TABLE OF CONTENTS

The policies and procedures set out in this handbook apply to all Team Members unless
specified.

For clarity, all references to your Employer refer to the legal entity detailed in your individual
contract of employment.

Part 1 (Introduction) and Part 3 (Policies and Procedures) of this handbook do not form part
of and are not incorporated into your contract of employment, although they may form an aid
to its construction

Part 2 (Contractual Terms and Conditions) of this handbook does form part of the terms and
conditions of your employment and is to be read in conjunction with the terms and conditions
set out in your individual staff contract. Together, Part 2 of this handbook and your individual
staff contract form your contract of employment. Where there is any inconsistency between
your staff contract and this handbook, your contract will have precedence.

Part 1 - Introduction
1.1 Welcome 4
1.2 Equal Opportunities 5
1.3 Code of Ethics 6

Part 2 - Contractual Terms & Conditions

2.1 Probationary Period 7
2.2 Hours of Work 7
2.3 Lay off & Short-term working 7
2.4 Overtime 7
2.5 Secondary Employment 8
2.6 Pay 8
2.7 Termination & Resignation 10
2.8 Medicals 11
2.9 Holiday Entitlement & Bank Holidays 11
2.10 Absence Management 13
2.11 Sick Pay 14
2.12 Company Pension 15
2.13 Life Assurance 16
2.14 “Anti Bribery Policy” 16

Part 3 – Policies & Procedures

3.1 Disciplinary & Appeals 18
3.2 Grievance 23
3.3 Parental Rights 24
3.4 Other Types of Absence 24
3.5 Equality, Diversity & Inclusion Policy 25
3.6 Bullying, Harassment and Victimisation 26
3.7 Working Time Regulations 27
3.8 Uniform & Grooming Guidelines 28
3.9 Whistle Blowing 29
3.10 Health & Safety 30
3.11 Security 31
3.12 Employee Forum 32
3.13 Gratuities 32
3.14 Guest Facilities 33

2
3.15 Entrance 33
3.16 Car Parking 33
3.17 Locker Rooms 33
3.18 Personal Mail and Calls 33
3.19 Online Social Networking 34
3.20 Data Protection Responsibilities of all Team Members 37
3.21 Corporate Badges 37
3.22 Workplace Rules 37
3.23 Leaving Employment 41
3.24 References 41
3.25 Transfers 41
3.26 Lieu Time 42

Note for Team Members at Radisson Blu Jersey 43

Receipt of Team Member Handbook Form 44

3
1.1 WELCOME!

Dear Team Member

It is my pleasure to extend a warm welcome to you as you join our team!

At Radisson Hotel Group we believe success starts from inside our organisation with our
greatest asset, our talent.

One of our core cultural beliefs, “We are Many Minds with One Mindset” is based on our
respect for individual differences, life experiences and diverse world views working together
to help make memorable experiences for all who walk through our doors. To enable that to
happen, we are dedicated to building a global team of Team Members that reflect the
communities where we work and live, and the diversity of the customers we serve.

Our guests and Team Members deserve an environment where they are valued for who they
are. With our workforce driven by voices of people from different backgrounds, personalities
and points of view across the global workplace, we strive to create a place where everyone
can express themselves, seize opportunities, make decisions and resolve conflicts.

This handbook is designed to familiarise you with the Company, the policies and procedures
relating to your employment.

The handbook will be a useful guide, please read it carefully and keep it handy for future
reference.

Should you have any questions regarding the contents of our handbook, please do not hesitate
to ask your Line Manager.

The management team and your new colleagues join me in wishing you much success and
happiness as you begin your journey with The Radisson Hotel Group.

Yours sincerely

Pat Cussen
Regional Director, UK & IRE

4
1.2 EQUAL OPPORTUNITIES

We are committed to a policy of equal opportunity for all Team Members and to ensuring that
our workplaces are free from unlawful or unfair discrimination on the grounds of age, colour,
race, nationality, ethnic or national origin, gender (including gender reassignment), marital or
civil partner status, disability, pregnancy, sexual orientation, trade-union membership, fixed or
part time status and religious or philosophical beliefs.

We are committed to ensuring that all our Team Members and applicants for employment are
protected from unlawful discrimination in employment.

We aim to ensure that our Team Members achieve their full potential and that all employment
decisions are taken fairly. Throughout your employment you are expected to conduct yourself
in a manner that is not discriminatory.

We adopt the following Equal Opportunities Policy on a daily basis in all of our workplaces:

1. Using fair and objective criteria in all recruitment and employment decisions

2. Person and job specifications are limited to those requirements which are necessary
for the effective performance of a specific role.

3. All interviews and recruitment selection tools are conducted in a fair and objective
manner.

4. In accordance with recommended practice, the age, ethnic and gender composition of
our Team Members and applicants for roles are monitored on an anonymous basis at
all levels.

5. Where possible we will review working patterns to enable us to offer flexible working
to Team Members that require it.

6. All Team Members are required to complete Equality & Diversity Training during their
probationary period

Breach of the Equal Opportunities Policy is potentially a serious disciplinary matter. Anyone
who believes that they may have been disadvantaged on discriminatory grounds should raise
the matter through the grievance procedure.

5
1.3 CODE OF ETHICS

Our Code of Business Ethics shows how we want to be perceived as a company. Around the
world, all our stakeholders have the right to expect that the Radisson Hotel Group, its hotels,
its brands, and all its team members act with the highest standards of honesty and integrity in
all matters affecting our company.

Operating in as many countries and cultures as we do, we acknowledge diversity as an asset.

Certain customs, moral codes, laws and regulations vary quite dramatically in our markets. It’s
imperative that all our people abide by local and international legislation.

Radisson Hotel Group is committed to maintaining the highest standards of business ethics,
honesty and integrity in line with its Responsible Business program for social, ethical and
environmental responsibility.

This Code of Business Ethics – “The Code” – contains rules and guidelines for our business
conduct and responsibilities with regards to team members, customers, hotel owners, guests,
suppliers, agents, shareholders, authorities, media and the world at large.

All companies and Team Members of Radisson Hotel Group shall comply with the laws and
agreements applicable to operations and positions in the countries and jurisdictions where
they operate. Radisson Hotel Group will not cause or allow any Team Member to take any
action which would result in violation of applicable laws or regulations. Radisson Hotel Group
will forego any business opportunity that requires a violation of the rules of this policy. This
means that each Team Member must be familiar with and comply with the laws and
regulations that govern their job tasks.

THE CODE OF BUSINESS ETHICS

1. We respect the law
2. We show respect for all persons in all situations
3. We think ethically
4. We act fairly
5. We do not discriminate against anyone for any reason
6. We are honest and transparent
7. We are loyal to our employer
8. We do not exploit company resources
9. We think of safety at all times
10. We take care of the Earth

We recognize that a team member may wish to anonymously report serious or sensitive
concerns regarding the Code or a possible breach of the Code. If a team member has a
concern regarding Business Ethics at one of our properties that they feel a need to report
anonymously, they can do so at Ethics Point by clicking here

6
Part 2 - CONTRACTUAL TERMS AND CONDITIONS

2.1 PROBATIONARY PERIOD

Your employment will be subject to the satisfactory completion of a probation period and the
length of this is set out in your contract of employment. During your probationary period your
Line Manager will review your performance to assess your suitability for continued
employment. Areas for assessment will include work standards, attendance and punctuality,
together with your work attitude and performance. Your Line Manager will regularly discuss
any feedback with you during your probationary period.

Your probationary period may be extended at the Employer’s discretion if it considers that your
performance and or conduct has not reached a satisfactory standard during the initial
probationary period; should this occur, your Line Manager will discuss this with you in a
probationary review, and outline the decision and action points in writing.

During your probationary period either you or the Employer may terminate your employment
giving the amount of notice detailed in your contract of employment.

2.2 HOURS OF WORK

Your contract of employment specifies the basic number of hours you are required to work per
week.

The Employer reserves the right to alter working hours should the need arise and reserves
the right to reduce or change your hours, with a proportionate reduction in pay where hours
are reduced, for an indefinite period if, for any reason, there is a shortage of work. Should your
hours need to be changed, your Line Manager will discuss this with you formally.

2.3 LAY OFF & SHORT-TERM WORKING

Should levels of business severely drop and the Company is unable to provide work for its
Team Members and this is expected to be temporary, the Company reserves the right to lay
you off without pay, as an alternative to redundancy. In such an event, no work or reduced
work may be provided to you and your weekly earnings will be reduced accordingly.

Should this occur, you would of course be given details of this in advance and in writing.

2.4 OVERTIME

Due to the operational peaks and troughs in our business, there may be occasions when you
will be asked to work overtime or to work on one of your rest days. The Company requires, as
a condition of your employment, that you comply with reasonable requests of this nature.
Overtime is not guaranteed and can only be requested by your line manager.

For Team Members on a Zero Hour or Staff contract, the rate of pay for any overtime will be
your usual hourly rate.

Some senior team members on Manager Contracts are expected, from time to time, to work
additional hours without any additional payment.

Please refer to your contract of employment for further details.

7
Please make sure that all overtime is authorised by your Line Manager so that it is processed
in accordance with your contract of employment.

Different arrangements apply if you are required to work overtime on one of “the Christmas
Days” (please see Holiday Entitlement and Bank Holidays section).

2.5 SECONDARY EMPLOYMENT

You may not take up or maintain additional paid work whilst working for the Company without
obtaining prior written permission from your Line Manager.

If permitted and the secondary employment results in you working more than 48 hours in any
one week or not taking the required breaks between periods of work required by the Working
Time Regulations 1998, you will be required to sign a disclaimer stating that this reviewed on
an annual basis or as required by legislation.

2.6 PAY

Your basic rate of pay is detailed in your contract of employment.

As a company we have a responsibility to make sure that every team member is paid in
accordance with National Minimum Wage (“NMW”) and National Living Wage (“NLW”).

It is vital that every team member is paid properly, in accordance with their contract, for the
hours that they work.

If you believe that you may not have been paid for all of the hours that you have worked in
each pay reference period, you should bring that to the attention of your Line Manager, who
will investigate this further

It is important that you check your monthly payslip and records of working time regularly, to
make sure that you are being paid what you are due.

All Team Members are also required to use any clocking in or out system within the hotel in
order to better capture working time and ensure that all work is properly paid for. Hours which
are not clocked in and out for may not be recorded and therefore paid correctly.

What activities are “working time” and should be paid for as work?

During your employment, you may undertake a number of activities as well as doing your
normal work. You should be paid for all of the following activities:

• All induction periods;

• All training (including online training);
• Travel undertaken for work purposes during the working day (including travel to a hotel
or other location at the start or at the end of the day, if it is not your normal place of
work);
• Reasonable time spent changing in and out of special work clothes (such as chef’s
whites or other uniform) at the start and end of the day.

The following activities are not working time, and will not usually be paid for as working time.

• Travelling to and from your normal place of work;

8
 • Time spent on Company premises as a matter of your own choice before or after your
shift; and
• Lunch breaks or other breaks to which you are entitled under your contract.

If you are unsure whether any activity should be treated as working time, please consult with
your Line Manager.

What we count as “pay” when we calculate NMW and NLW

You may receive a range of cash and non-cash benefits. Not all of them count towards
minimum wage. The following payments and benefits do not count, and you should be paid
NMW in addition to these payments and benefits:

• Advances of wages including travel loans;

• Pension payments;
• Overtime premiums;
• Tips or gratuities;
• Free meals or refreshments;
• Any benefit in kind other than free accommodation; and
• Any workwear provided to you.

Occasionally, if you have relocated at our request may be provided with free or subsidised
accommodation while you find new permanent accommodation, and the value of that benefit
may be taken into account in calculating NMW. If you are provided with such accommodation,
you will be advised beforehand if it is to be taken into account in relation to calculating your
salary.

Deductions from salary

We will not usually make any deductions from your salary. If you wish to purchase goods or
services, payment should be made by you rather than being deducted from your wages.

In particular, deductions will not be made in relation to:

• Any subsidised parking, travel costs or accommodation;

• The costs of any workwear or uniform; and
• Loss or damage caused by a team member.

However, deductions may be made in certain, very limited, circumstances. These include and
relation to:

• Pension payments by the Team Member;

• To correct an accidental overpayment of wages in agreement with the team member;
• In relation to an Attachment of Earnings Order made by the Courts; and
• In relation to tax and national insurance.

In relation to any subsidised travel or other services, repayment of any advance in wages, it
is our policy that these should be paid by you, by direct payment, and not by deduction in
wages.

Any deductions from salary will be discussed and agreed with you and confirmed in writing
prior to being made.

9
More information about how we calculate NMW and NLW

The National Minimum Wage Act requires that workers should receive NMW or NLW in every
pay reference period they work. At Radisson Hotel Group, the relevant pay reference period
for monthly pay, is one month.

Calculating NMW and NLW for different team members

Depending upon your normal working pattern, under your contract of employment, a slightly
different approach should be adopted in checking whether NMW or NLW has been paid. In
relation to Team Members when calculating NMW and NLW this must be paid in regard to
hours worked.

Staff contracts – Fixed hours

If you have fixed contractual hours each week you are deemed to be carrying out “salaried
work”, because the number of hours you will work in each year can be determined at the
beginning of that year. This means that under the relevant regulations, when calculating NMW
we take an average of payments made over the course of the year. Particular care should be
taken in relation to overtime, as this must be paid for in line with the accrued payroll cut off. If
it is accepted that lieu time will be provided in compensation of additional hours worked in
accordance with the Lieu Time Policy.

Staff contracts – Zero hours

If you work fluctuating numbers of hours each month, depending upon the rota applicable to
you, you will be considered to be carrying out “time work”, because it is not possible at the
beginning of the year to ascertain the number of hours that you will work overall.

You will receive NMW or NLW in every month, and no average is permissible. It is your
responsibility to make sure that the payslip received at the end of the month accurately records
the number of hours worked during the period between salary cut off dates. The salary
received for the work carried out between the cut off dates, when divided by the number of
hours worked must meet or exceed NMW or NLW.

2.7 TERMINATION AND RESIGNATION

Notice periods for the Company and yourself are detailed in your contract of employment. All
persons leaving the Company will have the opportunity to complete an online exit interview
process via Workday or give feedback regarding their employment. You will be required to
return all Hotel property at a mutually convenient time. You will be responsible for the
repayment of any outstanding monies owed.

The Company may, in its sole and absolute discretion, terminate your employment at any time
and with immediate effect by paying a sum in lieu of notice equal to your basic salary (as at
the date of termination), which you would have been entitled to receive under your contract of
employment during the notice period referred to above (or if notice has already been given,
during the remainder of the notice period). This payment would be subject to the normal
statutory deductions.

Please note you are not allowed to re-enter the Company or surrounding premises following
the end of your employment without the permission of the General Manager other than to
return Company property.

10
2.8 MEDICALS

You are required to complete a health questionnaire on commencement of employment and

may be required to undergo a medical examination at the Company’s expense.

You hereby agree that any report produced in connection with such examination may be
disclosed to the Company and that we may discuss the contents of the report with a medical
expert.

2.9 HOLIDAY ENTITLEMENT & BANK HOLIDAYS

Please note the rules in relation to holidays differ dependant on your contract of employment
so please do refer to your contract of employment for confirmation of your individual holiday
entitlement.

Our holiday year runs from 01 January – 31 December

Team Members on a Staff contract

All Team Members on a Staff or Zero Hour contract are entitled to 28 days' holiday during
each holiday year, pro-rated according to the number of days worked per week rounded up
the nearest half day.

To reward your loyalty to the Company, Team Members’ holiday entitlement will be increased
by one day each year up to 5 years’ service at which point you will be entitled to a maximum
33 days annual leave. The additional holiday days will be added to your entitlement on the 01
January following the completion of each full and complete years’ service.

With the exception of 25 December, 26 December and 01 January (“the Christmas Days”),
the rules regarding which are detailed below, you will be required to work on all bank/public
holidays where they fall on a day you were due to work. This includes any substitute bank
holidays which are declared in place of one of the Christmas Days where one of the Christmas
Days falls on a weekend.

In addition, you may from time to time be required to work on certain bank/public holidays on
which you were not otherwise due to work.

With the exception of the Christmas Days, when you are required to work on a bank/public
holiday (whether or not this would otherwise have been a day on which you would normally
work) you will be paid your normal rate. Should you wish to take a bank holiday off as leave,
you must make a holiday request in line with the usual rules and procedures and the day will
be deducted from your holiday entitlement.

All Team Members on a Staff or Zero Hour Contract are required to reserve 3 days holiday
entitlement and required to use these on 25 December, 26 December and 01 January ("the
Christmas Days"). However, from time to time, you may instead be asked to work on the
Christmas Days, at our discretion and based on operational needs.

If you are so required, you will be entitled to double time for each of the Christmas Days on
which you were required to work. If you are required to work on the Christmas Days, we will
inform you of this fact as soon as possible and you will be required to take the holidays which
you had reserved for the Christmas Days before the end of the holiday year and must book
them in accordance with the holiday rules set out below.

11
We also offer Team Members the opportunity to request up to 5 days unpaid holiday within a
calendar year. This is always subject to business needs and Line Manager approval and is
not guaranteed. If the team members wishes to avail of this benefit, they must request the
unpaid leave through the appropriate holiday booking system.

You are required to take your holidays within any given holiday year and you will not be entitled
to payment for any unused holidays. Please note that you are responsible for ensuring that
you book and take all of your holiday entitlement each year in accordance with the rules and
procedures set out below.

Holidays must be booked, using the appropriate holiday booking system, a minimum of 14
days prior to being taken and must be authorised by your Line Manager. Failure to comply
with the holiday booking procedure will mean that holidays may not be authorised. You should
not book any travel arrangements before your holiday has been authorised. Taking any holiday
which has not been authorised may result in disciplinary action.

If you are unable to return on your expected date of return following a holiday, then you will
be treated as being on unauthorised leave until the date upon which you actually return to
work and disciplinary procedures may be followed.

In such circumstances, you will be required to contact your immediate Line Manager to notify
them of the delay, it is your responsibility to keep them regularly updated to keep them
informed of any progress and estimated date of return.

If you leave the Company, payment in lieu of outstanding holidays already accrued will be due.
All holidays paid upon leaving are based on the entitlement under the above terms. If you
leave the Company having taken more holiday than accrued by your leaving date, you will
owe the Company payment for unearned holiday taken and we reserve the right to reclaim
from you such sums as are necessary by deduction from your salary.

The Company reserves the right to require you to take any unused accrued holiday during
your notice period.

If your employment starts or finishes part way through the holiday year, your holiday
entitlement during that year shall be calculated on a pro-rata basis, rounded up to the closest
half day.

If you observe alternative religious holidays, not those detailed above as bank holidays, please
discuss this with your Line Manager as you will be expected to take any additional time off that
you require from your annual holiday entitlement. Any decisions will be made without reference
to the nature or reason for your request.

Team Members on a Managers contract

Your entitlement, unless specified otherwise, is the same as detailed above (pro rata for those
working less than 5 days per week), with the exception of the double time payment for
Christmas Days, which is not applicable under this contract.

12
2.10 ABSENCE MANAGEMENT

We understand there are genuine reasons why it is not always possible for you to attend work.
Please ensure you follow the procedures for reporting all types of absence.

Persistent absence or any failure to follow the proper notification procedure may result in
disciplinary procedures.

Reporting Sickness & Absence

If, for whatever reason you are unable to attend work, you must, on the first day of absence,
inform your Line Manager (or General Manager if your Line Manager is not available) a
minimum of 2 hours before the start of your shift.

Please note that leaving a message for your Line Manager with another Team Member is not
acceptable. You must telephone in person, except in exceptional circumstances. It is also not
permitted to contact your Line Manager by text or email to report absence.

When calling, please give the following information:

• Your name and department
• Why you are absent
• The first day of your illness
• How long you expect to be absent

Failure to comply with the correct reporting procedures for absence may result in disciplinary
action being taken.

Long Periods of Absence

In the case of prolonged absence, you must agree reasonable contact with the Company. We
believe this is essential to enable us to provide support and to pave the way for a successful
return to work. In conjunction with regular telephone contact, we may also request to visit you
at your home or other mutually convenient location.

Medical and Dental appointments

Medical and dental appointments must be taken outside your working hours as far as is
reasonably possible. Where possible your Line Manager will try to rearrange hours to allow
you to make appointments that unavoidably fall during your working hours.

Where it is not possible for your hours to be arranged this time will normally be unpaid. Please
discuss this with your Line Manager.

The above terms do not apply to ante-natal appointments which are covered under the
‘Maternity and Paternity policy.’

Medical and Occupational Health Reports

At any time during your employment medical information concerning your health may be
required in addition to the information already held on file.

In such cases, you may be asked to provide written consent for the Company to obtain further
information from your doctor. By providing consent you are agreeing that any report produced

13
in connection with such examination may be disclosed to the Company and that we may
discuss the contents of the report with a medical expert.

You are also required, if requested, to make yourself available for examination by the
Company’s appointed Occupational Health provider. You will be requested to give
authorisation for the report to be disclosed.

We would like to make you aware that refusing disclosure of the report contents to us may
mean we are less likely to be able to implement reasonable adjustments and this may have
adverse consequences for the management of your case.

2.11 SICK PAY

Statutory Sick Pay

Provided you have followed the correct absence reporting procedures the Company will pay
Statutory Sick Pay (SSP) if you are eligible up to the maximum permissible under the SSP
rules and regulations.

The amount paid is subject to the normal statutory deductions. Your qualifying days for SSP
are those you normally work or a day where you have been designated to work via a rota.
There is no SSP entitlement for the first 3 days of sickness. If you are not entitled to SSP for
any period you will need to make a claim for Employment & Support Allowance or other
appropriate benefit to Department of Work & Pensions.

If the incapacity is, or appears to be, caused by negligence, nuisance or breach of any
statutory duty on the part of a third party in respect of which damages are or may be
recoverable, you must immediately notify your Line Manager of any claim, compromise,
settlement or judgment made or awarded in connection with it.

You must, if required by the Company, refund to the Company that part of any damages or
compensation recovered by you relating to the loss of earnings for the period of the incapacity.

You will not have to refund any more than the total amount paid to you by the Company in
respect of the period of incapacity.

The Company may terminate your contract by giving you your contractual notice as set out in
your contract of employment.

Your entitlement is limited to statutory sick pay only.

Fit to Work discussions and Fit Notes

On your return to work following a period of absence, you will have a fit to work discussion
with a supervisor or Manager.

Self-Certification
If you have been absent due to illness for 7 days or less, you will also be asked to complete a
self-certification form as part of your fit to work discussion.
If it is considered that you make excessive use of self-certification, you may be required to
provide a Fit Note for all periods of absence. If you are charged for this by your Doctor, you
will be reimbursed via the Company’s expense claim procedure.

14
Fit Notes

If you are absent for more than 7 days, you will be required to supply a Fit Note from your
doctor. A Fit Note can detail (1) that you are not fit for work or (2) that you may be fit for work.
Fit Notes will need to be supplied for the entire period of your absence excluding the first 7
days.

Persistent absence may result in disciplinary action; each absence will be treated on an
individual basis, and any adjustments required will be discussed with you confidentially in a
formal meeting with your Line Manager

2.12 COMPANY PENSION SCHEMES

The Company has two Company Pension Schemes available. Details of these can be found
in your offer of employment, contract of employment and on-boarding documentation.

We provide access to a Group Personal Pension Plan (GPPP) with Scottish Widows as the
provider. The GPPP is open to you once you have completed 3 months service. You must
express an interest to join the GPPP within the first 3 months of employment. Failure to do so
may result in your being automatically enrolled into the Company Workplace Pension scheme
with B&CE.

Team Members will be admitted to the GPPP or such other registered pension scheme as
may be set up by the Company to replace the GPPP subject to them meeting the eligibility
criteria, subject to the rules of the GPPP as amended from time to time and subject to their
making a formal written request directly to the pension provider to join and completing the
appropriate documentation. No Team Member will be automatically enrolled in the GPPP.
Entry into the GPPP cannot be backdated.

Contributions to the Scottish Widows GPPP will be assessed if salaries are reviewed and will
be based upon basic salary at that date. Contributions to the Workplace People’s Pension
with B&CE will also be assessed if salaries are reviewed and will be based upon qualifying
earnings.

Provided you meet the GPPP eligibility criteria and make a maximum contribution each month
of 5% of your basic salary, your Employer will make a contribution each month of not less than
5% of your basic salary. Should you wish to contribute more than 5% into the GPPP, you can
do so up to the lower of 100% of your salary and the annual allowance set by HM Revenue &
Customs. Contributions are payable monthly. Subject to the rules of the GPPP, you may also
terminate contributions at any time, but if you reduce so then your Employer Contributions
also cease or reduce by the equivalent amount.

If you do not join the GPPP and provided you meet the eligibility criteria you may be
automatically enrolled into the Company Workplace Pension with B&CE.

The Company’s contributions to the Scheme shall be payable in equal monthly instalments in
arrears, and shall be subject to the rules of the Scheme and the tax reliefs and exemptions
available from HM Revenue & Customs, as amended from time to time. Group Personal
Pension Schemes do not permit a refund of contributions.

Full details of both the pension schemes are available in your on-boarding documentation.

15
2.13 LIFE ASSURANCE

All permanent UK Team Members are entitled to participate in the Company’s life assurance
scheme. Further details can be sourced by contacting Davidson Asset Management by email
on [email protected]

Any benefit due will be paid to your dependents and you must ensure you have completed an
expression of wish form which forms part of your on-boarding paperwork. Should you wish to
amend this, please speak with your Line Manager.

If the insurance provider refuses for any reason to provide you with the life assurance cover
or provide your dependents with the benefit of the life assurance, the Company is not obliged
to provide any replacement benefit.
The Company in its sole and absolute discretion reserves the right to discontinue, vary or
amend its life assurance scheme (including the level of the cover) at any time on reasonable
notice to you.

2.13 “ANTI-BRIBARY POLICY”

The anti-bribery policy applies to all individuals working at all levels whether working for the
Company or for any Company within the Radisson Hotel Group (hereinafter “Radisson”),
including senior managers, officers, directors, Team Members (whether permanent, fixed-term
or temporary), consultants, contractors, trainees, seconded staff, homeworkers, casual
workers and agency staff, volunteers, interns, agents, sponsors, or any other person
associated with Radisson, or any of Radisson’s subsidiaries or their employees, wherever
located (each referred to as “Workers” in this policy).

You must ensure that you read, understand and comply with this policy.

Radisson is fully committed to carry out business fairly, honestly and openly. This commitment
includes a zero-tolerance approach to bribery.

It is not possible for you (or someone on your behalf) to:

• give, promise to give, or offer, a payment, gift or hospitality with the expectation or
hope that a business advantage will be received, or to reward a business advantage
already given;
• give, promise to give, or offer, a payment, gift or hospitality to a government official,
agent or representative to “facilitate” or expedite a routine procedure;
• accept payment from a third party that you know or suspect is offered with the
expectation that it will obtain a business advantage for them;
• accept a gift or hospitality from a third party if you know or suspect that it is offered or
provided with an expectation that a business advantage will be provided by Radisson
in return;
• threaten or retaliate against another Worker who has refused to commit a bribery
offence or who has raised concerns under this policy; or
• engage in any activity that might lead to a breach of this policy.
The prevention, detection and reporting of bribery and other forms of corruption are the
responsibility of all those working for Radisson or under Radisson’s control. All Workers are
required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify your Line Manager as soon as possible if you believe or suspect that a conflict
with Radisson’s anti-bribery policies has occurred, or may occur in the future. You can always

16
report any concerns you have in accordance with our whistle blowing guidance set out in this
Team Member Handbook.

17
Part 3 - POLICIES AND PROCEDURES

3.1 DISCIPLINARY & APPEALS

This policy exists to help and encourage all Team Members to achieve and maintain standards
of conduct and job performance. Our aim is to ensure all Team Members are treated in a fair
and consistent manner.

Unacceptable conduct/capability/absence may result in disciplinary procedures being invoked.

Disciplinaries are designed to ensure you understand what is acceptable and to ensure that
unacceptable behaviour does not reoccur. It also encourages you to achieve and maintain
appropriate standards of conduct and job performance and encourage improvement where
necessary.

Managers will make every effort to resolve minor misconduct or performance problems
through informal counselling during their normal course of work. Should this fail to bring the
desired improvement or where the misconduct or performance is deemed serious the formal
disciplinary procedure may be invoked.

Formal Disciplinary procedure

Performance/Capability:

When a Team members poor performance relates to their inability to perform aspects of their
role, these are problems that relate to an employee’s skill. Medical Capability is when a Team
Member has a physical or mental impairment which impacts on their ability to fulfil their role
and contract.

Misconduct:

Where Team Members do not follow company or legislative procedures or who act in other
unacceptable ways. Conduct issues may be deemed to be so serious that they may result in
summary dismissal (Gross Misconduct). A People Manager should make the distinction
between whether the problem with the Team Member is as a result of a performance/capability
or conduct issue and discuss this with the Area HR Team.

Medical Capability could potentially result in dismissal from the Company with notice without
any live warnings on file depending on the circumstances.

When dealing with poor conduct, the disciplinary sanction may be invoked at any stage
depending on how serious the issue is.

Disciplinary Investigation

An investigation needs to be carried out to gather the facts. This process involves investigation
meetings with the Team Member in question, and any witnesses or relevant parties in relation
to the issue as well as reviewing relevant documentation or records (such as CCTV).

No notice is required for an investigation meeting and there is no requirement for a formal
invite however depending on the circumstance this may be deemed appropriate.

18
Once the investigation is complete, the investigating Manager needs to decide whether they
consider there is a case to be answered. If it is decided the evidence does (on the balance of
probability) support the need for disciplinary action, a Disciplinary meeting will be arranged.

It is important that if a disciplinary meeting is arranged that a manager of the same level or
above than the investigating Manager conducts the disciplinary meeting.

Suspension

In certain circumstances, a Team Member may be suspended on full pay, pending an

investigation. It is important to remember that suspension is not a disciplinary sanction and
does not prejudice the outcome of any subsequent disciplinary investigation and meeting.

Any Team Member who is suspended must make themselves available to be contacted and/or
to return to work during this time as per rota and terms and conditions of employment and,
unless specifically authorised to do so by a Senior Manager of appropriate authority, must not
contact any Team Member other than the Line Manager who notified you of the suspension
or the chosen representative.

Disciplinary Action

The various stages of disciplinary action are set out below. Disciplinary action will vary
depending on the nature of the case. If the misconduct or poor performance is minor or the
first occurrence, where appropriate, your Line Manager shall discuss the issue on an informal
basis with you as an alternative to invoking the formal disciplinary process.

Such discussion should include an explanation by the Manager of the issues and the Manager
should inform the Team Member where remedial action or improvement is required. However,
in some cases, such as cases of gross misconduct or other serious misconduct, such
preliminary informal discussion will not be appropriate and it may be appropriate for the formal
disciplinary procedure to be invoked at one of the stages listed below.

Informal discussion – Note to file

Stage 1 – Verbal warning
Stage 2 – 1st written warning
Stage 3 – Final written warning
Stage 4 – Dismissal/Summary dismissal

The Company reserves the right wherever appropriate to enter into the disciplinary procedure
at any stage depending on the circumstances of the case. For example, in cases of serious
misconduct, the Company may choose to issue a final written warning or dismiss even where
no prior warning has been issued.

Copies of warnings will be kept on your personal file as long as it is deemed reasonably
appropriate and will remain active for a set duration of 12 months for written warnings (first
and/or final) and 6 months for verbal warnings (“the Active Duration”) depending on the
warning type.

Except for acts of Gross Misconduct, the following stages of disciplinary action will normally
be adopted. However disciplinary action may be implemented at any stage if your alleged
misconduct warrants such action.

19
Stage 1 - Formal Verbal Warning

If, despite informal discussions, conduct or performance does not meet acceptable standards
or if conduct is deemed serious enough, the Team member will normally be issued a formal
verbal warning. The Team member will be advised of the reason for the warning, that it is the
first stage of the disciplinary and of their right to appeal. The Manager will confirm the verbal
warning in writing and a copy retained on the Team Members Workday profile. The warning
will be confirmed in writing and is live for 6 months
Stage 2 –Written Warning

If there is no improvement in the Team members standards of performance or if a further

breach of misconduct occurs, or if one act of misconduct is deemed serious enough, a written
warning will be issued to the Team member and a copy retained on the Team Members
Workday profile. The warning will be confirmed in writing and is live for 12 months.

Stage 3 – Final Written Warning

If there is still a failure to improve standards of performance or there are further act(s) of
misconduct or if one act of misconduct is deemed serious enough, then a final written warning
will be given to the Team member and a copy retained on the Team Members Workday profile.
The warning is live for 12 months and will advise that dismissal may the next step if there is
no improvement or if there is repeated misconduct and will advise of their right to appeal.

Stage 4 – Dismissal

If performance is still unsatisfactory or further misconduct occurs of the same or a different

nature or the company believes that the Team Member has committed gross misconduct, the
Team member may be dismissed. The Team member will be with a letter confirming the
reasons for dismissal, the date on which their employment will terminate, any payments to
which they may be entitled and their right of appeal. It may be appropriate that the Team
Members notice is paid in lieu depending on the circumstances for dismissal and this should
be discussed with the Area HR Team and authorisation sought from the General Manager to
make the payment in lieu.

Summary Dismissal for Gross Misconduct

Summary dismissal (i.e., dismissal without notice, or payment in lieu of notice) may be applied
in cases of Gross Misconduct. Summary dismissal allows the Company, when dealing with
very serious circumstances, to dismiss you with immediate effect without resorting to the
disciplinary action stages 1 to 3.

If dismissal with notice occurs, a written statement of the reason for dismissal will be sent out
within 7 days of the dismissal decision. You will either be paid in lieu your notice or be expected
to work this.

Levels of Authority

Verbal Warnings may be given by your immediate Supervisor. First and Final Written
Warnings may be given by a manager, or by their designated deputies. Dismissal may only
be carried out by a Senior Manager, a General Manager or person appointed by the
management of the Company.

20
Appeals against Disciplinary Action

If you feel you have been unfairly disciplined or dismissed you have the right to appeal. The
appeal process will involve a comprehensive review of the case. It will:
- Deal with an appeal impartially and wherever possible the Company will appoint a Line
Manager to represent the Company who was not previously involved in the case.
- Establish whether the Company’s disciplinary procedures were followed.
- Where applicable, check that a full investigation was carried out which attempted to
substantiate the allegations and which dealt fully with your explanations.
- Assess the fairness and reasonableness of the disciplinary action in terms of the
Company policy.
- Determine whether the disciplining Manager’s actions and decisions were fair and
reasonable given the circumstances and facts available at the time.
- The Manager chairing the appeal has the right to uphold, reduce or overturn the
original decision.
- Afterwards, the decision of the Manager chairing the appeal will be given in writing,
normally within 7 days unless, in the interest of full and fair consideration, a longer
period is required.

Your appeal should be in writing within 7 days and should set out clearly the grounds for the
appeal.

Examples of Misconduct

The following is a non-exhaustive list of examples of offences that amount to misconduct

falling short of Gross Misconduct:

- Minor disruptive behaviour

- Absence from work without good reason or without adequate explanation
- Bad time keeping
- Inappropriate standards of dress
- Time wasting
- Unintentional minor damage to our property
- Minor breach of our rules or procedures
- Minor refusal to carry out a reasonable instruction
- Contravention of minor safety regulations

Examples of Gross Misconduct – this list is not exhaustive

- Serious disruptive behaviour outside or inside working hours, including but not limited
to where you are representing the company, which may bring the Company’s name
into disrepute. This includes Company events.
- Theft from the Company, its Team Members, agents or guests
- Misappropriation of, destruction of, or wilful damage to property of the Company,
colleagues or guests
- Forgery, falsification of records, this will include records provided by a third party that
have been falsified by you
- Disclosing confidential Company/personal information to anyone, at any time, except
in the proper course of your duties.
- Negligence or serious failure to record or account for money, keys, stock, equipment
or other property or articles which have been entrusted to you
- Receiving or accepting a gift or benefits from a supplier, customer, or Team Member
which could be constructed as a bribe or corrupt reward

21
 - Fighting, threatening behaviour or striking or physically harming another person on or
near the Company Property
- Rudeness or serious inappropriate behaviour to guests
- Consumption of alcohol prior to work or during your shift/rest break or the misuse of
drugs or solvents or any other substances on the Company premises or being under
the influence of alcohol or other illegal substances or solvents during working hours
- Smoking in a non-designated area
- Sleeping at any time during working hours
- Sexual misconduct on the premises, including acts of sexual harassment
- Any breach of the Licensing and Excise Laws
- A breach of the Company’s Equality, Diversity and Inclusion policy
- Actions constituting a criminal offence at or away from work, which impinge on your
duties within the Company and/or affects your suitability to perform your role and/or
affects your relationship with your employer. (NB the Company reserves the right to
take any action it feels necessary in accordance with its rights and duties under
criminal law)
- Flagrant disregard for safety/hygiene precautions or procedures likely to endanger any
person
- Breach of the Company’s computer and internet usage rules
- Serious breach of the Company’s social media policy

Using Mediation

An independent third party or mediator can sometimes help resolve disciplinary or grievance
issues. Mediation is a voluntary process, where the mediator helps two or more people in
dispute to attempt to reach an agreement. Any agreement as a result of the mediation will be
made between the parties in dispute, not by the mediator. The mediator assists in seeking to
resolve the problem but not the outcome.

It will be at the Company’s absolute discretion as to whether a mediator is appointed, you may
suggest mediation if they think there are specific circumstances where it may be appropriate,
giving reasons why. Where you make such a suggestion, the Company will consider it but has
no obligation to appoint or use a mediator.

If the Company decides to appoint a mediator, they will normally be appointed from within the
organisation; however, consideration will be given to a third-party mediator where appropriate.
Where a mediator is considered, both parties will mutually agree the extent of the mediator’s
involvement prior to his or her formal appointment.

General Disciplinary Principles

1. No disciplinary action will be taken against you until the case has been fully
investigated and discussed with you and your Line Manager
2. The procedure will be will be fair, carried out without unreasonable delay, be effective
and consistently applied.
3. At every stage of the procedure, you will be advised of the nature of the complaint
against you and will be given the opportunity to state your case before any decision is
made.
4. If there is a disciplinary case to answer, you will be notified, in writing, of the case you
are required to answer (such notification will contain sufficient information about the
alleged misconduct or poor performance and its possible consequences, to enable you
to properly prepare an answer to the allegations at the disciplinary meeting), and of
the date, time and venue of the disciplinary meeting. You must make every effort to
attend the meeting. The written notification will also attach copies of any relevant

22
 documentary evidence such as witness statements which will be considered during
the disciplinary and in the decision-making process.
5. If requested to attend a disciplinary or appeal meeting you will be advised of your
statutory right to be accompanied by a work colleague or certified Trade Union official.
Your chosen companion is allowed to address the hearing, sum up your case and
respond on your behalf to any views expressed at the meeting and confer with you
during the meeting. The companion however, does not have the right to answer
questions on your behalf, address the hearing if you do not wish, or prevent the
Company from explaining its case. You must make a reasonable request to the
Company to be accompanied. You should inform the Company before the disciplinary
meeting who you have chosen as a companion. Informal discussions, counselling
sessions or investigatory meetings do not attract the right to be accompanied.
6. During any disciplinary or appeal meeting, the Manager conducting the meeting will
explain the complaint or allegation against you and explain the evidence which has
been gathered at the investigatory stage (where applicable). At the meeting, you will
have reasonable opportunity to set out your case, ask questions and present evidence.
At the conclusion of each stage, the decision as to the outcome of the procedure will
be communicated to you in writing even if this is that no action will be taken. If a
decision is taken to dismiss you, you will be informed of the reasons for the dismissal
and the date on which your employment contract will end. Written records will be kept
for an appropriate period of time.
7. The disciplinary process and Company rules are intended to be, and must be, applied
in a non-discriminatory manner.
8. The Company will where possible, ensure that matters are dealt with without
unreasonable delay.
9. You must make every effort to attend the meeting and advise the Company if you or
your companion cannot make the proposed date and time and agree an alternative.
If you are persistently unable or unwilling to attend a disciplinary without good cause
the Company will make a decision on the evidence available in your absence.
10. The Company will allow for information to be kept confidential
11. Information stored will comply with the Data Protection Act 2018 and the General Data
Protection Regulation
12. You must keep disciplinary matters confidential and not discuss them with other
members of staff or workers of the Company.

3.2 GRIEVANCE

A grievance is a source of dissatisfaction to a Team Member in connection with their

employment.
The Company seeks to ensure that grievances are resolved without unreasonable delay. The
aim of the procedure is to settle the grievance fairly.
The grievance should normally be discussed first between the you and your immediate Line
Manager. We hope that the majority of concerns can be resolved at this stage. If this is
impractical or the grievance is not resolved to your satisfaction, this can then be referred to a
Senior Manager.

General principles

The following principles apply (so far as applicable) to the grievance procedures set out below:
• Each step and action under the procedures, whether taken by you or the Company, must
be taken without unreasonable delay.
• Please advise your manager the nature of your grievance, unless your Line Manager is
the subject of the grievance.

23
• Attempt to resolve the grievance informally; if this is not possible you should raise the
matter formally without unreasonable delay.
• Written Statement: this should be done in writing and should set out the nature of the
grievance.
• Arrange meeting: The Company will acknowledge your grievance and arrange a formal
meeting to discuss the grievance, whereby you should explain the grievance and make
suggestions as to how it could be resolved. Consideration will be given to adjourning the
meeting for any investigation that may be necessary.
• The time and location of meetings must be reasonable for both you and the Company to
attend and you must make every effort to attend.
• You will be given the opportunity to be accompanied at a grievance meeting by a work
colleague or a trade union representative.
• The companion is permitted to address the meeting, to sum up your case, respond on
behalf of you to any views expressed at the meeting and confer with you during the
meeting. The companion does not however, have the right to answer questions on your
behalf, address the meeting if you do not wish it or prevent the Company from explaining
their case.
• Deciding on appropriate action – following the meeting, a decision on what action, if any,
to take will be made. Decisions will be communicated to you, in writing, without
unreasonable delay and, where appropriate, should set out what action the Company
intends to take to resolve the grievance.
• Appeal: If you feel that your grievance has not been satisfactorily resolved, you should
appeal without unreasonable delay in writing, informing the Company of the grounds for
the appeal. This should normally be done within 7 days of receiving the outcome.
• Appeals will be heard without unreasonable delay and you will be notified in advance of
the time and place.
• The appeal will be dealt with impartially and when possible, by a manager who has not
been previously involved in the case.
• You will have the statutory right to be accompanied at an appeal meeting.
• The outcome of the appeal will be communicated to you in writing without unreasonable
delay.
• If you raise a grievance during a disciplinary process, consideration will be given to
temporarily suspending the process in order to deal with the grievance. Where the
grievance and disciplinary case are related, it is likely that the Company will deal with both
issues concurrently.

3.3 PARENTAL RIGHTS

Please refer to the full Maternity & Paternity policy available on request from your manager,
for information regarding Maternity Leave & Pay, Paternity Leave & Pay. Please see the
Adoption policy for information on child adoption. For information regarding Parental Leave
please see the Special Leave policy.
3.4 OTHER TYPES OF ABSENCE (Special leave)

You have the right to a reasonable amount of unpaid time off to deal with an emergency
involving a dependant. The right is to reasonable time off, to deal with the emergency or
immediate problems and put any other care arrangements in place.
For extended periods of absence, i.e., over 1-2 days, please discuss this with your Line
Manager as you may be able to take holiday leave, parental leave or other unpaid leave as
appropriate.

24
Bereavement Leave
If a close family member or dependant dies, you may request a period of up to one week’s
bereavement leave, of which 3 days will be paid and 2 days will be unpaid. If you have any
requirements relating to religious beliefs or the location of the funeral which may lead to you
requiring additional leave, please raise this with your Line Manager and this will be considered
on a case-by-case basis.

Jury Service

As soon as you are informed that you are required to complete jury service, or act as a witness
in court, please inform your Line Manager.

You must tell them how long you expect to be detained on service; you must also keep your
manager informed if you know you will need additional time off if the case continues beyond
the expected period of time. Employers do not pay you during jury service. You will need to
claim for expenses and loss of earnings from the clerk of the court. Proof of jury service must
be given to your Line Manager.

You are not permitted to volunteer to extend the period of jury service beyond the required
minimum or to volunteer for jury service where it is not compulsory.

Unpaid leave

Situations may arise when it is necessary to take leave for an extended period of time e.g., to
care for a dependant. To cover such situations, Team Members may be granted leave without
pay.

Requests for leave of this nature must be applied for in writing on an individual basis and may
or may not be granted, depending on the circumstances. Please inform your Line Manager of
the reason for your request.

Religious Holidays

The Company recognises that your religious beliefs may mean that you need to take time off
at certain times to observe religious holidays. These holidays must be taken using your holiday
entitlement referred to above and must be authorised by your Line Manager in the same way
as any other holiday request.

Lateness

If you arrive late to work, you must report to your Line Manager. You should telephone before
your arrival to let your Line Manager know you are going to be late.

This call should be made to your manager and, in line with the process for reporting absence,
it is not acceptable to report lateness by email or text. You may be unpaid for the time or
requested to make up the hours elsewhere in the working week. Persistent lateness is a
disciplinary offence.

3.5 EQUALITY, DIVERSITY AND INCLUSION POLICY

We are committed to supporting, developing and promoting equality and diversity across the
Company. The company aims to establish an inclusive culture free from discrimination based
upon the Code of Business Ethics and recognises the right of every person to be treated in
accordance with these.

25
The Company policy applies to all Team Members working within the organisation and extends
to non-permanent workers such as contractors, agency and any other workers. This policy in
addition covers the behaviour of Team Members outside of working hours which may impact
upon work or working relationships including work events and social media. The Company
has a zero-tolerance approach to allegations of bullying, harassment and any form of
discrimination.

The aim of the policy is to promote a positive working environment in which people are treated
fairly and with respect. To also ensure that allegations of bullying, harassment or victimisation
are addressed using the appropriate process.

Everyone has a personal responsibility for their own behaviour and for ensuring that their
conduct is in accordance with the principles set out within this policy. In addition to this each
person has a responsibility to report instances of bullying or harassment which they witness
or comes to their attention.

THE EQUALITY ACT 2010 (UK) EMPLOYMENT EQUALITY ACT 1998-2011 (IRELAND)

The above Acts protect individuals who are deemed to fall under one the protected
characteristics as detailed below;
• Age
• Disability
• Marriage and civil partnership
• Pregnancy
• Race
• Religion or belief
• Sex
• Sexual orientation
• Membership of the traveller community (Ireland only)
• Gender reassignment (UK)

Under the above acts, harassment is unwanted conduct which is related to one of the above
protected characteristics and is deemed as unlawful.

3.6 BULLYING, HARASSMENT AND VICTIMISATION

Bullying can be defined as offensive, intimidating or malicious behaviour, which makes the
individual feel undermined or humiliated, this can either be emotionally or physically.
Harassment may include bullying behaviour however it refers to bad treatment relating to a
protected characteristic, it can include behaviour that an individual finds offensive even if it is
not directed at them or if they do not have the relevant protected characteristic themselves.

Victimisation however broadly refers to bad treatment which is directed towards someone who
has made or believed to be involved in a complaint including situations where a complaint
hasn’t yet been made.

Prevention of Harassment

Informal Stage

A recipient of harassment may wish to try to resolve the problem by approaching the individual
concerned to explain that their behaviour is unwelcome, is offensive, makes you feel
uncomfortable and/or is obstructive to the workplace. If you would find it too difficult or
embarrassing to take up the matter yourself, you should contact your Line Manager, or another

26
member of the management team, who can arrange an informal meeting between you and
the individual concerned or raise the matter with the individual on your behalf.

A complaint will be treated as strictly confidential and will not result in any further action without
your permission, unless the Company considers it so serious that action must be taken.

Formal Stage

If you do not feel the informal stage is appropriate or if the outcome of this stage has been
unsatisfactory, you are entitled to bring a formal complaint. This should be made to your
People Manager or alternatively to another senior Manager should your Line Manager be an
unsuitable point of contact.

All complaints will be thoroughly investigated and will generally be completed without
unreasonable delay. You will be informed of the progress of your complaint.

Investigations will be carried out professionally, sensitively and with respect for both the
complainant and the alleged harasser. The importance of confidentiality will be highlighted to
all those concerned. The investigation will focus on the facts and notes will be taken
throughout. Copies of the notes will be made available on request, subject to the Data
Protection Act 2018 and General Data Protection Regulation.

Provision will be made, where possible and appropriate, to ensure that the complainant and
alleged harasser do not have to work together. Should the complaint be established and
upheld by the Company, Company disciplinary procedures will be invoked. Any outcome is
subject to appeal using the Company appeal procedure. If the complainant wishes to transfer
to another outlet on a permanent basis this will be given due consideration, business
permitting. The Company will endeavour to ensure that the complainant is not subject to any
detriment by bringing the matter forward.

Any complaint which is found to be malicious and not made in good faith will be treated very
seriously by the Company and will be subject to the disciplinary procedure.

3.7 WORKING TIME REGULATIONS

Opt out

You may choose to ‘opt-out’ of the 48-hour maximum by signing a personal agreement, which
is included in your contract of employment. You must consult with their Line Manager if you
wish to do this after the commencement of your employment.

Additionally, if you are working a 2nd job, you must inform the Company of any work carried
out to ensure that they are not working in breach of the working time regulations.

Breaks

If you are working 6 hours or more, you are entitled to a 20-minute rest break during this
period, however if you are a young worker i.e., under the age of 18, you are entitled to a break
of 30 minutes after 4.5 hours work. You will not be paid for this break.

The Company will also try to ensure, in line with the relevant legislation, that wherever possible
you receive 90 hours per week uninterrupted rest away from work, either during that week or
as soon as practicable thereafter.

27
A night worker, as defined by their contract of employment will be offered a free health
assessment to ensure fitness to work night shifts. This will be included in on-boarding
documentation for night workers.

3.8 UNIFORM AND GROOMING GUIDELINES

How we dress and present ourselves contributes to the reputation and image of our
organisation. The basics of clean and tidy clothing or uniform and impeccable personal
hygiene apply equally to each and every Team Member.

We rely on your good judgment and commitment to maintaining a professional well-groomed

appearance while at work. Each Team Member is expected to practice good habits of
grooming and hygiene. The following guidelines apply:

Personal Hygiene

• Take a daily shower or bath and use deodorant

• Maintain clean hands and well-manicured, short nails.
• Nail polish, where allowed, should be pale or transparent and well maintained.
• Regularly brush your teeth and ensure fresh breath.
• Change shirt and underclothing daily.
• Scents, if worn, should be discreet.
• Any cuts/wounds should be covered with a blue waterproof dressing, - particularly
important for those dealing with food.
• Wash your hands regularly, particularly after using the toilet, smoking and before
handling any food.
• Adhere to all food safety regulations.

Hair

• Haircuts should be conservative and appropriate in line with professional requirements.

• All hairstyles and colourings should be neat, tidy and conservative and hair should be
brushed regularly.
• If hair is longer than shoulder length it should be tied back or put up in an appropriate
style (hats and hair nets must be worn in food preparation areas).
• Any hair accessories should be unobtrusive and colour coordinated with your uniform.

Jewellery

• Jewellery should be discreet and confined to your watch, wedding ring and/or one other
ring. Food handling team members must comply with current legislative requirements.
• Earrings should be stud type and confined to one in each ear.
• Eyebrow, tongue, nose, multiple ear or other forms of visible body piercing are not
permitted while on duty.
• Tattoos or other forms of body decoration must not be visible

General

• Shirts must be buttoned to the neck and long sleeves must be fastened at the cuff.
• Ties must be knotted correctly and drawn neatly.
• Socks must be of plain design
• Where safety shoes have been issued, they MUST be worn while on duty. In an area
where safety shoes are not provided, shoes must be black, leather effect, closed toe and

28
 have an appropriate style and height (i.e., no stilettos, buckles, Doc Martens, Trainers or
sandals, etc.).
• Shoes must always be polished and in good repair.
• Never chew gum or eat/drink in public areas while on duty.
• Make-up should appear natural.

Uniforms

• Where provided, it is Company policy that you wear your full issued uniform at all times
while on duty.
• The uniform remains the property of the Company at all times and should be returned
when you leave the employment of the company
• Uniforms must not be worn outside working hours or off the premises unless authorised.
• You will be issued with a name badge, Yes, I Can! or service pin, which must be worn at
all times on the left side/lapel of your uniform. If scratched or broken it will be replaced –
if lost there will be a small charge for replacement.
• You should not wear any other lapel badge/pin other than an issued/approved item.
• You have a direct responsibility to ensure that your particular uniform is clean,
presentable and well maintained.
• It may be considered a disciplinary offence if you do not appear in full, clean uniform with
name badge ready to commence your shift at the allotted time.

We reserve the right to request that you improve or change your dress or appearance if we
believe it is in the best interests of the Company.

3.9 WHISTLE BLOWING

We are committed to conducting our business in a responsible way and to ensuring that the
public interest is safeguarded. The purpose of this Policy is to encourage you to raise
legitimate concerns in a responsible way when you believe that there has been some form of
malpractice.

Victimising Team Members who make a disclosure or deterring them from raising a genuine
concern about fraud, corruption, malpractice or unethical conduct will constitute a serious
disciplinary offence.

Abuse of this procedure by maliciously or mischievously raising unfounded allegations, or

otherwise making them in bad faith, either internally or externally, will be regarded as a serious
disciplinary offence.
Any allegation of malpractice shall be treated in the strictest confidence and investigated
immediately. The identity of the individual raising the complaint shall not be disclosed to the
alleged perpetrator of malpractice without that individual’s prior approval, unless this is
incompatible with a fair investigation. You will be informed of the need to disclose your identity
in any event.

Procedure

This procedure applies to the following allegations:

- that a criminal offence has been, is being, or is likely to be committed;
- that a person has failed, is failing, or is likely to fail to comply with any legal obligation
to which they are subject;
- that a miscarriage of justice has occurred, is occurring, or is likely to occur;

29
 - that the health and safety of any individual has been, is being, or is likely to be
endangered;
- that the environment has been, is being, or is likely to be damaged;
- that information tending to show any matter falling within one of the above categories
has been, is being, or is likely to be deliberately concealed.
In the first instance, you should make any allegation covered by this procedure in writing to
your People Manager or such other person as may be appropriate. Alternatively, please refer
to the Code of Ethics Policy which details alternative methods of reporting concerns.

We recognise that disclosures made under this policy may involve highly confidential and
sensitive matters and that you may prefer to make an anonymous disclosure. However, we
regret we cannot guarantee to investigate all anonymous allegations. Proper investigation may
prove impossible if the investigator cannot obtain further information from you, give you
feedback, or ascertain whether your disclosure was made in good faith. It is preferable for
Team Members making disclosures under this policy to reveal their identity and measures can
be taken to preserve confidentiality if appropriate.

Once the investigation is completed, we will inform you, subject to any third-party rights, of the
outcome of the investigation.

If you have any concerns or complaints about the manner in which you feel you are being
treated because you made the disclosure, whether by the alleged perpetrator or by any
colleagues, you should raise this with a member of the senior management team and it may
be dealt with as a disciplinary matter in relation to such individuals.

If you are dissatisfied with the outcome of the investigation or feel unable to report it to your
General Manager in the first instance.

Any disclosures should be made in writing to the Area HR Team at

[email protected], who will ensure the matter is investigated.

3.10 HEALTH & SAFETY

Our responsibilities

Radisson Hotel Group takes its responsibilities under current health and safety legislation very
seriously. In the hotel/office you will find a copy of the up-to-date health & safety policy
displayed on your notice board. Please take time to read this carefully. You will find important
Health & Safety information and updates displayed on the notice boards around the Hotel.

As your Employer, we have a duty to protect your health, safety and welfare and this means
making sure that you and guests are protected from anything that may cause harm. We
complete risk assessments and will give you information about the risks in your area of work,
how you are protected and instruct and train you on how to deal with the risks. This training
will include: general health & safety training, fire training, role specific training and manual
handling training.

We will also consult with you on health and safety issues. This is normally done through the
elected Hotel Employee Representatives.

Your responsibilities

As a Team Member you have a duty to take care of your own health & safety and that of others
who may be affected by your actions. This includes guests and colleagues and means

30
checking that your actions correspond with the training you have been given and all of our
policies, procedures and requirements.

Accidents at Work

If any accident happens to you, during working hours and while on Company premises, you
are covered by the Company’s accident insurance. Please note, this insurance does not cover
theft or damage to your personal belongings.

All accidents, incidents and near misses must be reported under your Employer’s procedures.

Emergency procedures

Finding out how to evacuate from the premises will form part of your induction and regular
training. You must follow these procedures. Everyone should know what to do in an
emergency such as a fire or bomb threat.

Since the procedures in the event of such an emergency will vary depending on your job duties
and / or location, ask your manager any specific questions you might have. Please ensure you
are familiar with all information relevant to emergency procedures.

3.11 SECURITY

Always be alert to security threats in the workplace. Please report anyone acting suspiciously
to your Line Manager. In the case of suspicious parcels, do not touch them, but report them
immediately.

You will be informed of any specific security requirements or changes by your Line Manager.

Theft

We regard any theft as totally unacceptable:

• All misappropriations of articles, goods or valuables belonging to, or in the charge of the
Employer will be regarded as theft
• This applies regardless of position held with the Employer
• All cases of theft will be investigated and disciplinary measures taken in accordance with
the Employer guidelines
• Infringement is likely to result in dismissal or termination of employment
• All cases of theft will be reported to security

CCTV

CCTV filming is used in the Hotels and Offices for the purpose of preventing crime, vandalism
and ensuring a safe workplace.

Right to Search

The Human Rights Act protects an individual’s right to privacy. However, the Company is still
able to carry out searches in order to prevent or detect crime.

Care will be taken to ensure that searches are only conducted when there is a justifiable
reason.

31
We reserve the right to search you by requiring you to produce any items of property on your
person for inspection, or to search any locker or storage facilities provided for you, or any
property belonging to you or brought onto our premises, including bags/rucksacks, or a car
parked on Company premises, at any time either during a random security check or if there
are reasonable grounds to believe that the prohibition on drugs and alcohol is being or has
been infringed or that you have committed a theft of our or another Team Member’s property.
If you refuse to comply with these search procedures, we may treat your refusal as amounting
to Gross Misconduct entitling us to summarily dismiss you.

If you request that a member of the same sex carry out the search, we will comply with that
request wherever possible. We may insist on such witnesses to the search as we consider
necessary.

We reserve the right to inform the police of any suspicion or confirmation, of a theft of our
property by a Team Member.

Removal of Company Property

You should not remove any property from the premises which is not your own without prior
authorisation from your Line Manager.

Lost Property

Frequently, guests of the Hotel misplace or forget personal items. If an item is found it is to be
taken to lost and found in the housekeeping department, or given to your Line Manager.

3.12 EMPLOYEE FORUM

In the true spirit of Our Beliefs, the hotel Employee Forum meets on a regular basis to discuss
matters which affect your working environment, share ideas and improve communication
within the Hotel. The chair of the committee is the General Manager and the Forum consist of
hotel elected representatives from each department. Employee representatives are elected to
the committee annually.

The Employee Forum also considers health and safety matters, the working environment and
safety at work are of great importance for our employees’ well-being, health and performance.
The hotels’ working environment and safety arrangements are designed and managed
according to local laws and regulations.

The company does not recognise trade unions to bargain on your behalf, but you have the
right to belong, or not to belong to a trade union.

3.13 GRATUITIES AND SERVICE CHARGE

It is not permitted to ask directly or indirectly for gratuities nor to state that gratuities and/or
service charge are not included in the accounts presented to guests. Additions to guests’
accounts are not permitted without the specific instruction of the customer.
If a customer requests that a gratuity be added to an account, it is not permitted to imply or
infer that cash would be preferred. If cash is given to you by the customer as a gratuity or a
service charge, this must be handed to your Line Manager immediately. All gratuities (paid by
cash or card) will then be totalled in the usual way and distributed according to the hotel
standard operating procedure. The hotel will make the necessary statutory deductions before
making payment to you through the payroll. Individual departments will have their own system

32
for handling gratuities/service charge, please ensure that you are familiar with the system your
department has in place.

All Team Members are reminded that it is your personal responsibility to ensure any cash tips
are declared and handed to your line manager to comply with the Criminal Finances Act which
came into effect on the 30th September 2017, failure to comply with this policy will result in
disciplinary action being taken.

If offered a drink by a customer you must explain that drinking, or accepting drinks whether
alcoholic or otherwise, whilst on duty is not permitted.

3.14 GUEST FACILITIES

Guest facilities of the Hotel are restricted to the exclusive use of guests. You should use
washrooms and service lifts assigned for your use. You should avoid all guest areas unless it
is relevant to your job to be there. You may not attend functions arranged by guests, or visit
or occupy guest rooms without prior approval from your Line Manager. You should leave
Company premises immediately at the end of your shift.

3.15 ENTRANCE

Please only use the designated Team Member entrance to enter and exit Company premises.

3.16 CAR PARKING

Please refer to your Manager for Team Member parking. Where your Employer has a car park,
Team Members are not permitted to park without prior permission from the General Manager.

3.17 LOCKER ROOMS

Lockers can be assigned to you. Your Line Manager will let you know how to obtain a locker
in your hotel. Locker rooms are provided for your use and convenience. They offer you a place
to clean-up, to change and store clothing. Please keep these facilities clean and always act in
a considerate manner for other users of these facilities. Keep your own locker locked and do
not leave valuables in or around your locker as the Company cannot be responsible for loss
of articles.

Locker room inspections are conducted by the Hotel’s management to ensure the locker
rooms are properly maintained. Hotel property other than your uniform may not be stored in
your locker under any circumstances. Any lockers not issued by the Employer can be emptied
without notice.

3.18 PERSONAL MAIL AND CALLS

Team Members are not allowed to use the Company as a mailing address.

Team Member telephones may be provided for your use. You are not permitted to use
telephones in guest areas. You should ensure you do not receive personal calls at work except
in the case of an emergency.

Personal mobile phones should not be carried while on duty unless there are exceptional
circumstances and you have prior permission from your Line Manager.

33
3.19 ONLINE SOCIAL NETWORKING POLICY

Every day, people talk online about us as a company, about our brands and our hotels. As a
Radisson team member, you are already part of this conversation and an ambassador for our
business, whether in the hotel or in your online community. Throughout this document, we
seek to give guidance to our team members on responsible engagement in online
conversations.

Some will have wondered about where and how our professional lives cross over into our
private activities. For instance, when is it alright to make reference to the fact that you work
for the Radisson Hotel Group, one of our brands or a hotel? We recognise the benefits of
taking part in social networks and online communities and encourage you to get involved. If
you’re using social media, the best advice is to approach the online world in the same way we
do the physical one. Our Code of Business Ethics helps us to put our beliefs into practice at
work and this applies to using social media too.

Many of us are probably already actively engaged on various social media platforms in our
private lives: maintaining a blog, sharing photos with friends, family and colleagues on
Instagram & Pinterest, keeping up with friends on Facebook, Twitter, YouTube, Foursquare,
etc. Some of you might have even been hired for your valuable social media skills and
expertise.

The Radisson Hotel Group encourages social media activities as these can build and defend
our reputation, and that of our brands and hotels. Please keep this in mind when you are
engaging online. We would encourage you to like, share, comment on, tweet or re-tweet any
social media content relating to any of the Company brands or individual hotel pages in a
positive manner.

Outside of this you should not be making any comments with reference to work activities or
team members. If you do engage in social media for personal use, these principles will guide
your participation in social media both personally and professionally.

Below are some guidelines and recommendations that may be useful if you are ever in a
position of speaking online about the Radisson Hotel Group, any of its brands or any if its
affiliated hotel or restaurant operations worldwide or even when using social media for
personal use:

Follow our business beliefs and principles

Our Code of Business Ethics helps us to put our beliefs into practice at work and this applies
to social media activities too. The obvious principles here include: avoiding any conduct that
could endanger or put the Radisson Hotel Group’s, its brands and hotels or restaurants’
reputation(s) at risk and always acting legally and truthfully.

Be true but be yourself

Live the beliefs. Communicating online starts with living our Beliefs. We value open and
direct interactions to build trust. Treat people with respect and avoid speaking negatively about
other people, companies or organisations.

Be transparent and identify yourself as a Radisson Hotel Group team member. Don’t use an
alias or mislead people about your connection to the company. We are proud to have you as
a team member and hopefully you are proud to be a Radisson team member, and as such we
expect you to be transparent about where you work and who you work for.

34
Be Yourself. Never pretend to be someone you are not. This goes very much hand in hand
with being transparent. If the conversation relates to the Radisson Hotel Group, its brands,
hotels or restaurants, disclose upfront that you work for the Radisson Hotel Group. Always
state that the opinions you are sharing (and this is true also for offline interactions) are your
own and they do not automatically represent the views of your Company.

Be aware; remember that everything on the internet is public. Customers, colleagues,

company, media and key stakeholders in our business most probably have access to the
information you post online. Any information online, even if originally intended for friends and
family, can be passed on and traced back.

Be mindful that media and competitors are watching. The media and our competitors
constantly search the internet for information about us. Help us protect our intellectual
property, creativity and integrity by thinking carefully and responsibly about the content you
share online. If you see something that needs attention or requires a response, please share
it with us:

You may not set up a social media page on behalf of the Radisson Hotel Group, any of
its brands or your hotel.

Think

Be responsible for the content you write. Online comments and posts are public and
permanent, even with privacy settings in place. Ensure the information you share is accurate,
not misleading or damaging. Be careful not to reveal confidential company information. As a
general rule, if you’re unsure or hesitant about the content you are about to post, don’t post it.

Always protect confidential company information. Be careful not to reveal sensitive or

confidential information about the Radisson Hotel Group’s or your hotel’s financial results,
targets, strategies, Team Member or customers. If you see confidential information posted in
a public forum, please notify our Communication/PR Department:
[email protected]

Acknowledge

Respect intellectual property right and copyrights. As a general rule, always give credit
where it is due. Don’t post text, images or videos that were created by someone else
(especially clients and customers) without crediting them. Where possible include a link to the
source and mention the individual. For example: “I work at Radisson Blu and just read a great
article on our new hotel in Turkey in Vogue. Check it out (link to article).” If you have questions
or are unsure about what’s right, please share it with the Communication/PR Department:
[email protected]

Some general recommendations when using Social Media Sites

• Check your security settings on the sites so that your information is only visible to the
people you want to see it.
• Remember social networking sites are public forums and information posted on the
internet is permanent and cannot be removed without trace.
• Think about what you are posting – ask yourself, would my Company be comfortable with
me sharing this information/content?
• Put your name into an internet search engine and see what people can find out about you.
Are you happy with what they can see?
• Report to the social networking sites and your Company any forms of abuse, bullying,
harassment of work colleagues that you witness from pages or via groups established.

35
• You are not authorised to give statements, should you receive press or media contact
regarding the content of your social networking site which relates to the Radisson Hotel
Group, its brands or any of its affiliated hotels or restaurants. Please report to your Senior
Manager immediately.
• Common sense should always rule, but never hesitate to ask for clarification – contact
your manager.
• Respect the confidentiality of our guests at all times.
• Don’t post anything that contains offensive material (swearing, explicit content, sexist,
racist, abusive remarks, etc.…). Use common sense and don’t post anything that you
would not want to see in a newspaper with your name next to it.
• Don’t accept gifts or commercial propositions in exchange for social endorsements.
• Don’t make any defamatory statements against individuals or organisations (statements
that could ruin someone’s reputation).
• Don’t make any political statements on behalf of the Radisson Hotel Group, its brands or
any of its affiliated hotels or restaurants, including the company of your hotel.
• Don’t disclose confidential information about yourself or the Radisson Hotel Group, its
affiliated brands or the company of your hotel.
• Don’t spam your followers - i.e., send lots of similar tweets or posts in a short period of
time.
• Don’t complain or comment about guests, fellow colleagues or the Radisson Hotel Group,
its affiliated brands or the company of your hotel.
• Don’t react to any incidences of online bullying. Report any such incidences to your
General Manager or the Social Media Department.
• Don’t disrespect the etiquette of the social community, e.g., don’t be rude or aggressive.
• Don’t tweet or post when drunk, angry or tired – you may regret what you write.
• Don’t issue sarcastic or flippant remarks about sensitive topics – they can be taken the
wrong way or misinterpreted.
• Don’t like, favour or follow accounts or posts which others might find offensive, they can
reflect badly on you and therefore your Company.
• Don’t write a review for your own property or for any property of the same type within the
same city or town, or within 10 miles of that property.
• Don’t submit a review on behalf of a guest or copy comment cards and submit them as
review

For more information, visit the Enhancing your online reputation guide or contact
[email protected]

Use of LinkedIn

LinkedIn is the largest global network of experienced professionals from around the world,
representing 150 industries and 200 countries. You can find, be introduced to, and collaborate
with qualified professionals that you need to work with.

We accept that this may be used as a tool to develop your Company’s business, and therefore
your Company’s name will be visible on your page.

Should you or the Company terminate your employment for whatever reason you are required
to update your profile, amending the Company’s reference and any wider reference to the
Radisson Hotel Group on your profile. You may be requested to confirm in writing that your
profile is up to date, and that you have updated your Company details.

36
Monitoring

Your Company may from time to time at its discretion monitor your usage of the Sites
mentioned. This monitoring will not be limited to use of the Sites on Company IT facilities or
in work time and will extend to your use of the Sites in personal time, to ensure that such
usage complies with this policy and the related policies such as equal opportunities and
bullying and harassment policies. They may also view information on social networking sites
or similar that is publicly available, or has been provided by a Team Member as a result of a
possible or perceived breach of Company policy.

Should you or your employer terminate your employment, for whatever reason, you are
required to update your profile, amending the employer’s reference and any wider reference
to the Radisson Hotel Group on your profile. You may be requested to confirm in writing that
your profile is up to date, and that you have updated your employer details.

3.20 DATA PROTECTION RESPONSIBILITIES OF ALL TEAM MEMBERS

We aim to comply with the Data Protection laws, rules, and regulations that govern our
company and with our own various Data Protection and Privacy Policies and Procedures. All
Team members must ensure they have undertaken the required Data Protection training.

Additionally, employees must ensure they understand how to identify a Data Incident and
report it to the Local Responsible Privacy Person (usually a Senior Manager).

They must also be able to recognise when a Data Subject Access Request is made and report
that to the Local Privacy Responsible Person. Failure to be able to do so may subject us, our
customers and/or our Team Members, to serious civil and/or criminal liability.

A Team Members failure to comply with this policy may result in disciplinary sanctions,
including suspension or termination. It is therefore the responsibility of everyone to undertake
the General Data Protection training and understand and comply with this policy. If you have
any questions in this regard, you must seek clarity through from your Line Manager.

3.21 CORPORATE BADGES

Where they form part of your specified uniform requirements, name badges and Yes I Can!
Pins must be worn at all times. No other badges are permitted without prior permission from
your General Manager.

If you lose a name badge, Yes I Can! pin, please inform your Line Manager straight away.
You may be charged for a replacement.

3.22 HOUSE RULES or WORKPLACE RULES

When a large group of people work together, it is necessary to have rules so that everyone
knows what they can and cannot do. The onus is on each individual to ensure that you have
read, understood and adhere to these house rules. It you do not understand, please ask your
Line Manager immediately for clarification.
Conduct

• You are not permitted to fraternise with guests, or visit any residents in their rooms except
in the course of your duties.
• You are only permitted to stay in a hotel bedroom if you have permission from your Line
Manager

37
• Receiving gifts from suppliers or guest is not encouraged, and in situations when the gift
can be perceived as a tool for preferential treatment or rates, it is prohibited (Please refer
to the Bribery Act for further details). However, if you receive a gift that does not contravene
this you must always obtain a pass out form which is available via your Line Manager. Any
item of personal property, which may be considered Company property, must be declared
to your Line Manager on arrival into the building.
• Betting, gambling, buying or selling on the premises is forbidden
• Whilst on the company’s premises, whether on or off duty, you must conduct yourself in
an orderly and acceptable manner at all times. No team members should behave in a
disorderly, destructive, offensive or in a violent manner.
• You are not allowed on the hotel premises whist off duty without the prior authorisation of
the General Manager.
• Friends are not permitted to visit whilst you are on duty.

Access

• Team members enter and leave the premises by the designated entrance.
• If clocking in and out facilities are in operation you must register your attendance at all
times.
• Team member may not use the goods entrance or fire exits to enter or leave the building,
unless due to following the hotels emergency procedures.
• Ex-team members are not permitted on the hotel premises without permission from the
General Manager.
• Use of lifts and stair cases is restricted to service lifts only, unless escorting guests.

Team Member Facilities

• Team Members may only use the designated team member toilets and changing rooms.
• Team Members working over 6 hours are entitled to one meal, team member working a
12-hour shift are entitled to two meals whilst on duty, and break times are allocated to you
by your People Manager in line with business levels and working tines regulations.
• Please note: You are not entitled to eat in the canteen before your shift commences or
after your shift is finished unless you are a live-in team member.
• Team members are not permitted to remove food, crockery or cutlery from our Canteen.
• Visitors are not permitted in our canteen at any time, unless prior arrangements are made.
• Team Members are only allowed to leave the premises during break times with permission
from their manager.

Team members Welfare

• You must register with a doctor whose surgery is near to your home.

Hotel Facilities

• Team member are not permitted to use any of the Hotel’s facilities, Bedrooms, Meeting &
Events, Bars, Restaurants, Hotel Vending or Cash Machines without the prior permission
of the General Manager and Human Resources on the completion of the Authorisation to
use guest facilities form.
• Alcohol may not be consumed by an employee using guest facilities when off duty.

38
Attendance

• Punctuality is a condition of your employment; persistent lateness is unacceptable. When

a team member is absent due to sickness, they must follow the Hotels Sickness &
Absence Policy.
• You’re working rota will be issued to you by your manager and may not be altered in any
way without prior permission of your People Manager.
• Your rota displays the starting time of your shift, please allow plenty of time to arrive at
the Hotel in preparation for this.

Appearance

• You must ensure you adhere to the company Personal Standards Policy at all times.

Drink & Drugs

• Drinking alcohol whilst on duty or coming on duty whilst under the influence of alcohol is
forbidden.
• The possession, use or sale of drugs is forbidden within the hotel, whether on your
persons, personal belongings, vehicle, or on the company premises in general.
• Any team members suspected to be in possession of or under the effects of drugs or
alcohol will be immediately suspended.
• Drinking on property – if you are attending a function on property, you must have
permission from the General Manger, or the Operations Manager in their absence. You
will only be able to purchase drinks from the function bar in which you are a guest and
your drinks must be consumed in the function room.
• You are not allowed to purchase or consume any drinks from the Public Bars, unless prior
authority has been sought from the General Manager or their deputised person.
• You can have a meal in the restaurants as long as you have prior permission from the
General Manager or Duty Manager. Drinking with your meal must be kept to a moderate
level.
• Please be aware that there is no Team Member discount on alcoholic drinks, however
discount will apply on food and soft drinks if you have a copy of your confirmed RHG Team
rate booking form.

Smoking

• Smoking is only permitted in the designated team member smoking area.

• Smoking in Food handling or high risks areas is an offence.
• You are not permitted to smoke when travelling to and from the team member entrance
or exits whist’s within the Hotel boundaries.
• It is the policy of the Hotel that all our workplaces are smoke free, and all employees
have a right to work in a smoke free environment.

Telephone Calls

• Please refer to the Communications Policy (Telephone, Email and Internet Policy)

39
Lost Property

• Any lost property found on Company premises must be handed over to the Housekeeping
Department immediately, high value items are then passed to the appointed department.
• If you find a suspicious package you must report this to a senior manager immediately.
• The Company does not insure personal property belonging to team members; therefore,
you are advised to make adequate provision.
• It is strongly advised not to bring valuable items to work
• The Company is not responsible for any belongings lost or stolen from the hotel.
• Hotel property may not be removed from the premises without permission, please refer to
the pass out policy
• Any incident of loss or suspected theft must be reported to the Senior Manager
immediately.

Accidents

• At all times, you must be aware of your responsibilities under the Health & Safety at Work
Act.
• All accidents must be reported to the Senior Manager, the accident details must be entered
in to the hotel’s accident reporting log.

Right of Search

• The Company reserves the right to search all team members, their belongings, cars, live
in accommodation and lockers at any time.
• It is a condition of your employment that you submit to a search if requested.
• If you are found in possession of company property without the correct documentation you
could be instantly suspended pending formal investigation. Depending on the outcome of
this the company may make a formal prosecution.
• You are required to produce your team members ID card if questioned by the Senior
Manager on Duty.

Mobile Phones

• Team member may not use a mobile phone whilst on duty, unless it forms part of their
working schedule.
• Team member may not carry or wear a mobile phone or pager unless connected with
their job role.
• You are not allowed to use personal mobile telephones during working hours or in guest
areas.
• Phones must be switched off when going on duty.
• You may use your mobile phone during allocated break period in the designated team
member area. Where mobile use is permitted, please be considerate of your colleagues
when using your phone.
• Personal mobile phones should not be carried while on duty unless there are exceptional
circumstances and you have prior permission from your Head of Department.

Keys

• Keys must not be removed from the premises, and signed in and out as per departmental
procedures.
• Keys issued to you in the course of your duties must be secured by yourself at all times.

40
Change of Circumstances

• It is essential that you inform your Line Manager of any changes in your person
circumstances, i.e., marital status, birth of a child, address and telephone details, and next
of kin via the relevant system. It is your personal responsibility to maintain your personal
details.
• Any change in personal circumstances must also be recorded in Workday by the Team
Member.

Upon Departure from the Company

• All items of Company property must be returned on departure.

3.23 LEAVING EMPLOYMENT

You must confirm your resignation in writing, your notice period is stated in your terms and
conditions of employment.

Holidays – please refer to the earlier pages of the handbook regarding payment of unused
holiday entitlement.

Entering the hotel – please note you may not enter the building without prior authorisation from
the General Manager after you have left the Company.

3.24 REFERENCES

Providing a reference involves the disclosure of personal data of the individual who is the
subject of the reference. So that we can ensure we protect our Team Members’ data no
references (whether to prospective Employers or other institutions) should be given unless
you have permission from your Senior Manager to give such references for a current or
previous Team Member.
This Policy does not prevent any Team Member giving a reference in a personal capacity but
Team Members should make clear that such references are personal, not on behalf of the
Employer and, if the reference is given on paper, that neither the Employer’s name, address
or logo appear on the paper.

It is our policy to provide copies of references given by us to the individual who is the subject
of the reference if they request this.

3.25 TRANSFERS

If you would like to request a transfer to another department or Hotel you will need to have
been employed for over 3 months, have successfully completed your probationary period and
have no live disciplinary sanctions. Importantly, you will also need to be actively living the
Radisson Beliefs and exceeding expectations in service.
Full details of all internal vacancies are displayed on our Internal Careers Page:
https://harri.com/internal/radissoncareers

If you are interested in applying for one of the positions advertised, please contact your Line
Manager as their approval is required before you make an application. This applies to positions
within Radisson Hotel Group. Your Line Manager will then guide you through the application
stages.

41
3.26 LIEU TIME

The Company recognises that the nature of its work means that there will be occasions when
employees will need to work outside of their regular working hours.

The Company also acknowledges, however, its duty to protect the health and safety of its
employees by ensuring they do not work excessive hours and that any additional hours are
agreed in advance and monitored appropriately as outlined within this lieu time policy.

The policy is a guideline for Managers to assist them in planning and organising the working
hours of their employees who are asked to work additional hours when there is a busy period
or specific event

This applies to all current Team Members who are on an Executive, Manager or a Staff
Contract.

Team Members on a zero-hour contract are not covered by this policy as contractually and
under National Minimum/ Living Wage legislation, they should be paid for any hours they work
at their standard rate of pay, rather than be granted time off in lieu.

Staff Contract

Time in Lieu will be accrued for any Team Member who works in excess of their weekly
contracted hours and where their Line Manager has agreed with them that there is a business
requirement to do so. Any lieu time which is accrued must be used or paid within a 30-day
period.

Executive and Manager Contract

Within the terms of this contract Time in Lieu can only be accumulated when a Team Member
who works in addition to their normal scheduled working week (which is usually 5 days).

Time in Lieu should only be accumulated within an agreed plan between the Team Member
and their Line Manager. The Team Member must make their Line Manager aware that they
will be accumulating lieu time ahead of the time that it will be accrued and that there is a
business need to work above their five-day week. This must be authorised by their Line
Manager.

There should be other options considered when this happens such as overtime for agreed
hours paid within the proposed calendar month in line with payroll. This is at the discretion of
the General Manager and must be authorised in advance.

Any lieu time which is accrued must be used within a 30-day period of the accrued date. If
payment is agreed this should be done in line with the payroll dates.

All lieu lost and lieu earned hours must be recorded correctly within EPS to allow us to
accurately monitor the working hours of each team member.

42
 For Radisson Blu Waterfront Hotel, Jersey Team Members
Please retain this important information in conjunction with the Team Member
Handbook which was issued to you with your onboarding documents

The Radisson Blu Waterfront Hotel, Jersey belongs to the UK region of Radisson Hotel
Group and as such the UK Team Member Handbook is issued to its Team Members. The
States of Jersey are Crown dependent of the UK and do have their own legislation. Please
note the following differences:

2.8 Holiday Entitlement & Bank Holidays

If the States of Jersey declare the ‘Liberation Day’ on 9th May to be a bank holiday, an
additional days holiday will be granted to all Team Members.

2.10 Sick Pay

Statutory Sick Pay (SSP)
Team Members will be required to contact the Social Security Department, not Jobcentre
Plus, to claim Statutory Sick Pay.

Fit Notes/Medical Certificates

You will be required to contact your doctor for a Medical Certificate as Fit Notes do not exist
in Jersey.

2.11 Company Pension

There is no pension plan in place in Jersey.

3.1 Disciplinary & Appeals

General Disciplinary Principles
Page 22 / point 11: the information stored will comply with the Data Protection (Jersey) Law
2005.

3.6 Harassment Policy

Formal Stage
Data Protection (Jersey) Law 2005.

Please do not hesitate to contact your Head of Department with any questions.

43
Receipt of Team Member Handbook

I confirm I have received the Team Member Handbook, and that I have read and understood the
contents. I understand that that Parts 1 & 3 do not form part of and are not incorporated into my contract.

I understand that Part 2 does form part of the terms and conditions of my employment and is to be read
in-conjunction with my individual staff contract. I understand that by signing this receipt form I am hereby
agreeing to the terms and conditions set out in Part 2.

Name:

Signature:

Department:

Date:

44