Table of Contents

Introduction................................................................................ 1 Scope of Handbook.................................................................... 1 Communications .........................................................................1 Nature of Employment Relationships ........................................ 1 Equal Opportunity...................................................................... 2 Termination Disputes................................................................. 2 Compensation ............................................................................ 3 Discipline ................................................................................... 3 Work Rules ................................................................................ 3 Drugs and Alcohol ..................................................................... 3 Harassment Policy...................................................................... 5 Satisfactory Performance ........................................................... 6 Skills Training............................................................................ 6 Hours and Attendance ................................................................ 6 Schedule..................................................................................... 6 Overtime .................................................................................... 7 Performance Review .................................................................. 7 Monitoring Front Desk Calls ..................................................... 7 Mandatory Staff Meetings.......................................................... 7 Job Openings/Transfers Within The Hotel................................. 7 Payroll Cycle.............................................................................. 8 Time Keeping............................................................................. 8 Gifts ........................................................................................... 8 Personal Information.................................................................. 8 Smoking ..................................................................................... 8 Personal Visitors & Phone Calls ................................................ 8 Honesty ..................................................................................... 9 Lost and Found........................................................................... 9 Personal Hygiene ....................................................................... 9 Uniform...................................................................................... 9 Name Tag................................................................................... 9 Safety ......................................................................................... 9 Manager on Duty ..................................................................... 10 Use of Hotel Facilities.............................................................. 10 Benefits .................................................................................... 10

EMPLOYEE HANDBOOK
This Hotel is Operated by

Award Hospitality, LLC

Professional Hotel Management & Consulting

INTRODUCTION
Welcome to our Hotel. We are happy to have you here! We know that you will take pride in your position and this beautiful hotel. You are an important part of this company. Your superior performance will make our Hotel a success. In the hotel business, satisfied guests are essential to our mutual success. When our guests receive respect and we provide them with great service, they return. Our hotel depends on you to provide each guest with great service. This in turn will bring them back often to spend their money that pays our wages and provides raises in the future. To help you and others, we provide training programs and other resources. Our management team maintains an open door policy and wants your ideas. When you have questions or suggestions on ways to improve things, please pass them along to your supervisor(s) or manager. Again Welcome! We are pleased that you have joined our team!

We think this is good business. This allows our Hotel the freedom to make disciplinary decisions, including discharges, whenever it considers such action appropriate. This frees us to act without the delay that could demoralize our valued employees, or otherwise adversely affect our operation or productivity. We also think this is fair. In this type of arrangement, each of us, employer and employee, has the same unqualified right to end our employment relationship whenever we want, without any required reason and without fight. Times change. Expectations, interests, and career goals change. If for some reason, or no reason at all,, you decide you no longer want to work for this company, you will want the freedom and right to end our employment relationship. No matter how much your leaving will hurt our Hotel, you would not want to be held in any employment relationship against your will. Just like you, this company does not want to be held in any employment against its will. Therefore, we only provide at will employment relationships. They can be terminated, either by the employer or by the employee at any time without need for any reason. Regardless of anything else you may have heard or read, including provisions in this handbook, the above policy describes the nature of employment relationships at our Hotel. No one other than the General Manager has the authority to enter an agreement with any employee for any specified period of employment, or to make an agreement contrary to this at will policy. Any such agreement must be in writing, signed by the General Manager of this Hotel, and by the employee involved, and must specifically state the intent to provide other than an at will relationship or it will not be effective.

SCOPE OF HANDBOOK
This handbook offers general information and guidelines to enhance our employee/employer relationship. It has been developed to provide a communication device so that you can become aware of our goals and expectations. You will find here the general rules and regulations of our company as well as your benefits of employment. This handbook will hopefully answer most of your questions. You are a part of a team that must portray a united effort to satisfy our guests. Nothing in this handbook constitutes a promise of continued employment. Management reserves the right to make changes and adjustment to this handbook as the management sees necessary. This employee handbook may be revised periodically.

EQUAL OPPORTUNITY
Any illegal discrimination based on factors such as race, color, creed, national origin, gender, age, disability or handicap, including illegal harassment, is strictly prohibited. A separate harassment policy is included in this handbook. Anyone who believes there has been a violation of this policy should immediately report that concern to his or her supervisor or General Manager. Any qualified employee with a disability who needs a reasonable accommodation in order to perform the essential functions of his or her job should make a request for such an accommodation as soon as the need for it becomes known. In order to assure your request is understood and given appropriate consideration, the request should be put in writing and given to your immediate supervisor or to the General manager.

COMMUNICATIONS
YOU, the employee, are our most valuable asset. To ensure you are a productive, satisfied employee, we try to practice what we preachdirect, open, and honest communication. Tell us your concerns and ask questions of your immediate supervisor(s). You will get full attention in a timely manner. We listen.

TERMINATION DISPUTES
It is a condition of employment at this Hotel that employees may not bring any action or suit regarding their employment or the termination of their employment beyond six months after the date of their employment termination. Acceptance or continuation of employment at the Hotel is considered a waiver of any longer statute of limitations period. This provision does not alter the at will nature of our employment relationship.

NATURE OF EMPLOYMENT RELATIONSHIPS

All employment relationships with our company are at will relationships. This means that any employment relationship may be ended at any time, for any reason or no reason, with or without notice, at the will of the employer or the employee.

COMPENSATION
The amount of hourly wage, piece rate or salary, and all other compensation and benefits paid by this Hotel, including any adjustments to wages and benefits, is within the sole discretion of this company.

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DISCIPLINE
Any employee who violates any of the companys rules or fails to perform to the satisfaction of this Hotel will be subject to discipline, including immediate discharge. In every instance, the type and level of discipline to be implemented, if any, is within the sole discretion of the management. This company reserves the right to use progressive discipline (for example: oral warning, written warning, suspension and/or discharge), and may choose to do so, or not do so, in its discretion, at any time. This does not alter the at will nature of our employment relationships. B.

The unauthorized use, possession, or sale/distribution of a controlled substance. Being under the influence, impaired, or otherwise affected by drugs, controlled substance, or alcoholic beverages, in such a manner as to raise a reasonable suspicion in the mind of the observer that the employees job performance may be negatively affected, or having such substances in their system during work hours.

Drug/Alcohol Testing Policy This Hotel reserves the right to require any employee to submit to a blood and/or urinalysis examination for the purpose of detecting the employees use of unauthorized prescriptive drugs, illegal drugs, controlled substances, and/or alcohol in the following circumstances:

WORK RULES
Some companies have long, exhaustive lists of rules and prohibited conduct. At our Hotel, we consider such lists unnecessary and potentially insulting to our employees. We expect the people we hire will understand our basic requirements: that they act honestly, professionally and safely in our work environment and that they treat each other and our customers with courtesy and respect. We believe and hope that our employees will follow this general rule with the need for a more detailed laundry list of all possible work rules. Certain specific rules however, since they may be unique to this Hotel, are provided in this section of the handbook. Additional rules may be periodically published.

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DRUGS AND ALCOHOL

On duty employees are prohibited from using, distributing, possessing, selling or reporting to work under the influence of, or otherwise affected by, drugs or alcohol, and are prohibited from being at work with any alcohol, illicit or illegal drugs in their system. This Hotel reserves the right to send any employee for drug or alcohol testing, or to conduct searches for drugs or alcohol I accordance with its policy. Refusal to submit to such testing or searches will be considered insubordination. A. Prohibition This Hotel prohibits the use, possession or distribution of drugs/alcohol by its employees on its premises, in its vehicles or during work time. The following are prohibited: 1) The unauthorized use, possession or sale/distribution of prescriptive and/or illegal drugs or alcoholic beverages. 3 C.

Based on specific, objective facts and reasonable inferences drawn from those facts, this company has a reasonable suspicion that the employee in question is under the influence, impaired, or otherwise affected by the use of unauthorized prescriptive drugs, illegal drugs, controlled substances, and/or alcohol, or has such substances in his/her system, as described in 3A. Based on specific objective facts and reasonable inferences drawn from those facts, this company has a reasonable suspicion that the employee in question is currently possessing on its premises unauthorized prescriptive drugs, illegal drugs, controlled substances, and/or alcohol. Based on specific objective facts and reasonable interferences drawn from those facts, this company has a reasonable suspicion that the employee in question has sold/distributed or has attempted to sell/distribute on this Hotels premises prescriptive drugs, illegal drugs, controlled substances, and/or alcohol.

This Hotel also reserves the right to engage, from time to time, in random and/or surprise testing of some or all of its employees, in an effort to monitor and ensure compliance with the Drug and Alcohol policy. Acceptance or continuation of employment constitutes consent to this policy. Search Policy

This Hotel reserves the right to search its premises, and/or personal effects placed on its property if there exists a reasonable suspicion based on specific objective facts that illegal drugs, controlled substances, alcohol, and/or unauthorized prescriptive drugs will be found in the particular place to be searched.

HARASSMENT POLICY
This Hotel prohibits any sexual, racial, ethnic, age or other illegal harassment by any employee. Such harassment is a serious violation of company rules. Sexual harassment is specifically defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature when: 1) 2) 3) Submission to such conduct or communication is made a term or condition either explicitly or implicitly to obtain employment. Submission to or rejection of such conduct or communication is used as a factor in decisions affecting such individuals employment. Such conduct or communication has the purpose or effect of unreasonably interfering with an individuals employment, or creating and intimidating hostile or offensive employment environment.

Award Hospitality, LLC directly. This company will investigate any claims of alleged harassment under this policy. Any employee who violates this policy is subject to discipline up to and including immediate discharge, at the Hotels sole discretion.

SATISFACTORY PERFORMANCE
Employees are required at all times to perform their jobs and conduct themselves at work in a manner fully satisfactory to this Hotel. This Hotel holds its employees to very high standards to ensure excellence in every aspect of its operations.

SKILLS TRAINING
When you understand and perform your job at the highest level, our guests are assured the best service possible. Your supervisor has the necessary tools to help you learn properly. We encourage and may require your participation in our continually changing and expanding training experience.

The company also discourages romantic relationships between supervisors and subordinates and prohibits any such conduct if it is unwelcome. Anyone who is an unwilling participant in such a relationship must notify the General Manager, department head, or supervisor immediately. Because of the Hotels commitment to providing a work environment free from illegal harassment as described above, including freedom from a hostile or offensive employment environment, this company specifically charges each employee with the duty and responsibility to assist in the implementation and enforcement of this policy. Every employee is required: 1) 2) To refrain from behavior that violates the harassment policy; To politely but firmly confront any person who the employee believes to be engaged in conduct in violation of the policy, identifying the behavior or conduct considered offensive and requesting that the offending conduct cease immediately; If this request does not remedy the perceived problem, (or if an employee who observes a perceived violation of the policy is unable for any reason to engage in the direct communication with the offending person) the employee must immediately report the alleged harassment to his or her immediate supervisor or to the General Manager.

HOURS AND ATTENDANCE

The hospitality industry is fascinating, but we as insiders know a lot of routine work is done behind the scenes long before the guest arrives. This Hotel depends on individual employees for sparks of personality and smooth operation. If a player is missing, the show cant go on. You are that important to our team. Regular attendance and punctuality ensure even, efficient handling of daily business and makes life easier for you and your co-workers. If you must be late, notify your supervisor in advance so you can be covered until you arrive. If you must be absent you must notify your supervisor as far in advance as possible, BUT AT LEAST TWO HOURS BEFORE YOUR SHIFT BEGINS. In case of an emergency or sudden illness, telephone your supervisor directly. If he/she is not available when you call, call back. Messages left at the desk are unacceptable.

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SCHEDULE
A work schedule is posted before the start of the work week. However, changes occur so check the schedule daily. You must work when scheduled. Any special schedule requests must be written and turned into the General Manager or your supervisor at least thirty (30) days before the weekly schedule is posted. Special requests are not guaranteed. Our first priority is to make sure the hotel is properly staffed.

Compliance with this policy is critical. Individuals who are advised that another considers their behavior or comments offensive, are expected to respond respectfully and appropriately to any such information, in a good faith effort to eliminate any misunderstandings and/or potential violations of this policy. Those who bring good faith allegations of harassment to the attention of their management will not be subjected to retaliation for having done so. As in any communications, all employees are expected to be honest with the management of this Hotel. If, for any reason, an employee feels that he/she cannot speak directly with the Supervisor or General Manager, he/she should call 5

OVERTIME
No matter how much you like your job, no additional and/or overtime hours may be worked without prior approval from your supervisor.

We request that current employees perform satisfactorily for at least six weeks in their original position before requesting a transfer, unless special circumstances are present. Transfers must be arranged through your immediate supervisor and the General Manager.

PAYROLL CYCLE PERFORMANCE REVIEW

Your performance is the key factor in accomplishing our mutual growth and profit goals. Career growth isnt based only on job performance and productivity. Appearance, attendance, punctuality and attitude count. You and your supervisor will regularly talk over your performance and progress since your performance review is an ongoing process. You will typically receive at least one written performance and pay review each year. This detailed review is the basis for any wage increase or decrease recommendation. Increases are not automaticthey are earned. Our payroll is set up on a bi-weekly basis. The pay period will end every other Sunday at midnight with checks for that pay period issued on the Friday following the period end. You may pick your check up from your General Manager or supervisor anytime after 10:00 am. Ask your General Manager if you have a question regarding your check. Any errors or discrepancies should be brought to your supervisors attention immediately. There will be no payroll advances nor will checks be released prior to payday.

TIME KEEPING
It is your responsibility to punch in and out correctly on your time card. You are expected to punch in at your scheduled starting time. You may not punch in early without your supervisors permission. You are strictly prohibited from punching another employees time card for them.

MONITORING FRONT DESK CALLS

The successful operation of this Hotel demands that front desk personnel consistently provide prompt, courteous and friendly communications on the telephone. Without that, our Hotel will not meet its potential for success and may even suffer the permanent loss of potential guests. As front desk personnel are advised during their training, the Hotel periodically uses the services of outside contractors to call the Hotel and record their conversations with the front desk personnel to establish how employees handle the sample calls and respond to a variety or inquiries. These recordings are used by Hotel management as tools for operational purposes, including additional employee training, critique and/or evaluation. All employees who work the front desk are subject to this practice and are deemed to consent to it, as a condition of their continued employment.

GIFTS
Employees should not accept gifts or money (other than normal and ordinary tips of normal value) from customers, suppliers or employees of other firms in the course of their work. If there is any question, check with your supervisor before accepting a gift.

PERSONAL INFORMATION
Inform your supervisor of any changes in address, telephone number, and the name and number of emergency contact persons. Advise payroll of any changes in your tax exemption status, marital status, etc. And, because we want you to have every opportunity available, tell us when youve completed educational courses or gained new skills which could advance your career with us.

MANDATORY STAFF MEETINGS

At certain times, mandatory staff or departmental meetings will be scheduled and your presence at these meetings is expected whether you are scheduled to work or not during that time. Employees who are not scheduled to work need to punch in and out for these meetings so that they will be paid properly. Room attendants will be paid their hourly rate for attending meetings. Should circumstances prohibit you from attending a mandatory meeting, you must speak with your supervisor or General Manager in advance to get their approval for an absence.

SMOKING
You may smoke in designed areas only. Please check with your supervisor to learn the location of smoking areas. Smoking should not disrupt your job, i.e. answering phones, servicing guests, cleaning rooms, etc.

JOB OPENINGS/TRANSFERS WITHIN THE HOTEL

Periodically lists of job openings will be posted for your inspection. If you know someone who you feel would qualify for any of these positions, please pick up an application for him or her at the front desk. Ask the candidate to fill out the application and bring or mail it to the office. Ask them to make sure they put your name as a reference on the application. 7

PERSONAL VISITORS & PHONE CALLS

Tell your friends and relatives that personal phone calls and visitors are not allowed at work. If it is an emergency, tell your supervisor. If you do have visitors, they should always check in at the Front Desk. The Front Desk will contact you to meet your visitor in the lobby area. Visitors should never meet you in other areas of the hotel, particularly guestrooms.

HONESTY
Because of the nature of our operation, all Hotel employees work in a position of trust. Employees are held to high standards of honesty and are expected to refrain from any acts which may diminish the trust our guests place in this Hotel, or the trust the Hotel has placed in its employees. Employees are responsible for honestly completing all company records, reports, time cards and other Hotel documents, and must be honest in all verbal and written communications with the Hotel. No employee shall ever convert hotel equipment or hotel property to his or her own personal use. Also, always check with your supervisor before taking items such as gifts from guests off the property. Theft is strictly forbidden. Any act of removing items not belonging to an employee from the property will be considered theft and may result in police investigation. Any employee who violates this policy is subject to immediate discharge.

MANAGER ON DUTY
The General Manager of our hotel is responsible for the successful operation of the property. Each department has a department head or staff person in charge of that area. This individual may also have an assistant who serves as a manager or supervisor for the department. It is the companys policy that a Manager-On-Duty (MOD) be designated. This insures that a well-trained individual is available 24 hours daily, seven days a week, for questions or concerns that may arise. Should you have any questions regarding your duties, or should a hotel guest require assistance, the Manager On Duty should be contacted in the event your immediate supervisor is not available. Compliance with these procedures will result in smooth, prompt handling of problems and questions.

LOST AND FOUND

Promptly report all lost and found items and where the were found, and turn them over to your supervisor.

USE OF HOTEL FACILITIES

Pool Area: The pool area, including the swimming pool, whirlpool, and deck games, are off limits to all employees unless authorized by the General Manager. Guestrooms: Off-duty employees are not allowed in the hallway corridors, guestrooms, or back of the house without approval by the General Manager. Parking and Employee Entrances: The General Manager or your supervisor will tell you where you may park your car. Please insure you only park in that area. Lounges/Bars: No employee shall drink alcoholic beverages on the Hotel premises unless attending a function at the Hotel, such as a wedding, as a guest. Although this is an inconvenience to some of our employees who may wish to drink at our establishment when they are not on duty, the fact that they are employees of the Hotel makes it very likely they could become involved in Hotel business even while off duty.

PERSONAL HYGIENE
All employees must contribute to the positive impression of this Hotel, including through their appearance and personal hygiene. Regardless of their particular job duties, all Hotel employees are required to be clean, free of offensive odor and neat in appearance.

UNIFORM
Always wear your uniform while on duty. Uniforms must be neat, clean, wrinkle free and properly fitting. Do not wear your employee uniform while not at work.

NAME TAG
Wear your name tag when on duty so guests, management and co-workers can identify you be name. If you break or lost a name tag, get a replacement at the Front Desk or from you supervisor as soon as possible.

BENEFITS
EMPLOYEE ROOM DISCOUNTS Special discount rates may be available for employees of this hotel chain. For more information regarding rates, etc. contact your supervisor or General Manager. VACATION PAY All non-salary employees who have been employed and have worked at least one full year are entitled to a paid vacation. The exact amount of vacation time you will be paid is determined as follows: 10

SAFETY
To ensure the safety of employees and guests, the hotel has an emergency plan of action. You can help prevent and reduce accidents and injuries through comprehensive safety awareness and immediate reporting and correction of hazardous conditions. Immediately report any injury or accident, no matter how minor, to your supervisor or the Manager On Duty.

-After 1 year of employment, an employee will receive 1 week of vacation pay -After 2 years of employment, an employee will receive 2 weeks of vacation pay -After 5 years of employment, an employee will receive 3 weeks of vacation pay One week of vacation pay will be the average amount of hours worked in a week during the past year. Vacation hours must be used for time off and in 8 hour increments. All vacation requests must be in writing 30 days in advance. Any exceptions to this rule must be approved by your supervisor or General Manager. Vacation hours can only be accumulated for up to 2 years, or else they will be lost. If you terminate your employment without a proper 10-day notice, your vacation hours may be forfeited. If you are discharged, management reserves the right to withhold your vacation hours. HOLIDAY PAY Because we are open 7 days a week, 24 hours a day, 365 days per year, our employees are required to work on holidays as a necessary part of their employment. Employees working the following holidays will receive time-and-a-half (or room-and-a-half) for hours worked on:

To be eligible for the leave, an employee must have worked at least 12 months for this Hotel, (for a minimum of 1250 hours during the year preceding the leave) and must request the leave in accordance with the Act. The Family and Medical Leave Act provides that such leave is available (with qualifications) when it is requested by an eligible employee because of any of the following reasons: a) b) c) d) The birth of, and to care for a child born to the employee within the last year; The placement of a child with the employee for adoption or Foster Care; The need to care for a spouse, child or parent of the employee, if the spouse, child or parent of the employee has a serious health condition; A serious health condition of the employee, which makes the employee unable to perform the functions of his/her position.

The following special requirements apply to the various types of leaves: A. Birth and Adoption: Leaves of absence for birth or adoption (under a) or b) above) will not be allowed intermittently unless the Hotel and the employee agree.

New Years Day July 4th

Easter Labor Day

Memorial Day Thanksgiving

Christmas Use of accrued time off with pay: Any employee who takes a leave due to birth or adoption may substitute, at the beginning of that leave, any accrued paid time off (but not paid sick leave) until such vacation paid time off is exhausted. Scheduling and Notice: Any time the need for such leave is foreseeable, based on an expected birth or placement, the employee shall provide at least thirty (30) days notice before FMLA leave is to begin. If 30 days notice is not practicable, the employee must give as much notice as possible. B. Care for family member or self with serious health conditions: Use of accrued time off with pay: Any employee who takes a leave provided by the Act because of the need to care for a family member with a serious health condition or because of the disability of the employee, (i.e. under c) or d) above) must substitute at the beginning of that leave, any accrued paid time off, including paid vacation and sick leave, until such paid time off is exhausted. Scheduling and Notice: In the event that such leave is required for planned medical treatment, the employee requesting the leave shall make a reasonable effort to schedule the treatment so it will not unduly disrupt the Hotels operations, subject to medical approval. 12

UNPAID TIME OFF Based solely on the discretion of the management, you may take time off without pay. There is no limit to the amount of time off allowed as long as it is approved by management. Keep in mind when requesting time off that current business trends and staffing levels are important criteria when choosing the most appropriate time to request off. Also, remember that extended periods of time off may affect your eligibility date for paid vacation time. FAMILY AND MEDICAL LEAVE This company complies with all the Family and Medical Leave Act of 1993, and any amendments to the Act. We provide all eligible employees, as defined by the Act, with up to twelve weeks of unpaid leave from employment during any twelve month period, for the reason(s) set forth in the Act, and pursuant to the requirements and limitations of the Act.

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Intermittent Leave: Leave under c) and d) above may be allowed on an intermittent basis, when medically necessary, subject to the requirements of the Act. If an employee requests intermittent leave or leave on a reduced leave schedule, based on planned medical treatment, this company may require the employee to transfer temporarily to an available alternative position offered by the Hotel, for which the employee is qualified, which has equivalent pay and benefits. Medical Certification: Any request for a leave related to a serious health condition or disability under c) or d) above, must be supported by medical certification, as authorized by the Act. Such certification must state: 1) 2) 3) 4) The date of which the serious health condition commenced; The probable duration of the condition; The appropriate medical facts regarding the condition; The statement that the employee is: a. needed to care for the child, spouse or parent and an estimate of the time needed, or; b. unable to perform the function of his/her position and the estimated time thereof. For intermittent leave or reduced schedule due to planned medical treatment, the dates on which the treatment is to be given and the duration of the treatment; For intermittent leave or leave on a reduced leave schedule: a. a statement of medical necessity for the intermittent leave or leave on a reduced schedule based on the employees disability; or b. a statement that such a schedule or leave is necessary for the care of the parent, child or spouse, or will assist in their recovery; and c. the expected duration and schedule of the intermittent leave or reduced leave schedule.

JURY DUTY If you are asked to serve on a jury, you will be granted time off to serve. FUNERAL LEAVE After completing ninety (90) days of service, in case of death in the immediate family, full time employees will be allowed a maximum of three days with pay for the emergency. Members of the immediate family are considered to be spouse, children, father, mother, brothers, sisters, father-in-law and mother-in-law. For absences for the death of a relative other than a member of the immediate family, employees may, in the discretion of the General Manager, be allowed one day of absence without pay. STAFF ACTIVITIES Get in the habit of regularly checking the bulletin boards in your department for announcements of upcoming events.

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This Hotel may require the employee to obtain subsequent certifications, and reserves the right to require the opinion of a second health care provider. Return to Work Release: Any employee who has taken an extended leave under this policy due to his or her own medical disability, may, as a condition of returning to work, be required to first provide the Hotel with a medical certification establishing that the employee is fit to resume work. The certification should be provided sufficiently in advance of the expected return to work, so Hotel management may make required decisions as to whether and/or when the return to work will be allowed and whether to seek additional medical information, as allowed by law. The Hotel may also require employees for whom such leaves are permitted to provide periodic reports of status and intent to return to work. 14 13