The HRH Group of Hotels believe that honesty, integrity and fair play are important
assets in its business. All employees of the Organisation must ensure that the Organisation's
reputation is not tarnished by dishonesty, disloyalty or corruption.
This Code of Conduct sets out the standards of behaviour expected from the employees,
and guidelines to handle different situations.
Bribery, Illegal Gifts & Commissions
Any employee soliciting an advantage in connection with his work without the permission
of the Organisation commits an offence. The term "advantage" includes money, gift,
loan, fee, reward, office, employment, contract, service and favour. It is the policy
of the Organisation to prohibit employees from soliciting any advantage from clients,
suppliers or any person in connection with Organisation’s business.
Employees should decline advantages offered in connection with their work if the
acceptance of such advantages could affect their objectivity or induce them to act
against the Organisation's interests or lead to complaints of bias.
Under no circumstances may an employee offer bribes or similar considerations to
any person or Organisation for the purpose of influencing such person or Organisation
in business dealings. Any advantage given in the conduct of the Organisation's business
should be in accordance with the Organisation's prevailing policies on such matters
and prior written approval of the Organisation should be obtained.
Entertainment & Hospitality Industry Practice
Although entertainment, discounts and complimentary services which are common in
the hospitality industry are acceptable forms of business and social behaviour,
employees should turn down invitations to meals or entertainment or offers for discounts
and complimentary services that are excessive in nature or frequency, so as to avoid
embarrassment or loss of objectivity when conducting the Organisation’s business.
Under no circumstance should an employee accept undue hospitality that is not common
in the industry.
Use of Proprietary Information
Employees are not allowed at any time to disclose any proprietary information to
anybody outside the Organisation without permission. Such information may relate
to all aspects of the Organisation's operations including investment strategies,
sales and marketing plans, new products, financial projections, patent applications,
clientele database, copyrighted materials, etc. It is the responsibility of each
employee who has access to or is in control of proprietary information to provide
adequate safeguards to prevent its abuse or misuse. Examples of misuse include disclosure
of information in return for monetary rewards; use of information for personal interest;
and disclosure of information to sabotage the Organisation’s interest.
Handling Conflict of Interest Situations
Conflict of interest situations arise when the personal interests of employees compete
or conflict with the interests of the Organisation. Employees should avoid such
situations, actual or potential, which may compromise the integrity of the employees
and put the Company's interests and reputation at stake. Every employee of the Organisation
should take it as his/her personal responsibility to avoid engaging in situations
that may lead to or involve conflict of interest. He/she should at all times ensure
that his/her dealings with customers, suppliers, contractors and colleagues do not
place him/her in a position of obligation that may lead to a conflict of interest.
The Organisation will not tolerate the use of insider information by employees to
secure personal advantage at the expense of the Organisation or over those not in
the Organisation. The use of insider information, which has not been made public,
for personal gain is illegal, unethical and is strictly prohibited.
Misuse of Company Assets and Resources
Appropriation of Organisation properties, including raw materials and finished goods
by employees for personal use or for resale is a crime of theft and renders the
culprit liable to dismissal and prosecution.
Sexual Harassment, Workplace Harassment & Violence
Sexual harassment may include unwanted sexual advances, sexual jokes, subtle or
overt pressure for sexual favors, sexual innuendoes, and offensive propositions.
These will not be tolerated. Likewise, the Organisation will not tolerate workplace
harassment or violence of any kind. This includes threats, intimidation, and bullying,
subjecting individuals to ridicule or unwarranted exclusion.
An employee or his immediate family should not grant or guarantee a loan to, or
accept a loan from or through the assistance of any individual or company having
business dealings with the Organisation. There is, however, no restriction on normal
loans from banks or financial institutions made at the prevailing interest rates
Personal Conduct Outside Hours of Work, Including Outside Employment
Employees should not take up concurrent employment, either regularly or on a consulting
basis, without the prior written approval from the Organisation. Applications for
outside employment should be sent to the Manager -Human Resources. Employees are
advised not to engage in frequent and excessive gambling of any kind, with persons
having business dealings with the Organisation. In social games with clients, contractors
or suppliers, employees must exercise judgment and withdraw from any high stakes
It is our policy to conduct our business in an environmentally responsible way that
minimises environmental impacts. We are committed to minimising and, if possible,
eliminating the use of any substance or material that may cause environmental damage,
reducing hazardous waste generation and disposing of all waste through safe and
responsible methods, minimising environmental risks by employing safe technologies
and operating procedures, and being prepared to respond appropriately to accidents
and emergencies. Violation of environmental laws can be a criminal offence and can
involve monetary fines and imprisonment. We expect employees to comply with all
applicable environmental laws.
Political Party Participation
As a general rule, employees are to refrain from participating in political activities
in a manner that will invite censure to the Organisation. Employees have a right
to their political beliefs, as long as the view presented is of the employee, and
does not involve the Organisation. Employee will avoid involvement in any affiliation
or activity pertaining to a Political party during the paid Organisation time. It
is our general policy not to make contributions to political parties at any level