Leisure and recreation. We will make every effort to make your stay at the hotel pleasant and comfortable. To do this, we suggest that you familiarize yourself with the rules of residence. Internal regulations at the hotel

Dear guests!

HotelsALFA

1. Entrance to the hotel is carried out using an individual guest card.

2. Visitors who arrive at your place are allowed into the hotel only at your request from 8.00 to 23.00. The pass is issued at the accommodation service upon presentation of an identity document by the visitor.

3. Staying of unauthorized persons in a hotel room after 23.00 is considered an overnight stay (accommodation) and is formalized by the guest’s registration for an additional bed in the room at the personal request of the resident. Payment for an additional bed is made according to the price list(3000 tenge) .

4. Subject to these rules, the stay of unauthorized persons at the hotel may be limited in time or interrupted.

Citizens living in a hotel are OBLIGED to:

Strictly follow fire safety rules.

Maintain cleanliness.

When leaving the room, close the water taps and windows, turn off the lights and TV, lock the room and hand over the key to the administrator.

Compensate for damage in case of loss or damage to hotel property.

It is PROHIBITED at the hotel:

Leave strangers in the room and give them the room keys.

Store bulky items, flammable materials, and weapons.

Use electric heating devices.

Rearrange furniture in the room.

Keep animals and birds.

Smoking in the room without the consent of other residents in the room.

RULES

OJSC "HOTEL "IVANOVO"

1. GENERAL PROVISIONS

1.1.Internal rules labor regulations- local regulatory act regulating in accordance with the Labor Code Russian Federation and other regulatory legal acts of the Russian Federation, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to the employment contract, working hours and rest periods, incentive and penalty measures applied to employees, as well as other issues of regulating labor relations at OJSC Hotel Ivanovo (hereinafter referred to as “employer”, “Organization”).

1.2. Internal labor regulations are intended to help strengthen labor discipline, rational use of working time, high quality work, increasing labor productivity and production efficiency.

2. HIRING PROCEDURE

AND TERMINATION OF THE EMPLOYMENT CONTRACT

2.1. To be hired, an employee fills out an application in any form, indicating the position, salary (in accordance with the staffing table), and the start date of work.

2.2. Labor relations arise between an employee and an employer on the basis of an employment contract concluded by them in accordance with the Labor Code of the Russian Federation.

2.3. When concluding an employment contract, a person applying for work presents:

Passport or other identification document;

Work book (except for cases of employment for the first time, registration on a part-time basis, loss, damage to the work book);

Insurance certificate of state pension insurance (except for cases of employment for the first time, as well as loss of the certificate);

Military registration documents (for those liable for military service and persons subject to conscription for military service);

Document on education, qualifications or special knowledge (when applying for a job that requires special knowledge or special training)

In some cases, taking into account the specifics of work, this Code, other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation may provide for the need to present additional documents when concluding an employment contract.

Employment without presentation of the specified documents is not permitted.

In order to more fully assess the professional and business qualities of the employee being hired, the employer may invite him to provide a brief written description (resume) of previously performed work, test his ability to use office equipment, work on a computer, etc.

2.4. Registration of a work record book and state pension insurance for an employee hired for the first time is the responsibility of the employer.

2.5. Hiring is carried out, as a rule, with a probationary period lasting from 1 to 3 months, and for the manager and his deputies, the chief accountant and his deputies, heads of separate structural divisions up to 6 months. The probationary clause must be expressly stated in the employment contract.

2.6. The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the employer.

2.7. An employment contract that is not properly executed is considered concluded if the employee began work with the knowledge or on behalf of the employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three days from the date the employee is actually admitted to work.

2.8. Hiring is formalized by an order issued on the basis of a concluded employment contract. The contents of the order must comply with the terms of the concluded employment contract.

The hiring order is announced to the employee against signature within three days from the date of actual start of work.

2.9. When hired (before signing an employment contract), the employee is introduced to the internal labor regulations in force in the organization and other local regulations related to the employee’s labor function.

2.10. When hired, the employee is given instructions on safety precautions, industrial sanitation, fire protection and other labor protection rules, and is informed about the obligation to preserve information that constitutes the employer’s commercial or official secret, and the responsibility for its disclosure or transfer to other persons.

2.11. For each employee who has worked for more than 5 days, a work book is kept in the manner prescribed by current legislation.

The work book contains information about the employee, the work he performs, transfers to another permanent job and the dismissal of the employee, as well as the grounds for termination of the employment contract and information about awards for success in work. Information about penalties is not entered into the work book, except in cases where the disciplinary sanction is dismissal.

At the request of the employee, information about part-time work is entered into the work book at the place of main work on the basis of a document confirming part-time work.

Entries in the work book about the reasons for termination of the employment contract must be made in strict accordance with the wording of the Labor Code or other federal law and with reference to the relevant article, paragraph of the code or other federal law, namely:

agreement of the parties;

expiration of the employment contract, except for cases where the employment relationship actually continues and neither party has demanded its termination;

termination of an employment contract at the initiative of the employee;

termination of an employment contract at the initiative of the employer;

transfer of an employee, at his request or with his consent, to work for another employer or transfer to an elective job (position);

the employee’s refusal to continue working in connection with a change in the owner of the organization’s property, a change in the jurisdiction (subordination) of the organization or its reorganization;

the employee’s refusal to continue working due to a change in the terms of the employment contract determined by the parties;

the employee’s refusal to transfer to another job, required for him in accordance with a medical certificate issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, or the employer’s lack of relevant work;

the employee’s refusal to be transferred to work in another location together with the employer;

circumstances beyond the control of the parties;

violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation or other federal law, if this violation excludes the possibility of continuing work.

An employment contract may also be terminated on other grounds provided for by the Labor Code of the Russian Federation and other federal laws.

2.12 The employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks in advance, unless a different period is established by the Labor Code of the Russian Federation or other federal law. The specified period begins the next day after the employer receives the employee’s resignation letter.

2.13. By agreement between the employee and the employer, the employment contract can be terminated even before the expiration of the notice period for dismissal.

In cases where the employee’s application for dismissal on his initiative (at his own request) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts, containing labor law norms, local regulations or an employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

2.14 A fixed-term employment contract is terminated upon expiration of its validity period. The employee must be notified in writing of the termination of the employment contract due to its expiration at least three calendar days before dismissal, with the exception of cases where a fixed-term employment contract concluded for the duration of the duties of the absent employee expires.

2.15 An employment contract concluded for the duration of certain work is terminated upon completion of this work.

2.16 An employment contract concluded for the duration of the duties of an absent employee is terminated when this employee returns to work.

2.17. The day of termination of the employment contract in all cases is the last day of work of the employee, with the exception of cases where the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, he retained his place of work (position).

On the day of termination of the employment contract, the employer is obliged to issue the employee a work book and make payments to him in accordance with Article 140 of the Labor Code of the Russian Federation. Upon written application by the employee, the employer is also obliged to provide him with duly certified copies of documents related to work.

2.18. On the last day of work, the Employee must hand over all material assets received under his responsibility (tools, special clothing and other property), monetary assets received under the report, receive a walk-through sheet from the HR inspector, formalize it and submit it to the accounting department.

2.19. Termination of an employment contract is formalized by order of the employer.

3. BASIC RIGHTS AND OBLIGATIONS OF EMPLOYEES.

3.1. The employee has the right to:

Conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Providing him with work stipulated by the employment contract;

A workplace that meets state regulatory requirements for labor protection.

Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave;

Complete reliable information about working conditions and labor protection requirements in the workplace;

Professional training, retraining and advanced training in the manner established by the Labor Code and other federal laws;

Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;

Conducting collective negotiations and concluding collective agreements and agreements through their representatives;

Protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;

Resolution of individual and collective labor disputes, including the right to strike, in the manner established by the Labor Code and other federal laws;

Compensation for damage caused to him in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code and other federal laws;

Compulsory social insurance in cases provided for by federal laws.

3.2. The employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract;

Comply with internal labor regulations;

Maintain labor discipline;

Comply with established labor standards;

Comply with labor protection and occupational safety requirements;

Treat with care the property of the employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees;

Immediately inform the employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the employer’s property (including the property of third parties located at the employer, if the employer is responsible for the safety of this property);

Comply with the established procedure for storing material assets and documents;

Do not leave your workplace without permission;

Undergo medical examination, safety and labor protection instructions in accordance with the established procedure.

Persons who have not passed the mandatory procedures for admission to independent work (medical examination, instruction, training, knowledge testing) are not allowed to work.

The range of duties (work) that each employee performs in his specialty, qualifications or position is determined by the employment contract and job description.

4. BASIC RIGHTS AND OBLIGATIONS OF AN EMPLOYER.

4.1. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and on the terms established by the Code and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Require employees to perform their job duties and take care of the employer’s property (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees, and to comply with internal labor regulations. To ensure the safety of employees and people living in the hotel, to prevent crime, to protect the property of the employer and residents, and to monitor labor discipline, the employer can install a video surveillance system in the hotel’s office premises. In areas where video equipment is located, information signs “video surveillance is in progress” must be placed. Information obtained during video surveillance can be used only for official purposes;

Bring employees to disciplinary and financial liability in the manner established by the Code and other federal laws;

Adopt local regulations;

Create associations of employers for the purpose of representing and protecting their interests and join them.

4.2. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, and terms of employment contracts;

Provide employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide employees with equipment, tools, technical documentation and other means necessary to perform their job duties;

Provide workers with equal pay for work of equal value;

Pay the full amount of wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation and internal labor regulations; to ensure the material interest of workers in the results of their personal labor and in the overall results of work, the correct relationship between the growth of labor productivity and the growth of wages, the economical and rational expenditure of the wage fund, to ensure the correct application of the current conditions of payment and labor standards;

Introduce employees, upon signature, to the adopted local regulations directly related to their work activities;

Consider submissions from the relevant trade union bodies and other representatives elected by employees about identified violations of laws and other acts containing labor law norms, take measures to eliminate the identified violations and report on the measures taken to the specified bodies and representatives;

Provide for the everyday needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

Compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation;

Take the necessary measures to prevent industrial injuries, occupational and other diseases of workers and employees; in cases provided for by law, provide benefits and compensation in a timely manner (shortened working hours, additional leaves, therapeutic and preventive nutrition, etc.), provide special clothing, special shoes and other personal protective equipment in accordance with current norms and regulations, organize proper care for these funds;

Constantly monitor employees’ knowledge and compliance with all requirements of safety instructions, industrial sanitation and occupational hygiene, and fire safety.

5. WORK MODE, REST TIME.

5.1. The Company operates 24 hours a day. The employer keeps summarized records of working time; The accounting period for developing schedules is the annual working time fund. Taking into account the specifics of the work, the employer for individual categories employees sets different work modes:

No.	Category of workers	Beginning of work	Break	End of work	Weekend
	Management staff (AUP): general director, deputy. general director, engineer, Chief Accountant, deputy chief accountant, legal adviser, economist, accountant, secretary to the manager, senior administrator, head. farming (shift D 5) Monday-Thursday Friday	8.00 8.00	12.00-12.45 12.00-12.45	17.00 15.45	Saturday Sunday
	Castellan (shift D 5) Monday-Thursday Friday	8.00 8.00	12.00-12.45 12.00-12.45	17.00 15.45	Saturday Sunday
	Administrator (shifts Days 1,2,3,4)	8.00/20.00	13.00/0.00 - 14.00/1.00	20.00/8.00	According to charts
	Doorman (shifts Days 1,2,3,4)	8.00/20.00	12.00/0.00 - 13.00/1.00	20.00/8.00	According to charts
	Maid (shifts Days 1,2,3,4)	8.00/20.00	13.00/0.00- 14.00/1.00	20.00/8.00	According to charts
Maid (shifts D 1,2)	8.00	12.00-13.00	20.00	According to charts
	Cleaner of office premises (shifts D 1,2)	7.00	11.00-12.00	19.00	According to charts
	Helper (shift D 6) Sunday-Thursday Friday	8.00 8.00	12.00-13.00 12.00-13.00	16.00 14.00	Saturday
	Territory cleaner (shift D 6) Monday-Friday Saturday	6.00 6.00	10.00-11.00 10.00-11.00	14.00 12.00	Sunday
	Electrician for equipment repair and maintenance, painter, instrumentation and automation installer, driver (shift D5) Friday Installer of plumbing systems and equipment (shift D 5 individual) day before the weekend (Thursday or Saturday)	8.00 8.00 8.00 8.00	12.00-12.45 12.00-12.45 12.00-12.45 12.00-12.45	17.00 15.45 17.00 15.45	Saturday, Sunday According to schedules

5.2. The shift schedule is mandatory for all Employees. They do not have the right, without the permission of the administration, to change the order of shifts provided for by the schedule, or to go on another shift instead of their scheduled shift.

For those categories of workers who have several work schedules that differ in the length of working hours, days off (administrators, maids, doormen, grounds cleaner, auxiliary worker, office cleaners, installers of plumbing systems and equipment), the working hours are determined by the immediate supervisor of such employee (senior administrator or engineer) in agreement with the general director and secured by order. The employee must be familiarized with the order against signature in advance, and in some cases (unforeseen circumstances: illness, absence of the main employee) notification is allowed on the day the work schedule is changed.

5.3. Calling an Employee to perform work duties outside of the shift schedule is allowed only in special cases provided for by law. If work on a weekend or non-working holiday was carried out within the monthly working time norm, remuneration is made at double the rate. And in the amount of double hourly or daily rate in addition to the salary, if the work was performed in excess of the monthly norm. Payment for all overtime work is made: for the first two hours at one and a half times the rate, for subsequent hours at double the rate. At the request of the employee, overtime work, instead of increased pay, can be compensated by providing additional rest time, and in the case of cumulative accounting - additional days of rest.

5.4. The recording of the working time of the AUP is kept by the secretary of the manager, the recording of the working time of service personnel is kept by the senior administrator, the recording of the working time of operational and repair, electrical and non-electrical personnel is kept by the engineer. The manager's secretary, engineer and senior administrator keep control records of the presence (absence) of employees at workplaces during working hours.

5.5. The employer is obliged to remove from work (not allow to work) the employee:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

Has not undergone a mandatory medical examination (examination) in accordance with the established procedure;

If, in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are identified for the employee to perform work stipulated by the employment contract;

In case of suspension for a period of up to two months, the employee’s special right (license, right to manage vehicle, the right to carry weapons, other special rights) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of the employee fulfilling his duties under the employment contract and if it is impossible to transfer the employee with his written consent to another job available to the employer (both a vacant position or work corresponding to the employee’s qualifications, and a vacant lower position or lower paid work) that the employee can perform taking into account his state of health;

At the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation.

The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that served as the basis for the suspension from work or not being allowed to work are eliminated.

During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws.

5.6. Annual paid leaves to employees are provided with a minimum duration of 28 calendar days. When granting vacation in calendar days, weekends are included in the number of vacation days. Holidays falling during the vacation period are not counted among vacation days. The right to use vacation for the first year of work arises for the employee after six months of his continuous work in this organization. Additional leaves are provided in cases provided for by law. The employer and employees of the Company recognize the need to determine additional paid leave for length of service in the Company for employees: from 5 to 10 years - 1 calendar day; from 10 to 15 years – 2 calendar days, over 15 years – 3 calendar days; for the General Director of the Company – 14 calendar days. Additional paid leave for length of service is provided for the working year (period) in which the right to such leave accrued. For annual leave, financial assistance is paid in the amount of half the tariff rate (official salary).

5.7. The order of granting annual leave is established by the Employer, taking into account the need to ensure the normal operation of hotels and favorable conditions for rest of employees. The vacation schedule is drawn up for each calendar year no later than two weeks before the start of the calendar year and is brought to the attention of all employees.

By agreement between the employee and the employer, annual paid leave can be divided into parts. Moreover, at least one part of this leave must be at least 14 calendar days. Recall of an employee from vacation is permitted only with his consent. The part of the vacation unused in this regard must be provided at the employee’s choice at a time convenient for him during the current working year or added to the vacation for the next working year.

All earned vacations must be used; replacement with monetary compensation is possible only upon a written application from the employee for part of the vacation exceeding 28 calendar days, as well as in the event of dismissal.

For family reasons and other valid reasons, an employee, upon his written application, may be granted leave without pay, the duration of which is determined by agreement between the employee and the employer. All leaves without pay are granted upon application by the employee indicating the duration. During unpaid leave, the employer guarantees the preservation of the employee’s job and position.

6. REMUNERATION. INCENTIVES FOR SUCCESS IN WORK.

6.1. The employer uses a time-based bonus wage system. The amounts of remuneration for workers (salaries, tariff rates) are established depending on the profession, qualifications of workers, complexity and conditions of the work performed and are reflected in the staffing table.

Employees are paid the following additional payments and salary supplements:

For work at night (from 10 pm to 6 am) - 40% of the hourly tariff rate;

For work in holidays- 100% of the average annual hourly tariff rate;

Foreman - 15% of the hourly tariff rate;

For length of service - up to 50% of the monthly tariff rate (official salary) (Appendix No. 1);

For combining professions, expanding the service area, increasing the volume of work, replacing a temporarily absent employee in the amount of up to 50% of the hourly tariff rate (official salary);

Bonus for hotel employees who speak foreign languages and use them in practical work:

For knowledge of one language - 10%, two or more - 15% of the official salary.

Knowledge of the language must be confirmed by a specialized diploma or certificate of completion of foreign language courses, and must also be confirmed by certification results;

For work on a computer - 10% of the official salary (the basis for paying the bonus is an order).

6.2 Payment of wages in the Company is made 2 times a month on the 3rd and 18th of each month. On the 18th, an advance is paid for the current month, the amount of the advance is determined as the sum of the employee’s salary and the bonus for length of service for the time actually worked. Wages are paid to the Employee at the place where he performs the work or can be paid by transfer Money to a special bank (card) account of the Employee.

6.3. Approve the form of the pay slip, through which each employee is notified of the components of the salary due to him for the corresponding period, the size and grounds of deductions made, as well as the total amount of money to be paid. (Appendix No. 9) Issue a pay slip once a month when paying the second part of the salary (based on the results of work for the month). The accounting department, 1 day before the payment of the second part of the salary, generates payslips and transfers them to the responsible persons, who must issue them to the employees on the day the employees receive the second part of the salary. Assign the following employees to be responsible for issuing pay slips:

Senior administrator - hotel employees;

Deputy Chief Accountant - administrative and managerial personnel;

Engineer - operational and repair, electrical and non-electrical personnel.

6.4. To ensure material interest in fulfilling production tasks, increasing production efficiency and the quality of work of the Company, a bonus system is used. The basis for payment of bonuses is data from statistical and accounting reporting, as well as operational accounting data.

Based on the results of work for the year, subject to profit, bonuses are paid in accordance with the “Regulations on the payment of remuneration for overall results of work at the end of the year.” (Appendix No. 2).

In order to increase the volume of sales of paid services to the population, improve their quality and culture of service, save labor and material resources, and improve the final results of work, the “Regulations on bonuses for employees of OJSC Hotel Ivanovo” are applied. (Appendix No. 3).

In order to increase labor productivity based on the results of work for the year, the Company is introducing a “Regulation on a one-time bonus for fully working out the annual working hours.” (Appendix No. 8).

6.5. To pay for vacations and compensation for unused vacations, the Regulation “On the specifics of the procedure for calculating average wages” is used, approved by Decree of the Government of the Russian Federation of December 24, 2007 N 922. The average daily earnings for paying for vacations granted in calendar days and paying compensation for unused vacations are calculated by dividing the amount of wages actually accrued for the billing period by 12 and by the average monthly number of calendar days (29.4).

When wages increase, payments taken into account in the billing period when calculating average earnings increase by the coefficient of increase in tariff rates (salaries) in accordance with the regulatory legal acts of the Russian Federation. Bonuses and other incentive payments provided for by the remuneration system are included when calculating average earnings at the time of accrual: quarterly bonuses - in the amount of 1/3, monthly bonuses - no more than one for each month of the billing period.

Annual bonuses and one-time payments for length of service are taken into account when calculating average earnings of 1/12 for each month of the billing period. In cases where the time falling within the billing period is not fully worked, bonuses and other incentive payments are taken into account when calculating average earnings in proportion to the time worked in the billing period.

The average earnings for payment of severance pay to Employees dismissed due to reduction in headcount or staffing are calculated for the last 12 calendar months preceding the date of payment.

6.6. When an Employee is sent on a business trip, he is guaranteed to retain his job (position) and average earnings, as well as reimbursement of expenses associated with the business trip. The average daily earnings for payment for business trip days are calculated from the wages actually accrued to the Employee and the actual time worked for the 12 months preceding the month the event occurred. The daily allowance for business trips is:

For the cities of Moscow, St. Petersburg and cities equivalent to them - 2000 rubles,

For regional cities - 1000 rubles,

For regional cities - 500 rubles,

For near and far abroad in accordance with approved standards for foreign business trips.

6.7. The official salary of the General Director is established by the employment contract concluded by the General Director with the Company. The agreement on behalf of the Company is signed by the chairman of the board of directors or a person authorized by the board of directors of the Company. A change in the official salary of the Manager is formalized by a separate agreement to the Employment Agreement in agreement with the chairman of the board of directors of the Company. The remuneration of the manager is subject to all provisions on bonuses, allowances and additional payments to the official salary provided for by these internal labor regulations in agreement with the chairman of the board of directors of the Company.

6.8. For conscientious performance of job duties, long-term and impeccable work and for other achievements in work, the following incentives are applied:

a) declaration of gratitude;

b) issuing a bonus;

c) rewarding with a valuable gift;

d) awarding a certificate of honor;

e) nomination for the title of the best in the profession.

6.9. Incentives are announced in an order or directive, brought to the attention of the team and entered into the employee’s work book.

6.10. For special labor services to society and the state, employees can be nominated for state awards.

6.11. The employer, at the expense of the Company, introduces additional benefits and social services:

At the request of managers and trade union bodies, nominate worthy employees for awarding a Certificate of Honor, medal (other insignia), as well as allocate funds to employees who are over 50 years old and employees who have reached retirement age in the amount of half the tariff rate (official salary) if funds are available;

Provide financial assistance in connection with unforeseen circumstances, subject to the availability of funds;

Provide assistance to the families of deceased employees of the Company in organizing funerals, subject to the availability of funds, in the amount of 3.0 thousand rubles.

7. LIABILITY FOR VIOLATION OF LABOR DISCIPLINE.

7.1. Violation of labor discipline, i.e. Failure to perform or improper performance through the fault of an employee of the assigned labor duties entails the application of disciplinary measures. The employer has the right to apply the following disciplinary sanctions:

1) remark;

2) reprimand;

3) dismissal for appropriate reasons.

7.2. Before applying a disciplinary sanction, an explanation in writing is requested from the employee. If the employee does not provide an explanation within two working days, a corresponding report is drawn up. Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

When applying a penalty, the severity of the offense committed, the circumstances in which it was committed, previous work and the behavior of the employee must be taken into account.

7.3. Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time necessary to take into account the opinion of the representative body of employees.

A disciplinary sanction cannot be applied later than six months from the date of the commission of the offense, and based on the results of an audit, financial check - economic activity or audit - later than two years from the date of its commission. IN specified deadlines The time of criminal proceedings is not included.

7.4. For each disciplinary offense, only one disciplinary sanction can be applied.

7.5. An order (instruction) on the application of a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order, a corresponding act is drawn up against signature.

7.6. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself, at the request of his immediate supervisor or a representative body of employees, if the worker or employee has not committed a new violation of labor discipline and, moreover, has proven himself to be good and conscientious worker.

During the period of validity of the disciplinary sanction, the incentive measures specified in these rules are not applied to the employee.

8. FINAL PROVISIONS

8.1. The internal labor regulations come into force from the moment of their approval.

8.2. The internal labor regulations apply to all employees, regardless of their position, membership of a trade union, the duration of their employment relationship with the Employer, the nature of the work performed and other circumstances.

8.3. The internal labor regulations are kept by the manager's secretary. When hiring an employee, familiarization with the internal labor regulations is mandatory before signing an employment contract.

The following have been familiarized with the Internal Labor Regulations:

Full name, position date signature

________________________________________________________________

_______________________________________________________________

Internal labor regulations for workers and service workers of enterprises, installations, organizations

Selective activation and disabling of internal controls.

Inner order rules

The hotel is intended for temporary residence of citizens, regardless of their place of registration, for a period agreed with the hotel administration. Upon expiration of the agreed period, residents are required to vacate the room.
The hotel is open 24/7.
Documents required for registration of residence: passport; birth certificate for persons under 16 years of age; general foreign passport and visa for foreign citizens. Judges, employees of the Department of Internal Affairs, the FSB, the Federal Border Guard Service of the Russian Federation, the prosecutor's office, customs of the justice authorities, the tax service, military personnel of the Armed Forces who were on a business trip are registered using an official and travel certificate.
The right to extraordinary settlement is given to Heroes of the Soviet Union, Heroes of Russia, full holders of the Order of Glory, employees of the prosecutor's office, employees of the internal affairs department, employees of the judiciary, courier communications, tax service, FAPSI employees in the performance of official duties; disabled people of group 1 and persons accompanying them (no more than one person).

Participants of the Great Patriotic War, disabled people of groups II and III are checked into the hotel first of all as places become available.
Check-in of citizens is carried out after 12-00 hours. Earlier check-in is possible with prior agreement with the hotel administration, subject to availability of rooms.
Check-out of residents is carried out until 12-00 hours.
Payment is made in rubles, in cash, by bank transfer under the booking agreement or using payment (credit) cards.
Check-in at the hotel is carried out only after the guest has made an advance payment for the entire expected period of stay. All Additional services are paid immediately as they are rendered.
Regardless of the type of check-in, if the guest’s check-out is delayed after check-out time for no more than 6 hours, an hourly payment is made. If departure is delayed for a period of 6 to 12 hours after checkout time, the fee will be charged for half a day. When checking out more than 12 hours after check-out time, payment is made as for a full day.
If the guest refuses to stay or shortens the period of stay, the hotel administration has the right to withhold from the advance payment made by the guest (his guarantor) an amount equal to the cost of one night's stay. This amount is the fee for reserving a room in the guest's name for the entire period of his stay.
Paying for a hotel room includes the use of a refrigerator, TV, air conditioning, safe and telephone located in the room. Long-distance/international calls, as well as calls to mobile phone numbers, are paid additionally by making deposits to the hotel administration. In case of non-use or partial non-use, the deposit funds are returned to the payer.
Upon check-in, the administrator fills out a business card (guest card) - a document for the right to enter the hotel and receive an electronic key to the room, extraordinary service at the catering, consumer services and communications establishments located in the hotel.
The guest card is always issued in one copy and must contain the following information: guest's last name, room number and length of stay.
An electronic room key card is issued upon check-in together with the guest card and is stored separately from the mobile phone, TV and computer.
The hotel provides the following services free of charge:

- homemade breakfast;

Reference Information;

Ordering air/railway tickets;

Reserving seats in city restaurants;

Call a taxi;

Calling an ambulance;

Using a first aid kit;

Morning awakening at the specified time;

Providing boiling water, one set of dishes and cutlery;

Delivery to the correspondence number immediately upon receipt.

The hotel provides additional services at the request of residents for a fee according to the current price list.
Homemade breakfast is served in the hotel bar from 07-00 to 10-30 hours daily. At the specified time, breakfast can be served in your room with prior approval from the hotel.
Rooms and common areas are cleaned daily from 11:00 to 19:00. Bed linen, towels and bathrobes are changed daily. Each resident is provided with a daily set of personal equipment.
At the request of residents, with the consent of the hotel administration, unauthorized persons are allowed to be in the room from 08:00 to 23:00; To do this, the visitor must leave an identification document with the hotel administrator at the reception desk and receive a guest card.
If a visitor is delayed in a guest's room after 23:00 or a registered guest takes an unauthorized person to the hotel at night (from 23:00 to 08:00), these persons must be registered for accommodation in the guest's room. For such accommodation, payment will be charged according to the price list approved by the hotel.
In the case of a group stay, the group leader bears full responsibility for the behavior of the residents included in the group.
The hotel is not responsible for items left unattended outside the room.
The hotel is not responsible for the operation of city services (emergency shutdown of electrical and thermal energy, water supply).
The hotel territory, all entrances to it, internal staircases, and the hall are monitored by video cameras. All information is recorded, recorded on digital media and stored. Video surveillance is carried out for the safety of guests, their property, and hotel property.
The book of reviews and suggestions is kept by the hotel administration and is issued upon request of residents. All complaints are dealt with promptly. The answer is given after a month in writing.
In case of complaints from residents, the administration takes all possible measures to resolve the conflict, provided for by law.
In cases not provided for by these rules, the hotel administration and guests are guided by the current legislation of the Russian Federation.

The responsibilities of the hotel administration include:

Accept payment and provide a room/rooms for check-in upon prior request or based on availability. Issue the following documents: service agreement, payment receipt, cash receipt, guest card, electronic room key.
Maintain the confidentiality of information received during guest registration or during guests' stay at the hotel.
Ensure the safety of guests' property in the room. If the hotel staff discovers items left behind after guests' departure, take measures to return them to their owners.
Ensure the cleanliness of the rooms, the serviceability of furniture and accessories, the availability of the required amount of textiles and personal items.
Ensure the maximum possible state of peace and quiet in the hotel.
Take into account the wishes of guests that can be fulfilled.
The hotel administration reserves the right to refuse accommodation to guests who do not have a passport or other identification document, who are drunk, in an inadequate condition, or guests who violate the rules of stay at the hotel.
The hotel administration reserves the right to visit the room without the consent of the resident in the event of smoke, fire, flooding, as well as in case of violation by the resident of these rules of residence, public order, and the procedure for using household appliances.

Residents' responsibilities include:

Provide a passport or other identification document to the hotel administrator to enter information into the hotel reservation system and pay for all days of stay.
Treat the property and equipment of the hotel with care and strictly follow the rules fire safety, maintain cleanliness, silence and public order. During the period from 23-00 to 7-00, minimize activities that lead to excessive noise.
In case of damage or loss of hotel property, reimburse the cost of the damage caused in accordance with the drawn up act. In case of loss of the received keys, pay a fine of 1000 rubles.
To avoid losing valuables, store them in an individual safe located in the room.
If hotel guests detect any violations of the integrity of furniture, textiles and other accessories, immediately notify the hotel administrator.
In case of extending your stay at the hotel, inform the hotel administrator no later than 2 hours before check-out time.
Inform the hotel administrator in advance about your wishes.
When leaving the hotel, the resident is obliged to:

- close water taps, windows, turn off lighting fixtures, TV, air conditioning. Check the safe and hotel room for items left in it.

Rent out the room to the maid;

Hand over the issued keys to the administrator;

Make final payment for services provided.
Prohibited:

Leave unauthorized persons in the room/rooms, hand over the keys to them.
Keep animals in rooms.
Use electric heating devices.
Store in the room/rooms bulky boxes, weapons, narcotic, explosive, chemical, radioactive or flammable substances, mercury, as well as other things/substances that are illegal, threaten the health of guests and hotel employees, disrupt the comfortable stay of guests at the hotel (things/substances) emitting excessive noise, unpleasant odors, etc.).
Smoking in the rooms. There is a special room for smoking in the hotel. The fine for smoking in the room is 1000-00 rubles.

(Name (Date of signature)

(Head of the enterprise)

Moscow (Signature) (Transcript

Date of___________________

1. General provisions

1.1. In accordance with the Constitution of the Russian Federation, every citizen is obliged to observe labor discipline.

Compliance with labor discipline is the rule of behavior of each member of the team of an enterprise, institution, or organization.

Labor discipline is ensured by methods of persuasion, as well as rewards for conscientious work. Disciplinary and social measures are applied to violators of labor discipline.

Internal regulations are aimed at promoting the education of workers and employees in the spirit of a conscientious attitude to work, strengthening labor discipline, rational use of working time, and high quality work.

All issues related to the application of internal labor regulations are resolved by the administration within the limits of the rights granted to it, and in cases provided for by current legislation and internal regulations, jointly or in agreement with the trade union committee.

2. The procedure for hiring, transferring and dismissing employees

Workers and employees exercise the right to work by concluding an employment agreement (contract).

When applying for a job, the administration of the enterprise is obliged to require from the applicant:

Providing a work book, and if this person is starting work for the first time, providing a certificate from the house management company or administration from the place of work about the last employment.

Providing a passport in accordance with passport legislation.

Military ID (for those liable for military service).

Hiring without the specified documents is not permitted.

When applying for a job that requires special knowledge, the administration has the right to require the employee to present a diploma or other document confirming the education or professional retraining received.

Hiring is formalized by order of the administration. The order (instruction) is announced to the employee against receipt.

2.3. When a worker or employee joins or is transferred in the prescribed manner to another job, the administration is obliged to:

Familiarize the worker or employee with the assigned work, working conditions and explain his rights and responsibilities.

Familiarize him with the internal regulations and the collective agreement.

Provide instructions on safety precautions, industrial sanitation, occupational hygiene, fire safety and other labor protection rules.

2.4. For persons hired for the first time, a work book is filled out no later than five days after being hired.

The administration must issue paybooks to all workers, as well as those employees whose work is paid by the piece, five days after being hired.

2.5. Termination of an employment contract can only take place on the grounds provided for by law.

Workers and employees have the right to terminate an employment contract by notifying the administration in writing two weeks in advance. After this period, the worker or employee has the right to stop working, and the administration is obliged to issue the employee a work book and make payments to him.

Termination of an employment agreement (contract) at the initiative of the administration is not permitted without the prior consent of the trade union committee, except in cases provided for by law.

Termination of an employment agreement (contract) is formalized by order.

2.6. On the day of dismissal, the administration is obliged to issue it to the employee; work book with a record of dismissal entered into it and make a final settlement with it. Entries about the reasons for dismissal in the work book must be made in strict accordance with the wording of the current legislation and with reference to the relevant article, paragraph of the law. The day of dismissal is considered the last day of work.

3. Main responsibilities of employees

3.1. Workers and employees are obliged:

Work honestly and conscientiously.

Observe labor discipline - the basis of order in production (come to work on time, observe the established working hours, use all working time for productive work, promptly and accurately carry out orders from the administration, etc.).

Complete work according to orders and assignments, production standards and standardized production tasks in a timely and thorough manner.

Maintain technological discipline.

Fully comply with labor protection requirements (safety precautions, industrial sanitation, occupational hygiene) and fire safety provided for by the relevant rules and instructions, use special clothing, safety shoes and safety devices.

Take care of the property of the enterprise, use equipment efficiently, treat materials, workwear, etc. with care.

Conduct yourself with dignity; refrain from actions that interfere with other employees performing their job duties.

Take measures to immediately eliminate the causes and conditions that impede or complicate the normal production of work, and if it is not possible to eliminate these causes on your own, immediately report this to the administration.

3.1.10.Systematically improve your business (production) qualifications.

The range of duties (work) that each employee performs in his specialty, qualification or position is determined by the tariff and qualification directories of work of workers' professions, qualification directories of employee positions, as well as technical rules, job descriptions and regulations approved in the prescribed manner.

4. Main responsibilities of the administration

4.1. The administration is obliged:

Organize the work of workers and employees so that everyone works according to their specialty and qualifications.

In a timely manner, before the start of the assigned work, familiarize workers and employees with the established task, ensure healthy and safe working conditions, good condition of equipment, as well as reserves (in accordance with standards) of raw materials, materials and other resources necessary for uninterrupted and rhythmic work.

Organize the study and implementation of advanced techniques and methods of labor, rational forms of division and cooperation of labor; improve the organization and maintenance of workplaces; mechanize heavy and labor-intensive work, constantly improve rationing; introduce technically sound and revise outdated production standards (maintenance time).

Timely consider and implement inventions and proposals for improving the hotel’s activities, implement decisions at production meetings, support and encourage production innovators.

Strengthen labor and production discipline in every possible way.

Improve working conditions, strictly comply with labor legislation, ensure proper technical equipment of all workplaces and create working conditions in them that comply with labor protection rules. In the absence of requirements in the rules, compliance with which during the performance of work is necessary to ensure safe working conditions, the administration, in agreement with the local committee of the trade union, must take measures to ensure safe working conditions.

Introduce modern safety equipment to prevent occupational injuries, and ensure sanitary and hygienic conditions that prevent the occurrence of occupational and other diseases of workers and employees.

Constantly monitor compliance with all requirements of safety instructions, industrial sanitation and occupational hygiene, and fire safety.

To ensure systematic improvement of the business (industrial) qualifications of workers and the level of their economic knowledge, to create conditions for combining work with training in production and in educational institutions.

4.1.10. Be attentive to the needs and requests of employees.

The administration carries out its duties in the relevant

cases jointly or in agreement with the trade union committee.

5. Working time and its use

5.1. The start and end times of work and breaks for rest and food are established as follows: the duration of the working day is 8 hours.

If necessary, the duration of daily work, including the start and end time of daily work and food breaks, is determined by the shift schedule approved by the administration in agreement with the trade union committee, in compliance with the established working hours for the week and other accounting period.

Shift schedules are brought to the attention of workers and employees, as a rule, no later than two weeks before they come into force.

Workers alternate shifts evenly.

Before starting work, each worker and employee is obliged to mark his arrival at work, and at the end of the working day, to mark his departure from work in the manner established by the department.

5.2. The administration is obliged to organize records of attendance at work and departure from work.

The administration will not allow employees who show up to work while intoxicated to work that working day (shift).

5.3. In continuous work, a shift worker is prohibited from leaving work until the replacement worker arrives.

If the replacement does not show up, the worker or employee informs the senior person about this, who is obliged to immediately take measures to replace the replacement with another employee.

5.4. In those jobs where, due to production conditions, a break for rest and food cannot be established, the worker or employee must be given the opportunity to eat food during working hours.

5.5. The list of such work, the order and places of eating are established by the administration in agreement with the local committee.

Distract workers and employees from their direct work, call or remove them from work to perform public duties.

Convene meetings, sessions and all kinds of meetings on public affairs.

5.7. The order of granting annual leave is established by the administration in agreement with the trade union committee. The vacation schedule is drawn up for each calendar year no later than January 5 of the current year and is brought to the attention of all workers and employees.

6. Rewards for success at work

6.1. For exemplary performance of job duties, long-term and impeccable work, innovation in work and for other achievements and work, the following incentives are applied: declaration of gratitude, issuance of a bonus, awarding a valuable gift.

Incentives are announced in an order or directive from the administration, jointly or in agreement with the trade union committee, brought to the attention of the entire team and entered into the employee’s work book.

6.2. For special labor merits, workers and employees are presented by the administration for encouragement, awards, orders, medals, certificates of honor, badges, badges of honorary titles, and the title of the best worker in a given profession.

7. Penalties for violations of labor discipline

Violations of labor discipline, that is, failure to perform or improper performance through the fault of an employee of the assigned labor duties entails the imposition of disciplinary sanctions or the application of public sanctions.

For violation of labor discipline, the enterprise administration applies the following disciplinary sanctions: reprimand, reprimand, severe reprimand, dismissal (Labor Code of the Russian Federation).

Dismissal as a disciplinary sanction can be applied for systematic failure by a worker or employee, without good reason, to fulfill the duties assigned to him by an employment agreement (contract) or internal labor regulations, if disciplinary or public sanctions have previously been applied to the worker or employee, as well as for absenteeism without good reason.

Absenteeism is considered absence from work without good reason (including absence from work for more than three hours during the working day).

7.3. Disciplinary sanctions are imposed by the head of the enterprise.

7.4. For absenteeism without good reason, the administration applies one of the disciplinary measures provided for in paragraph 7.2.

Regardless of the application of disciplinary or public sanctions, a worker or employee who commits absenteeism is deprived of his production bonus in whole or in part. The amount of remuneration may be reduced based on the results of the enterprise’s annual work or no remuneration will be paid at all.

Before imposing a penalty, an explanation must be required from the violator of labor discipline. Disciplinary sanctions are applied by the administration immediately after the discovery of the misconduct, but no later than one month from the date of its discovery, not counting the time the employee was ill or on vacation. A disciplinary sanction cannot be imposed later than six months from the date of commission of the offense.

For each violation of labor discipline, only one disciplinary sanction can be imposed.

When imposing a disciplinary sanction, the severity of the act committed, the circumstances in which it was committed, the employee’s previous work and behavior must be taken into account.

A disciplinary sanction is announced in an order (instruction) and communicated to the employee against signature within three days. The order is brought to the attention of the employees of the enterprise.

If within a year from the date of disciplinary action the worker or employee is not subject to discipline, then he is considered not to have been subject to disciplinary action.

The administration may issue an order (instruction) to lift a disciplinary sanction, without waiting for the expiration of a year, if the worker or employee has not committed a new violation of labor discipline and at the same time has proven himself to be a good and conscientious employee.

Head of HR ___________ _________________________

services (Signature) (Signature decryption)

Visas ___________ ___________________________

(Signature) (Decryption of signature)

AGREED

Minutes of the general meeting

labor collective

Date________ No. __________

APPENDIX 4

Regulations on the division of hotel rooms

_________________ _____________ “APPROVED”

(Name (Date of signature)

enterprises) _________________________________

(Head of the enterprise)

Date__________ No___________ _________________________

Moscow (Signature) (Transcript

Are commonprovisions

The Rooms Division provides basic hotel services and provides reception, accommodation and maintenance on the residential floors.

The division is headed by the Deputy General Director (hotel director).

The head of the division is appointed by order of the General Director.

The Deputy General Director is replaced by the head of the reception and accommodation service or the head of the room service.

The head of the division replaces the general director.

The question of the advisability of hiring a manager is decided by the General Director when the candidate provides the necessary documents.

In accordance with the Labor Code of the Russian Federation, a contract is concluded with the person hired for this position.

The result of the test and the relationship of the parties after the expiration of the probationary period are regulated by the rules of the Labor Code of the Russian Federation.

An agreement on full individual financial responsibility is concluded with the employee holding this position.

1.10. Dismissal from this position is carried out in the following cases: by agreement of the parties;

due to the expiration of the contract and its non-extension for a new term;

at the initiative of the employee;

at the initiative of the administration;

based on the results of the assessment of the employee’s performance by the certification commission as not corresponding to the position, including the probationary period;

in case of disclosure of official and commercial secrets of the enterprise causing material damage;

in other cases provided for by the Labor Code of the Russian Federation.

Holiday entitlement: 24 working days.

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Leisure and recreation. We will make every effort to make your stay at the hotel pleasant and comfortable. To do this, we suggest that you familiarize yourself with the rules of residence. Internal regulations at the hotel

2. The procedure for hiring, transferring and dismissing employees

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