Rules of internal regulations and accommodation at the Yubileiny Hotel Voronezh. Hotel business in Russia. The structure of the hotel's internal labor regulations

RULESINTERNALROUTINE

The hotel is intended for temporary residence of citizens for a period of no more than two months, regardless of place of registration.

To obtain a number, the traveler presents a passport or identification document, or a travel document.

To check into a hotel, the company makes a preliminary request by telephone, in accordance with the concluded agreement. Subject to availability after 22:00. The administrator conducts a free check-in if there is a business trip, but for no more than one day, with subsequent extension if there are free places.

Hotel accommodation is available from 12 noon checkout time.

Upon prior request, the hotel can accommodate organized groups tourists.

For hotel accommodation a fee is charged according to the current price list.

When staying in a hotel for no more than a day (24 hours), the fee is charged as for a full day.

When staying before check-out time (from 0 to 12 o'clock), the fee for accommodation is charged for half a day. If a resident's check-out is delayed after check-out time for no more than 6 hours, no payment will be charged. If departure is delayed after checkout time for more than 12 hours, the fee will be charged as for a full day.

The room price includes the use of a refrigerator, TV, and in luxury rooms - telephone. Long-distance telephone calls are charged additionally.

The fee for a video channel during your stay is charged as for a full day.

A seat reservation fee is charged at 25% of the seat price. If you are late, in addition to the reservation fee, you will be charged for the actual downtime of the room or place (but not more than one day).

With the permission of the administration, the room can be paid in full by one resident.

Bed linen and towels are changed in the hotel as needed, but at least 2 times a week.

The hotel administration ensures that residents have the safety of their belongings in the room.

The hotel administration is not responsible for the safety of money and jewelry not deposited.

If forgotten items are discovered, the hotel administration takes measures to return them to their owners.

If the owner is not found, then the forgotten items are sold through a commission network after 6 months.

Residents are required to treat the property and equipment of the hotel with care and strictly follow the rules fire safety, maintain cleanliness and rules internal regulations. In case of damage or loss of hotel property, the resident shall reimburse the cost of the damage caused, in accordance with the drawn up act.

When leaving the hotel, the resident is required to hand over the room and key to the maid.

Visitors are allowed to stay in the hotel from 9:00 a.m. to 11:00 p.m. upon presentation of an identification document.

Rooms must be cleaned without disturbing the peace of the residents. Hotel residents are prohibited from:

Use electric heating devices in the rooms;

Store and use flammable materials;

Smoking in the rooms;

Bring bulky boxes into rooms.

In case of violation of internal regulations, residents are discharged from the hotel.

Complaints and applications from residents are considered by the administration within 24 hours, but no later than a month from the date of their submission.

All CIS citizens staying in a hotel for more than a day must be registered in accordance with the order of the mayor of Moscow.

Disabled persons of groups 1, 2, 3 together with their accompanying persons, but not more than one person, as well as war veterans have priority accommodation in the hotel. Moreover, for war veterans, disabled people and persons accompanying disabled people of the 1st group, 30% discounts on accommodation are provided.

The hotel provides free services:

Calling an ambulance;

Using a first aid kit;

Wake up at a certain time;

Providing boiling water, threads, needles, one set of dishes and
cutlery.

The hotel provides Additional services at the request of residents for a fee, according to the price list.

Hotel director (L.V. Polyakova)

Appendix 4

Hotel Budapest NOTICE N

Service Bureau for services provided

for servicing foreign
” ________ 199 tsev at the expense of _________________

Responsible ___________ ____ Client's signature ____________

depending on whether these minimum standards are achieved or not.

2) Neutral. These elements have a rather weak influence on the degree of satisfaction of needs. This may include the color of the uniform of the service personnel, the palette of colors in which the interior of the building is painted, the location of the parking lot, etc.

3) Bringerssatisfaction. These elements may elicit a grateful response if the service exceeds expectations, but no response will follow if expectations are met or not. An example would be hotel service at night, free drinks provided to guests during a banquet on behalf of the director, fresh flowers, birthday greetings, etc. Little things like a free chocolate bar found on your pillow in the evening allow a hotel to stand out from the crowd of competing firms.

4) Bringing itdisappointment. These elements do not cause any reaction, but cause disappointment if the rules of service are violated. Here you can find poorly organized parking, uncleaned paths at the entrance, a non-working air conditioner or refrigerator, unfriendly staff, dirty ashtrays, broken clothes hangers.

Good hotel may be inferior to resort “new buildings” in the luxury of design, but not in service. The secret of luxury service is that a hotel guest, without leaving his room, can feel like a master in the city and get everything he wants - from tickets to an opera premiere to fresh caviar from the most luxurious store - just by making one phone call . The results of a strong service culture are reflected in increased repeat business and revenue growth, increased recognition, positive team relationships and overall camaraderie.

These rules establish the procedure for booking, accommodation, accommodation and provision of services at the hotel.

1. General Provisions

1.1 These rules establish for hotel guests the internal regulations for staying in a mini-hotel, the rules for using hotel property, the scope of services provided, and the responsibilities of the parties.

1.2 The hotel's activities are also governed by the rules for providing hotel services In Russian federation.

2. Rules for using hotel property

2.1 The hotel provides guests with furnished rooms equipped with household appliances (TV, refrigerator, kettle, etc.), plumbing and other equipment. The hotel rooms and common areas are insulated, have modern finishes, equipment, and fittings.

2.2 Guests must handle hotel property with care, use equipment for its intended purpose, and comply with fire safety requirements. In the event of damage to property, technical malfunctions, emergencies (flooding, fire, broken glass, etc.), it is necessary report immediately about this to the administrator.

3. Internal regulations for staying at the hotel

3.1 The maid-administrator monitors compliance with the internal regulations in the hotel. She provides visitors with explanations regarding the rules of residence, and receives complaints from them about the actions of staff and other visitors who violate the established operating procedures of the hotel.

3.2 Visitors, after filling out the address sheet,By Get the room key from the administrator. If visitors leave the room and lock it with the key, they must hand over the key maid-administrator. Prohibited transfer the room key to others.

3.3 In the rooms, corridors, staircases of the hotel - Smoking is prohibited. Penalties for smoking in an unauthorized place fine 3000 rub. If smoking occurs again in the above areas, the hotel administration has the right to evict the guest.

3.4 From 23-00 to 8-00 am, silence must be maintained inside the building and on the territory. In the rooms at this time prohibited turn on televisions at high volume.

3.5 Guests can visit the hotel from 8-00 to 23-00 hours. The person living in the room must give consent to the guest’s arrival, and the maid-administrator keeps a record of all visitors coming to the hotel. The guest is required to provide a document confirming his identity. The person living in the room is responsible for the guest. The administrator has the right prohibit the guest has access to the hotel in the cases provided for in clause 10.4

3.6 Finding any animals in the hotel prohibited!

4. Energy saving

4.1 In the rooms prohibited use tees and extension cords, powerful electrical appliances, including heating ones, except when these appliances are included in the standard equipment of the room or issued for use by hotel staff.

4.2 It is unacceptable to leave cold and hot water taps open unnecessarily. Prohibited leave these taps (mixers) open after leaving the room.

5. Check-in and parking of vehicles

5.1 Parking on the hotel premises without permission from the administration prohibited.

5.2 Strictly prohibited leave vehicles on arrivals and departures, internal passages.

5.3 Violation of parking rules is punishable by fine 500 rub. If such a violation occurs again, the hotel administration has the right to evict the guest.

6. Services provided by the hotel

6.1 The hotel provides basic services that are included in the price of your stay.

6.2 TO basic services This includes providing a room for accommodation, cleaning the rooms, and calling an ambulance.

6.3 The hotel accepts guests for stay around the clock. A room with a certain number of seats is provided for use. Children under 14 years of age can only be accommodated in a hotel with their parents or an accompanying person (document).

6.4 Routine cleaning (collecting dust, taking out trash, washing glasses and cups, cleaning bathrooms) is carried out daily.

6.6 Each time after a guest checks out, a complete cleaning is carried out (linen is changed, bathrooms are disinfected, refrigerators are washed).

6.7 Towels and bed linen are changed once every 3 days.

At the request of guests, an extraordinary change of linen can be carried out for an additional fee.

6.8 At least once a month, general cleaning is carried out (washing windows, cleaning upholstered furniture).

7. Booking and reservation of rooms.

7.1 Room reservation is a pre-order made before the start of the day of planned arrival. The following booking procedure is established:

application, clarification of application;
an invoice is issued for payment (by email);
after payment of the bill, the hotel issues a written confirmation of the reservation

If the guest cancels the order no later than 3 days before the scheduled check-in date, the payment will be refunded.

In case of late cancellation of the order or in case of no-show, no later than one day before the scheduled check-in date, the hotel charges a penalty in the amount of 25% of the refunded amount.

8.2 Early departure

If a guest leaves the hotel before the departure date specified in the guest's questionnaire, the hotel charges a penalty of 10% of the refunded amount. The departure date is additionally confirmed by the guest upon arrival. The guest has the right to change the departure date without any penalties no later than the day of arrival. Refunds in cases of force majeure are considered individually. Cash, paid by the guest for services, are returned on the day of termination of the contract or at another time, but no later than within 7 days from the date of presentation of the corresponding demand by submitting an application.

9. Payment procedure for hotel services

9,1 The checkout time for paying for hotel services is 12-00.

9.2 Payment for hotel accommodation is charged in accordance with the price list. In case of delay in the guest's check-out, the accommodation fee will be charged in the following order:
no more than 6 hours - hourly payment; from 6 to 12 hours - payment for half a day; from 12 to 24 hours - fee for a full day. When staying no more than a day (24 hours), the fee is charged per day, regardless of the check-out time.

If the guest arrives earlier than the check-out time, the payment for accommodation will be charged in the following order: 6 hours before the check-out time - hourly payment; from 6 to 12 hours - payment for half a day; from 12 to 24 hours - fee for a full day.

The hotel accepts payment only in Russian rubles - cash or non-cash transfer.

9.3 When placing children under 7 years old on basic sleeping area Together with parents, payment for accommodation of one child per parent is not charged. When placing children under 7 years old, an additional fee is charged for an additional bed according to the price list.

10. Termination of hotel accommodation for guests. Refusal of settlement

10.1 Guests stop staying at the hotel upon the arrival of the departure date indicated on the address sheet.

10.2 If a guest repeatedly violates internal rules stay in a hotel, which leads to material losses or creates inconvenience for other visitors, the hotel has the right to refuse accommodation or carry out eviction.

10.3 The administrator has the right to refuse accommodation in the following cases:

visitors do not have documents, documents are invalid or expired, there are suspicions that the documents are fake;
there is no payment for the room in the prescribed manner and in the required amount;
the guest has an unkempt, dirty appearance, is drunk, behaves inappropriately, aggressively;
the guest refuses to comply with the internal rules of the hotel (smoking, parking, etc.);
the guest is included in the list of unwanted guests (stop list);
in other cases, provided for by Russian legislation and common sense.

In controversial cases, issues are resolved by the hotel administration.

10.4 The hotel keeps a log of unwanted guests (stop list).

It includes:

guests who previously lived in a hotel and were forcibly evicted;
wanted persons;

persons included in the list by the hotel director.

11. Responsibility of the hotel and consumers

11.1 The hotel must take measures to eliminate the shortcomings of the service provided within 24 hours from the moment the guest submits the corresponding request.

11.2 The hotel is not responsible for shortcomings in the services provided if it proves that they arose through the fault of the lodger (guest) or as a result of force majeure.

11.3 The hotel is not responsible for the safety of the guest's belongings in the room provided for their stay.

11.4 If forgotten items are discovered, the hotel is obliged to immediately notify the owner of the items, if known. Forgotten items are stored in the hotel for 1 month, after which they are transferred to the relevant public authorities or destroyed, about which an act of the established form is drawn up.

11.5 If significant material damage is caused to the hotel due to the fault or negligence of guests and (or) their guests, an act of the established form must be drawn up. In this case, in addition to compensation for damage, the guest must voluntarily or in court compensate the hotel for losses associated with downtime of the room during repairs, replacement of furniture, etc. cases (for example, when flooded with water).

Dear guests!

Inner order rules

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.

(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.

The goal is to promote the education of workers and employees in the spirit of a conscientious attitude to work, strengthening labor discipline, rational use of working time, high quality works

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.

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.

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.

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.

4.1. 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.

5.1. 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 effect.

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, meetings 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.

6.1. 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 rules labor regulations, if disciplinary or public sanctions were previously 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

General provisions

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.

Salary fork

Bonuses

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Basic

The hotel's internal labor regulations make it possible to discipline employees, which, in turn, has a positive effect on the quality of the services provided. You can find information on how to create this local document and what to include in it in our article.

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The procedure for developing internal labor regulations for a hotel

The functional responsibilities of employees prescribed in the employment contract also include the requirement to comply with the internal labor regulations (hereinafter referred to as the Rules) established by the employer (Article 56 of the Labor Code of the Russian Federation). Each hotel, depending on the assigned category and specialization, has its own Rules, formalized in the form of a special local regulatory act (Part 4 of Article 189 of the Labor Code of the Russian Federation).

The rules are usually developed by the hotel's personnel or legal department. Before approval, according to Art. 190 of the Labor Code of the Russian Federation, this local act is sent for study to the elected trade union body of the company (if there is one) in accordance with the procedure prescribed in Art. 372 Labor Code of the Russian Federation.

For many companies, the Rules are a separate appendix to the collective agreement (paragraph 2 of Article 190 of the Labor Code of the Russian Federation), but can also be presented in the form of an independent document.

By signing an employment contract with an employee, the employer, in accordance with Part 3 of Art. 68 of the Labor Code of the Russian Federation, is obliged to familiarize him with the Rules in force in the company against receipt.

The structure of the hotel's internal labor regulations

In accordance with Art. 189 of the Labor Code of the Russian Federation Rules are a local regulatory document that sets out conditions that disclose:

the procedure for hiring, dismissing, transferring employees to another position;
rights, duties, responsibilities of the employee and the employing company;
work/rest schedule established by the company;
system of rewards/penalties applied to employees;
other issues necessary to resolve labor relations.

Based on the above, we can highlight the recommended structure for this local hotel document:

General provisions (listing of those who are affected by the Rules, reasons for their adoption).
Grounds for dismissal, the procedure for applying for a job (the procedure for hiring an employee, as well as his dismissal, is described; the presence of a probationary period and the conditions for completing it; rules for transferring to another type of work; documents that the applicant must provide when applying for a job are listed).
Rights and job responsibilities workers - are prescribed on the basis of Art. 21 Labor Code of the Russian Federation.
The rights and obligations of the hotel-employer are prescribed on the basis of Art. 22 Labor Code of the Russian Federation.
Working hours (start/end times of shifts by day and week; duration of working hours, the number of daily shifts is indicated; positions for which an irregular day is approved are listed; date and place of salary payment).
Rest regime (indicates when a lunch break can be established, duration; special breaks for employees performing heavy work or working in conditions deviating from normal conditions, for example, for doormen working outside in the cold season, for heavy loaders; duration and grounds for providing paid annual leave).
System of incentives and rewards for employees.
The mechanism for applying disciplinary sanctions (types of violations that can lead to the imposition of punishment; the procedure for applying disciplinary punishment; types of penalties and reasons for their removal).
Conclusion (states the employee’s obligation to comply with the Rules, describes the procedure for challenging imposed disciplinary sanctions).

Features of the content of hotel internal labor regulations

Since the Rules relate to the administrative and organizational group of local documents, when drawing them up one should adhere to the recommendations prescribed in the GOST R 6.30-2003 standard. At the same time, the Rules are required to disclose the specifics of the activities of the hotel in which they are approved.

Among the features in the content of the Rules for enterprises engaged in the hotel business, the following can be highlighted:

Based on the fact that hotels operate around the clock, such an enterprise establishes a shift schedule.
It is accepted that the work of hotel staff involves wearing a uniform, that is, the Rules must stipulate the responsibilities of employees to comply with the dress code.
Employees whose activities are directly related to public catering are required to issue a medical record, as well as its timely renewal, and undergo medical examinations.
The need for employees to comply with the basics of professional ethics, since hotels operate in the service sector, which involves direct communication with clients.

Hotel regulations are developed taking into account the specifics of the activity. Since these establishments make money by providing services to their guests, the inclusion in the Rules of conditions for compliance with the dress code and standards of professional ethics is fundamental for them. Also, most hotels receive a permanent income through the provision of catering services, so the inclusion in the Rules of requirements for having a medical book and regular medical examinations is mandatory for those working in catering departments.

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INNER ORDER RULES

turgostinica.ru

Internal labor regulations - katalog-rus.ru

(sample)

1. General Provisions

1.1. These Internal Labor Regulations (hereinafter referred to as the Rules) determine the labor regulations in the Limited Liability Company "_________" (hereinafter referred to as the Company) and regulate the procedure for hiring, transferring and dismissing employees, basic rights, duties and responsibilities of the parties to the employment contract, working hours, hours rest, incentive and penalty measures applied to employees, as well as other issues of regulating labor relations in the Company.

1.2. These Rules are a local regulatory act developed and approved in accordance with the labor legislation of the Russian Federation and the Company's charter in order to strengthen labor discipline, effective organization of labor, rational use of working time, and ensure high quality and productivity of labor of the Company's employees.

1.3. The following concepts are used in these Rules:

"Employer" - Limited Liability Company "___________";

“Employee” is an individual who has entered into an employment relationship with the Employer on the basis of an employment contract and on other grounds provided for in Art. 16 Labor Code of the Russian Federation;

"labor discipline" - obedience obligatory for all employees rules of conduct, determined in accordance with the Labor Code of the Russian Federation, other federal laws, collective agreement (if any), agreements, employment contracts, local regulations of the Employer.

1.4. These Rules apply to all employees of the Company.

1.5. Changes and additions to these Rules are developed and approved by the Employer taking into account the opinion of the representative body of employees.

1.6. The official representative of the Employer is the General Director.

1.7. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions, which are an integral part of employment contracts.

2. Procedure for hiring employees

(Articles 16, 58, 59, 65, 66, 67, 67.1, 68, 69, 70, 212, 213, 266, 289 of the Labor Code of the Russian Federation)

2.1. Employees exercise the right to work by concluding a written employment contract.

2.2. When hiring (before signing an employment contract), the Employer is obliged to familiarize the Employee, against signature, with these Rules, the collective agreement (if any), and other local regulations directly related to the Employee’s work activity.

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

Passport or other identification document;

An employment record book, except in cases where an employment contract is concluded for the first time or the Employee enters a job on a part-time basis;

Insurance certificate of compulsory pension insurance, except for cases when an employment contract is concluded for the first time;

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

Document on education and (or) qualifications or availability of special knowledge - when applying for a job that requires special knowledge or special training;

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and form established federal body executive power, which carries out the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities, the implementation of which, in accordance with the Labor Code of the Russian Federation, other federal law, is not allowed to persons with ( have had a criminal record, are (have been) subject to criminal prosecution;

A certificate stating whether or not a person is subject to administrative punishment for the consumption of narcotic drugs or psychotropic substances without a doctor’s prescription or new potentially dangerous psychoactive substances, which is issued in the manner and in the form established by the federal executive body exercising the functions of production and sale state policy and legal regulation in the field of internal affairs - when applying for a job related to activities to which, in accordance with federal laws, persons subject to administrative punishment for the consumption of narcotic drugs or psychotropic substances without a doctor’s prescription or potentially new ones are not allowed dangerous psychoactive substances, until the end of the period during which the person is considered subject to administrative punishment;

Other documents - in accordance with the requirements of the current legislation of the Russian Federation.

An employment contract cannot be concluded without presenting the specified documents.

2.4. If an employment contract is concluded for the first time, the work book and insurance certificate of compulsory pension insurance are issued by the Employer.

2.5. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the Employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

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. The Employee’s receipt of a copy of the employment contract is confirmed by the Employee’s signature on the copy of the employment contract kept by the Employer.

2.7. An employment contract that is not formalized in writing is considered concluded if the Employee began work with the knowledge or on behalf of the Employer or his representative authorized to grant permission to work. When the Employee is actually admitted to work, the Employer is obliged to draw up an employment contract with him in writing no later than three working days from the date of such admission.

2.7.1. It is prohibited to allow the Employee to work without the knowledge or instructions of the Employer or his authorized representative. If the Employee is allowed to work by an unauthorized person, then such person may be held liable, including financial liability.

2.8. Employment contracts can be concluded:

1) for an indefinite period;

2) for a certain period - no more than five years (fixed-term employment contract), unless otherwise established by the Labor Code of the Russian Federation and other federal laws.

2.9. A fixed-term employment contract may be concluded in cases provided for by the Labor Code of the Russian Federation and other federal laws.

2.10. If the employment contract does not indicate its validity period, it is considered to be concluded for an indefinite period.

2.11. When concluding an employment contract, by agreement of the parties, it may include a provision for testing the Employee in order to verify his compliance with the assigned work.

2.12. The absence of a probationary clause in the employment contract means that the Employee was hired without a trial. In cases where the Employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only if the parties have formalized it in the form of a separate agreement before the start of work.

2.13. A hiring test is not established for:

Persons elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other regulatory legal acts containing labor law norms;

Pregnant women and women with children under the age of one and a half years;

Persons under the age of eighteen;

Persons who have received secondary vocational or higher education for educational programs that have state accreditation and for the first time entering work in their specialty within one year from the date of receipt;

Persons elected to an elective position for paid work;

Persons invited to work by way of transfer from another employer as agreed between employers;

Persons entering into an employment contract for a period of up to two months;

Other persons in cases provided for by the Labor Code of the Russian Federation, other federal laws, and a collective agreement (if any).

2.14. The probationary period cannot exceed three months, and for the head of the organization and his deputies, the chief accountant and his deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months, unless otherwise established by federal law. When concluding an employment contract for a period of two to six months, the probationary period cannot exceed two weeks.

2.15. When concluding an employment contract for a period of up to two months, a probationary period

katalog-rus.ru

INTERNAL RULES - Hotel business

INNER ORDER RULES

The hotel is intended for temporary residence of citizens for a period of no more than two months, regardless of place of registration.

To obtain a number, the traveler presents a passport or identification document, or a travel document.

Hotel accommodation is available from 12 noon checkout time.

Upon prior request, the hotel can accommodate organized groups of tourists.