S. No Grade / Band Who All Are Included?: Basic Pay Scale/Perk Band/Powers
S. No Grade / Band Who All Are Included?: Basic Pay Scale/Perk Band/Powers
S. No Grade / Band Who All Are Included?: Basic Pay Scale/Perk Band/Powers
INCORPORATED BY
Appraised
By
ANOOP KU. SHARMA
Senior Manager HR & Admin
Approved By
Through-Executive Director,
TRINITY GRAND.
The employee of Trinity is viewed as asset and is a true profit center, when we call it or intend-for a growth-centric operations.
We value our employees as Key resource, an asset to the property. We are clear on our goals of providing a people first
approachfor 3 categories of performers Cultural fit, Job fit and Career fit.
The creation of Trinity People philosophy displays our commitment to and behalf in our people.
Sustainability in service-commitments,
Growth opportunities and Development transforming us as a preferred employer within 5 years of operation will be our immediate
call-for...
EXECUTIVE-
DIRECTOR
(MGMT.
REPRESENT.)
HEAD HR,
HEAD ACCOUNTS/
DIRECOR GENEGRAL CULTURE &
CHIEF
F& B
BUSINESS OPS, MANAGER/AGM ADMIN /SENIOR Controller
CONTROLLING
SALES & I/C (HEAD MANAGER
HR,ADM
OFFICER (Progressive
MARKETING OPERATIONS)
Grade)
EXECUTIVE HOD/
HOD HOD/ HOD/MANAGER
MANAGER
HOD/MANAGER SHEF/HOD /MANAGER/ASST. HOD/MANAGER
F & B SERVICE MGR I/C
FRONT OFFICE MANAGER
F&B & LOBBY
EDP/IT NETW., MAINTAINANCE
& OUTLETS HOUSEKEEPING STORES HARDWARE /ERP
PRODUCTION MGMT.
DUTY MANAGER
Sr. Executive/Executive-
HOUSE KEEPING
FOA/Sr.
Public Area Receptionist/Trainee
Sr. Steward Boy GRE
Sweeper /Cleaner
Trainee Front
Jr. Steward
Office Associate
JT Job Trainee
Hotel Ops.Trainee
JT Job Trainee
Bell Boy
Door Man
JT Job Trainee
HR MANUAL
SUBJECT PAGE NO.
9. Policy for Promotion to Non-Unionized Supervisory Cadre & Executive Cadre ---- 163
14 Executive Salary Structure, Non-Executive Salary Structure & Stipend rates for Trainees ---- 230
38. Incentive Scheme for promoting Small Family Norms among Employees ---- 419
41. Grant of Assistance towards Funeral Expenses of Employee who die while in Service ---- 442
42. Death Relief Scheme ---- 445
46. Dr. B R Ambedkar Merit Recognition awards to the children of Employees ---- 502
47. Dr. B R Ambedkar Merit Recognition awards to the children of Employees ---- 506
belonging to Scheduled Castes and Scheduled Tribes
48. Dr. B R Ambedkar Merit Recognition awards to Physically Challenged Children of Employees ---- 512
49. Grant of Dr.Sarvepalli Radhakrishnan Merit Cash Awards and Col. C.K. Nayudu Sports ---- 517
Cash Awards to the Children of VSP Employees
55. Pre retirement Medical Checkup for Employee and spouse ---- 580
56. RINL Group Mediclaim Scheme for Separated employees and their eligible family members ---- 582
60. Procedure for Leave Book and Leave Card System ---- 600
63. Issue of Identity Certificate to Employees for Obtaining Passport ---- 628
65. Transfer Benefits to Executives Joining VSP on Appointment from ---- 642
Central Government / Public Sector Undertakings & vice-versa
68. Deputation to Other Organizations/ Retention of Lien in the Company in Respect to RINL /VSP Employees ---- 660
69. Compilation of Entitlements to Executives in the Grade of E8 and E9 ---- 662
72. List of Black Listed Doctors Nursing Homes Medical Stores ---- 673
Chapters Page No
1. Service Rules for Executives ---- 005
2. Conduct, Discipline & Appeal Rules ---- 036
3. Certified Standing Orders ---- 074
4. Leave Rules for Non-executive Employees ---- 100
5. Recruitment Policy ---- 115
6. Daily Attendance Recording System (DARS) ---- 124
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-------------------------------
Chapter 01 Service Rules For Executives 5
SERVICE RULES FOR EXECUTIVES
1.0 SCOPE
2.0 DEFINITIONS
3.0 CLASSIFICATION OF EMPLOYEES
4.0 MEDICAL FITNESS AND EXAMINATION
5.0 DATE OF BIRTH
6.0 APPOINTMENT
7.0 TRANSFER OF EMPLOYEES
8.0 OFFICIATING
9.0 IDENTITY BADGE
10.0 SECURITY
11.0 ENTRY AND SEARCH
12.0 ATTENDANCE
13.0 SHIFT WORKING
14.0 DEDUCTIONS FROM PAY
15.0 SAFETY RULES
16.0 SAFETY APPLIANCES AND DRESS REGULATIONS
17.0 LEAVE
18.0 TERMINATION OF EMPLOYMENT
19.0 GRIEVANCE PROCEDURE
20.0 TEMPORARY DUTY
21.0 TRAINING
22.0 TEST
23.0 PROMOTION
24.0 MANNING
25.0 SERVICE RECORDS
26.0 FORWARDING OF APPLICATION
27.0 RESIGNATION
28.0 SERVICE CERTIFICATE
29.0 COMMUNICATION OF ADDRESS
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-------------------------------
Chapter 01 Service Rules For Executives 6
30.0 COMMUNICATION TO EMPLOYEES
31.0 RETIREMENT
32.0 INTERPRETATION AND COMMUNICATION
33.0 MODIFICATIONS / AMENDMENTS
34.0 CONTRACT
ANNEXURE I: GUIDELINES AND PROCEDURE FOR PREMATURE RETIREMENT OF
EXECUTIVES
ANNEXURE II: BOND TO BE EXECUTED AND DELIVERED BY DIRECTORS /
MANAGING
DIRECTOR/CHAIRMAN-CUM-MANAGING DIRECTOR AT THE TIME OF
EMPLOYMENT
ANNEXURE III: MODALITIES FOR GRANT PERMISSION FOR POST RETIREMENT
EMPLOYMENT WITHIN A YEAR FROM THE DATE OF RETIREMENT
ANNEXURE IV: APPLICATION FORM FOR GRANT OF SPECIAL CASUAL LEAVE FOR
BLOOD DONATION
ANNEXURE V: AUTHORISED BLOOD BANKS AT VISAKHAPATNAM
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-------------------------------
Chapter 01 Service Rules For Executives 7
1.0 SCOPE:
These Service Rules shall apply to any Executive/Officer employee of the Company, and shall be
known as Service Rules for all Executive/Managerial/Directorial and Non Executive Employees.
2.0 DEFINITIONS:
In these Service Rules, unless there is anything repugnant to the subject or context: -
2.1 "COMPANY" means Trinity Grand via viz Arundhwati Hotels and Resort Pvt ltd.
wherever situated and includes its hotel premises, outlets, extended outlets, its brand associates,
offices and establishments and shall also include hotel establishment, any Resort, Restaurant,
Motel, leisure experience zones/offices and establishments that might be set up in future and shall
also include all or any Executive/Officer of the company who are duly authorized/delegated to
exercise the powers on behalf of the company in regard to matters covered under these Service
Rules.
2.3 "EMPLOYEE" for the purpose of these Service Rules means any Executive/Officer/
Manager/Sr. Manager/AGM/General Manager/Director Employee employed
in the company in the grade and scale of OT-1/ET-1 then E-1 to E-3 then M1 to M 7 or notified as
employee by the company from time to time and includes any person holding such scaled position
of authority in supervisory (executive level)/ Managerial/In charge Deputy managerial level//Sr.
Managerial-Vertical Head level/or any administrative capacity, as notified from time to time by the
company.
2.4 "PREMISES" means the Hotel area/premises, estate or properties owned, leased or hired by the
Company.
2.5 "BADGE means an identity card issued by the Company including an identity token to serve
as a means
of identity at all times.
2.6 "SECURITY PERSONNEL means the personnel of the third party security agency appointed
by service providing agency under the preview of joint -service rules of them and Rules as
amended from time to time and/or such other security personnel appointed/deployed directly by the
company.
2.7 "COMPETENT AUTHORITY" means any Executive/Officer of the Company who by virtue of
his position has authority over the employees, and/or is authorized/delegated to exercise powers in
regard to matters covered under these Service Rules.
2.8 "AUTHORISED MEDICAL OFFICER" means the medical officer associated with the
Company directly or /and includes any other doctor, medical officer or medical board
nominated/authorized by the Company for the purpose of deciding medical fitness or otherwise of
employees for employment/work in the Company.
2.9 "Muster/Attendance TIME CARD/Biometric Device" means the card issued to any employee
and kept by the Company to record his attendance whether manual or electronic, that is, the time of
reporting for duty and the time of leaving duty including the beginning and the end of intervals.
2.10 "MASCULINE" (unless repugnant to the context) includes feminine and vice versa
2.11 "SINGULAR" (unless repugnant to the context) includes plural and vice versa.
Approved by the Board of Directors of Arundhwati Hotels & Resorts Pvt. ltd in their first meeting
held on 01/01/2015
Employees separating from the Company in between the Calendar year will be allowed to avail
full
entitled Casual Leave (CL) at their credit at the beginning of the said year.
17.17.2 In case he is unable to avail himself of the leave, he shall be entitled to encash earned leave
and half
pay leave at his credit as on the date of superannuation or final cessation of duties.
Note***: Pending final decision on the issue, leave encashment at the time of retirement will be
restricted to 300 days (both EL and HPL taken together) as per DPE letter no. 2(14)/2012-
DPE(WC),
dtd.17th July, 2012. No commutation of Half Pay Leave would be permissible to make up the
shortfall
in Earned Leave.
17.17.3 Encashment of Earned Leave should be availed by the Employee on attaining the age of
Superannuation (60 years).
17.17.4 An employee who is released on acceptance of his/ her resignation shall be allowed
encashment of
Earned Leave standing to his/her credit as on the date of release, after adjusting the notice period
not
served, if any.
17.18.0 LEAVE SALARY:
17.18.1 Earned Leave and Commuted Leave:
Pay to which the employee is entitled immediately before the commencement of leave, except
officiating/acting allowance in short term or casual vacancies.
17.18.2 Special Casual Leave, Quarantine Leave and Maternity Leave -- Full Pay as on duty.
17.18.3 Special Disability Leave: Full average pay for the entire period of special disability leave.
17.18.4 Half Pay Leave:
a. Half pay to which the employee is entitled immediately before commencement of leave.
b. Dearness Allowance shall be corresponding to the pay drawn as per (a).
17.18.5 Extra-Ordinary Leave: No leave salary.
17.18.6 Advance of Leave Salary:
An employee proceeding on leave for a period of one calendar month / 30 days or more may be
granted advance of the net leave salary due for the first month of the leave.
17.18.7
Cash Equivalent to Leave Salary:
In case an employee dies while in service, cash equivalent of his leave salary in respect of earned
leave standing to his credit not exceeding 300 days shall be paid to his nominee(s) declared for
receiving the Provident Fund and Gratuity or in absence of nominees to his legal heirs.
17.18.8 Any claim to leave to the credit of any employee, who is dismissed or removed from
service, ceases
from the date of such dismissal/removal as the case may be.
Incorporated Vide PP Circular No.6/2002, dated 3.5.2002, effective from 1.1.2002.
Incorporated Vide PP Circular No.2/96, dated 23.01.1996.
*** Amended vide Office Order No.PL/RR/2(1)/2322 Dt.30.12.2013
Amended vide PP Circular No.13/92, dt.29.09.1992.
Amended vide PP Circular No.2/96, dt.23.01.1996.
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-------------------------------
Chapter 01 Service Rules For Executives 22
Any employee who is dismissed or removed from service and is subsequently reinstated on appeal
or
revision shall be entitled to count for leave his service prior to dismissal or removal, as the case
may
be.
17.19.0 GENERAL CONDITIONS FOR GRANT OF LEAVE:
17.19.1 The employees who desire to obtain leave of absence shall apply to the Competent
Authority and shall
not avail of the same before it is actually sanctioned.
17.19.2 Except in an emergency (to be established by documentary evidence) application for leave
for three
days or less should be made at least twenty four hours previous to the time from which the leave is
required.
17.19.3 Applications for leave for more than three days should be made at least seven days before
the date
from which the leave is required.
17.19.4 A copy of the orders passed on the application shall be given to the employee and if leave is
refused or
postponed, the reasons shall be recorded in writing by the authority making the order.
17.19.5 An employee shall furnish to the Competent Authority his leave address in the leave
application itself.
17.19.6 An employee who desires to apply for or extend his leave on medical grounds shall submit
with his
application a certificate from the Authorized Medical Officer. On receipt of such application, the
Competent Authority shall inform the employee in writing, at the address given by him in his
application or previously intimated, whether the leave or extension of leave has been sanctioned
and if
so, for what period or whether the leave or extension of leave has been refused. The Competent
Authority may at his discretion refer the matter to any other Authorized Medical Officer for advice
and direct the employee to report before him for confirmation of the medical certificate.
17.19.7 An employee who has been sanctioned leave or an extension of leave on medical grounds
shall not be
allowed to resume duty unless he produces a 'Fitness Certificate' from the Authorized Medical
Officer.
17.19.8 If an employee, after proceeding on leave, desires an extension thereof, he shall make an
application,
in writing, to the Competent Authority in sufficient time for a reply to reach him before the date on
which he would have to start back to resume his duties, and the Competent Authority shall on
receipt
of such an application inform the employee in writing whether or not the extension of leave applied
for has been sanctioned and if so, for what period and on what conditions. There shall be no
presumption on the part of the employee about sanction of leave until he is informed to that effect
in
writing.
17.19.9 a. If any employee remains absent without prior sanction of leave for a period exceeding
eight
consecutive days, he shall be considered as having voluntarily abandoned his employment and left
the services of the Company without due notice with effect from the date of such absence. His
name will be struck off from the rolls of the Company unless he returns to work within eight
consecutive days of the commencement of such unauthorized absence and gives an explanation to
the satisfaction of the Company in this behalf for such absence.
b. If any employee remains absent beyond the period of leave originally granted or subsequently
extended and approved for a period exceeding eight consecutive days he shall be considered as
having voluntarily abandoned his employment and left the services of the Company without due
notice with effect from the date of such absence. His name will be struck off from the rolls of the
Company unless he returns to work within eight consecutive days of the commencement of such
unauthorized absence and gives an explanation to the satisfaction of the Company in this behalf
for such absence.
------------------------------------------------------------------------------------------------------------------------
-------------------------------
Chapter 01 Service Rules For Executives 23
NOTE:
No notice is necessary to remove the name of the employee from the rolls of the Company on the
expiry of eight consecutive days from the date of unauthorized absence and such removal shall be
deemed to have automatically taken place on the expiry of such period.
17.19.10 The number of times earned leave may be taken by an employee during any year shall not
exceed
three except under special circumstances with the approval of the Competent Authority and/or
when
the leave is taken on medical grounds duly supported by medical certificate of the Authorized
Medical
Officer.
17.19.11 Unauthorized absence will not ordinarily be regularized by grant of any kind of leave.
18.0 TERMINATION OF EMPLOYMENT:
The services of an employee may be terminated at any time by the Company without assigning any
reasons by three months notice in writing or three months pay in lieu thereof.
19.0 GRIEVANCE PROCEDURE:
All grievances of the employees shall be dealt with by the Grievance Machinery set up by the
Company.
20.0 TEMPORARY DUTY:
An employee shall be bound if and when required by the Company to go anywhere in connection
with the
Companys business, affairs or operation.
21.0 TRAINING:
An employee is liable to undergo such training for such period and undertake such examination as
may be
prescribed by the Company from time to time.
22.0 TEST :
22.1 Every employee shall be required to pass oral, and/or written tests and/or practical tests
appropriate for the
work and as may be prescribed from time to time by the Company.
22.2 All employees, wherever required, shall at their own cost keep their required licences,
certificates/qualifications etc., valid during the currency of their service in the Company.
23.0 PROMOTION:
Promotion shall be a matter to be decided by the Company in its sole discretion and will be made
on merit
which will be assessed by taking into consideration relevant factors such as qualifications, length
and
quality of service, experience and suitability to be adjudged on the basis of confidential reports,
merit
rating, training reports, tests, interviews etc. Rules for promotion shall be notified by the Company
separately.
24.0 MANNING:
The Company shall have absolute discretion to decide about the strength of the establishment
including
both the number and designations of posts in various categories and grades and shall also determine
from
time to time the variations in the permanent strength including temporary variations.
25.0 SERVICE RECORDS:
The Company shall maintain service records for every employee containing particulars regarding
his date
of birth, qualifications, date of employment, date of increment, commendations or punishments, if
any,
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-------------------------------
Chapter 01 Service Rules For Executives 24
leave and such other particulars. Personnel records shall be conclusive proof in respect of any
employee
relating to leave and other matters.
26.0 FORWARDING OF APPLICATION:
No employee shall apply for any scholarship/appointment/ commission etc. without permission.
27.0 RESIGNATION:
a. Employees who are not under bond and who wish to leave the Companys service must give the
Company the same notice as the Company is required to give them in terms of the appointment
letter.
The Company may at its discretion accept the resignation with immediate effect or from any time
before the expiry of the Notice Period.
b. If an employee leaves the service of the Company without the requisite notice then without
prejudice
to any other action under his contract of service, the Company may deduct from his pay due a sum
equivalent to the period of notice which he is required to give.
*Note : Resignation of an employees on leave /UAB will be accepted with effect from the last
working day of
the said employee.
28.0 SERVICE CERTIFICATE:
Every employee who leaves the Company's service for any reason shall be given service certificate
upon
request.
29.0 COMMUNICATION OF ADDRESS:
Every employee shall notify to the Company in writing his address in full and all changes thereof
from
time to time immediately after such change takes place. The last address given shall be deemed to
be his
correct address for all purposes.
30.0 COMMUNICATION TO EMPLOYEES:
The Company will consider that an employee has been given proper written notification
concerning any
communication by use of any of the following methods
i. By handing the communication to him anywhere on the premises.
ii. By dispatching the communication to him by registered post to his last known address; and
iii. By displaying the communication on the Notice Board.
31.0 RETIREMENT:
31.1 The age of retirement of an employee in the regular establishment of the Company shall be 60
(Sixty)
years. The retirement of an employee shall take effect from the afternoon of the last day of the
month in
which the employee attains the age of superannuation.
31.2 Notwithstanding anything contained in the Service Rules, the Appropriate Authority shall, if
he is of the
opinion that it is in the Companys interest or public interest so to do, has the absolute right to retire
any
executive as per the guidelines and procedure for premature retirement given at Annexure-I,
modified to
the extent of the guidelines vide Cl.4.0(c) Periodical Review for ensuring Probity and Efficacy
among
employees of RINL of Conduct Discipline and Appeal Rules.
* Amended vide Circular No. PL/RR/1(1)/2002, dt. 23.09.2002.
Amended vide PP Circular No.8/98, dt.27.05.98.
Incorporated vide PP Circular No.14/90, dt.19.05.90; Amended vide HR Policy Circular
No.07/2016
Dt.01.07.2016
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-------------------------------
Chapter 01 Service Rules For Executives 25
31.3 No Functional Director of the Company including the Chief Executive, who has
retired/resigned from the
service of the Company, after such retirement/resignation, shall accept any appointment or post,
whether
advisory or administrative, in any firm or company, whether Indian or foreign, with which the
company
has or had business relations, within one year from the date of retirement without prior approval of
the
Government. The term retirement includes resignation; but not the cases whose term of
appointment was
not extended by Government for reasons other than proven misconduct. The term 'business
relations'
includes 'official dealings' as well.
A bond equivalent to the basic pay drawn by the Obligor during the last six months of his /her
tenure in
CPSE or `10 (Ten) Lakhs, whichever is more, together with interest thereon from the date of
demand at
Government rates, for the time being in force, on Government loans or, if payment is made in a
country
other than India, the equivalent of the said amount in the currency of that country converted at the
then
prevailing official rate of exchange between that country and India AND TOGETHER with all
costs
between attorney and client and all charges and expenses that shall or may have been incurrent by
the
Company, payable as damages for any violation of the restrictions, shall be executed and delivered
by the
concerned person before release of terminal benefits.
The prescribed format is enclosed [Appendix-4 (revised) of RINL CDA Rules and Annexure-II
(revised)
of Service Rules].
[In the Modalities for grant of permission for post retirement employment within a year from the
date of
retirement (Appendix 5 of RINL CDA Rules and Annexure-III of Service Rules), if decision of the
MoS
is not communicated within 60 days, the applicant may take up the assignment presuming that the
permission has been granted. Hence, the following clause shall replace the existing clause:
The MoS shall take a final decision on the application for granting permission to accept any
appointment/post after retirement and communicate the same to the applicant within a time limit of
30
days from the date of receipt of the application complete in all respects. In case no decision is
communicated within 60 days, the applicant may take up the assignment presuming that the
permission has been granted.]
32.0 INTERPRETATION AND COMMUNICATION:
32.1 For the purpose or purposes of these Service Rules, the Chairman-cum-Managing
Director/Chief
Executive or his authorized representative nominated for specific purposes, shall exercise all
powers in
regard to these Rules and the decision of the Chairman-cum-Managing Director/Chief Executive or
his
authorized representative upon any question arising out of or in connection with or incidental to the
interpretation of these Service Rules on behalf of the Company shall be final and binding.
32.2 All communications to an employee shall generally be in the English language. For the
purpose of
interpretation of these Service Rules or other communications from the Company, the English
version
shall be taken as final and binding.
33.0 MODIFICATIONS / AMENDMENTS:
The Company reserves to itself the right from time to time or at any time to add, alters, modify and
amend
or withdraw these Service Rules or any part thereof as deemed fit.
34.0 CONTRACT:
The terms and conditions of Service as set out in these Service Rules together with the letter of
appointment and acceptance of appointment shall form a contract entered into between the
Company and
the employee.
1.1 Manpower Planning and Selection
Trinity looks forward to bring the actual need of manpower post analyzing a job and attempts to ensure optimal supply (all-time) for uninterrupted
operations avoiding man-day loss. We ensure:
1. Hybrid Manpower Planning: Correct Estimations, classification of a typical JOB and Enriching the JOB and Stakeholders
Motivation:
A. Then- Key Duties, KRAs, KPIS for Executives and Managerial level, routine (man day in shop floor) and structural duty patterns..
B. Finding logical answers to actual standard hours is required to perform, and what can be the marginal time difference in case of
elevated/customized job-requirements.
C. Filling Demand-Supply Gap, ensuring minimal COA, and adequate buffer, surplus skill sets, all time.
D. Ensure there is optimal and competent manning of all positions to maximize profitability.
E. To establish a best in class resource fraternity meeting various job requirements and skill-sets.
F. Correct Mapping of Job-with Man-power. Increase JOB-Fit category in initial level..
G. To provide our employee/workman with job enrichment and responsibility in their work assignments and utilize the potential of an
individual to the fullest.
H. Developing next liners in each verticals, breeding & nurturing talents for handling future challenging roles (Growth oriented Career
Path).
I. To reduce attrition-pressure & cost of re-acquisition and to ensure man day loss.
J. All manpower requirements are to be sanctioned by the Hotel Management.
K. Establishing a Great Place to Work, a best preferred employment in hospitality Industry in terms of Retention.
L. Preparing Salary Structures /slabs/grades for different levels of staffing.
M. Proper sanctions to be taken for filing new requirements, including for filling replacement vacancies.
1. Proper process to be followed to ensure the timely availability of high quality manpower at minimal cost.
2. Maintaining a Decent Resource- mix as per levels across, Open Market (Walk-ins), Referrals, Re-hirers (post scrutinizing) Campus Sources
and Placement fraternities. This Changes/amends upon quality, commitments and response timely.
3. Thorough Screening/Time-bound Result oriented Selection procedures, comprising of Interview Panel, JOB /TRADE SKILL Tests and
satisfactory references are our milestones in service performances.
4. To employ strictly professional methods in recruitment like personal interviews.
5. Manpower requirement Advertisement to be released only through HRD.
6. If walk-in interviews, then HR personnel will conduct preliminary rounds.
7. Assess the personal details and technical skills.
8. Verify the references.
9. Short-list the best candidates.
10. Short listed candidates to be interviewed by the Department Heads and final candidate to be selected.
11. Head of HRD/General Manager & Managing Director/see selected candidates before appointment to the respective post.
12. No person below the age of 18 years is considered for selection.
13. If any temporary personnel are engaged it must not exceed 30 during a period of one year.
14. Temporary employees to be paid on daily wages, which will be fixed by the Management.
Remuneration
1. To offer a competitive salary in order to attract and retain the best talent in the Hotel Industry.
2. Qualifications and experience form the basis for salary fixation of new entrants.
3. To follow a well-defined pay structure, pay scale where-in the best talents and progressive levels can be accommodated.
4. Progressive Pay Grading: Establishing career plans for new entrants including both senior level background and fresher professionals.
Leave Policy:
As we all observe to a crucial fact and a business need that Hotel Industry being a essential services in the service industry, and gets operational for
24*7 hours duty in a rotational shift basis. Leaves though being needs to attend employees personal call and to ensure rests, breaks to breach
monotony of work ; yet these benefits are being treated as privilege . However Management plans to have a perfect balanced approach while coming
up with an amicable solution to leave management system.
Trinity Grand Introduces EOL (Extra Ordinary Leave) Which is a high breed mix of (Bereavement leave, Sabbatical Leave for attending marriage
functions, quarantine leaves leaves during parents sickness, and excludes Maternity and Paternalistic leave) , and has been an inclusion of norms
for leaves under such conditions.
Induction
1. The impressions that a new employee forms during his/her first few days in the organization plays a vital role in determining the overall
feeling that he/she develops towards the organization and time duration which employees would get to know their colleagues.
2. The first part of induction would be generic and would be applicable to all employees irrespective of functional specialty. It would consist an
exposure to the organizations genesis, its mission, objectives, policies, and work systems.
3. The second part of individual requirements specific to a particular role or function in order to facilitate effectiveness on the job.
4. Induction program for new employees are designed by management and coordinated by HRD.
Grooming
1. To ensure that standards are maintained with in the organization premises while interacting with the customers/guests.
2. The Guest Relation Executives & Agents will be in uniform according to their position and grade.
3. No much jewelry to be worn by the staff with in the premises.
4. Ladies to have their hair tied and neatly pinned.
5. Gents must be clean shaved with short hair neatly combed.
6. Well-redefined language to be spoken with one another and also while interacting with the guests.
7. No staff to chew gum or tobacco during the duty hours with in the premises.
Lockers
1. Workers/Staff will be provided lockers to place uniforms, clothing and necessary belongings.
2. Lockers to be locked to be locked by the workers/staff using the locker.
3. Any thing missing form the lockers will not be the responsible of the management.
Workers/Staff Canteens
1. Workers/Staff are provided facility of canteens to have their breakfast, lunch and dinner.
2. Management provides food.
3. Strict timings to be followed by the workers/staff.
4. Canteen discipline (area, dinning manner, etc.) to be maintained.
Performance Management
1. Performance and potential is analyzed by means of an objective and fair Performance and potential appraisal system.
2. The head of the department must set the base of the performance and potential appraisal system.
3. The organization expects its employees to extend every effort possible to convert their performance and potential into a reality.
Communication
1. A free and open flow of communication between employees will enhance overall organizational effectiveness.
2. Prior information to the management about the employees going on leave etc.
Working hours
1. The organization has fixed working hours based on the customers convenience.
2. Working time will vary from department to department based on shift.
3. Weekly off will also differ from department to department.
4. The management and respective head of the department will fix information as to work timings and weekly off.
Over Time
1. Workers/Staff may be required to work over- time only when there is really a need and not as per the wish of the worker/staff.
2. OT approval has to be taken the concerned head of department with the consent of the Hotel Management.
3. OT may be compensated in form of cash or compensatory leave.
4. OT is tabulated only if the hours worked exceeds 2 hours after the duty hours.
Holidays/Leave
1. Each employee will be given weekly off (not necessary Sunday due to customer convenience and nature of business).
2. It will help in rejuvenate oneself and take rest.
3. 10 public holidays will be declared every year. Not all employees can avail this facility due to the nature of business. Compensatory off to be
given for the employees, as they could not avail the public holiday.
4. The list of holidays will be put on the notice board.
5. Employees entitlement of causal, sick and Privilege leave will be as per the Organizations norms.
6. Leave in advance on a prorata basis is granted only in deserving cases based on the merits of each case.
7. Leave taken (SL/CL/PL) to be intimated to HRD through leave card to avoid loss of pay.
Permissions
Medical Facilities
1. Medical entitlements are given to workers/ staff through ESIC for which the staff and management contribute monthly for the welfare of
workers/staff
2. Non-ESIC staff can avail sick leave subject to providing the medical certificate.
Resignation
An exit interview will be conduced by the Head of HRD to take a feedback from the staff who wishes to resign, to elicit frank opinions about the
organization and its personnel policies and also to seek suggestions for improvements.