Policy

OUR VISION 

WE STRIVE TO BE THE BEST HOTEL APARTMENT FACILITY IN ABUJA IN PROFITABILITY & GUEST SATISFACTION.

MISION STATEMENT 
TO PROVIDE EXCEPTIONAL EXPERIENCE WITH SERVICE EXCELLENCE TO ALL OUR CLIENTS.

CORE VALUES

WE WORK AS A TEAM.

WE TREAT OUR COLLEAGUES WITH RESPECT.

WE MINIMISE WASTE.

WE KEEP TO TIME.

WE ARE SERIOUS WITH BUSINESS.

WE LIVE BY INTEGRITY AND MAKE IT PARAMOUNT

WE TREAT OUR GUEST AS KINGS AND QUEENS

Disciplinary Policy

  1. Introduction

Yanna Apartments by Khaliques is committed to maintaining a professional, respectful, and efficient workplace. This Disciplinary Policy ensures that employees adhere to company rules, policies, and ethical standards. Disciplinary actions are taken to correct misconduct and ensure consistency in addressing violations.

2.  Scope

This policy applies to all employees and associates, including permanent, temporary, and contract staff.

3.  Principles

  • Fairness: All employees will be treated with dignity and respect.
  • Consistency: Disciplinary actions will be applied uniformly.
  • Transparency: Employees will be informed of the reasons for disciplinary actions.
  • Right to Appeal: Employees may appeal any disciplinary decision through the appropriate process.

4.  Types of Misconduct

Misconduct is categorized into minor and gross misconduct:

4.1  Minor Misconduct

Includes, but is not limited to:

  • Tardiness or absenteeism without notification.
    • Failure to follow instructions or company policies.
    • Inappropriate dress code violations.
    • Minor insubordination.
    • Negligence in duty.
    • Use of colloquial English at the workplace.
    • Failure to maintain proper hygiene and grooming standards.
    • Poor customer service or failure to meet guest expectations.
    • Improper handling of hotel property or minor damage.
    • Unprofessional behavior towards guests or colleagues.

4.2  Gross Misconduct

Includes, but is not limited to:

  • Theft, fraud, or dishonesty.
    • Sleeping on duty.
    • Consumption of guest food, including leftovers.
    • Unauthorized use of guest facilities.
    • Harassment, discrimination, or abuse.
    • Willful damage to company property.
    • Substance abuse or intoxication at work.
    • Violent or threatening behaviour.
    • Falsification of company records.
    • Abandonment of duty post.
    • Gross negligence resulting in guest complaints or safety hazards.
    • Unauthorized access to restricted hotel areas.
    • Breach of confidentiality regarding guest or company information.
    • Accepting bribes or engaging in corrupt activities.
    • Engaging in personal business during working hours.

1.  Disciplinary Procedure

The disciplinary process follows a progressive approach, except in cases of gross misconduct, which may result in immediate termination.

1.1  Informal Discussion

For minor misconduct, a verbal warning may be issued by the supervisor or manager.

1.2  Formal Disciplinary Process

If misconduct continues, the following steps apply:

Step 1: Verbal Warning

  • Given for initial offenses.
    • Documented in the employee’s file by way of a file note.

Step 2: Written Warning

  • Issued if misconduct continues or is severe.
    • Outlines the issue, expected improvements, and consequences of further violations.

Step 3: Final Written Warning

  • Given for repeated misconduct or serious infractions.
    • Specifies that further violations will result in termination.

Step 4: Suspension or Termination

  • Immediate suspension or termination for gross misconduct.
    • Suspension may be pending investigation.

2.  Appeals Process

Employees may appeal a disciplinary decision by submitting a written appeal to HR within five

(5) working days of receiving the decision. Appeals will be reviewed by senior management, and a final decision will be communicated within seven (7) working days.

3.  Record Keeping

All disciplinary actions will be documented and retained in the employee’s personnel file.

4.  Review and Amendments

This policy is subject to periodic review and amendments to align with company needs and Nigerian Labour Law.

Effective Date: 1 January 2025

Approved by: Ann Okuefuna, General Manager

Yanna Apartments by Khaliques reserves the right to amend this policy as necessary.

MEDICAL HEALTH POLICY FOR STAFF AT YANNA APARTMENTS BY KHALIQUES AND ASSOCIATES

1. Purpose

The purpose of this policy is to promote the health and well-being of all employees at Yanna Apartments by Khaliques and its associates. It ensures that staff have access to medical care, are aware of health benefits, and are supported in maintaining their physical and mental well-being.

2. Scope

This policy applies to all full-time, part-time, and contract employees across all departments.

3. Medical Coverage and Benefits

Employees are entitled to the following medical benefits:

  • National Health Insurance Scheme (NHIS): All eligible staff will be enrolled in NHIS, covering basic medical services.
  • Company Approved Medical Facilities: Employees can access healthcare at designated hospitals and clinics.

4. Sick Leave Entitlement

  • Sick Leave: Employees are entitled to 12 days of paid sick leave per year. Sickness must be certified by the registered medical practitioner. Sick leave is fully paid leave and is calculated as workers’ basic wage that is exclusive of overtime pay and other allowances.
  • Medical Leave: For more serious health conditions requiring extended absence, additional leave may be granted upon medical certification.
  • Notification Requirement: Employees must inform their supervisor as soon as possible if they are unwell and unable to work. A medical certificate is required for absences exceeding two consecutive days.

5. Workplace Health and Safety

  • The company is committed to providing a safe and healthy work environment.
  • Regular health and safety training will be conducted for all employees.
  • First aid kits will be available at key locations within the premises.
  • Employees are encouraged to report any health hazards to management.

6. Preventive Health Measures

  • Annual Health Check-ups: Employees may be required to undergo periodic medical examinations to ensure fitness for work.
  • Vaccination Programs: The company may organize vaccination drives, particularly for infectious diseases such as Hepatitis, Typhoid, Cholera and COVID-19.
  • Mental Health Support: Counselling services may be provided to employees facing work-related stress or personal challenges.

7. Confidentiality

All medical information provided by employees will be treated with strict confidentiality in accordance with company policy and relevant laws.

8. Review and Amendments

This policy will be reviewed annually to ensure it remains relevant and meets the needs of employees.

Effective Date: 1 March 2025

Approved by: Ann Okuefuna, General Manager

FOOD SAFETY AND HYGIENE POLICY

Introduction

     At Yanna Apartments by Khaliques, we are committed to providing safe, hygienic, and high-quality food and beverages to our guests. In line with the Nigerian Agency for Food and Drug Administration and Control (NAFDAC), the Standards Organization of Nigeria (SON) regulations, and the principles of Hazard Analysis Critical Control Points (HACCP), our food safety management systems aim to prevent foodborne illnesses, ensure the highest standard of food safety, and comply with all relevant legislation and industry best practices.

Policy Objectives

  • To ensure food is prepared, handled, and served in a manner that is safe for all customers.
  • To meet the requirements set forth by NAFDAC, SON, and other regulatory bodies, ensuring the continuous safety and quality of food.
  • To implement HACCP principles for the identification, evaluation, and control of food safety hazards.
  • To establish clear procedures for staff training, sanitation practices, and emergency responses.

1.  Food Safety Management Systems

  1. Organizational Structure
  • A clear organizational structure will be established to define staff roles, responsibilities, and reporting relationships.
    • Roles of food handlers, supervisors, and staff impacting food safety will be clearly documented and communicated.

1.2  Hazard Identification & Corrective Actions

  • We will maintain documented procedures for hazard identification, risk assessment, and corrective actions to manage food safety hazards and non- conforming activities.
    • Regular audits will be conducted to ensure that food safety practices are followed.

2.  Personnel Hygiene & Safety

  • Training
  • All food handlers will undergo appropriate food safety training, including safe food handling, personal hygiene, and cleanliness.
    • Staff will receive regular updates on food safety best practices and emerging health risks.

2.2  Health and Hygiene Requirements

  • All food handlers must maintain personal hygiene, wear appropriate protective apparel, and remain free from conditions that may contaminate food.
    • A valid food handler’s test report must be obtained for all food handlers, issued by a registered medical practitioner.

2.3  Exclusion of Sick Personnel

  • Personnel suffering from illnesses transmissible through food (e.g., gastrointestinal infections) will be excluded from food handling until cleared by a medical professional.
    • Food handlers with open wounds or lesions will be reassigned to non-food handling tasks.

3.  Premises Design & Layout

  • Layout and Flow
  • Food premises will have a unidirectional flow to separate clean and dirty areas and ensure easy movement of personnel and materials.
    • Separate areas will be designated for food handling, storage, and waste disposal to minimize cross-contamination risks.

3.2  Ventilation and Lighting

  • Adequate ventilation and lighting will be provided to maintain a clean and safe working environment.
    • Ventilation systems will be regularly maintained to prevent contamination.

3.3  Construction Materials

  • All internal structures and fittings will be made of durable, non-toxic, and easy-to- clean materials, ensuring they are free from potential contaminants.

4.  Equipment and Utensils

  • Cleaning and Maintenance
  • All equipment, utensils, and packaging materials will be regularly cleaned, sanitized, and maintained in good working condition.
    • Equipment used for cooking, heating, cooling, storing, or freezing food will be designed to maintain food safety and suitability.

4.2  Storage and Handling

  • Reusable food contact surfaces and equipment will be made of non-toxic materials, easy to disinfect, and kept in a clean, orderly state to minimize contamination risks.

5.  Water Supply & Sanitary Facilities

  • Water Quality
  • Potable water will be supplied to food premises, meeting NAFDAC and SON standards for safety and hygiene.
    • Ice used for food preparation and storage will be made from potable water and handled under hygienic conditions.

5.2  Sanitary Facilities

  • Adequate handwashing facilities with running water, soap, and hygienic drying materials will be available in food handling areas.
    • Proper sanitation facilities, including toilets and waste disposal systems, will be provided to minimize contamination risks.

6.  Temperature Control & Storage

  • Temperature Monitoring
  • Temperature control systems will be established to monitor and maintain the safety and quality of perishable foods.
    • All refrigeration, cooking, and storage equipment will be regularly monitored and calibrated to ensure accurate temperature control.

6.2  Stock Rotation

  • Stock rotation will be strictly followed, ensuring that raw materials are used within their shelf life to prevent spoilage and contamination.
    • All food items will be stored at appropriate temperatures to prevent the growth of harmful microorganisms.

7.  Pest Control

  • Pest Management
  • A pest control system will be implemented to prevent infestations and contamination of food and food contact surfaces.
    • Regular inspections and preventive measures will be employed to ensure a pest- free environment.

8.  Waste Management

  • Waste Disposal
  • Food waste will be segregated and disposed of in designated, hygienic waste containers to minimize contamination risks.
    • Waste disposal areas will be cleaned and maintained regularly to prevent pest attraction and cross-contamination.

9.  Hazard Analysis and Critical Control Points (HACCP)

  • HACCP Implementation
  • The hotel will implement HACCP principles to identify and control critical points in food preparation, storage, and service that could impact food safety.
    • Critical Control Points (CCPs) will be monitored regularly, and corrective actions will be taken whenever deviations from established food safety standards occur

10.  Packaging & Transportation

  1. Packaging
  • Packaging materials will be suitable for food contact, non-toxic, and will prevent contamination or spoilage of food.
    • Reusable packaging will be durable, easy to clean, and sanitized before use.

10.2  Transportation

  • Food will be transported in containers that protect it from contamination and preserve its safety and quality.
    • All food transportation vehicles will be maintained in good condition and regularly cleaned to prevent cross-contamination.

11.  Product Recall and Complaint Management

  1. Complaint Handling
  • A system will be in place to manage customer complaints, with effective documentation and timely resolution of issues related to food safety.

11.2  Product Recall Procedures

  • In the event of a food safety hazard, product recall procedures will be followed in line with the Agency’s Recall, Handling, and Disposal of Unwholesome and Adulterated Food Regulations.

12.  Documentation & Record Keeping

  1. Records
  • Records related to food safety, including temperature logs, cleaning schedules, training, and inspection reports, will be maintained and readily available for review by regulatory authorities.

Conclusion

      This food safety policy outlines our commitment to ensuring the highest standards of food safety in all food-related activities at Yanna Apartments by Khaliques. By complying with NAFDAC, SON, and HACCP regulations, we will protect the health of our guests and staff and ensure that food is handled, stored, and prepared in a safe and hygienic environment. Regular reviews and updates to this policy will ensure continuous improvement in our food safety practices.

Approved by:

Name: Ann Okuefun

Position: General Manager, Yanna Apartments by Khaliques

Date: 1 January 2025

END OF SHIFT PROCEDURE

      It has come to the attention of management that some staff members have been remaining on site after their shifts have ended and sleeping over. Please be reminded that all employees are required to vacate the hotel premises within 30 minutes of their scheduled shift end, after clocking out.

Staff found on the premises after their shift has closed will be considered in violation of this policy and may face disciplinary action for loitering.

Why these measures are important:

  1. Guest Safety and Security: After hours, it is crucial that the hotel is secure and that only authorized personnel remain on the premises. Staff lingering after their shifts can create security risks for both our guests and the hotel.
  2. Respecting Operational Efficiency: The hotel operates on tight schedules and needs to ensure that shifts are managed properly. Staying beyond your shift affects the flow of work, including the transition to night staff and preparation for the next day’s operations.
  3. Staff Safety During Emergencies: In an emergency situation, it is critical for staff to be accounted for and in their assigned roles. Employees who remain on site after their shifts could be exposed to potential risks and emergencies they are not trained or prepared to handle, jeopardizing both their safety and the safety of others.
  4. Legal and Liability Concerns: For insurance and legal purposes, our policies are tied to our operating hours. Staff remaining on site after hours may increase the risk of incidents, and the hotel could be held liable for any occurrences outside of designated work time.

We appreciate your cooperation in adhering to this policy and thank you for helping us maintain a safe and efficient working environment for everyone.

A Okuefuna

PROFESSIONALISM IN HANDLING INTERNAL GUESTS

It has come to the attention of management that when staff avail themselves of our services, the level of service provided does not always meet our established standards. This observation is a concern, as it is essential that our commitment to excellence is consistent for both internal and external guests.

As a reminder, all staff members are considered internal guests when they use our facilities and services. Maintaining professionalism and ensuring high quality service for internal guests is just as important as for external guests, as it reinforces a culture of respect, unity, and the standards we pride ourselves on.

To address this, we recommend the following steps:

  1. Training: Organize departmental training sessions focused on service delivery to internal guests. These should emphasize that the same level of courtesy, attentiveness, and professionalism expected for external guests applies to internal interactions.
  2. Team Discussions: Use departmental meetings as an opportunity to discuss the importance of professionalism in all interactions, highlighting how internal guest satisfaction contributes to overall morale and organizational harmony.
  3. Set the Example: Encourage supervisors and team leaders to model exemplary behavior when interacting with staff as internal guests, setting a positive standard for others to follow.

We are committed to fostering a culture of excellence that extends to every interaction within the organization. Please ensure that this message is communicated to your teams promptly and that training initiatives are prioritized to address this matter.

Thank you for your cooperation.

A Okuefuna

 

 

CLARIFICATION OF REPORTING LINES AND DEPARTMENTAL RESPONSIBILITIES

As part of ongoing efforts to improve operational efficiency, ensure accountability, and foster a culture of clarity and professionalism, this memo outlines the reporting structure at Yanna Apartments by Khaliques.

It is essential that all staff and managers understand and strictly adhere to the proper lines of communication and reporting. This structure helps reduce miscommunication, ensure swift problem-solving, and support each department in achieving its objectives effectively.

The individuals listed below form the Executive Team responsible for operations at the Yanna Facility. They serve as the first point of contact for the departments under their supervision and are accountable for driving performance and maintaining standards across their respective areas.

1.  General Manager (GM)

Responsibility: Full oversight and leadership of Yanna Apartments and Yanna Facility. The GM is responsible for ensuring the smooth running of all departments and aligning their activities with the strategic direction and service standards of the hotel. All Heads of Department ultimately report to the GM.

2.  Assistant General Manager (AGM)

Responsibility: Supports the GM and has direct oversight of operations and the Maintenance Department. The AGM ensures that operational activities run smoothly across departments and provides leadership in resolving interdepartmental challenges. All maintenance requests, operational concerns, and facility coordination matters should be routed through the AGM.

3.  Food & Beverage (F&B) Manager

Responsibility: Manages all F&B operations, including kitchen production, restaurant service, bars, room service, banqueting, and events. The F&B Manager works with Floor Managers and the Executive Chef to ensure high-quality food production, excellent guest service, and hygiene compliance. They also coordinate all banqueting and event functions, ensuring client requirements are met with professionalism and precision. Any issues or initiatives involving food service or event catering should be directed to this role as the first point of contact.

4.  Finance Manager

Responsibility: Oversees all financial matters, including budgets, payroll, expenditure monitoring, procurement reconciliation, and financial reporting. The Finance Manager is the main contact for all accounting-related queries. All departments must channel financial matters, including budget requests and payment processing, through this office.

5.  HR & Admin Manager

Responsibility: Manages all aspects of Human Resources and administration, including recruitment, discipline, leave, training, and staff welfare. All staff and managers must liaise with HR on personnel matters. HR is also responsible for enforcing policies and supporting departmental heads in maintaining workplace standards and compliance.

6.  Business Development Manager (BDM)

Responsibility: Leads sales, marketing, client relations, and business growth initiatives. The BDM handles all external communication regarding promotions, partnerships, and advertising. Any activity that impacts brand visibility, guest acquisition, or marketing strategy must be routed through this role for proper alignment with the hotel’s goals.

7.  Spa Manager

Responsibility: Oversees the spa and wellness operations, including treatments, staffing, guest care, and hygiene standards. The Spa Manager ensures that all spa services meet luxury standards and that guests enjoy a consistent and relaxing experience. Any spa- related feedback, staff issues, or operational requirements should be directed to the Spa Manager.

8.  Internal Auditor

Responsibility: Ensures compliance, risk management, internal controls, and process integrity across departments.The Internal Auditor conducts routine and surprise audits to ensure policies are followed, finances are properly managed, and operational risks are identified early. Staff should cooperate fully with audit activities and direct compliance concerns to the Internal Auditor.

Importance of Adhering to Reporting Lines

Following the correct reporting channels is essential to:

  • Prevent miscommunication and inefficiency
    • Ensure accountability at every level
    • Support effective decision-making
    • Maintain high service standards for our guests

All staff and Managers are expected to respect this structure and direct issues, ideas, or concerns to the appropriate departmental head or contact person listed above.

Let us all work together within this framework to build a more efficient, coordinated, and high-performing Yanna Apartments by Khaliques.

Thank you for your cooperation.

A Okuefuna

TRAINING POLICY FOR STAFF AT YANNA APARTMENTS BY KHALIQUES AND ASSOCIATES

1.  Purpose

The purpose of this Training Policy is to ensure that all employees at Yanna Apartments by Khaliques and its associates are well-equipped with the necessary knowledge, skills, and competencies to perform their roles effectively. This policy aims to promote continuous professional development, enhance service quality, and maintain high operational standards.

2.  Scope

This policy applies to all employees, including full-time, part-time, and contract staff, across all departments within Yanna Apartments by Khaliques and its affiliated businesses.

3.  Training Categories

Training programs will be categorized into the following:

  • Mandatory Training: Required for all employees based on their job roles.
    • Induction Training: For all new employees to familiarize them with company policies, culture, and job responsibilities.
    • On-the-Job Training (OJT): Continuous training provided within the work environment to enhance practical skills.
    • Professional Development Training: External or internal training to support career advancement and certification.
    • Health & Safety Training: Ensures compliance with workplace safety regulations.
    • Customer Service Training: To maintain high standards of hospitality and guest satisfaction.
    • Leadership & Management Training: For supervisory and management-level staff to improve leadership capabilities.

4.  Mandatory Training Requirements

All employees must complete at least 30 hours of training annually, including:

  • Customer Service Excellence
    • Health and Safety Regulations
    • Fire Safety and Emergency Procedures
    • Anti-Harassment and Workplace Conduct
    • First Aid (for designated staff)
    • Department-Specific Training

5.  Training Delivery Methods

Training will be delivered through a mix of:

  • In-house workshops and seminars
    • Online training modules
    • External certification programs
    • On-the-job mentoring and coaching

6.                                      Training Assessment and Evaluation

  • Employees will be assessed periodically to ensure competency.
    •                             Training effectiveness will be measured through feedback, performance reviews, and practical assessments.

7.  Training Records and Compliance

  • Each employee’s training progress will be documented and maintained in their personnel file.
    • Failure to complete mandatory training may result in disciplinary action.

8.  Training Funding and Support

  • The company may cover or subsidize costs for approved external training programs.
    • Employees pursuing professional certifications relevant to their roles may receive financial assistance, subject to management approval.

9.  Review and Amendments

This policy will be reviewed annually to ensure it remains aligned with industry best practices and operational needs.

Effective Date: 1 January 2025

Approved by: Ann Okuefuna, General Manager

WORKPLACE POLICY ON HIV/AIDS

Yanna Apartments by Khaliques and Associates

1. Policy Statement

Yanna Apartments by Khaliques is committed to fostering a workplace that upholds dignity, respect, and equal opportunity for all employees, regardless of their HIV status. We recognize that HIV/AIDS does not affect an employee’s ability to perform their duties and are committed to preventing discrimination, promoting awareness, and ensuring a supportive work environment.

This policy aligns with the HIV/AIDS (Anti-Discrimination) Act 2014, which prohibits discrimination against persons living with HIV/AIDS in the workplace and other settings.

2. Non-Discrimination and Equal Opportunity

  • In compliance with the HIV/AIDS (Anti-Discrimination) Act 2014, no employee or job applicant shall be discriminated against based on their HIV status.
  • Employment decisions, including recruitment, promotions, training, and benefits, shall be based on merit and performance, not health status.
  • Employees living with HIV/AIDS will have the same rights, responsibilities, and access to opportunities as all other employees.

3. Confidentiality & Privacy

  • An employee’s HIV status is strictly confidential and will not be disclosed without their written consent, as required by law.
  • Medical records related to HIV/AIDS will be handled with the highest level of confidentiality, in compliance with Section 8 of the HIV/AIDS (Anti-Discrimination) Act 2014.

4. Workplace Support & Health Services

  • Yanna Apartments encourages voluntary HIV testing and counselling, but in accordance with the Act, we do not mandate HIV testing as a condition of employment.
  • Employees living with HIV/AIDS will receive reasonable workplace accommodations if required for their well-being.
  • The company will promote awareness programs on HIV prevention, treatment, and management to educate staff and reduce stigma.

5. Sick Leave & Medical Benefits

  • Employees with HIV/AIDS are entitled to the same sick leave and medical benefits as all other employees, in line with company policy and Nigerian Labour Laws.
  • No employee will be dismissed, forced to resign, or denied workplace benefits due to their HIV status.

6. Workplace Safety & Prevention

  • Standard health and safety precautions will be implemented to prevent workplace exposure to HIV, particularly for employees in roles involving potential contact with blood or bodily fluids.
  • Employees will be educated on HIV transmission to dispel myths and prevent stigma.

7. Policy Violation & Disciplinary Measures

  • Any form of harassment, discrimination, or stigma against employees with HIV/AIDS will result in disciplinary action, up to and including termination, in accordance with Sections 4 and 5 of the HIV/AIDS (Anti-Discrimination) Act 2014.
  • Employees are encouraged to report any instances of discrimination or mistreatment through the designated reporting channels.

8. Review & Compliance

  • This policy is in full compliance with the HIV/AIDS (Anti-Discrimination) Act 2014 and other relevant Nigerian Labour Laws.
  • It will be reviewed periodically to ensure alignment with legal standards and best practices.

Yanna Apartments by Khaliques is committed to creating an inclusive and supportive work environment where all employees can thrive, regardless of their health status.

Effective Date: 1 March 2025

Approved by: Ann Okuefuna, General Manager

STAFF CANTEEN POLICY

Purpose

The staff canteen policy outlines the guidelines for the use of the staff canteen facility at Yanna Apartments by Khaliques. The goal is to ensure a clean, safe, and welcoming environment for all staff members during meal times.

Scope

This policy applies to all employees and authorized personnel who use the staff canteen facilities.

1.   Operating Hours

The staff canteen is open during the following hours:

  • Lunch: 12:00 PM – 2:00 PM
    • Managers Sitting – 2.15 PM – 3 PM
    • Dinner: 6:30 PM – 8:00 PM

Employees are encouraged to take their meals during allocated break times as scheduled by their department managers.

2.   Eligibility

  • All employees are entitled to use the staff canteen during their rostered shifts.
    • Staff are entitled to one duty meal per 12 hours shift as per the weekly menu.
    • Temporary staff or contractors may also use the canteen if authorized by management.

3.   Food and Beverage

  • Meals provided are complimentary/subsidized (as determined by the company).
    • Staff may bring their own meals; these must be declared at security and these must be consumed in the canteen area to maintain cleanliness in workspaces.
    • Food from outside is not allowed in the hotel food preparation areas due to the risk of cross contamination and must be stored safely.
    • Employees are responsible for collecting and properly disposing of their trash after meals, in the appropriate place.

4.  Code of Conduct

  • Maintain decorum and treat canteen staff with respect.
    • Do not reserve seats or leave belongings to hold a spot.
    • Avoid loud or disruptive behaviour to respect others’ meal breaks.
    • Keep noise to a minimum.
    • Food can only be consumed in the canteen, not in any other area of the hotel.

5.   Hygiene and Cleanliness

  • Employees must clean up after themselves, including returning trays and disposing of waste in designated bins.
    • Washing hands before and after meals is encouraged for hygiene.
    • Misuse or damage to the facility (e.g., drinks dispensers, furniture) will result in disciplinary action.

6.   Safety Guidelines

  • Any spillage must be reported immediately to avoid accidents.
    • The use of electrical equipment is not allowed.

7.     Ramadan/Lent

  • During Ramadan/Lent, special arrangements will be made for duty meals for staff rostered on day shifts. These staff members will be provided with an alternative meal plan to accommodate their fasting schedule. Details of these arrangements will be communicated prior to the start of Ramadan/Lent to ensure clarity and proper planning.

8.     Management of Canteen Supplies

  • Portions and supplies are managed to minimize waste.
    • Employees are not allowed to take food outside the canteen for later consumption, food must be consumed on the premises, and in the staff canteen.

9.   Reporting Issues

Any concerns about food quality, hygiene, or facility maintenance should be reported to the HR department or the Executive Chef.

10.   Non-Compliance

Failure to comply with this policy may lead to:

  • Verbal or written warnings.
    • Suspension of canteen privileges.
    • Further disciplinary action in severe cases.

SLEEPING OR STAYING OVERNIGHT IN THE MOSQUE IS NOT PERMITTED

This is a formal reminder that sleeping or staying overnight in the mosque is not permitted.

We have observed that some staff have used the mosque as a place to nap during working hours or to sleep overnight. While we fully encourage and support the use of the mosque for daily prayers, quiet reflection, and religious observance, we must stress that the mosque must not be used as a place to rest or sleep, whether during the day or after work hours.

Reasons for this Policy

  1. Respect for Sacred Space:

The mosque is a house of worship dedicated solely to prayer and devotion. Sleeping in it undermines its sanctity and the reverence it deserves.

2.    Professional Conduct:

Using the mosque to sleep during working hours reflects poor work ethic and professionalism. Staff are expected to remain attentive and available during duty time.

3.    No Residential Use:

Staff are not permitted to stay on the premises after working hours unless formally approved. The mosque must not be used as a substitute for accommodation.

4.    Cleanliness and Hygiene:

Sleeping, especially overnight, can lead to unpleasant odours, litter, or general untidiness, which is inappropriate for a religious environment.

5.    Health & Safety Concerns:

Unauthorized overnight stays pose security risks, violate safety protocols, and interfere with cleaning or facility maintenance schedules.

6.    Available Alternatives:

Staff experiencing challenges with accommodation or transportation should contact HR or their line manager for possible support. Sleeping in the mosque is not a solution.

Permitted Use of the Mosque

  • The mosque is available for prayer, personal devotion, and reflection during appropriate times.
    • Sleeping, resting, or staying overnight is strictly prohibited, except during approved religious practices such as iʿtikaf, and only with prior permission from Management.

We appreciate your cooperation in maintaining the dignity of our workplace and the sanctity of our shared religious facilities. Let us all do our part in upholding respect, professionalism, and discipline in all areas of our operation.

A Okuefuna