Associate Handbook - version as at February 2016

Associate Handbook February 2016



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TABLE OF CONTENTS1 PRESIDENT’S MESSAGE ................................................... 12 MARCO POLO HOTELS...................................................... 22.1 The Company ................................................................................22.2 Introduction of Wharf (Holdings) Limited.......................................42.3 Mission, Vision, and Values..........................................................52.4 Our Organisation ...........................................................................92.5 Business Strategy .........................................................................92.6 MPH Philosophies .......................................................................10 2.6.1 Employment .............................................................................10 2.6.2 Compensation & Benefits.......................................................112.7 Job Levelling ...............................................................................123 TERMS & CONDITIONS OF EMPLOYMENT .................... 133.1 Probation & Confirmation ............................................................133.2 Termination .................................................................................133.3 Transfer ....................................................................................... 143.4 Promotion .................................................................................... 143.5 Remuneration.............................................................................. 143.6 Bonus ..........................................................................................153.7 General Holidays.........................................................................153.8 Leave........................................................................................... 16 3.8.1 Annual Leave ...........................................................................163.9 3.8.2 Maternity Leave .......................................................................17 3.8.3 Paternity Leave........................................................................183.10 3.8.4 Sick Leave ................................................................................193.11 3.8.5 Marriage Leave........................................................................203.12 3.8.6 Compassionate Leave ............................................................203.13 3.8.7 Special Leave...........................................................................203.14 3.8.8 No Pay Leave ..........................................................................213.15 Medical Benefits ..........................................................................213.16 3.9.1 Out-Patient Medical.................................................................21 3.9.2 Hospitalisation..........................................................................22 3.9.3 Dental........................................................................................23 Insurance..................................................................................... 24 Retirement Benefits.....................................................................25 Duty Meal ....................................................................................27 Restaurants, Bars & Events Discounts .......................................28 Accommodation in Overseas Marco Polo Hotels........................28 Laundry........................................................................................ 29 Dry Cleaning................................................................................29

4 COMPANY RULES & REGULATIONS .............................. 30 4.1 Change of Personal Particulars..................................................30 4.2 Company Identity Card...............................................................30 4.3 Dress Code ................................................................................30 4.4 Injury at Work .............................................................................31 4.5 Typhoon & Rainstorm Procedures .............................................31 4.5.1 Typhoon....................................................................................31 4.5.2 Red Rainstorm Warning .........................................................32 4.5.3 Black Rainstorm Warning.......................................................32 4.6 Disciplinary Action & Procedures ...............................................33 4.7 Grievance Action & Procedures .................................................36 4.8 Business Code of Conduct.........................................................375 FIRE SAFETY .................................................................... 38This handbook is designed to provide you with an introduction to our companyand its mission, as well as the many job benefits offered to you. It drawstogether all relevant information which you can refer to at any time. If you areinterested in further information please contact your Department Head or theHuman Resources Department team.

1 PRESIDENT’S MESSAGEWelcome!We are delighted to welcome you to the world of Marco Polo Hotels (MPH) andour corporate office. Our key priority is to be the supporting foundation for ourhotel operations and development pipeline, providing operational, financial,marketing and human resources leadership. As a leading regional brand, wehave a wonderful heritage of hospitality excellence and we are now embarkingon a new exciting chapter for our company with a re-energised vision for thefuture.Marco Polo Hotels are well-known and established addresses for business andleisure travellers throughout the Asian region, with a proven reputation forexceptional service and an appreciation for their local identity. In 2015 wewelcomed a new luxury brand to our portfolio, Niccolo by Marco Polo. Niccolowas Marco Polo’s father and was the inspiration for Marco’s journeys; just as itis today for our company, inspiring us to embark on this exciting new journeyand the challenge of creating a new luxury brand for which we can all beproud.As a MPH Associate embracing The Marco Polo Way philosophy in everythingyou do, you will become a well-respected brand ambassador and the key toour success. As we grow your career and provide you with new opportunities,we will strengthen and grow this company together. Once again, welcome, weare delighted to have you as part of our MPH family and look forward tocelebrating even more success in the future.Sincerely,Jennifer CroninPage 1

2 MARCO POLO HOTELS2.1 The CompanyMarco Polo Hotels is an established hotel company with an impressivehistory, owned by Wharf Holdings Ltd, a Hong Kong-listed group whichhas extensive interests in property, infrastructure and communicationsand retail management. Our hotels have been operating in Asia since1986, when our first property, Marco Polo Hongkong Hotel, cameunder our wing. With the backing and support of such a well-established family, Marco Polo Hotels has the strength and expertiseto maintain its leadership in the Asia Pacific Region.Marco Polo Hotels currently operates the following properties in Asia.Hong Kong: Opened: Room Count:Marco Polo Hongkong Hotel 1969 665Gateway 1982 400Prince 1984 395China: 1996 300Marco Polo Xiamen 2006 391Marco Polo Shenzhen 2007 315Marco Polo Parkside, Beijing 2008 356Marco Polo Wuhan 2010 277Marco Polo Jinjiang 2012 390Marco Polo Lingnan Tiandi, Foshan 2014 302Marco Polo Changzhou 2015 230Niccolo ChengduPhilippines: 1998 245Marco Polo Davao 2006 329Marco Polo Plaza, Cebu 2014 316Marco Polo Ortigas, Manila Page 2

About Marco Polo HotelsA wholly owned subsidiary of The Wharf (Holdings) Ltd, Marco Polo Hotelscurrently operates 14 owned or managed upscale, full-service hotels in HongKong, China and the Philippines. Niccolo by Marco Polo was recently added tothe group’s portfolio as the new luxury collection. In addition to 4 Niccolo hotels,the group has another Marco Polo property under development, bringing thegroup to 18 hotels in total. Marco Polo properties are well-known andestablished addresses for business and leisure travellers throughout the Asianregion, with a proven reputation for exceptional service and an appreciation fortheir local identity. The brand maintains its long-standing ethos of discovery,creating unique guest experiences and drawing on the key philosophies of itsnamesake, Marco Polo: an adventurer, a traveller, an entrepreneur and aconnoisseur of culture - just as Marco Polo’s modern travellers are today.About Niccolo by Marco PoloNew Encounters. Timeless Pleasures.Niccolo is a collection of contemporary urban chic hotels with the mostdesirable, highly prized addresses. At heart, we are discoverers and re-discoverers of luxury experiences, styles and tastes. While our hotels aremodern sophisticated spaces, we also value the timeless pleasures ofimpeccable hospitality from another golden era in travel. Underpinningeverything we do is the desire to make life effortlessly luxurious. NiccoloChengdu is the first to open, with an additional 3 Niccolo hotels currently underdevelopment in Chongqing, Changsha and Suzhou all located in China. Niccolo ChengduPage 3

2.2 Introduction of Wharf (Holdings) Limited Page 4

2.3 Mission, Vision, and ValuesPage 5

Our Values We understand that value can be created with every encounter and this is reflected in our superior standard of service. We are honest and straightforward in our interactions with our owners, guests, colleagues and the communities in which we operate. We respect the objectives of our stakeholders, the values of our guests, and the cultural difference in the locations that we operate. We understand that working together as one team we can really excel and provide to our guests an overall exceptional experience. We believe our passion to provide the best hospitality experience comes from caring for our guests, our business and ourselves – this is the driving force of The Marco Polo Way. We are innovative and utilise best practices to continually improve our management techniques, and the quality of our products and services. Page 6

The Marco Polo WayThe Marco Polo Way is this company’s philosophy; it represents how ourAssociates’ think, act and interact with guests that to provide guests with themost unforgettable hospitality experience. It is not just about providing goodcustomer service; it is about providing exceptional service; it is not just aboutgetting the job done, it is being passionate and dedicated in making sure everydetail is looked after.To think and behave The Marco Polo Way, all Associates should look at everyencounter with a guest as if it could be their last opportunity to impress theguest; the last chance to ensure their experience with Marco Polo isexceptional and memorable. This can only be accomplished with ourAssociates thinking ahead and anticipating the guest’s needs; from themoment they reserve a room to the moment they depart from our hotel.Associates acting sincerely, efficiently and effortlessly; service with great prideand genuinely from the heart – this is The Marco Polo Way.The Marco Polo Way is not restricted to external guests only; in fact it is just asimportant to include this philosophy for ourselves: our colleagues (within yourdepartment, other departments, other Marco Polo properties), even with yourfamily and friends.Marco Polo Plaza, Cebu Marco Polo Davao Marco Polo Ortigas, ManilaPage 7

The essence of The Marco Polo Way’s philosophy is distilled from theorganization’s vision and mission, and can easily be remembered in thefollowing key phrases: Create Value at Every Encounter and Exceed ExpectationsThe Marco Polo Way is also derived from our values: Exceptional Service – the way we serve Integrity – the way we are Respect – the way we interact Teamwork – the way we work together Passion – the way we excel Continuous Improvement – the way we grow Page 8

2.4 Our OrganisationPage 9

2.5 Business Strategy Marco Polo Hotels’ strategy is to establish a branded hotel management group comprising a critical mass of full-service, deluxe hotels throughout the Asia/Pacific region. The hotels will be established in strategic gateway cities or key secondary business centres. This strategy will be achieved through management contracts with reputable, experienced and financially sound owners and developers. As part of its strategic plan to become one of the leading hotel management companies in the Asia Pacific Region, Marco Polo Hotels is targeting a portfolio of 18 hotels over the next 3 years and 25 by 2020.2.6 MPH Philosophies 2.6.1 Employment Marco Polo Hotels is a leading hotel management company in the Asia Pacific region. As a member of the service industry, the Company recognises the importance of attracting the best talent in order to achieve desired objectives. Marco Polo Hotels embraces an employment policy that: (1) All suitably qualified individuals will be considered for employment without discrimination of race, colour, sex, religion, age, national origin or handicaps. (2) Treats Associates fairly and consistently. (3) Maintains competitive salary and benefit programmes. (4) Encourages career development through job training, coaching, certification and the performance management/KPI process. Page 10

2.6.2 Compensation & Benefits(1) In keeping with MPH’s employment philosophy, all aspects of the pay package including initial offer, annual review, bonus, etc. and the calculation and administration of these will be dealt with in an honest, fair and consistent manner.(2) Pay shall reflect the value of work done and the market rate. Reward is in the form of a Discretionary Bonus.(3) Payments shall be made on time in accordance with local employment regulations and the terms of the employment contract. Payments should not be withheld or unreasonably deducted without the Associate’s written consent and in any event be in accordance with local employment regulations. Payment of salaries is in a timely manner.(4) Statutory benefits such as maternity pay, long service payment, sick leave, etc. shall be granted as required by the labour law. The Company shall not seek to circumvent legal requirements, reduce benefits or avoid statutory obligations by terminating employment just before eligibility for statutory benefits is attained. Marco Polo XiamenPage 11

2.7 Job LevellingJob levelling is developed to categorize jobs of different degrees ofexperience and expertise into three major groups: Management,Supervisory and General Associates.A total of five job levels have been defined to embrace jobs of similarresponsibilities under the same group.Level GroupIII Management AssociatesIIIIV Supervisory AssociatesV General AssociatesThe above job levels will be used in classification of general conditionsof employment. Marco Polo Shenzhen Page 12

3 TERMS & CONDITIONS OF EMPLOYMENT3.1 Probation & Confirmation Unless otherwise specified, all Associates are required to serve a probationary period of at least three months. Department Heads may recommend that probation be extended up to a maximum of three additional months. A letter of confirmation of employment will be issued to Associates upon satisfactory completion of probation.3.2 Termination Termination of employment may be made by either the Company or Associate at the following time: During Probation Level I to Level III Associates Either party may terminate the employment without any notice during the first month of the probationary period and the remaining probationary period by giving one month’s notice in writing or one month’s salary in-lieu of notice. Level IV to Level V Associates During the first month of probation, no notice is required for either party to terminate the employment and the remaining probationary period by giving seven days’ notice in writing or seven days’ salary in- lieu of notice. All Levels Associates Should Associates resign on their own accord or be dismissed by the Company for violation of House Rules / Employment Ordinance during the probation period, the employee will be required to reimburse the pre-employment medical examination fee to the Company as compensation.Page 13

After Probation Level I to Level II Associates Three months’ notice in writing or three months’ salary in-lieu of notice will be required by either party to terminate the employment. Level III to Level V Associates One month’s notice in writing or one month’s salary in-lieu of notice will be required by either party to terminate the employment.3.3 Transfer The Company reserves the right to transfer or second Associates to the parent Company, its subsidiaries, affiliated or Associates companies in Hong Kong or elsewhere, on similar terms.3.4 Promotion Where possible, the Company will promote from within any suitable Associates to higher positions. This also applies to promotion to any other parent Company. Associates’ work performance, conduct, educational qualifications, etc. will be taken into account when considering candidates for promotion.3.5 Remuneration Basic Salary Monthly basic salary is payable in arrears, generally on the last third business day of each calendar month. Salaries are paid based on job responsibilities, individual qualifications and demonstrated performance and any factor related to the skill, effort and responsibility required for job performance. Salary Review Salary review will not be applicable to Associates under probation until the successful completion of probation and will not be affected until the beginning of the next calendar year. Positions within the Company are graded through a continuous evaluation process. Page 14

3.6 Bonus The Discretionary Bonus is subject to business profitability and personal performance, pro-rated during the first year of service, may be paid after the financial year. The Discretionary Bonus will not be payable to Associates who have less than one month’s service in any calendar year, under resignation/ termination notice or have left the Company prior to bonus payment time. No-paid leave will affect the number of service days completed in any calendar year and may therefore impact your Discretionary Bonus.3.7 General Holidays During the year the Company recognises the following days, published in the Government gazette as general holidays for Associates with full pay:-  The first day of January *  Lunar New Year’s Day *  The second day of Lunar New Year *  The third day of Lunar New Year *  Good Friday  The day following Good Friday  Easter Monday  Ching Ming Festival *  Labour Day *  The Buddha’s Birthday  Tuen Ng Festival *  HKSAR Establishment Day *  The day following the Chinese Mid-Autumn Festival *  Chinese National Day *  Chung Yeung Festival *  Christmas Day *  The first week-day after Christmas Day Remarks: * This date is also a statutory holiday (12 statutory holidays in a year).Page 15

3.8 Leave 3.8.1 Annual Leave For every consecutive twelve months’ service with the Company counting from 1 January, Associates are entitled to be paid annual leave according to the following schedule:-  Level I Associates 20 working days leave entitlement per calendar year.  Level II Associates 15 working days leave entitlement per calendar year.  Level III Associates 12 working days leave entitlement per calendar year.  Level IV to V Associates 10 working days leave entitlement per calendar year. Entitlement for Associates with 9 years of service or above is 14 working days. Annual Leave Application Application for annual leave must be forwarded to Human Resources Department via the eLeave system for the necessary administration and approval processes two weeks in advance. Annual Leave Carried Forward As a general rule, annual leave must be taken within the current calendar year and can only be carried forward with the President’s approval by providing adequate justification via the Human Resources Department. Any annual leave carried forward to the next calendar year must be consumed within three months by 31 March of the ensuing calendar year. Otherwise, the unused annual leave will be forfeited. Page 16

For new Associates, annual leave entitlement of the first calendar year will be calculated on the basis of the number of days the Associates have been in service in that calendar year. Thereafter, the annual leave entitlement will be established as of 1 January of each calendar year. New Associates with less than 3 months’ service in a calendar year may carry over their unused annual leave of the first calendar year to the first three months of ensuing calendar year. These leaves carried over but not taken by 31 March of the ensuing calendar year will be forfeited. Upon termination of employment, if an Associate has taken more annual leave than earned, the excess will be deducted from the final salary payment. 3.8.2 Maternity Leave The Company provides maternity protection for all full-time Associates to whom the Employment Ordinance applies. Full-time Associates who have worked under a continuous contract are entitled to maternity leave. Associates who have worked continuously for a period of 40 weeks and above the expected date of commencement of maternity leave are entitled to be paid for such leave. Maternity Leave normally begins four weeks before the expected date of confinement and ends six weeks after the actual date of confinement. However, the Associate may choose to take between a period of 2 weeks and 4 weeks before the expected date of confinement. Totally, the Associate will be entitled to a ten weeks maternity leave. The rate of maternity leave pay for Associates is 80% of their monthly salary pay. Payment will be made on the normal pay day as if the Associate had not taken maternity leave. Medical certificate certifying your pregnancy should be forwarded to the Human Resources Department at least twelve weeks prior to the expected confinement date.Page 17

Application for maternity leave must be submitted via the Associates’Department Head to the Human Resources Department via the eLeavesystem for the necessary administration and approval processes onemonth in advance.Within seven days after birth, the Human Resources Departmentshould be informed of the date of birth after which the HumanResources Department will advise the Associates of their entitlementperiod and date when she should resume duty.3.8.3 Paternity LeaveFull-time Associates who are the father of a new-born child or thefather-to-be; and who have been worked under a continuous contractare entitled to paternity leave. Associates are entitled to 3 days’paternity leave to be taken consecutively or separately for eachconfinement of their spouse/partner if they fulfil other requirements asstipulated in the law.They may take paternity leave at any time during the period from 4weeks before the expected date of delivery of the child to 10 weeksbeginning on the actual date of delivery of the child.The rate of paternity leave pay for Associates is 80% of their monthlysalary pay.Payment will be made on the normal pay day as if the Associate hadnot taken paternity leave.Medical certificate certifying your spouse’s/partner’s pregnancy shouldbe forwarded to the Human Resources Department at least twelveweeks prior to the expected confinement date.Application for paternity leave must be submitted via the DepartmentHead to the Human Resources Department via the eLeave system forthe necessary administration and approval processes one month inadvance.Within seven days after birth, Human Resources Department shouldbe informed of the date of birth. Page 18

3.8.4 Sick Leave Sick leave is granted to an Associate in accordance with the Employment Ordinance as follows:  2 sick days for each completed month of employment during the first 12 months of employment; and  4 sick days for each such month thereafter, and may be accumulated from time to time up to a maximum of 120 sick days. If the Associates become ill or disabled, he/she will be eligible for paid sick leave. Depending on the time required for recovery, each case will be dealt with fairly and with as much understanding as possible. If Associates are absent because of illness or an emergency, he/she should telephone your Department Head by not later than 9:00 am. (1) Sick Leave with Pay A valid medical certificate should be forwarded via the Department Head with endorsement to the Human Resources Department for approval via the eLeave system on the day the Associate reports to work after sickness. (2) Sick Leave without Pay In this case, such no pay leave may affect the salary and bonus. The Company will not be liable to pay any sickness day unless such day is a day specified in the appropriate medical certificate as a day on which, in the opinion of our Company appointed Doctor by whom the certificate is issued, the Associates were, are or will be, as the case may be, unfit for work on account of sickness or injury. In case of sick leave without a valid medical certificate, application must be submitted via the Associates’ Department Head to the Human Resources Department via the eLeave system for the necessary administration and approval processes for the deduction of salary on the day the Associates report to work after their sickness. This kind of leave is treated as no pay leave.Page 19

3.8.5 Marriage LeaveAssociates are entitled to 3 days marriage leave on full pay for theirmarriage upon successful completion of their probationary period.Application for marriage leave must be submitted via the Associates’Department Head to the Human Resources Department via theeLeave system at least two weeks prior to leave commencement date.The leaves should be taken 3 months before or after the date ofmarriage. A copy of the marriage certificate is required.3.8.6 Compassionate LeaveAssociates are eligible for 3 days compassionate leave on full pay onthe demise of immediate family members only i.e. spouse, childrenand parents.For overseas hired Associates, the period of compassionate leave isnormally 7 days and may be extended to 10 days if required.The President or the Group Director of Human Resources mayapprove compassionate leave if other special relationships exist forexample, guardians or adopted children, or an extension ofcompassionate leave for local Associates whose family members areoverseas. The leave should be taken within one month from the dateof demise of close family members. A copy of the death certificate isrequired.3.8.7 Special LeaveThe Company is required to grant leave on full pay or partial pay forother leave in addition to those stated in the foregoing policies. Forexample, Jury Duty / Court Attendance: Associates who are called for jury service or court attendance are entitled to leave on full pay throughout the duration for such duties. Examination Leave: The examination day(s) for job-related or approved courses. A maximum of 7 days for examination leave is allowed annually. Page 20

3.8.8 No Pay Leave In some special circumstances, Associates may approve to take no pay leave. These will be based on genuine needs and in the first instance advance leave should be considered. No pay leave may affect the salary and bonus for the entire period including regular rest days which in such cases are unearned. Saturday is counted as a full day. Deductions are not to be effected for Public Holidays falling in between the no pay leave period. No pay leave request will be considered on the merits of each individual case. An effort is always made to be fair and reasonable in such situations.3.9 Medical Benefits The medical scheme covers up to a specified limit depending on job levelling: 3.9.1 Out-Patient Medical Level I, II & III and all Overseas-Hired Associates and their dependants Associates at these levels and their dependants are eligible for out- patient medical services at medical centres appointed by the Company. List of designated medical clinics can be obtained from the Human Resources Department. Level IV to V Associates Associates at these levels can visit designated medical centres in various districts of Hong Kong. List of designated medical clinics can be obtained from the Human Resources Department.Page 21

3.9.2 HospitalisationAll Associates are eligible to the hospitalisation benefits upon thesuccessful completion of their probationary period.Level I, II and all Overseas-Hired Associates and their dependantsCoverage is lay by Hospitalization Plan – Plan 5/Plan 1/Plan 2. Theymay opt to upgrade coverage to Plan 5T/Plan 1T/Plan 2T whichprovides top-up cover above the Plan 5/Plan 1/Plan 2 benefits bypaying an extra annual premium.Level III Associates and their dependantsCoverage is by Hospitalisation Plan – Plan 3. They may opt toupgrade coverage to Plan 3T which provides top-up cover above thePlan 3 benefits by paying an extra annual premium.Level IV to V AssociatesCoverage is by Hospitalisation Plan – Plan 4.For further details, please contact the Human Resources Department.Marco Polo Parkside, Beijing Page 22

3.9.3 Dental Basic dental care will be provided for Associates upon completion of probation. Associates may participate in a Group Dental Scheme, costs of which are borne by the Company. The scheme also covers eligible spouses and children of Associates at Level I and II and overseas employed Associates. The current scheme provides the following primary dental care:-  Free dental examination.  Scaling and polishing – twice a year.  Intra-oral X-rays when necessary.  Emergency consultations (within consultation hours).  Incision and drainage of dental abscess.  Control of Haemorrhage: pack, sutures.  Recement loose crowns and inlays.  Dressings: relief of acute toothache.  Unlimited amalgam (silver) ore composite (white) fillings.  Simple extraction – unlimited, excluding embedded retained roots and wisdom teeth.  Provide medicines for basic dental needs.  Gum treatment with periodontal medication as necessary. Other treatments NOT covered by this plan:  Root Canal Therapy  Crown  Bridge  Denture Associates are responsible for charges incurred for all other treatments not covered by the scheme. A special discount will be offered by the Company dental practice for treatments over and above primary care.Page 23

3.10 Insurance  Employees’ Compensation Insurance Associates are covered by Employees’ Compensation Insurance, as required by law, to protect the Associates from financial loss resulting from injuries accidentally sustained whilst carrying out their duties. The amount of compensation shall be in accordance with the provisions of the Employees’ Compensation Ordinance.  Group Personal Accident Insurance All Level I and Level II Associates and overseas hired Associates are covered by Group Personal Accident Insurance. Full details of the coverage will be given to those Associates from the Human Resources Department.Marco Polo Wuhan Page 24

3.11 Retirement Benefits As a statutory requirement, Associates are required to join the Company’s Mandatory Provident Fund Scheme. Details of the scheme benefits and contributions will be subject to the Trust Deed of the scheme policy and in any event subject to the Mandatory Provident Fund Ordinance and its supplements as appropriate. Contribution Rates Associate’s Contribution - For all levels of permanent Associates - Statutory minimum contribution - 5% of relevant income with maximum relevant income cap at HK$30,000 - Minimum contribution level and maximum relevant income cap will be subject to the MPF Ordinance which may be revised from time to time. Company’s Contribution For all levels of permanent Associates Whichever is the Highest Mandatory Years of Services Minimum % of Basic Salary Contribution Less than 3 years 5% 3 years or more, 5% of Relevant 7.5% but less than 10 Income years 10 years or more 10% Any sum exceeds the mandatory minimum contribution (i.e. currently 5% of relevant income with maximum cap at HK$30,000) will be regarded as voluntary top-up contribution.Page 25

Vesting of Voluntary ContributionIf the Associate leaves service before the age of 65 and for reasons other thandeath, permanent incapacity and dismissal, he or she can vest for thevoluntary contribution in accordance with the following vesting scale:Years of Services Vesting ScaleLess than 3 years Nil 3 30% 4 40% 5 50% 6 60% 7 70% 8 80% 9 90% 100%10 years or moreIf there are any discrepancies between the calculations and the Trust Deedand Rules, the Trust Deed and Rules shall prevail.For ORSO scheme members, please refer to your retirement benefits booklet.Marco Polo Lingnan Tiandi, Foshan Page 26

3.12 Duty Meal Every Associate is provided with duty meals in a pleasant environment. In return, Associates are expected to follow established guidelines and assist in maintaining the facilities provided. Schedule of Duty Meal Entitlements for Breakfast Level I – V Associates Associate Cafeteria at Marco Polo Hongkong Hotel Schedule of Duty Meal Entitlements for Lunch Hotel Outlet I Level V Cucina ✓ II III IV Marco Polo Lobby Lounge ✓ ✓ Hongkong Café Marco ✓ ✓ ✓ Associate Cafeteria ✓ ✓✓✓ ✓ Hotel Three On Canton ✓ ✓✓✓ Associate Cafeteria ✓ ✓✓✓ Gateway add@Prince ✓ ✓✓✓ Associate Cafeteria ✓ ✓✓✓ Prince ✓✓✓Page 27

3.13 Restaurants, Bars & Events Discounts A 50% discount on list prices, exclusive of service charge, will be extended for management Associates for personal entertainment in the following outlets of the 3 Hong Kong Hotels :-  Level I Associates All hotel outlets  Level II – III Associates All hotel outlets except Cucina Such discount does not apply to banqueting and outside catering. Happy hour rates and special promotions involving high production costs are also excluded. Personal entertainment usage of outlets with high guest patronage may be waived and patronage of the premier restaurants should be on an occasional basis only. In all cases, we remind that you should not abuse these privileges and remain aware of the needs of our external guests at all times.3.14 Accommodation in Overseas Marco Polo Hotels Subject to room availability, you are eligible to the following privileges:-  Level I and II Associates Management Associates at Level I and II, their spouses and dependents are eligible to the following complimentary rooms and discounts in overseas Marco Polo hotels: - Three night’s complimentary room accommodation. - 50% discount from the 4th night excluding service charge and tax. - 50% restaurants, bars and events discounts excluding service charge and tax. - 30% laundry discount and free local calls excluding service charge and tax. Page 28

 Level III Associates Management Associates Level III, their spouses and dependents are entitled to 50% discount on accommodation and 30% laundry discount and free local calls excluding service charge and tax.  Level IV to V Associates At low season, Associates at Level IV to V are entitled to 50% discount on accommodation (excluding suites) and 30% laundry discount and free local calls excluding service charge and tax. Should you wish to request accommodation in our overseas Marco Polo hotel(s), please contact the Human Resources Department who will refer the request to the hotel(s) concerned for their confirmation. All bills must be settled upon departure.3.15 Laundry In hotels with in-house laundry facilities, laundry will be provided to Management Associates at Level I and II, and their family members. A nominal charge will be levied for each person per month.3.16 Dry Cleaning For hotels which contract out such services, contractors would generally extend discounts to our Company Associates. Such special rates will then be made available to all Associates.  Level I Associates and Their Family Members Complimentary dry cleaning service  Level II, Level III Associates & Level I’s Secretary - Complimentary service up to $450 per month of the preferential rates. - At 50% discount of preferential rates for excess amount and family member.  Level IV to Level V Associates At preferential ratesPage 29

4 COMPANY RULES & REGULATIONS4.1 Change of Personal Particulars An Associate is required to notify the Human Resources Department of the following events or changes in status:  Corresponding address and contact telephone number for emergencies  Marital (Level I to Level III Associates only)  Birth of child (Level I to Level III Associates only)  Bank account number and branch to which he/she wants his/her salary paid4.2 Company Identity Card A Company Identity Card will be issued to Associates on joining. This permits access whilst on duty in the Company and entitles Associates to Associates benefits and facilities such as Associates’ discounts, medical consultation and so on. It should be returned to the Human Resources Department upon termination of service of the Associate. Associates who lose the Company Identity Card should report to the Human Resources Department immediately for replacement.4.3 Dress Code Monday to Friday - “Business Attire”  Shirt with tie, tailored jacket and trousers.  Ladies have the option to jacket with matching skirt/trousers or a dress.  Sneakers and sandals are NOT permitted. Page 30

4.4 Injury at Work Any injury sustained whilst on duty must be reported to their Department Head or the Human Resources Department immediately. The Company may not be responsible for any claim for injury or accident if this report is not made to the Department Head or the Human Resources department within 24 hours of the accident or injury.4.5 Typhoon & Rainstorm Procedures 4.5.1 Typhoon  While at Home On the hoisting of typhoon signal No.8 or higher, before 0800 hours, Associates are not required to report for duty unless specifically asked to do so. If the No.8 typhoon signal is lowered before 1400 hours, it is the Associates’ responsibility to report for duty as soon as possible or as soon as public transportation services have resumed. If the typhoon signal no. 8 is lowered after 1400 hours, Associates need not report for duty.  While at the Office On the hoisting of typhoon signal No.8 or above, Associates are advised to remain where they are, if reasonably protected. Management may however ask certain Associates to remain on duty on a voluntary basis, if necessary. However, if Associates want to leave the office this will be at their own responsibility.Page 31

4.5.2 Red Rainstorm Warning  While at Home If a Red Rainstorm Warning is issued and provided that transport services are available, all office Associates should report duty as usual.  While at the Office When the Red Rainstorm Warning is issued during office hours, Management may exercise its discretion to release those Associates who live in areas where transport services are about to be suspended.4.5.3 Black Rainstorm Warning While at Home If a Black Rainstorm Warning is issued before 0800 hours, office Associates will not be required to report for duty. If the Black Rainstorm Warning is cancelled before 1400 hours, all office Associates are required to report for duty as soon as possible or as soon as transport services are resumed. If the Black Rainstorm Warning is cancelled after 1400 hours, all Associates need not to report for duty. While at the Office If a Black Rainstorm Warning is issued during office hours, Associates are advised to stay in the office for their own safety. Management may exercise its discretion by releasing individual Associates subject to their personal circumstances, traffic conditions, etc. If a Black Rainstorm Warning is issued and stays in effect after 1700 hours, Associates will be released as usual. But Associates who decide to leave should exercise due care when travelling home. Page 32

4.6 Disciplinary Action & Procedures Any violation by Associates of the following House Rules will result in disciplinary action which may lead to dismissal: - a) Gross negligence of one’s duties or absence without permission. b) Wilful disobedience of reasonable job instructions or damages to Company property or documents. c) Performance consistently below established standards. d) Display of rude behaviour towards guests or colleagues. e) Fighting, drunkenness, theft, gambling in hotel premises. f) Disclosure of classified information or trade secrets to unauthorized parties. g) Mis-representing facts to the Company. h) Obtain personal benefits or advantages from guests, colleagues, suppliers or contractors without the express consent from the Company. i) Official bankruptcy or failure to pay due debts. j) Conviction of any criminal acts. k) Taking of drugs prohibited by law. l) Conducting oneself against acceptable community standards or reflecting badly on the reputation of the Company. m) Holding other offices or employment without express consent from the Company. n) Self-inflicted ill health. o) Any form of collusion with fellow Associates in falsifying company records or documents such as customers’ cheques or credit cards, etc, for financial gain. p) Accepting any advantage in relation to the Company affairs or business without prior consent of the Management. q) Harassment. Associates are required to observe the conditions laid down in their letters of employment and in the Associate Handbook; to carry out all duties in a satisfactory manner, to obey all reasonable orders and to conduct oneself in the best interests of the Company. Where there has been misconduct, the disciplinary action to be taken will depend on the circumstances and the procedure will take the lines of one of the following:Page 33

Minor OffencesSome examples of offences which may be regarded as minor areunpunctuality and other incidents which infringe workingarrangements. Procedure is:Stage 1 In the first instance, the Associate will receive a written verbal warning (usually memo regarding the conversation to the Associates) which will be recorded.Stage 2 If a further offence or incident of a like or dissimilar nature occurs, a first misconduct notice will be issued to the Associate in reprimand of his conduct. The first Misconduct Notice may be waived if no further warning has been received in 6 months with a written request by the Department Head concerned.Stage 3 In the event of further offences, a second misconduct notice will be issued to the Associate in severe reprimand of his conduct. After given the second written warning, a further offence will result in signing the final written warning.The misconduct case may result in summary dismissal either for:- committing gross misconduct or- committing a further offence after receiving a final written warning.Depending upon the severity of the case, the Associate may also besubject to disciplinary action as follows: -- A fine in cash or a deduction from wages in respect of willful damage to Company property in accordance with the Ordinances of Hong Kong.- Suspension from duty without pay for up to a maximum of 14 days, (except when court proceedings require an extension to this period) Page 34

Authorisation Disciplinary action i.e. dismissal, suspension and a fine require the written authorisation of the President or a deputy to whom he has delegated this authority. Acknowledgement The Associate will be required to countersign the record when warnings are given. A refusal to sign will be witnessed and recorded. Thereafter, the misconduct notice will be enforced as if the Associate has signed. Offence against the Laws of Hong Kong Any Associate has to inform their Department Head within three days should he/she be charged with or summoned for the breach of any of the Laws of Hong Kong, except Fixed Penalty Traffic Offences. The Company may suspend the Associate for a period of up to 14 days without pay, or if necessary be extended, depending on the nature of the offence and pending conclusion of the proceedings. If an Associate is found no guilty of an offence, the Company may: - Reinstate the Associate; - Pay him/her all or part of the salary that would have been earned had he/she not been suspended. If an Associate is found guilty of an offence, the Company may terminate his/her employment. Marco Polo ChangzhouPage 35

4.7 Grievance Action & Procedures The aim of this procedure is to settle problems concerning the Associate’s employment in the shortest possible time. First Stage: Supervisor An Associate with a problem concerning their employment should discuss it with their immediate supervisor (who may not necessarily be a Department Head). The Supervisor will try to resolve the problem and will take advice from the Department Head as necessary. Second Stage: Department Head Should the Supervisor be unable to solve the problem, it should then be referred to the Department Head in writing. The report should indicate the nature of the problem, the names of those involved and a recommended course of action. A copy of the report will be forwarded to the Human Resources Department. The Department Head will try to resolve the problem and will discuss it with the Group Director of Human Resources as necessary. Third Stage: President Should the Department Head be unable to solve the problem, it should then be referred with his findings and recommendations to the President, who will discuss it with the Group Director of Human Resources as necessary. Page 36

4.8 Business Code of Conduct The purpose of this Code is to define the relationships which the Company expects to exist with its Associates and between its Associates and its suppliers, customers and owners. As well as defining standards of behaviour, it exists to protect both Associates and the Company against unjust accusations and unfair treatment. It includes:  Use and protection of company funds and assets  Protection of confidential information  Protection of corporate records  Accepting and offering of advantages  Dealings with suppliers and customers  Conflict of interest  Use of personal computer software  Health, safety and the environment  Discrimination  Contravention of Company policy  Competition Ordinance For details, please refer to the “Marco Polo Hotel’s Business Code of Conduct”. Marco Polo JinjiangPage 37

5 FIRE SAFETYEscape Route and Assembly Point:Fire Exit A - Staircase #1(Next to Technical Services Department) Page 38

Fire Exit B - Staircase #4(Near Pantry)Page 39

Assembly Point The Assembly Point is located between Star Ferry Concourse & Ocean Terminal Entrance Page 40

Please note: The information contained in this handbook may be subject tomodification and you, of course, will be notified of any changes when theyoccur. Marco Polo Hongkong Hotel Gateway PrincePage 41