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Welcome to Mercure

STAFF HANDBOOK

MREF Tradeco Version 2012/2013

V1 2013

3 Welcome

4 Mercure benefits4 Employment

- An Open Door dialogue - Statement of main terms of employment

(contract of employment) - Payroll details

Method and intervals of payment Payroll details for new starters Payroll details on leaving the company Tax Office Probationary period Notice periods Expenses

8 Accor Advantage

10 Holiday and Leave- Holiday entitlement and conditions - Special and compassionate leave

Maternity leave/adoption leave Paid paternity leave Additional paternity leave Parental leave

- Sickness benefit 15 Absence from work

- Absence notification Absence and timekeeping Appointments

- Access to medical reports - Timekeeping - Statutory time off

Public dutiesJury service Flexible working

20 Company rulesand procedures

20 General- Safety - Timekeeping - Company property (including food)

and equipment - Hotel premises - Reception - Meals, staff canteen, kitchen - Rules for drivers of company and/or

customers’ vehicles - Procedures and Policies - Gross misconduct

29 Disciplinary and Dismissal Procedure- Appeal procedure - Grievance procedure - Cash and money handling procedure - Policy on social media

33 Personal presentation standards

34 Uniform 35 Hair 36 Jewellery37 Appearance

39 Diversity and social responsibility

39 Equal opportunities and social responsibility - Duty of Managers - Harassment complaint procedure

42 Environmental commitment - Part of the community

43 Welcoming guests with disabilities - Treating people as individuals

45 Working arrangements 45 Retirement policy, shortage of work

and redundancy policy 46 Licensing and Excise Laws47 Working hours48 Other employment49 Overtime50 Smoke-free workplace policy 51 Processing of personal data53 ‘Mystery customer’ policy

54 Health and Safety procedures

54 Company general policy statement 56 Essential food procedures

- Food Hygiene Regulations 58 Hotel security

- Bomb threat procedures - Control of Substances Hazardous to

Health (COSHH) 60 Manual handling 61 Fire safety procedures

62 Acknowledgement and Acceptance Form

Contents

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WelcomeContents Acknowledgement andAcceptance Form

Health and Safetyprocedures

Diversity and socialresponsibility

Personal presentationstandards

Company rules andprocedures

Mercure benefits Mercure at work

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Welcome to Mercure HotelsThis booklet has been designed to inform you of the main aspects of our employee practices, which affect you as amember of our team. Please take time to read through it and ask your Manager if you are unclear of any aspects.While every effort is made to ensure that the contents of this booklet are up to date, from time to time we do amendour practices so it is always a good idea to check with your Manager or indeed look in the Employee InformationBinder which is kept at the front office.

As an employee of the hotel your employer is MREF Tradeco Ltd, however your hotel is managed by Accor UK onbehalf of the owner, and therefore we have extended some Accor benefits and employment practices to you as amember of the Accor network.

Within this booklet you will find the following sections:

• Employee benefits

• Rules and procedures

• Diversity and social responsibility

• Working arrangements

We hope you will enjoy a long and productive career with our group and we welcome you to our team.







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An Open Door dialogue

From the time of your arrival, the company offers you a personalised and convivial working environment. You willdiscover a world where both your professional and personal life are taken into consideration. In line with thephilosophy of the company, you are given the opportunity at all times to converse directly with your Managers,particularly when attending ‘Open Table’ meetings.

The company’s Open Door Policy gives you the opportunity to discuss any aspect of your employment or therunning of the hotel with your Head of Department/Assistant or the General Manager. Open Table meetings areorganised at the hotel, local, brand or national level, allowing the opportunity to converse openly and confidentiallywith your Manager, senior Manager of the country or indeed of the brand. At a country and brand level it alsopermits exchange between colleagues in other hotels and brands of the company. As a team member, you will enjoythe advantages of belonging to the Mercure family who take care of both your professional and personal life.

Employment | Accor Advantage | Holiday and leave | Absence from work

An Open Door dialogue | Statement of main terms of employment | Payroll details







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Statement of main terms ofemployment (contract of employment)

What is a contract of employment?

When you are first employed, you receive your contractof employment signed by you and your Manager. Thecontract of employment is signed in duplicate: one copyis for you, the other is for the company. It is a documentthat commits you to the company and commits thecompany to you.

Your contract of employment contains all the necessaryinformation, including:

• the date your employment commenced

• the term of the contract (if applicable)

• details of working hours

• the exact title of your job

• the amount of gross pay

• holiday entitlement

• benefits

• notice period

• disciplinary, appeal and grievance procedures

• right to work in the UK

The contract of employment must be kept in a safeplace, not only while you are employed in your presentposition, but also afterwards. Even if you change jobsduring your working life, you may need it. The contractof employment should be read in conjunction with theStaff Handbook and the Employee Information Binder.





Mercure at workDiversity and socialresponsibility



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Payroll details

Method and intervals of payment

You are paid on a calendar monthly basis directly into abank account of your choice. Salaries are paid in arrearson the last working day of each month, and tax andNational Insurance will have been deducted. All queriesor changes in personal details should be addressed toyour Manager as soon as possible.

Payroll details for new starters

You must supply your immediate Manager with:

• P45 form*

• bank details

• personal address, personal contact numbersand email address

• date of birth

• National Insurance Number

• passport and eligibility to work in the UK

• next of kin details

• ethnic origin

* If you are working for the first time in this country, the company will

supply you with a P46 form which you should fill in and give to your

immediate Manager.

Where you join the company on a day other than thefirst day of the month, you will receive your salary prorata for the time worked at the end of the calendarmonth.

Payroll details on leaving the company

Where you leave the company on a day other than thelast day of the month, the corresponding portion of yoursalary, any outstanding holiday pay plus your P45 will beavailable on the last day of the month.








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Tax Office

Please ask your Manager for details of your local TaxOffice.

Probationary period

All new appointments are subject to a probationaryperiod of three months, unless stated otherwise in yourcontract, during which you are required to give and willreceive one week’s notice unless your Contract ofEmployment states otherwise.

Notice periods

You are entitled to receive from, and are required to give,the company the following periods of notice:

Over one month’s but under three months’ service: oneweek.

Over three months’ but under five years’ service: onemonth.

Over five years’ continuous service: one week for eachcomplete year of service to a maximum of 12 weeksafter 12 years.

At the absolute discretion of the company, payment inlieu of working notice may be made.

By mutual agreement, these notice periods may bewaived.

Expenses

The company will reimburse employees for all approvedreasonable expenses wholly and necessarily incurred inthe course of their work. Details of the expenses policyare confirmed in the Employee Information Binder.








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Accor Advantage

As a valued member of the team, you can takeadvantage of a comprehensive range of benefits – this iswhat we call the Accor Advantage. If you would likemore information on any of the benefits please visit theAccor UK HR intranet or ask your Manager.

Accor Bienvenue Card – employee discountscheme

All team members with six months’ service are entitledto receive the Accor Bienvenue Card which offers youand accompanying family members (spouse/civil partnerand children) 30% discount on the best available rate foraccommodation and breakfast at Accor hotelsworldwide (subject to availability).

Family member breaks

Accor Bienvenue Card holders can bookaccommodation for their immediate family members(spouse/civil partner, children, parents, brothers andsisters) and take advantage of the Bienvenue rate atAccor hotels in the UK and Ireland (NB: this is notavailable at Accor hotels outside of the UK and Ireland).

Accor bonus breaks

After six months’ service, employees can benefit fromtwo free breaks of one or two days (subject toavailability) in any Accor UK and Ireland hotel (excludingSofitel and some franchise hotels) in a 12-month period.

Pension scheme

With effect from 1st September 2013 the Companyparticipates in the State Pension arrangements – knownas the National Employees Savings Trust (NEST).Provided you reach the qualifying criteria you willautomatically be enrolled into the scheme – if you areeligible to join the NEST scheme or become eligibleduring your employment you will be notified and be senta full information pack. You do have the right to opt outof NEST should you wish to do so. Certain individualscan opt into NEST depending on individualcircumstances. If you would like more information pleasecontact the Benefits Controller.

Be our best headhunter

If you introduce someone to us under the AccorIntroduction Programme and we hire them on apermanent contract, you earn a gross bonus of £150after the person passes the three-month probationaryperiod. General Managers, Area General Managers,Directors and HR staff are not eligible for this bonus.


Accor Advantage






Mercure benefits

Workplaceoptions

Internationalopportunities

Holiday and special

leave

Bestheadhunter

Pensionscheme

Training anddevelopment

Staff meals and uniforms

Bonus breaks

Staff hoteldiscount card

Childcarevouchers

Mercure benefits

Workplaceoptions

Internationalopportunities

Holiday and special

leave

Bestheadhunter

Pensionscheme

Training anddevelopment


Bonus breaks

Staff hoteldiscount card

Childcarevouchers

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Workplace Options (formerly Employee AdvisoryResources (EAR))

With the ever-increasing pace of life, Accor recognisesthe challenge of juggling work and personalcommitments and has, therefore, provided allemployees with a confidential helpline which offers up-to-date information, support and advice to all employeeson a broad range of subjects. It is for your use as well asyour family, your partner and those close to you. Intimes of stress, this service can provide support to helpyou resolve life’s problems. Call free 0800 243 458.

International opportunities – Accorjobs

At Accor we encourage all our teams to develop theircareer within the Group. AccorJobs is our in-house jobsite where you can find details of all the opportunitiesopen to you in the UK and worldwide.

Training and development

At Accor we encourage all our teams to develop andgrow. An extensive range of training opportunities areavailable to facilitate your personal development.

PC@ccor

Most of our hotels have a PC in a designated area thatis dedicated to staff use. You can use it for training andto find out more about the Group by accessing variousapproved intranet/internet sites.

Eye tests

Certain individuals, due to the nature of their duties (i.e.regular VDU users) are entitled to periodic eye tests.Eyecare vouchers are available from the hotel GeneralManager for this purpose. Vouchers can be requestedevery two years.


You will be provided with good quality staff meals andlight refreshments during your working hours, whenworking for six hours or more. We place great emphasison appearance and personal presentation – thereforeyou will be supplied with a quality uniform of your brand:wear it with pride.

Childcare vouchers

Accor is committed to helping families with children. Wecan assist you with your childcare costs by exchangingpart of your salary for vouchers.







Mercure benefits

Accor Advantage

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Holiday and leaveHoliday entitlements and conditions

1. Public/bank holidays

1.1. Public/bank holidays are normal working days.

1.2. Unless your Principle Statement says otherwise, if you work on any of the public/bank holidays listed below you will be paid at double basic hourly rate and be granted an additional day off in lieu.

1st January

Good Friday

Easter Monday

May Day

Spring Bank Holiday Monday

Late Summer Monday

Christmas Day

Boxing Day

Note:

1. A decision will be reached annually on the timing and allocation ofholidays.

2. Payment will only be made for the actual day on which the holiday falls, e.g.25th December and not for any transferred day, e.g. 27th December whereChristmas Day falls on a Saturday.

3. Those employees not required to work public/bank holidays will receive aday off in lieu (pro rata for part-time employees).

1.3. Payment for public/bank holidays will not be made unless both the working day preceding and following the holiday have been worked, except where these are part of an annual holiday, or are covered by an authorised medical statement or Absence Record Form.

2. Annual holidays

2.1. The holiday year runs from 1st January to 31st December each year. Annual holiday entitlement is as detailed below unless your Statement of Main Terms of Employment specifies otherwise.

Length of continuous serviceAnnual entitlement

Up to the fifth full holiday year of service 20 days

Fifth full holiday year 21 days

Sixth full holiday year 22 days

Seventh full holiday year or more 23 days

If you join the company during the holiday year, you willaccrue holidays and holiday pay at the rate of 20/52days holiday for each week of service achieved prior tothe holiday year end.


Holiday entitlement and conditions | Special and compassionate leave






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Part-time team members accrue annual holiday leave ona pro rata basis to the full-time employees. You will bepaid your normal rate of pay in respect of periods ofannual holiday. If you work variable hours, holiday paywill be calculated by averaging your wages paid in the12 weeks worked prior to the holiday requested.Calculations will exclude non-guaranteed paymentssuch as overtime.

3. Conditions

3.1. Unused holiday cannot be carried forward from oneholiday year to the next. All holiday must be taken during the holiday year in which it is accrued.

3.2. Where too many team members require the same holiday period which, if granted, would impair the efficiency of the operation, management will grant holidays on the basis of first request, first granted.

3.3. No holiday can be taken without prior managementapproval.

3.4. Subject to the legislative minimum, annual holiday entitlement will cease to accrue in cases where an employee is absent from work for a continuous period in excess of one month. Accrual will recommence after the completion of one calendarmonth of working.

3.5. If you are absent from work because of sicknessimmediately prior to a period of authorised annualholiday and your incapacity extends into theauthorised annual holiday period you will not bepermitted to delay the period of annual holiday untila later time. However, this is subject to ensuringthat you receive your statutory minimum holidayentitlement.

3.6. If you become sick during a period of authorisedannual holiday you are not permitted to take annualholiday at a later time. Again, this is subject toensuring that you receive your entitlement to thestatutory minimum holiday entitlement.







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4. Holiday entitlement on leaving

4.1. In the event of termination of employment you willbe entitled to holiday pay calculated on a pro ratabasis in respect of all annual holiday alreadyaccrued but not taken at the date of termination ofemployment.

4.2. In the event of your having already taken a greateramount of holiday than is arrived at by thiscalculation, then the balance will be deducted fromany outstanding wages or salaries.

4.3 Employees who fail to give or work their fullcontractual notice or are dismissed for misconductwill only receive their statutory minimum entitlement.

4.4. The decision on whether you can or are required totake the balance of your holiday entitlement duringyour period of notice is entirely at the discretion ofyour Manager.

5. Application for holidays

5.1. A holiday application form must be completed priorto any holiday being taken. Each request mustreceive the authorisation of your immediateManager. Holidays will be granted in accordancewith clause 3.2 above. You are asked to submitholiday requests as early as possible and, in anyevent, to give at least two weeks’ notice of arequest to take any holiday of more than two days’duration.

No holiday bookings, e.g. flights, hotels etc., shouldbe made before you receive the writtenauthorisation from your immediate Manager. To befair to all employees, the company is normallyunable to allow any employee to take more thantwo working weeks’ holiday at any one time.







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Special and compassionate leave

The following special provisions will not affectemployees’ statutory rights.

Maternity leave/adoption leave

Please discuss with your General Manager and refer tothe maternity pack.

Paternity leave

If you meet the qualifying criteria and notice requirementsyou are entitled to take up to 26 continuous weeks’ ofadditional paternity leave (APL). Any period of APLwhich falls within the paid maternity period will qualify forthe remainder of the mother’s SMP/SAP/SMA, whichwill be paid to the father/mother’s partner as additionalstatutory paternity pay. One or two weeks’ StatutoryPaternity Leave is also available to be taken concurrently– please ask your Manager for details.

Parental leave

Statutory unpaid parental leave of up to 13 weeks perchild is available. The leave must be taken in minimumblocks of one week between birth/adoption and age 5.Maximum leave per year is four weeks.

Different rules apply to parents of disabled children.

Family sickness

Staff may take reasonable unpaid leave should adependant fall ill provided that the dependant is residentwith them.

Unpaid leave for a sick dependant will be at thediscretion of the General Manager. Each case will beconsidered on its merits.







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Sickness benefit

The following discretionary benefit will apply for periods ofauthorised absence due to sickness in any 12-month period orany one period of continuous absence:







Mercure benefits

Continuous service length (all employees) Entitlement

Less than six months Nil – Statutory Sick Pay only where employees qualify

Six months and up to one year One week

One year and up to two years Three weeks

Two years and up to three years Three weeks

Three years and up to four years Six weeks

Four years and up to five years Six weeks

Five years or more 12 weeks

Notes:

i. No company sickness payment will be made for the first three days ofany period of sickness absence.

ii. Where applicable, the appropriate rate of Statutory Sick Pay is includedin the above payments.

iii. Where payable, sickness or industrial injury benefit must be claimedfrom the Benefits Agency and any benefit received must be notified tothe company. Such benefits will be deducted from the above benefits.

iv. Where the above discretionary contractual benefit is exhausted, anyremaining entitlement to Statutory Sick Pay will be made in accordancewith current legislation.

v. The sickness benefit for part-time employees is on a pro rata basis.

vi. No company sickness payment will be paid to employees who fall sickwhile on holiday (SSP may be payable if the employee is on holidaywithin the EEC provided always that the other SSP qualifying criteria are met).

vii. Where considered necessary, Management reserve the right and expectfull co-operation in obtaining an independent medical assessment.

viii. Temporary/seasonal and casual workers are not entitled to companysick pay.

ix. In the case of employees who are absent due to sickness during thecourse of disciplinary proceedings or during investigations into allegedbreaches of rules, procedures or contractual obligations, the companywill normally exercise their discretion not to pay company sicknessbenefit (although SSP will still be payable as normal).

x. The benefit outlined above is completely at the company’s discretionand may be suspended at any time. In the event of abuse of thescheme by any group or individual, the company reserves the right towithdraw or amend the benefit or take action under the Disciplinaryprocedure against the employee(s) concerned.

xi. The terms of the company’s Sick Pay Scheme do not prevent thecompany from terminating an individual’s employment prior to the expiryof the scheme.


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Absence from work

1. Prior permission must be obtained frommanagement and an Absence Record Form/HolidayForm must be completed before the absencecommences for all absence other than sickness oran accident.

2. Absence for any reason must be notified to yourHead of Department/Assistant or the AppropriateManager at least one hour before the beginning of ashift. It is the employee’s responsibility to keep thecompany advised of the circumstances which arepreventing them from attending work and of theirlikely return date. Employees must telephone hotelManagement before 2pm on their last day ofabsence, to advise the company of their intention toattend employment on the following day.

3. In cases of sickness of seven calendar days or lessthe Absence Record Form must be completedimmediately upon return to work and the instructionsfor its completion must be observed. Where,however, the absence is expected to last or lasts fora period in excess of seven days, a Statement ofFitness to Work will be required from a doctor tocover the employee for the duration. Statements ofFitness to Work must be forwarded immediately toyour Manager. Failure to do so may result in sick pay

being delayed or withheld and action under theDisciplinary procedure including dismissal beingtaken.

Each case of absenteeism will be considered on itsmerits. Absenteeism which appears to be unreasonableor unwarranted will not be acceptable. In the event ofpersistent absenteeism due to ill health, the individualconcerned may be asked to undergo an independentmedical examination.

IMPORTANT: It should be noted that any period ofunauthorised absence is a breach of contract.


Absence notifications | Access to medical reports | Timekeeping | Statutory time off






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Absence notification Employees must follow the procedure below for allperiods of absence including:

• holidays

• sickness

• dental/hospital appointments

Prior permission must be obtained from managementand an Absence/Holiday Record Form completedbefore the absence commences for all absence otherthan sickness. Absence for reasons of sickness must benotified as soon as possible and at least one hourbefore the start of your shift. Please note that personalcontact is required at all times when contacting thecompany. The sending of text messages or email willnot be accepted as notification. It is the employee’sresponsibility to keep the company advised ofcircumstances which are preventing the employee fromattending work and of their likely date of return.Unauthorised absence will lead to action under theDisciplinary procedure including dismissal.

The company recognises that in certain circumstancesemployees may require time off work for reasons otherthan pre-booked holidays or sickness.

Appointments

Employees are normally expected to ensure that anyappointments made to visit a doctor or dentist are madein their own time, and outside normal working hours. Inthe event that this is not reasonably practicable, time offwork will be allowed to attend such appointmentsprovided that:

• the appointment is substantiated with an appointment card

• the timing of the appointment causes as little disruption as possible, i.e. at the beginning or end of the working day, and

• prior permission is obtained.

Payment for time off will only be made at the discretionof the company.







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Access to medical reportsIn certain circumstances it may be necessary for thecompany to obtain a Medical Report from anemployee’s doctor/specialist in order to establish:

• reason for absence

• duration of absence

• when the employee will be able to return to work

• what, if any, treatment is being prescribed

• whether the problem will recur

• whether the employee can carry out all the duties of the job.

The above will enable the company to plan workloads.It is in the interests of both the employee and thecompany to establish the employee’s ability to work withthe benefit of expert medical opinion.

Employees have certain rights under the Access toMedical Reports Act 1988 which will be fully explainedprior to any medical report being requested. Where thecompany wishes to obtain a medical report, employeeswill be asked for their written consent.

TimekeepingEmployees are responsible for attending punctually forwork in accordance with the hours defined within theirStatement of Main Terms of Employment.

Employees may not leave work prior to their normalfinishing time without permission from their immediatesupervisor. In the event of an employee requiring timeaway from work during the normal working period,he/she must report to his/her immediate supervisorupon leaving and returning to work.

Persistent lateness will be considered to be a breach ofprocedures and may result in action under theDisciplinary procedure. Employees will only be paid fortime worked.







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Statutory time off

Public duties

Under current employment legislation employees whohold certain public positions are entitled to reasonabletime off during normal working hours to perform theduties associated with the position. Such positionsinclude Magistrates, Local Councillors, StatutoryTribunal Members, etc. Employees are not, however,entitled to payment for this time.

Jury Service

Employees are entitled to time off work to fulfil theirobligations with regard to Jury Service. In the event ofan employee being summoned to attend for JuryService, they must notify the Management immediatelyon receipt of the Jury Summons, giving details of datesthey are required to attend the Court.

Employees may be requested to apply to the Court fortheir Jury Service to be either postponed or delayed if itis considered that their absence will cause substantialinjury to the business. A failure or refusal to make arequest when requested will lead to action being takenunder the Disciplinary Procedure, which may includedismissal.

In the event that an employee is retained on Jury Servicefor a prolonged period, the employee has an obligationto notify Management and should keep in regularcontact with their immediate superior throughout theperiod.

Employees are expected to return to normal workingimmediately following their release from their duties.Employees are reminded to ensure that expenses claimsare submitted to the Court in accordance with theavailable allowances. Employees are not entitled topayment for this time off, as they are allowed to claimexpenses from the Court to cover their costs, and alsocompensation for loss of earnings.







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Flexible working

Provided employees qualify and have caringresponsibilities, they are entitled to request a flexibleworking arrangement, on a permanent basis, in terms ofchanges to hours, location and pattern of work, toenable them to care for a child or adult.

To make an application the employee must have 26weeks’ service and not have made an application forflexible working during the last 12 months.

To make an application for flexible working if theemployee cares for a child who is aged under 16, theywill need to be the mother, father, partner or spouse ofthe child’s mother or father, adopter, guardian, specialguardian (as appointed under the Children Act) or afoster parent and have responsibility for the upbringingof the child. ‘Partner’ is defined as the other member ofthe couple, living together as if they were husband andwife, or of a same sex couple living together as if theywere civil partners.

To be entitled to make a request for a contract variationto care for an adult (aged 18 or over) who is in need ofcare, the employee must be caring for or expect to carefor a spouse, partner, civil partner or relative. If theperson does not fall into one of these categories, theadult in need of care has to live at the same address asthe carer.

All requests for flexible working will be seriouslyconsidered, but there is no automatic right to begranted a request. The request must be made in writingspecifying that it is for this purpose, what flexible patternthe employee is proposing, detailing how the employeethinks any adverse effect on the company can be dealtwith and how the employee meets the eligibility criteria.Employees should be aware that if the company acceptsthe employee’s proposal, this will normally mean apermanent change to terms and conditions. There is nostatutory right to revert to the original workingarrangements.

Any such request or further information on theprocedure should be made to the employee’s immediateLine Manager in the first instance. Employees also havea right of appeal against a decision to refuse a request.Employees are also entitled to be accompanied at anymeeting or appeal hearing by a companion who mustbe a fellow worker employed by the company.







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Mercure benefits

General | Procedures and Policies

Safety | Timekeeping | Absence from work | Company property | Hotel premises | Reception | Meals, staff canteen, kitchen | Rules for drivers | General | Gross misconduct

Mercure at work

Company rules and proceduresGeneral

The purpose of this document is to define the ruleswhich apply to all employees in accordance with therequirements of current Employment Legislation. It isevery employee’s duty to observe the following rules andto behave at all times in a reasonable way towardsfellow employees, the company, its suppliers andcustomers. This document should be read inconjunction with the Employment Statement, and anyWorking Arrangements. Failure to comply with thefollowing general rules will render employees liable toaction under the Disciplinary and Dismissal Procedureincluding dismissal. This list is not exhaustive.

1. Safety

1.1. The company will do all in its power to ensure everyemployee’s well-being and safety while at work.Any action by an employee which endangers thehealth or safety of another person while at workmay lead to action being taken under theDisciplinary and Dismissal Procedure which couldresult in dismissal.

1.2. In order that the most satisfactory and safe workingenvironment is created and maintained within thecompany’s and customers’ premises and sites,published safety and fire rules and procedures mustbe observed at all times.

1.3. All accidents, no matter how slight, must bereported and entered into the Accident Register.

1.4. Smoking is only permitted in designated smokingareas.

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Mercure benefits

General | Disciplinary and Dismissal Procedure


Mercure at work

2. Timekeeping

2.1. Employees are responsible for attending punctuallyfor work in accordance with the hours definedwithin the terms of their Main Terms ofEmployment.

2.2. Employees may not leave work prior to their normalfinishing time without permission from their Head ofDepartment/Assistant. In the event of an employeerequiring time away from work during the normalworking period, he/she must report to his/her Headof Department/Assistant upon leaving and returningto work.

2.3. Lateness for work may result in wages or salarybeing reduced accordingly.

2.4. Persistent lateness will be considered to be abreach of Conditions of Employment

2.5. Where employees are required to sign in they mustensure that their timesheets reflect a true andaccurate record of their hours worked. Wrongful orinaccurate recordings must be reported toManagement immediately.

2.6. Heads of Department who are responsible fortimesheets must ensure that these sheets arecompleted accurately.

3. Absence from work

3.1. Prior permission must be obtained frommanagement and an Absence RecordForm/Holiday Form must be completed before theabsence commences for all absence other thansickness or an accident.

3.2. Absence for any reason must be notified to yourHead of Department/Assistant or the AppropriateManager at least one hour before the beginning of ashift. It is the employee’s responsibility to keep thecompany advised of the circumstances which arepreventing them from attending work and of theirlikely return date. Employees must telephone HotelManagement before 2pm on their last day ofabsence, to advise the company of their intention toattend employment on the following day.

3.3. In cases of sickness of seven calendar days or lessthe Absence Record Form must be completedimmediately upon return to work and theinstructions for its completion must be observed.Where, however, the absence is expected to last orlasts for a period in excess of seven days, aStatement of Fitness to Work will be required from adoctor to cover the employee for the duration.Statements of Fitness to Work must be forwardedimmediately to your Manager. Failure to do so mayresult in sick pay being delayed or withheld andaction under the Disciplinary procedure includingdismissal being taken.

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Mercure benefits



Mercure at work

3.4 Each case of absenteeism will be considered on itsmerits. Absenteeism which appears to beunreasonable or unwarranted will not beacceptable. In the event of persistent absenteeismdue to ill health, the individual concerned may beasked to undergo an independent medicalexamination.

IMPORTANT: It should be noted that any period ofunauthorised absence is a breach of contract.

4. Company property (including food) andequipment

4.1. Employees should never help themselves toanything from the fridges without prior authorisationfrom the Head Chef or appropriate Manager.

4.2. Employees should never take anything from thestores unless their work duties require them to doso.

4.3. Food must not be taken from the premises withoutprior written permission of the Head Chef orappropriate Manager.

4.4. The company’s or customers’ time, material orequipment must not be used for any unauthorisedwork.

4.5. It is a dismissible offence to remove food, drinks,material or equipment of any kind (except your ownuniform) from the company premises or any otherplace of work without prior written permission.

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Mercure benefits



Mercure at work

5. Hotel premises

5.1. At no time shall a living-out employee stay overnightin the hotel unless authorised by the Management.

5.2. Employees staying in the hotel overnight for workpurposes must not entertain friends.

5.3. Unless permission is given by the General Manager,employees should avoid using the front door unlessin an emergency or late at night.

5.4. All employees must park their vehicles in the areasallocated to staff unless otherwise agreed byManagement.

5.5. The bar, lounge, restaurant (includingsubcontractors’ premises) or any other public areasare not to be used on or off duty by employeeswithout the prior permission of the GeneralManager. Employees invited to the hotel for aprivate function, e.g. a wedding, must obtain priorpermission of the General Manager. Employeesawaiting collection or transportation home shouldwait in the Staff Room and the Receptionist on dutywill advise them by telephone when the transportarrives. Please ensure that anybody meeting youwaits outside.

5.6. Employees are not allowed in the residentialsections of the hotel unless required by their workduties.

5.7. Employees who are dismissed are not allowed onthe hotel premises for at least six months followingtermination and only then at the discretion of theGeneral Manager.

5.8. Off-duty employees entering the hotel must reportto a Manager on entry.

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6. Reception

6.1. No employees other than on-duty receptionists andManagement are allowed behind the receptiondesk.

6.2. Any discussions of hotel matters must be carriedout in the back office and not over the receptiondesk.

7. Meals, staff canteen, kitchen

7.1. Food or drink can only be consumed in the staffcanteen.

7.2. All employees must clear away all their own plates,cutlery and rubbish etc. after each meal.

7.3. Smoking is only permitted in designated areas.

7.4. Employees must never help themselves to anydrinks from the bars. Mineral water and cordials areallowed with a meal, but can only be supplied onrequest by members of the restaurant or bar staff.

7.5. No unauthorised employees are allowed into anyfood preparation area of the kitchen at any time.

7.6. Coffee and tea etc. may be obtained from the staffroom/restaurant and consumed only duringauthorised breaks.

7.7. Staff changing rooms must be kept tidy at all timesand belongings kept in allocated lockers. Anyclothing etc. left in changing rooms, instead oflockers, will be disposed of.

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8. Rules for drivers of company and/or customers’ vehicles:

8.1. Any and every accident or incident in which avehicle in an employee’s charge becomes involved,regardless of fault and whatever persons orproperty are affected, must be reportedimmediately.

8.2. No vehicle is to be driven in an unroadworthycondition. Any defect must be reported at once.

8.3. Regular checks should be carried out on tyrepressures, lights, fuel, oil, water and battery levelsetc., and any defects reported and correctedwithout delay.

8.4. A vehicle is only available to employees who hold acurrent and valid driving licence. As all vehicles areinsured through the company any conviction fordriving offences, any driving endorsements and anyfines incurred must be reported immediately. Theemployee is personally responsible for the paymentof any fine or fixed penalty incurred whilst in chargeof the vehicle.

8.5. Unauthorised passengers must not be carried invehicles, nor must vehicles be used for personalgain or inappropriate personal use.

9. General

9.1. Employees are expected to act wholeheartedly in

the interests of the company at all times. Anyconduct detrimental to its interests or its relationswith its customers, suppliers, the general public, ordamaging to its public image shall be considered tobe a breach of company rules.

9.2. All authorised notices displayed are expected to beread and observed.

9.3. Drinking intoxicating liquor or taking drugs prior toor during working hours, without permission, isforbidden.

Employees are not permitted to purchase alcoholicliquor from the bars at any time whether on or offduty.

9.4. To ensure maximum efficiency, employees areengaged on the basis that they must be preparedto undertake reasonable duties other than those forwhich they have been specifically engaged.

9.5. The company must be immediately notified of anyincident in which damage is caused to companyproperty, e.g. buildings, machinery or to fellowemployees, visitors and/or their personal effects.

9.6. Employees are expected to achieve and maintain areasonable standard of job performance andtidiness and to show a conscientious approach totheir job, or to the detail of that job, to a standardthat the company may reasonably expect.






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9.7. Due to the nature of their duties and the closecontact with the company’s customers, employeesare expected to observe a very high standard ofpersonal hygiene, cleanliness and appearance.

9.8. Employees are expected to report to someone inauthority any dishonest act on the part of any otheremployee, regardless of the status or position ofthat person.

9.9. The company reserves the right to requireemployees to agree to submit their person orproperty to being searched while on the companypremises, or at any time at the requirements of theHead of Department/Assistant or Duty Manager.

9.10. The company telephone or postal services mustnot be used for private purposes without priorpermission from Management. Employees mustnot make or receive private or personal telephonecalls while on duty, except in emergencies.Personal mobile phones must not be carried whileon duty without prior authorisation from yourManager.

9.11. Employees are expected to co-operate with theManagement, to ensure the successful applicationof the company’s Equal Opportunities andHarassment Policies contained in the front of thebinder.

9.12. Employees must never chew gum while on duty.

9.13. It is essential that Management are informedimmediately of any changes in personalcircumstances, e.g. address, telephone number,status, bank details etc.

9.14. The correct standard uniform, including badge,must be worn at all times while on duty.

9.15. Employees must observe and adhere to thecompany’s Data Protection policy and IT policy.






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10. Gross misconduct

The following acts are examples of gross misconductoffences and as such will render employees liable toSummary Dismissal (i.e. dismissal without notice). Thislist is not exhaustive.

10.1. Fighting, physical assault or dangerous horseplay.

10.2. Failure to carry out a reasonable and lawful directinstruction given by a Head ofDepartment/Assistant/Manager/Director duringworking hours.

10.3. Serious insubordination.

10.4. Serious cases of bullying and harassment.

10.5. The use of aggressive, intimidating, offensive orthreatening behaviour or excessive bad language.

10.6. Theft, removal of company material or equipmentfrom company premises, wilful damage ornegligence which leads to damage to propertybelonging to the company, its customers orsuppliers or other employees.

10.7. Fraud or any other offence committed against thecompany which would be a breach of the law ofthe land including fraudulent recording oftransactions.

10.8. Drunkenness and/or drug abuse. Staff must notdrink while on duty and must politely decline if acustomer offers to buy you a drink.

10.9. Failure to notify the company and to give a fullreport of any incident involving a company orcustomer’s vehicle in which damage is caused toother property, vehicles, persons or any incidentinvolving the police.

10.10. Failure to conform to any companyrules/procedures relating to:

a) the taking, handling, recording and banking ofcash/cheques credit and loyalty cards.

b) removal, purchase, transfer or receipt ofstock.

10.11. Indecent or lewd behaviour of a serious nature.

10.12. Falsifying timesheets, signing another employee’stimesheet, failure to report an unauthorisedrecording, or receiving money for hours notworked.

10.13. Bringing the company into disrepute including,but not limited to, breaches of the companypolicy on social media sites or similar.

10.14. Consorting with or importuning, harassing orother inappropriate behaviour towards the guest.






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10.15. Breach of safety rules and/or actions whichseriously endangers the health or safety ofanother person whilst at work.

10.16. Smoking in prohibited areas.

10.17. Unlawful discrimination and/or breach of thecompany’s Equal Opportunities policy orHarassment policy and procedure.

10.18. Breach of the hotel’s security arrangements,Food Hygiene Regulations and licensing andexcise laws as outlined in the WorkingArrangements section.

10.19. Unauthorised computer access, divulgingcomputer passwords or using someone else’spassword to gain unauthorised access.

10.20. Serious misuse of the company’s email/internetfacilities or other computer resources, includinginappropriate computer access and thecirculation of obscene or offensive material.

10.21. The act of copying computer software withoutauthorisation.

10.22. The use of software on company PCs which hasnot been authorised by the IT department.

10.23. Performing, arranging or carrying out any work oractivity which could be considered to be incompetition with or adversely affect thecompany’s interests in any way.

10.24. Unauthorised access to or disclosure of anyconfidential information from whatever sourceincluding any personal data under DataProtection legislation.






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Disciplinary and Dismissal ProcedureThe purpose of the Disciplinary and Dismissal Procedureis to outline a recognised and consistent system to dealwith issues of conduct, capability or othercircumstances which may result in either a disciplinarywarning or dismissal. The objective is to emphasise and encourage improvements in individual conduct and performance.

A full investigation will be undertaken into thecircumstances of any disciplinary offence prior to theimplementation of any disciplinary action. It may benecessary, dependent upon the nature of the offence, tosuspend the employee on full pay while the necessaryinvestigations are completed. Any such period ofsuspension will be as short as possible. The Disciplinaryand Dismissal Procedure does not form part of yourContract of Employment for the first year of continuousservice. Where disciplinary action is contemplated,Management will first write to the employee setting outthe details of the alleged offence and, following areasonable period to allow the employee to considertheir defence, will invite the employee to attend adisciplinary hearing at which the employee will be givenevery opportunity to respond to any complaint beforeany decision on disciplinary action is taken. Theemployee is required by law to take all reasonable stepsto attend this meeting.

Disciplinary action may take any of the following formsaccording to the severity of the offence:

1. A verbal warning.A record of the verbal warning will be placed in theemployee’s personnel file.

2. A written warning.A written warning will be issued to the employee and acopy placed in the employee’s personnel file.

3. A final written warning.A final written warning will be issued to the employeeand a copy placed in the employee’s personnel file.Upon the issue of a final written warning the employeewill be advised that any further breaches of the rules willresult in dismissal.

4. Dismissal.Dismissal may be with or without notice depending onthe circumstances, and may occur whether or notwarnings have been issued. After due consideration,Management will inform the employee of their decisionand the reasons for it. Subsequent to the meeting,Management will write to the employee confirming theirdecision and the reasons for it, and advising theemployee that, should they wish, they have the right toappeal to senior Management against the decision inaccordance with the Appeal Procedure.

The employee will be given the opportunity to beaccompanied to the disciplinary meeting by a fellowemployee from the same hotel or an accredited TradeUnion official.






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Appeal procedure | Grievance procedure | Cash and money handling procedure | Policy on social media

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Appeal procedure

1. An appeal against a disciplinary warning or decisionto dismiss must be notified to the GeneralManager/appropriate Director in writing, within fiveworking days of action under the Disciplinary andDismissal Procedure occurring. The letter of appealshould set out the details of the grounds on whichthe appeal is being made.

2. The employee will be invited to attend an appealhearing which will normally be heard within fiveworking days of the application being made or assoon as possible thereafter by the appropriate SeniorManager, the company not previously involved. Thelaw requires the employee to take all reasonablesteps to attend the meeting.

3. The Senior Manager, whose decision is final, will,after careful consideration, inform the employee inwriting of the outcome of their appeal. A copy of theletter, together with copies of all correspondence, willbe retained in the employee’s personnel file. Thedisciplining Manager may be present at the appealhearing. An employee is entitled to have a workcolleague from the same hotel or an accreditedTrade Union official, as their witness at any or allstages of the procedure, although they are notpermitted to answer questions on the employee’sbehalf.

Grievance procedure

Where there is a grievance relating to any aspect ofemployment, the following procedure should befollowed:

1. The employee must set out their grievance and thebasis for it in writing to their immediate Manager. Thisshould be done in confidence giving full details andsufficient time to consider the facts of the case.

2. The Manager will convene a meeting with the employeeto discuss their grievance. A full investigation will beundertaken into the circumstances of the grievance ifnecessary prior to the decision of a grievance.Subsequently, the Manager will write to theemployee and confirm what action, if any, theyintend to take and to remind the employee of theirright of appeal against the decision if they areunhappy with it.

3. If the employee is unhappy with their Manager’sdecision, they may appeal in writing to their Manager’simmediate superior who will convene a meeting assoon as reasonably practicable to consider thegrievance. Subsequently, the Senior Manager willwrite to the employee confirming their decision,which will be final.

An employee is entitled to have a work colleaguefrom the same hotel or an accredited Trade Unionofficial, as their witness present at any or all stages ofthe procedure. However, the witness will not bepermitted to answer questions on behalf of theemployee.






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Cash and money handling procedure

Employees involved in financial transactions withcustomers/clients must ensure that they are aware ofand comply fully with the company’s procedures asbelow.

• Employees must sign on the till roll or log in whentaking over a till.

• Employees must enter all transactions into the till andensure that the customer is aware of the amountcharged.

• Employees must check the amount tendered andenter this into the till. Employees must then providecustomers with the correct receipt and change.

• It will be an employee’s responsibility to follow thecompany’s procedure when taking a chip and PINcredit or debit card sale.

• Employees will need to dip or swipe the card and theon-screen prompts will tell employees how toproceed.

• The terminal will read the card and request a PIN.The terminal will automatically check that the card isvalid and that the card has not been reported lost orstolen. Employees should make sure that the usualcompany security checks are carried out.

• Although the vast majority of transactions will use thePIN, staff should accept a signature from cardholderswho have requested a special chip and signaturecard and cardholders from overseas who have anold-style card. Staff should just insert the card intothe terminal and follow the prompts – no matter whatcard is presented.

• When accepting a signature in these circumstancesemployees must continue to carry out the additionalsecurity checks (check the signature, the name onthe back, etc). Employees may be liable if checks arenot completed and the transaction turns out to befraudulent.

Internal or external authorisation must be obtainedwhere necessary.






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• Employees must report incorrect entries andshortages to their superior immediately.

• Employees must not carry money with them whenon till duty, nor must they, without permission,change their own money in the till.

• Credit/refund transactions should be made inaccordance with agreed practice unless priorauthorisation has been given.

• Cheques must not be accepted without a validcheque card. Employees must ensure that thesignature on the card matches the signature on thecheque. In addition, employees must write the cardnumber on the reverse of the cheque and also obtainany authorisation necessary.

• Employees must ensure that accurate recordings aremade of all monetary transactions handled by themin the course of their duties, including transactionstaking place on customers’ premises (e.g. cash ondelivery and sales orders).

• All transactions must be recorded on the appropriatedocumentation and a receipt issued whereapplicable.

• All monies etc. received must be handed in with therelevant documentation.

• Any discrepancies/shortages must be reportedimmediately.

• Important: fraudulent recording of financialtransactions will result in dismissal.

Policy on social media

Any comment/discussion made by an employee via asocial networking site (e.g. Facebook, Myspace, Bebo,Twitter – this list is not exhaustive) regarding thecompany and/or any fellow employee will beinvestigated and may render the employee liable todisciplinary action under the company’s disciplinaryprocedure, which may include dismissal.

Any comment/discussion that is found to breach thecompany’s confidentiality, is detrimental to thecompany’s interests or damaging to the company’spublic interests will be regarded as bringing thecompany into disrepute and will render the employeeliable to action under the company’s disciplinaryprocedure, which may include dismissal.

Any comment/discussion which is found to violate anyemployee’s (or client’s) dignity; creates an intimidating,hostile, degrading, humiliating or offensive environmentfor them; or breaches anti-discrimination legislation willbe regarded as gross misconduct and render theemployee liable to action under the company’sdisciplinary procedure, which may include dismissal. Thecompany reminds all employees to remain professionalat all times when discussing the company and/or fellowemployees.






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Personal presentation standardsThe appearance of our teams can have a significant impact on the perceptions of our guests and their serviceexperience. Service is not only about the product but also about the way it is delivered to our guests. For this reasonwe have developed some guidelines on standards of personal presentation for all the team to follow.

The guidelines are not designed to be overbearing but reflect conventional standards of appearance, those whichour guests would associate with professional hotel employees. In many cases they also reflect the need for healthand safety in the workplace. Having said that, one of our guiding principles is respect for each individual member ofthe team. These guidelines set out the principles of our personal presentation standards which may need to beamended to accommodate the genuine ethnic and religious beliefs of our teams or on medical advice. If you haveany concerns with these guidelines please raise them with your Manager who will be happy to discuss them withyou.

Uniform | Hair | Jewellery | Appearance







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UniformShirt/blouse Well pressed and clean. Sleeves not to be rolled up.

Skirt /trousers Clean and well-pressed. Skirt worn at knee length.

Jacket (if applicable) Well-pressed and clean. Must be worn at all times when in the public areas.

Tie (if applicable) Female reception – clean bow used to cover top button and worn at all times.All other – Windsor knot, used to cover top button and worn at all times.

Waistcoat (if applicable) Clean and well-pressed, fully buttoned.

Tights/socks With skirts tights must be worn at all times. 10/15 denier barely black, natural or flesh colour only, complementary to skin colour. With trousers clean, plain black socks mustbe worn.

Name badges Must be worn at all times on the left.

Maternity wear May be ordered via the hotel.

Shoes Plain black, polishable material shoes to be worn at all times. With skirts or dresses court shoes with heels (maximum 3 inch). Plain slip-on shoes may be worn. With trousers shoes must be low-heeled and may only be slip-on where the sock is not visible. Shoes/boots must be polished at all times.Safety footwear will be provided and must be worn in designated areas where there is a risk of foot injury.

Apron Short Mercure apron. Clean and well presented.

Hats Food preparation staff must wear protective headwear in the kitchen at all times.








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Hair








Hair Clean, tidy, well-groomed and away from the face. Excessive styles are not permitted.If hair is dyed/highlighted, the colour must tone in with your natural colour with no roots visible. If hair is longer than shoulder length it must be tied back with no excessively teased or back-combed styles. Spiky, crew-cut, flat-top or obviously permed hair is not permitted.

Hair accessories Slides, combs and Alice bands in black and no bigger than 2cm/1” wide. Scrunchies as per company uniform issue or black. Only one allowed. No other hair ornaments allowed.

Beard/moustache Must be well-trimmed and groomed otherwise clean shaven at all times.

Hats Food preparation staff must wear protective headwear in the kitchen at all times.

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JewelleryAll jewellery should be discreet and appropriate for the workplace. Remember that large dangly jewellery which canget caught up can be dangerous in the workplace. No jewellery is allowed in food preparation areas for health andsafety reasons.

Earrings One pair of stud, pearl or sleeper earrings in gold or silver. Food handlers are not permitted to wear any. No earrings allowed for men.

Rings Maximum of two rings of conventional design to be worn.

Watches Wristwatch of conventional design in gold or silver finishes with matching bracelet of brown or black leather or metal.

Bracelets Necklaces/bracelets should be discreet and not visible and worn under the uniform.

Facial/body piercings No facial piercings may be worn while at work (including tongue piercings)








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AppearanceGlasses Must be of business-like appearance, plain-framed or unframed of moderate size and design.

Contact lenses Must be clear or a natural eye colour.

Make-up Must be discreet and must complement personal colouring and the uniform. Lipstick and mascara must be worn by female employees at all times. Lipstick must be re-applied during the shift. Male employees must not wear make-up unless prescribed to do so for medical reasons.

Nails Must be short, clean, well-maintained and well-cared-for. Nail varnish should be clear or a neutral colour with no chips. Adhesive nails and nail jewellery is not permitted. Food and beverage handlers are not permitted to wear nail varnish on duty.

Tattoos Must not be visible.

Personal hygiene Hands must be washed after smoking, taking breaks, and visiting the bathroom. Deodorants/antiperspirants must be used daily and re-applied as necessary. Teeth must be cleaned daily and maintained to a good standard. Perfume/aftershave should be discreet andnot overpowering.








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Pen/keys If an employee is required to carry a pen, it should be clean, Mercure branded, presentable, of a business nature and of blue or black ink. No more than one pen should be visible at any one time. Pens should ideally be kept in a pocket

It is permitted that two keys may be worn at any time on your person. These must be on a professional and discreet extendable key fob.

Posture When in public areas employees’ posture must reflect a professional and attentive manner. This can be done through standing up straight with no slouching and by having your hands out of your pockets and by your sides.

Facial expression A welcoming facial expression must be adopted. A genuine smile says a thousand words and must be used in all guest encounters.

Please note: these guidelines set out the principles of our personal presentation standards which may be amendedto accommodate genuine ethnic or religious beliefs or on medical advice.








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Equal opportunities and social responsibilityEqual Opportunity statement

The company is committed to the principle of equalopportunity in employment. Accordingly, Managers willensure that recruitment, selection, training, developmentand promotion procedures are designed to ensure thatno job applicant or employee receives less favourabletreatment because of a protected characteristic, e.g.race, colour, nationality, ethnic or national origin,disability, Trade Union membership or non-membership,sex, sexual orientation, pregnancy and maternity,gender reassignment, marriage/civil partnership,religion/belief, age or on the basis of being a part-timeor fixed-term worker.

The company’s objective is to ensure that individuals areselected, promoted and otherwise treated solely on thebasis of their relevant aptitudes, skills and abilities. OurGroup is committed to developing equal opportunities inall areas of its work and structure and in particular willtake positive action in the areas of employment,services, training and in the implementation of reviewingequal opportunities within its hotels. We will ensure thatour human resources policies and procedures continueto promote equal opportunities and that our practicesensure fair and lawful treatment for all and a workplacefree of harassment in which all employees and guestsare treated with dignity and respect. To this end, withinthe framework of the law, we are committed, whereverpracticable, to achieving and maintaining a workforcerepresentative of the local communities in which weoperate and the profile of guests we serve. We will

monitor the implementation of the policy via aprogramme of action, set out in an action plan that willbe regularly reviewed and updated.

Overall responsibility for the achievement of theseobjectives rests with the Chief Operating Officer and theHuman Resources Director. However, all employees ofthe company have a personal responsibility not todiscriminate.

Managers have the primary responsibility forsuccessfully meeting these objectives by:

• not discriminating in the course of employmentagainst fellow employees or job applicants

• not inducing or attempting to induce others topractise discrimination

• bringing to the attention of employees that they willbe subject to action under the Disciplinary procedurefor discrimination of any kind.

Individual employees have the responsibility toensure that they assist the company in achievingthese objectives by:

• not discriminating in the course of employmentagainst fellow employees, customers, suppliers ormembers of the public with whom they come intocontact during the course of their duties

• not inducing or attempting to induce others topractise discrimination

• reporting any discriminatory action to the company’sManagement.

Equal Opportunity statement | Environmental commitment | Welcoming guests with disabilities

Duty of Managers | Harassment policy and procedure







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The successful achievement of these objectivesnecessitates a contribution from each employee and allemployees have an obligation to report any act ofdiscrimination known to them. Employees who considerthat they are a victim of discrimination may raise theissue through the Grievance Procedure.

Harassment policy and procedure

Mercure recognises the right of all employees to betreated with dignity and respect by their colleagues andas such Mercure is committed to providing a workingenvironment free of any harassment, bullying orintimidation.

Mercure agrees to take appropriate steps to promotesuch a workplace and employees can contribute byadhering to this policy. However, should this not be thecase Mercure recognises the right of employees tocomplain about it should it occur.

To this end, it is important that all employees shouldtake careful note of the following:

1. Harassment and bullying are damaging to the individual and Mercure and will not be tolerated. Theywill be treated as a disciplinary offence and may in serious cases lead to dismissal.

2. Harassment is any conduct related to age, sex, marital status, race, nationality, ethnic origin, colour, disability, sexual orientation, religion/belief or any personal characteristic, which is unwanted and unwelcome and which violates the recipients’ dignity or creates an intimidating, hostile, degrading or offensive environment for the recipient. It is not the intentions of the perpetrator but the reasonable perception of the recipient that matters.

3. Bullying is the misuse of power or position. Bullying behaviour persistently criticises, condemns and humiliates people, and can undermine their ability to the extent that they lose their self-confidence.

Duty of Managers

All Management personnel are responsible foreliminating any harassment or intimidation of which theyare aware. Failure to do so will be considered a failure tofulfil all the responsibilities of the position.

In particular they should:a) Take prompt action to stop harassment as soon as it

is identified, in some cases by pointing out that thebehaviour is unacceptable. Line Managers may beable effectively to put a stop to the problem withoutthe need for further action.

b) Ensure that offensive or potentially offensive materialis not displayed in the workplace.

c) Make clear to staff that this kind of behaviour is notacceptable and where appropriate will be treated asa disciplinary matter.

d) Investigate all complaints made by any member ofstaff against another or others.

No Manager shall threaten or insinuate, either explicitlyor implicitly, that an employee’s rejection of sexualadvances will be used as a basis for an employmentdecision affecting that employee. Such conduct by thesupervisor or Manager will be treated as a seriousoffence.

Further details of this policy and procedure can be foundin the Employee Information Binder; however, shouldyou feel the need to complain about harassment thefollowing procedure should be followed:









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Harassment complaint procedure

1. Wherever possible, an employee who believes thathe or she has been the subject of harassmentshould, in the first instance, ask the personresponsible to stop the harassing behaviour as it isunacceptable to them. At an early stage this willoften be sufficient to stop the behaviour which iscausing the offence without involving third parties.

2. If the harassment continues the employee shouldinitially raise the matter with their Manager. Theemployee may then, if necessary, take theircomplaint through the grievance procedure. If thecomplaint is against their immediate Manager thenthe Manager’s Manager should be the first stage inthe grievance procedure.

3. All complaints will be handled in a timely andconfidential manner. Employees shall be guaranteeda fair and impartial hearing and the matter will beinvestigated thoroughly.

4. If the investigation reveals that the complaint is valid,prompt attention and appropriate disciplinary action,designed to stop the harassment immediately andprevent its recurrence, will be taken.

5. Employees shall be protected from intimidation,victimisation or discrimination for filing a complaint orassisting in an investigation. Retaliating against anemployee for complaining about harassment is aserious disciplinary offence.

NB While the objects of this policy are clearly stated,and are to be followed, for reasons of equity and justice,it must also be advised that any employee who raises acomplaint which upon investigation is proven to bedeliberately vexatious, then that employee willthemselves become the subject of action under theDisciplinary procedure.









With PLANET 21, we have made21 commitmentsto act together forthe well-being of our world.

Care for the planet?Please, step in.

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Environmental commitmentEnvironmental management is an increasingly important issue for our hotel teams and our guests. All of our hotelshave signed up to the Environmental Charter which encourages the reduction of waste and better energyconsumption.

Our ambition: to leave our children a more beautiful planet.

Mercure: committed to sustainable development

With PLANET 21, we have made 21 commitments to act together for the well-being of our world. Care for theplanet? Please step in.

Since 2008, Mercure has been committed to an international environmental and social certification programme.

PLANET 21’S 7 PILLARS AND 21 AMBITIONS FOR SUSTAINABLE DEVELOPMENT








HealthGuarantee healthy and safeinteriorsPromote responsible eatingPrevent epidemics and chronicdiseases

NatureReduce our water consumptionIncrease the amount of recycled wastePreserve biodiversity

CarbonReduce our energy consumptionCut our greenhouse gas emissionsDevelop renewable energies

InnovationPrefer eco-design and eco-friendly productsContribute to furtheringsustainable buildingsIntroduce new products andservices and technologies

Local Protect children from abuse andexclusionDevelop local and responsibleprocurementPreserve ecosystems

EmploymentImprove the employability of our employeesMake diversity an advantageImprove the quality of work lifeemployees

DialogueConduct our business withtransparencyEnlist our franchised andmanaged hotelsShare our approach with oursuppliers and service providers

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Welcoming guests withdisabilitiesTreating people as individuals

Good customer care has always been about treatingeach person with respect, and catering for their needs.The company recognises that guests with disabilities arepeople first, whose disability may, or may not, requiredifferent or additional service.

The Government has estimated that as many as one insix people experiences some form of disability, whichcan manifest itself through a variety of impairments.

Understanding and meeting any different needs thatdisabled people may have is of the utmost important toour Group.

A person has a disability if they have a physical ormental impairment which has a substantial and long-term adverse effect on their ability to carry out normalday-to-day activities.

Guests with physical impairments, such as thoserequiring the aid of a wheelchair or experiencing difficultywith mobility, are just two of the more obvious examplesthat most of us are familiar with.

Often these limitations may be as a result of the ageingprocess, an understanding of which is vital given thechanging age profile of the population. On the otherhand, a physical impairment may be in the form of facialdisfigurement, against which our own prejudice andattitude may discriminate.








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Other examples would be those people with sensoryimpairments, such as customers with hearing problemsor eyesight difficulties, or perhaps guests with learningdifficulties. Sometimes these are apparent, sometimesthey are not. Finally, we must not forget that there arealso those with less obvious or hidden disabilities, suchas food allergies or epilepsy.

The company makes special provision for disabledguests: please familiarise yourself with the features ofyour hotel which may be of benefit to them. Alwaysremember that all our guests should be treated equallyand that individual needs should be recognised andcatered for.

The law makes it possible for guests to pursue claims ofdiscrimination through Equality Tribunals. When a hoteltreats a person less favourably for reasons relating tothe person’s disability they break the law. A hotel couldbe found to discriminate if they fail to comply with a dutyto make reasonable adjustments for access to goodsand services in relation to the disabled person andcannot show that the failure is justified.

All employees must comply with the requirements of theDisability Discrimination Act (DDA) and the Equality Act.You personally could face legal action if you have beenfound to discriminate against a person on grounds of hisor her disability. To assist you with awareness, all hotelstaff are required to undertake DDA training.








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Working arrangementsThe following should be read in conjunction with theStatement of Main Terms of Employment and the Rulesand Disciplinary Procedure.

Retirement policy

It is the policy of the company that all employees willretire at 65 years of age.

In practice this will mean that the retirement date is theFriday after the employee reaches retirement age.

When you are within a year of the intended retirementdate you have a right, under the ‘duty to consider’procedure, to request working beyond the company’sintended retirement age.

You should write to your manager with your requestbetween six and three months before the intendedretirement date.

The company will meet with you (if necessary) to discussthe request and notify you of its decision in writing. Youalso have a right of appeal against a decision to refuseyour request.

Shortage of work and redundancy policy

If there is a shortage of work, or for any other reasonemployees cannot be provided with work, the utmostendeavour will be made to maintain continuity ofemployment by placing people on short time orsuspending them from work without pay. This will bedone in accordance with the provisions of the currentemployment legislation.

In the event that the need arises to reduce the numberof employees, the following will provide the frameworkfor the selection procedure that will apply:

• Consideration will be given to a range of appropriatefactors, such as job performance, relativecapabilities, length of continuous service, reliability,conduct, attendance record and suitability for thework which remains.

• Due weight will be given to each of the criteria.

• The overriding consideration at all times will be thefuture viability of the business.

Working arrangements | Licensing & Excise Laws | Working hours | Other employment | Overtime | Smoke-free workplace policy | Processing of personal data | ‘Mystery customer’ policy

Retirement policy | Shortage of work and redundancy policy







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Licensing & Excise Laws

Under the Licensing & Excise Laws and the Weights andMeasures Act it is a breach of law entailing heavypenalties and summary dismissal from the company tocontravene the following provisions:

a) To serve intoxicating liquor in the incorrect quantities.

b) To dilute beer by adding water or anything elseexcept finings, or to add a weaker to a stronger beer.This does not prevent the sale of mixed beers, e.g.mild and bitter, to customers who order them.

c) To dilute wine by adding lower-grade wine oranything else to higher-grade wine.

d) To dilute spirits by adding water or anything else, orto put back into the bottle spirits that have beendiluted, so as to reduce the strength.

e) To permit betting or gaming. Any person or personsseen betting o passing or receiving betting slips mustnot be served. Such persons must be brought to thenotice of the Manager at once to enable steps to betaken not to permit them to remain in the premises.

f) To permit drunkenness or any violent, quarrelsome orriotous conduct to take place on the premises, or to

sell intoxicating liquor to or for the consumption of adrunken person or an habitual drunkard.

g) To give credit for any intoxicating liquor served,except that which is supplied with a meal which maybe paid for at the same time as the meal, or issupplied for consumption by residents or their guestsand is paid for with their accommodation.

h) To serve children under the age of 18 withintoxicating liquor or knowingly allow the same to beconsumed by children under the age of 18, or to sellintoxicating liquor for consumption off the premisesto any child under the age of 18 or to allow any childunder the age of 14 to be in any bar. A child of 16 orover may, however, consume beer, port, cider andperry for consumption with a meal in the dining roomor restaurant.

i) To serve or permit the consumption out of permittedhours of intoxicating liquor except to residents andtheir guests when the liquor has been paid for by theresident. Employees must not serve behind the barwithout a signed letter of authority from the GeneralManager (Code of Employment).








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Working hours

It is the company’s philosophy that team members andManagers strike a reasonable balance between workand home life. The company is to observe both the lawand the spirit of the law. Team members will notnormally be expected to work excessive hours and willbe afforded reasonable rest breaks.

Due to the nature of our business and the need tomaintain a continuity of service to our guests there maybe occasions on which you will be required to workexceptional hours. On such exceptional occasionscompensatory time off in lieu will be granted. GeneralManagers are responsible for monitoring working hoursand making suitable arrangements to avoid any regularrequirement for working excessive hours. As a result ofthis policy the company will not require any teammember or Manager to opt out of the working timedirective.








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Other employment

Employees should not at any time during theiremployment, either on their own behalf (whether aloneor in partnership), or as an employee, agent, Director orconsultant of any other person, partnership, business,firm or corporation, engage in any other trade, business,profession, or fee-earning activity, without the priorwritten permission of the company, such consent willnot be unreasonably withheld.








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Overtime

Wherever possible, when an employee is required towork additional hours, the company reserves the right togive time off in lieu of such hours. Lieu days/hoursshould be taken within two months of when accrued.

Otherwise payment in lieu of these will be made subjectto the statutory minimum holiday provisions.

Where an employee works a shift that crosses into abank/public holiday, all of the hours in that shift will bepaid for at double time. E.g. an employee works from8pm on New Year’s Eve and finishes at 3am on NewYear’s Day: the employee will receive seven hours’ payat double time plus time off in lieu.








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Smoke-free workplace policy

It is the company’s policy that its workplaces and allhotel public areas are smoke-free and that employeeshave the right to work in a smoke-free environment. Forthe comfort of our guests certain bedrooms may bedesignated as ‘smoking’. A procedure has been put inplace to ventilate these rooms following vacation by theguest to protect housekeeping staff. Should anyemployee be required to enter smoking rooms theemployee will be trained in this procedure and it is theemployee’s responsibility to ensure that it is followed atall times. Smoking by employees is prohibitedthroughout the entire workplace (this includes thecompany’s vehicles) apart from any authorised externallylocated smoking area. The company will informemployees if provisions have been made for smokingand where designated smoking areas are located.Failure to adhere to this policy will result in formaldisciplinary action being taken against the employee(s),as set out in the company’s Disciplinary procedures.Employees should be aware that enforcementauthorities can issue penalties and fines if employees arefound guilty of smoking in a smoke-free place.Employees will be personally liable for any fine or fixedpenalty imposed for non-compliance. If employeesobserve guests smoking in a public area they should

politely inform the guest that this is a smoke-free area. Ifthe guest refuses to stop smoking, you shouldimmediately inform a member of the Management team.If there is an authorised designated smoking areaemployees should direct the guest to this. Our groupencourages all its employees to become non-smokers.If you are a smoker and you would like help andassistance with giving up please contact the WorkplaceOptions helpline (formerly Employee AssistanceResource) on 0800 243 458.








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Processing of personal data

Data Protection legislation regulates the way in whichcertain data about employees, both in paper andelectronic form, is held and used. The following will giveemployees some useful information in terms of the typeof data that the company keeps about them and thepurposes for which this is kept. Throughout employmentand for as long as is necessary after the termination ofemployment, the company will need to process dataabout employees for purposes connected with theiremployment, including their recruitment and thetermination of their employment. Processing includesthe collection, storage, retrieval, alteration, disclosure ordestruction of data.

The kind of data that the company will process includes:

• any references obtained during recruitment

• details of terms of employment

• payroll details

• tax and national insurance information

• details of job duties

• details of health and sickness absence records

• details of holiday records

• information about performance

• details of any disciplinary investigations andproceedings

• training records

• contact names and addresses

• correspondence with the company and otherinformation that employees have given the company








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The company believes that those records used areconsistent with the employment relationship betweenthe company and its employees and with the dataprotection principles. The data the company holds willbe for Management and administrative use only but thecompany may, from time to time, need to disclose somedata they hold about employees to relevant third parties(e.g. where legally obliged to do so by the InlandRevenue or where requested to do so by employees forthe purpose of giving a reference)

In some cases the company may hold sensitive data, asdefined by the legislation, about employees. Forexample, this could be information about a person’shealth, nationality, work permit, passport details, racialor ethnic origin, criminal convictions, trade unionmembership or political or religious beliefs. Thisinformation may be processed not only to meet thecompany’s legal responsibilities but, for example, forpurposes of personnel Management and administration,suitability for employment and to comply with equalopportunity legislation.

Since this information is considered sensitive, theprocessing of which may cause concern or distress,individuals will be asked to give express consent for thisinformation to be processed, unless the company has a

specific legal requirement to process such data.Employees may, within a period of 40 days of theirwritten request or, where applicable, a period of 40 daysfrom the payment of the fee, inspect and/or have acopy, subject to the requirements of the legislation, ofinformation in their own personnel file and/or otherspecified personal data and, if necessary, requirecorrections should such records be faulty. Thoseemployees who wish to do so must make a writtenrequest to their immediate Manager. An administrationfee of £10 may be required by the company. Thecompany is entitled to change the above provisions atany time at its discretion.








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‘Mystery customer’ policy

Employees should be aware that the company operates a ‘mystery customer’ policy for training and developmentpurposes and to ensure service excellence.

On an ad hoc basis a ‘mystery customer’ will visit any of the hotels to monitor, and record on an audio and/or visualbasis, customer service and working procedures. The results will be provided to the General Manager for trainingand development and customer relations purposes. Monitoring records will be maintained by the company for aslong as is deemed necessary for these purposes. This policy forms part of employees’ Contract of Employment.








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Company general policy statement | Essential food procedures | Hotel security | Manual handling | Fire safety procedures

Health and Safety procedures

Company general policy statement

The company firmly believes in the importance ofproviding a healthy and safe environment for itscustomers and staff. The company wholly accepts theaims and provisions of the Health & Safety at Work etc.Act 1974 and recognises that foremost in its duties andresponsibilities to its employees is the need to provideand maintain safe, healthy and hygienic conditions andpractices. This policy has been produced from riskassessment of company activities. It is the intention of allManagement and staff to apply the company safetypolicy and all current health and safety legislation. Thecompany, in recognising the importance, hasestablished a Strategic Health, Safety and HygieneSteering Group. The ‘Committee for Risk, Accidents,Safety & Health’ (CRASH) seeks to develop andimplement common policy guidance on legalrequirements and good practice within the network.Please also refer to the Health and Safety RiskAssessment file and the Hotel Safety Committee file andassociated contractor log books. The company alsoconsiders that its Management and employees have anindividual responsibility for ensuring strict adherence toall company Safety Rules and Codes of Practice. All

staff are obliged to co-operate with Management inmaintaining good standards of health and safetyaccordingly. Each hotel has a Health & Safetycommittee and competent person who facilitateimplementation. The Health & Safety Policy is reviewedand updated as and when necessary by the Health,Safety and Environmental Manager. Communication ofany changes will be made to all employees.

All staff are reminded of their statutory duty to:

1. Pursue all activities in a safe manner with due regardto health and safety of yourself and your colleagues.

2. Report any defects or hazards without delay to yourimmediate Manager. Do not interfere with anythingprovided in the interests of safety and wear anyprotective equipment provided.

3. Accidents happen, and whether they happen to youor a guest, or any other person on hotel property,they must be reported to the Duty Manager andentered into the hotel accident book. You should calla registered first aider or an appointed person to seeto the person.







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4. Know the location of your nearest First Aid Box.

5. Remove any hazards and if this is not possible reportall hazards (e.g. torn carpets, defective lighting,trailing leads, etc.) to your Manager. Mop upspillages immediately whilst displaying a Wet Floorsign.

6. Comply with the employer on all Health & Safetyissues.

7. Wear protective equipment wherever provided.

8. Never intentionally or recklessly damage anythingprovided in the interests of Health & Safety.

9. Always ask for assistance with heavy lifting loads.

10. Use the safety stool/appropriate equipment to reachhigh-level access areas (never overstretch to reachan item).

11. Always follow the manufacturers’ instructions whenhandling chemicals.

12. Keep passageways clear of obstructions.

13. Report any faults on electrical equipment to yourManager and do not carry out any electrical or otherrepairs unless you are trained to do so.

14. Please note that you will have additional trainingduring your trial period by means of H&S e-learning.

All accidents should be recorded on an incident recordform available from your duty Manager. This is for allaccidents, whether it be for staff or guests and is theinitial stage of reporting. This would normally becompleted by the Duty Manager and the person whohad the accident.







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Essential food procedures

Food Hygiene Regulations

Under the Food Hygiene Regulations it is theresponsibility of employees to take all necessary stepsto prevent food contamination, and the following pointsmust be especially observed:

a) Hands and fingernails to be kept clean at all timesand to be washed after every visit to the lavatory.

b) No smoking, chewing tobacco, spitting or takingsnuff while in a room containing food or drink, whichincludes the area behind a bar counter.

c) All parts of the person and clothing to be kept clean.

d) Any open cut, abrasion or area of the skin showingsigns of infection on any exposed part of the personto be covered with a suitable waterproof dressing.

e) The Manager is to be informed immediately of anyemployee who is suffering from or may be a carrier ofany infectious disease.

f) The lavatories and washing facilities are to be leftclean after use.

g) Keep yourself clean and wear clean clothing.

h) Always wash your hands thoroughly:

i) before handling food

ii) after using the toilet, or handling raw food orwaste

iii) before starting work

iv) after touching your face/mouth/nose







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i) Tell your supervisor before commencing work of anyskin, nose, throat and stomach or bowel trouble orinfected wounds. YOU ARE BREAKING THE LAW IFYOU DO NOT.

j) Avoid unnecessary handling of food.

k) Do not smoke, eat or drink in a food room and nevercough or sneeze over food.

Additionally, for those who work with food:

a) Keep the preparation of raw or cooked food strictlyseparate.

b) Keep perishable food either refrigerated or pipinghot.

c) Clean as you go.

d) When re-heating food ensure it reaches above 82degrees Celsius.

e) Follow food safety instructions on food packaging orfrom your supervisor.

Please note that you will undertake additional trainingduring your probation period in Food Safety if your jobinvolves food handling.







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Hotel security

• Do not leave personal property unattended: this mayencourage others to steal. Use personal lockersprovided.

• Do not issue keys or open doors without firstobtaining proof of identity.

• Be alert for suitcases or packages that areunattended. Never attempt to touch them – alwayscall a Manager.

• If accepting cheques or credit card transactions,always use the correct procedures. Should you besuspicious or worried, contact a Manager, withoutalerting the customer.

• Receptionist: on check-out always establish wherethe guest has left the room key.

• Always respect guests’ confidentiality. Do notdisclose room numbers or any other information tocasual telephone enquiries or callers.

• If storing luggage for guests ensure that it is storedsafely.

• Housekeeping staff: should you be alone and feelthreatened, leave the area immediately or lockyourself in a room. Then call the housekeeper or aManager.

• Never give pass keys to contractors, without firsthaving checked with a Manager.

• Keep fire doors, corridors and stairways clear. This isrequired by law.

• Always keep windows and doors shut and locked.

• All property found should be immediately handed into the Housekeeper or a Manager, recorded correctlyand stored under lock and key.

• Housekeeping: always hand room keys to the HOD/Team Leader. Never leave any keys on your trolleys.

• Never ever discuss the hotel procedures or securitymeasures with anybody outside the hotel, evenfriends.

• Never allow any person access to non-public areasof company premises or impart any informationregarding the business or company premises withoutfirst obtaining satisfactory proof of identity andauthority for access or information release.

• If you see any unusual behaviour, suspiciousincident, e.g. strange persons wandering around thehotel, or other irregularities, report the matter at onceto your HOD/Assistant or a Manager who willinvestigate further.







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• Any keys for which you are responsible while on dutymust be kept on your person at all times, before beingreturned to your HOD/Assistant at the end of yourshift. Should you lose any keys, then your HOD/Assistant or a Manager must be contactedimmediately. All keys must be kept on the hotelpremises, so if you forget to hand in keys beforeleaving work and later discover this at home, youmust immediately telephone the hotel and report to aManager. You will be required to ‘sign in and out’ anykeys from Reception.

Bomb threat procedures

1. Be alert for suitcases or packages that are unattended.Never attempt to touch them – always call a Manager.

2. If you find a suspicious package the Duty Managershould be notified – they should notify the police. Thepackage should not be touched, and minimumattention should be drawn to the potential situationuntil the police have assessed the area.

3. If you receive a telephone call from the police, thedetails that should be checked are the policeman’sname and number, and the contact telephonenumber. Also obtain as much information aspossible, such as the location of the bomb.

4. Telephone call from terrorist: try to remain calm andkeep the caller on the line for as long as possible. Tryto get the attention of the General Manager or Duty

Manager while on the call. Complete the checklistwhile the caller is on the line if possible (or immediatelyafter the call has finished) to get as much informationas possible. When the call has finished, contact theDuty Manager if you haven’t already done so who willadvise the police immediately.

5. If a bomb/terrorist threat occurs at this property, it islikely that representatives from the media will arrive tocover the event. If you are ever approached by themedia while at work and asked to answer a fewquestions or provide a statement, you should politelydecline to answer and inform them that you are notauthorised to make any statements. All enquiries bythe media should be directed to the GeneralManager, or their deputy in their absence.

Control of Substances Hazardous to Health (COSHH)

1. You must never use chemicals that you have notbeen trained to use.

2. You must always wear protective clothing whereprovided when handling chemicals.

3. You must never mix chemicals.

4. You must never use chemicals from an unmarkedcontainer.

5. You must always follow the manufacturer’sinstructions when handling chemicals.

6. You must never store chemicals in unmarkedcontainers.







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Manual handling

1. Always think about and plan your lift before you startby using lifting equipment if you have been trained todo so (hoists, trolleys).

2. Clear your path of any hazards or obstacles beforeyou start moving, check the weight of the object tobe lifted and get help if you need it. It might be easierto drag than lift.

3. Stand close to the load, feet firmly on the ground,squat down, back straight, knees bent, stomachmuscles tight.

4. Grab the load firmly and make sure you can carry itbefore you start to move. Be aware of any part of theobject that may cause you harm (sharp edges, etc.).

5. Stand up slowly, lifting with your leg muscles and donot twist your body while carrying a load.

6. Never jump from great heights: use a ladder or loweryourself down.

7. Put down the load smoothly and slowly using yourleg muscles and not your back, and always split bigloads.







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Fire safety procedures

1. You will be shown, and must be familiar with, allescape routes within the building and must knowhow to evacuate in the event of a fire alarmsounding.

2. Be aware of the locations of all ‘break glass’ pointswithin the immediate work area and know how toraise the alarm in the event of discovering a fire.

3. Know the location of all the fire fighting equipment(extinguishers, fire hose, fire blanket, fire/heatdetectors). Any person found tampering with anypart of the equipment will be liable for prosecution forcriminal damage and impairing the safety of others.

4. Be aware of the colour coding of all fire fightingequipment. Should you need to use any type of firefighting equipment, it must only be used safely andthe correct type of equipment is to be used on theparticular type of fires.

5. Be aware that fire doors must not be held open,other than by retaining catches linked to the firealarm and must not be blocked or wedged open. Inthe event of a fire, the fire doors on magneticcatches will be shut automatically.

6. All employees will be required to attend and take partin fire drills and exercises. Be aware of the fireassembly point for the hotel and the weekly fire alarmtest.

7. Be aware of the fire evacuation procedures for thehotel and the role you are expected to fulfil in theevent of a hotel evacuation.

8. Escape routes are marked ‘Fire Exit’. It is essentialthat they are kept clean and clear of anyobstructions. Any obstructions must be removedand reported immediately to a Manager.







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Acknowledgementand Acceptance FormPlease sign and return

Please sign this form, detach and hand to your Manager so that a copy can be retained in your personal file.

I the undersigned (please print your full name)

hereby acknowledge receipt of a copy of the Mercure/MREF Tradeco Ltd. Staff Handbook. I have read andunderstood the procedures and rules contained in the handbook and agree to follow them. I understand that theseterms and conditions, as amended from time to time, form part of my contract of employment and accept themaccordingly.

Signed

Job title

Place of work

Date

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