/or Supervisor

PURPOSE: SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

PERSONAL VISITORS & PHONE CALLS Personal phone calls and visitors are not allowed at work. If it is an emergency, tell the supervisor. If they do have visitors, they should always check in at the Front Desk. The Front Desk will contact the employee to meet their visitor in the lobby area. Visitors should never meet the employee in other areas of the hotel, particularly guestrooms. For the employees to focus in their duties and responsibilities. Employees Management and/or Supervisor

PURPOSE: SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

OUTSIDE EMPLOYMENT Pink City expects the employee to be aware of the needed commitment to the pension house and not to accept any employment that is in conflict or competition with the pension houses vision, mission, goals or operations. Because members of the public may identify them as a pension house employee, even during off-duty hours, any improper conduct employees engage in reflects upon the hotel's reputation. Outside employment will not be considered an acceptable reason for poor job performance, absenteeism, tardiness or refusal to Page | 18

work overtime as business demands may require. Should any of these conditions arise, Pink City may require the employees to cease their outside employment or be terminated from Pink City, as the pension house considers their employment with Pink City their primary job responsibility. PURPOSE: Pink City recognizes that the employee may desire to use their skills and knowledge to supplement their income by accepting employment outside of regular working hours. Such desires must be balanced against the hotels need for full productivity during working hours and loyalty from their employees. Employees Management and/or Supervisor

SCOPE:

RESPONSIBILITY:

TITLE: POLICY: PURPOSE:

SMOKING Smoking by employees while on duty is not allowed. It may disrupt their job (answering phones, servicing guests, cleaning rooms, etc). It may also give customers an unfavorable impression to the employees and the pension house as a whole. All employees

SCOPE:

RESPONSIBILITY: Supervisor

TITLE: POLICY:

PERSONAL INFORMATION Employees should inform their supervisor of any changes in address, telephone number, and the name and number of emergency contact persons. To be able to contact the employees easily. All employees Supervisor

PURPOSE: SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

TERMINATION OF EMPLOYMENT Termination of employment includes an employee's resignation, termination or lay off. If employees resign, the supervisor will request them to provide written notice two (2) weeks prior to the effective date of resignation. The management may find it necessary to terminate the employee in advance as a result of unforeseen circumstances, for misconduct, unsatisfactory job performance or for other job related or business reasons. If the employee is absent from work without having received approval, they may be considered to have abandoned their job and no longer remain an employee of Pink City. Before the employees depart, they must return all pension house owned property they may have in their possession. Such property might include

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uniforms, tools, keys, time cards, records. Final salaries will be given at the end of the month the employee resigned or was terminated. PURPOSE: SCOPE: EMPLOYEES: To provide guidelines for the termination of employees. All employees Management

TITLE: POLICY:

COMPUTER There should be at least one computer in the front desk for the attendant to properly account customers who are in and to easily identify vacant rooms. Management

RESPONSIBILITY:

TITLE: POLICY:

REGULAR REPORTING The bookkeeper should specify a regular schedule of financial reporting and the level of detail that they require in those reports. At a minimum, financial reports should indicate the current cash position of the organization, the inflows and outflows for the reporting period and any outstanding expenses or receipts. Provide copies of the report to the proprietor. And ensure that they review and understand the financial reports provided. The financial books or records of the organization are the property of the organization and not the treasurer. They should be open for examination at any reasonable time by proprietors. The purpose of recording is to show that the Pink City's work is valued, to build confidence and to develop competence. Reporting is part of good assessment and is a major part of communication. Bookkeeper Management

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

ANNUAL BUDGETS AND SPENDING LIMITS Spending authority for the signing officers is normally provided in the annual budget of the organization. The proprietor delegates authority to the signing officers for day to day purchases outlined in the budget. This does not have to wait for approval every time a new pencil needs to be purchased (provided that pencils/office supplies are included in the budget). Expenditures not included in the budget should be approved by the proprietor. The organization may set out spending limits on major purchases. Page | 20

For larger expenditures or for capital expenditures, the organization may have a policy that requires a competitive bidding process. Written quotes from 2 or 3 vendors would be obtained and presented to the board before a purchase was approved. PURPOSE: To ensure planning for future by setting up various budgets, the requirements and expected performance of the business are anticipated. Management, Supervisor, Bookkeeper

SCOPE:

RESPONSIBILITY: Management

TITLE: POLICY:

ALLOCATION Thirty Percent (30%) of the profit is allocated to maintenance, replacement, expansion, and proper inventory of equipments and its beddings. To provide a framework to ensure fair and equitable allocation of Pink Citys Revenue. Management Management

PURPOSE:

SCOPE:

RESPONSIBILITY:

TITLE: POLICY:

CASH TRANSACTIONS Some activities of Pink City may be most easily handled with cash. Sometimes this may result in large amounts of cash being handled at one time. Some simple procedures can limit the possibility of theft or any accusations of theft. Have cash receipts counted and recorded as soon as possible from the time that they were received. Once cash has been counted, lock it up in a location that can only be accessed by authorized individuals. Make bank deposits regularly to avoid having significant amounts of cash on hand. In cases where cash is being distributed, request receipts or have the individuals receiving the cash sign a form stating that they have received it.

PURPOSE:

To establish and document the flow of cash and cash receipts, and provide guidelines for the proper management of moneys for those employees responsible for receiving, handling, and safeguarding cash and cash equivalents. Front Desk, Bookkeeper Bookkeeper, Management

SCOPE:

RESPONSIBILITY:

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TITLE: POLICY:

INDEPENDENT FINANCIAL REVIEWS Every organization should have their financial statements examined by an independent, objective and qualified person once a year. A financial review completed by a professional in the field will provide the organization with a credible opinion about the accuracy of the financial statements, how fairly the statements reflect the financial situation of the organization and the degree to which the organization has complied with generally accepted accounting principles. Any concerns about the financial health of Pink City or the financial practices of the organization will be brought to the attention. This type of review provides the proprietor with assurance that the assets of the organization are being managed properly and that the financial records and supporting documents are accurate and complete. An accountant can provide you with more information about their various services but here is a brief overview of some commonly provided services.

PURPOSE:

To ensure integrity, confidentiality, and availability of information and resources and to ensure conformance to Pink City's policies. Management

RESPONSIBILITY:

DEFINITION OF TERMS: Audit - An "audit" includes the use of inspection, observation, enquiry, confirmation, computation, analysis and discussion to provide the highest level of assurance possible. Review - A "review" includes the use of enquiry, analysis and discussion of information supplied by the organization to provide a moderate level of assurance. A review is less rigorous than an audit and does not provide the same level of assurance. Compilation - In a "compilation", the accounting firm compiles financial statements for the organization from the books and records of the organization. The organization knows that the statements are accurate based on the information provided but have no assurance that the records have been verified as accurate. The term "Notice to Reader" is also used for this third level of assurance. In some cases a "Notice to Reader" may go beyond a compilation and provide a somewhat higher level of assurance.

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