TIPSY LION

Orientation Manual

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 Welcome to Tipsy Lion!

It is our pleasure to extend a warm and enthusiastic welcome to you. Your skills and talents will
be a great addition to our projects. We are so excited to have you with us and look forward to
working with you. We trust you will freely express yourself and meaningfully contribute to the
success and growth of our Company.

You are now a part of the Tipsy Lion Family and competent team members working together for
the same vision of success. This manual gives all our team members a detailed overview of our
policies, along with other key procedures, guidelines, and benefits. It sets clear expectations for
our team members while also stating legal obligations and defining team members rights. The
manual is also an overall introduction to the business for all new joiners.

Should there be any queries or uncertainties do not hesitate to get into direct contact with the
Management team and we will do our best to assist you speedily and professionally.

We value the talents and ideas of everyone on our team, especially our new hires. We can’t wait
to see how you get things done...

ABOUT TIPSY LION

OUR HISTORY
Tipsy lion is a British inspired Gastro pub focusing on rustic dishes, crafty cocktails, and fresh hops.
Our venue’s official opening date was on the 22nd of January 2020 and the idea was inspired by
Infini concepts who are the management company/consultants leading the venue. The company
who owns the brand and venue, is a separate entity ‘Above the Sky events’.

OUR VISION
With the hospitality industry becoming more competitive and continually growing, we strive to
be part of enhancing experiences, aiming to exceed the guest expectations and deliver memorable
moments that last. We wish to bring comfort to all our valued guests and naturally find loyalty
from doing so.

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TABLE OF CONTENTS

1. SECTION 1: GENERAL......................................................................................................................................... 4
2. SECTION 2: EMPLOYMENT BASICS .............................................................................................................. 4
3. SECTION 3: ATTENDANCE & LEAVES .......................................................................................................... 6
4. SECTION 4: TEAM MEMBERS BENEFITS ....................................................................................................10
6. SECTION 5: SALARY AND EXPENSES .........................................................................................................11
7. SECTION 6: LEARNING, DEVELOPMENT AND PROMOTIONS .........................................................12
8. SECTION 7: WORKPLACE COMMITMENTS..............................................................................................13
9. SECTION 8: CONFIDENTIALITY AND DATA PROTECTION................................................................17
10. SECTION 9: HEALTH AND SAFETY .............................................................................................................18
11. SECTION 10: CODE OF CONDUCT ..............................................................................................................21
12. SECTION 11: DISCIPLINARY POLICY...........................................................................................................25
13. SECTION 12: END OF EMPLOYMENT.........................................................................................................27

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SECTION 1: GENERAL

Purpose

This manual states the Human Resource policies and procedures of Tipsy Lion. It is designed to
be a working guide for our team. This manual is to be treated as “Confidential” and all team
members will be required to sign an acknowledgment of receipt.

These written policies should increase understanding, eliminate the need for personal decisions
on matters of Company-wide policies and help to ensure uniformity throughout the organization.

Scope and Applicability

The policies and procedures apply to all Tipsy Lion team members appointed on a permanent
contract with the Company except where otherwise stated.

Definitions

The defined terms used in this Policy Manual should have the following meaning:

Executive team: Infini Concepts management team

HRP: Human Resources Policies
Supervisor: Line Manager of incumbent
Manager: Line Manager of incumbent
BUH: Business Unit Head
Company: Infini Concepts or Above the Sky
Contract: Employment contract
HR: Human Resources
HOD: Head of Department

SECTION 2: EMPLOYMENT BASICS

Orientation

During the first week of employment, the team members will be allowed the opportunity to
become familiar with the venue, co-workers, procedures, and requirements from him/her in the
related role. You will also be given a clear indication of what is expected from you. Please use this
time to as many questions as possible, so you feel confident to tackle the tasks ahead.

Probationary Period

Team members are subject to a probationary period of six (6) months from the Date of Joining.
The purpose of the probationary period is to allow a specific time period for the team member
and the Company to assess objectively whether the team member is suitable for the job taking

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into account their KPIs, capability, skills, performance, attendance, and general conduct.

Evaluation for new joiners:

Before the completion of the probationary period, a performance review will take place between
the team member and the Manager to discuss the team member’s overall performance against
their set KPIs.

If the Team member’s probationary period is satisfactory, the agreement between the team
member and employer will become an unlimited contractual agreement.

Evaluation: Job Chat

A Job Chat is a two-way process where Managers and team members get to share their
perspectives, discuss performance related topics, career development or any subject regarding
the time at the Company. This will happen frequently during your time with us.

Equal Opportunities

This Company is an equal opportunity employer and does not unlawfully discriminate against
team members or applicants for employment based on an individual’s race, color, religion, creed,
sex, national origin, age, disability, marital status, veteran status, or any other status protected by
applicable law. This policy applies to all terms, conditions, and privileges of employment, including
recruitment, hiring, placement, compensation, promotion, discipline, and termination.

Job and Location Change

The Company has the right, as per the contract, to change the job title of the team members, or
assign him/her to a different scope as per the business needs.

Family employment:

If a candidate applying for a job has a relative working in the Company, he/she must inform HR
of full details pertaining to the respective family member. Each case will be handled on merit and
will be subject to senior management and BU Head approval. It should be stated clearly however
that approval will only be granted in extraordinary cases and not as a rule.

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SECTION 3: ATTENDANCE & LEAVES

Working Hours & Overtime

The Team members is required to work a 54-hour week, inclusive of meal breaks. Should the
Company require, the team member will be required to work additional hours as may be
necessary, without additional remuneration.

Days Off

Team members are entitled to 2 days off per week. Team members can request specific weekly
days off however, this is not guaranteed and is subject to business demands.

Schedules

Team member’s weekly shifts will be detailed on a Rota posted by the Managers of the relevant
venues, every week. Team members are allowed to request for special shifts or specific days off
prior to the Rota being posted.

Split Shifts

A split shift is a double shift with no more than 12 working hours and with at least 3 hours break
in between.

Before leaving a shift, the team members must inform the Manager on duty and make sure that
their section is handed over properly to a colleague.

Timekeeping

All Team members must arrive to work at least 15 minutes before their duty, be dressed and ready
to work on time. If it is not possible to begin work at the scheduled time, the team members
should call the Restaurant and speak to the Manager on duty. If a team member is running late,
the same procedure applies. The Company recognizes that situations arise which hinder
punctuality; however please communicate to your superiors and do not allow this to become a
habit, which could lead to disciplinary action.

Should an employee fail to have informed the Operations Manager in advance and not be present
for duty on time, the fine system will be followed to ensure that all employees adhere to their
schedules, manage their time efficiently and respect their colleagues.

Being late without informing the Operations Manager:

- 1st Offence = 50 dirhams for being late more than 15 minutes

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- 2nd Offence = 50 dirhams fine for being late more than 15 minutes and verbal warning
- 3rd Offence = 50 dirhams fine for being late more than 15 minutes and 1st written warning

Not following break timings or not informing the Operations Manager:

- 1st Offence = 50 dirhams for being late more than 15 minutes

- 2nd Offence = 50 dirhams fine for being late more than 15 minutes and verbal warning
- 3rd Offence = 50 dirhams fine for being late more than 15 minutes and 1st written warning

Please note that all the above-mentioned deductions will be from your monthly tips. Any non-
compliance thereafter will lead to more serious disciplinary action which will affect your annual
performance reviews. If documentation/valid reason is provided supporting any emergency etc.
management discretion will be final.

Break Time

When working an 8-hour shift or longer, the team member is entitled to a 1-hour break if the
operation allows. The team member’s break time will be agreed with their manager to ensure the
most effective running of their department.

Briefings

Briefings are scheduled daily before the operation. It is mandatory to attend these briefings
punctually.

Public Holidays

Team members are entitled to public holidays declared for the Dubai private sector. However, if
the team member is required to work on a public holiday, they will be entitled to a day off in lieu.

Public Holidays cannot be carried forward to the following year, unless approved otherwise by the
Company.

Types of Leaves

Annual Leave:

Subject to successful completion of the probation period, team members will be entitled to 30
calendar days of annual leave per year. 2.5 days per month worked in the Company.

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You can only carry 7 calendar days over to the next year, prior to executive team approval, any
other pending annual leave will be canceled if it is not used during the year, unless approved
otherwise by the company.

In the event that the venue is closed for renovations or force majeure and the team member is
not required to work, those days will be counted as holidays taken and be deducted from his/her
annual leave.

Sick Leave:

Following the probation period, team members are entitled to 90 days sick leave per year, in
accordance with the UAE Labor Law. The 90 days sick leave can be continuous or intermittent, and
the salary is paid as follows:

full pay for the first 15 days

half pay for the next 30 days

no pay for the remaining 45 days.

The Team members must notify the Managers of their illness at least three hours before their
expected start time for that day via phone call (no emails, SMS or WhatsApp messaging will be
acceptable), and provide the Company with a medical certificate from an approved UAE doctor
confirming that the team member is unable to attend work due to their illness.

In the event that a team member is absent from work for more than the aggregate of 90 calendar
days’ sick leave in any year of service, the Company may terminate the team member’s
employment in accordance with the Labor Law.

Maternity Leave:

Women who have completed one year of continuous service are entitled to 45 calendar days of
fully paid maternity leave. If you have not yet completed one year of entire service, you are entitled
to 45 calendar days at half pay.

The 45 days of maternity leave can be taken before and/or after delivery.

After the 45 days of paid maternity leave is over, team members can extend their leave by up to
100 days of unpaid leave presenting a valid medical certificate stating illness resulting from
pregnancy or delivery.

Mothers are also entitled to five working days of paid parental leave to be taken within the first
six months of the baby’s birth.

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Paternity Leave:

Male team members are entitled to five working days of paid parental leave to be taken within
the first six months of the baby’s birth.

Emergency Leave:

Tipsy Lion offers to all their team members 7 days fully paid leave, per year, to be used in the case
of a personal emergency. Subject to approval of the BUH.

Time Off Request

All the types of leave must be requested via the relevant HR representative through a leave form.
Team members should make the request and wait for their Manager and HR’s approval. If the
team member takes his/her time off without prior authorization, this would be treated as
misconduct and subject to disciplinary action.

Managing Leaves

Any unauthorized absences will be debited respectively in the following order: first with Public
Holidays, then Annual Leave, and in case of zero accrual balance, the absence will be unpaid.

For avoidance of doubt, if a team member reports sickness and they produce a doctor’s note but
not a Sick Leave Certificate (meaning that the reported sickness absence is not valid by the health
authorities and employment law), the days of absence from work will be deducted for the total
amount of accrued leave balance.

Where any team members fail to follow the approved procedure, either by not making contact
with the appropriate Manager on the first and/or subsequent days of absence, or by not
submitting appropriate documentation, the manager will make contact to establish the
circumstances of their absence. The team members will be considered to be absent without
permission and the payment of Public Holidays; Annual Leave and/or Sick Leave pay will be
withheld.

Any reinstatement of any type of leave pay will only occur following a thorough investigation of
the circumstances of the case. However, if the outcome of the investigation is that there was no
justifiable reason for the team member’s failure to follow the appropriate procedures, the team
member shall forfeit the right to such pay for the relevant period of absence.

Where such a failure is repeated, consideration will be given to the invoking of the Disciplinary
Procedure.

If any team member is absent without a lawful excuse for more than twenty (20) intermittent days
or for more than seven (7) successive days for one year, his/her contract will be automatically
terminated.
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SECTION 4: TEAM MEMBERS BENEFITS

Team members Visa & Work Permit

Team members will be provided with an employment visa.

The employment contract is unlimited, if the team members resign from the Company prior to
the completion of one (1) year, they will be responsible for the cost of repatriation and will be
liable to on-boarding employment costs.

All contracts will remain unlimited for an undefined period until it is terminated by either Party
given a written notice period of 60 days.

Medical Cover

Team members will be provided with medical insurance coverage under the relevant group
medical insurance plan.

During the time your employment visa and medical insurance is under process, all the medical
expenses will be covered by the Company.

Thereafter, you should make use of the medical insurance, only at any of the authorized listed
medical establishments. Should you choose to go to a different establishment, you will be liable
to cover any incurred costs.

Air Ticket Entitlement

As per your employment contract, you are entitled to a flight ticket to your home country.

Please refer to your employment contract or ask the HR department in case of doubt. The terms
will be clear in accordance with the relevant venue.

Team Member Meals - Operations

Every team member is entitled to at least one meal per day, depending on your shift.

Lockers - Operations

Each team members receives a locker and a locker key. A spare key is kept in the safe for routine
inspections or in case of misplacing of initial key.

All lockers should be well maintained, and it is forbidden to keep food or other “pest-attracting”
items in the lockers.

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SECTION 5: SALARY AND EXPENSES

Salary Schedule

Your monthly salary will be transferred directly into your Dubai bank account at the end of each
month. If you do not have a bank account, then you will be paid in cash until you have a Dubai
bank account. If the pay date lands on a holiday, paychecks will be distributed on the closest
business day after the holiday.

Wage and Salary Disclosure

Compensation packages are confidential between the team members and the Company.
Disclosure of wages or compensation to any third party unless legally required, or to another team
members is strictly prohibited and could be grounds for termination.

Tips - Operations

Every month the tips of the relevant venue are divided equally and signed off when received by
the team members.

Tips Policy

No tips will be paid whilst a team member has been granted sick leave.

A sick leave certificate needs to be presented to the HR department. Medical check-up reports or
certificates alone, will not be valid as a sick leave certificate. A Doctor needs to approve or decide
the amount of sick leave.

Being absent, not showing up to work or taking sick leave without prior Management approval
will be a penalty of deduction of tips, unless justified and approved by management.

You are not allowed to carry any money on you during service.

If you are found carrying any cash money, it will be considered as tips, and will be taken away
from you. If it is necessary, you must declare it to the security of your venue.

We highly advise you to keep personal money and belongings in your respective personal lockers.

Please, inform the duty Manager and security if you are carrying large amounts of personal money,
and ask to keep it inside the restaurant safe until the end of your shift or when needed (AED500
and above).

Cash and credit tips must be recorded in the tip logbooks every day. The Tips logbook will be kept
at the main cashier station in the restaurant.

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Whoever goes for unpaid leave is not entitled to any tips.

All tips received in the venue, regardless of department is considered team tips to be shared, not
individual tips. This all goes to the tip box.

Service Charge - Operations

Service charge is divided by the accounts department and equally distributed to all team
members, monthly.

Incentives

The Company may give team members incentives from time to time, depending on the
performance of the Company and the team members. Incentives are discretionary and if an
incentive is paid to a team member, this does not automatically entitle the team member to any
additional or obligatory payments in future.

Reimbursement Policy

All invoices that require reimbursement need pre-approval from line managers for values less than
AED1000, all approvals must be submitted in writing and invoices to be submitted to the cashier
for reimbursement.

Any spend above AED1000 must be pre-approved by the BUH. Invoices above this amount should
be sent to the BUH by the manager.

In either circumstance, any spending without prior approval will not be reimbursed.

Salary Advance Request

Team members who complete one (1) year of service can request a salary advance equal to one
(1) month pay after Manager approval. This amount will need to be repaid in full within a three-
month period.

Failure to pay the amount in full will result in tips and service charge being withheld until the
advance payment is settled in full.

SECTION 6: LEARNING, DEVELOPMENT AND PROMOTIONS

It is very important to develop our team members professionally and personally. In conjunction
with our venue managers, we take care for all our team members in terms of ongoing training
from inductions to specific areas identified by the managers. This will include on the job training,
outside training, interactive training, and one on one training. We also host competitions and offer
incentives to keep your mind active and aware.

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 Additionally, we do encourage bi-annual performance evaluations for possible promotions, based
on the following criteria:

Performance Rating

Promotions will be justified based on team members performance ratings.

A combined rating of what was achieved (results) and how it was achieved (behaviors) will be
used.

All team members will be assessed twice a year around June/July and December/January against
five levels of ratings:

• Rating 5 – Excellent

• Rating 4 – Above Expectations

• Rating 3 – Meets Expectations

• Rating 2 – Below Expectations

• Rating 1 – Poor

Qualification for salary adjustments and bonuses will be based on performance of the individual
against agreed-upon objectives, performance of the Department/Division/Section and
performance of the Company as a whole.

SECTION 7: WORKPLACE COMMITMENTS

Policy and House Rules

In order for us to work together as a team and maintain an orderly, productive, and positive
working environment, everyone must conform to standards of reasonable conduct and policies.
Any team member involved in any of the following conduct, may result in disciplinary action up
to and including immediate termination without a written warning:

If the team member makes a mistake resulting in substantial material loss for the employer.

If the team member disobeys instructions respecting industrial safety or the safety of the
workplace.

If the team member does not perform his basic duties under the contract of employment and
persists in violating them despite the fact that he/she has been the subject of a written
investigation for this reason and that he/she has been warned that he/she will be dismissed if
such behavior continues.

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 If the team member reveals any secret of the establishment in which he/she is employed.

If the team member is finally sentenced by a competent court for an offence involving honor,
honesty, or public morals.

If the team member is found in a state of drunkenness or under the influence of a drug during
working hours.

If, while working, the team member assaults the employer, the responsible Manager or any of
his/her work mates.

Etiquette

Team members should always greet guests, business partners and colleagues with a smile and
maintain a friendly and pleasant attitude. Be professional at all times and remember that you are
a representative of Tipsy Lion and the company as a whole.

Infini Concepts Executive members:

David Lescarret – CEO Aleix Garcia – Managing Partner Aneshree Gurupasad – General
Manager

Martin Quinn – Head of Marketing Roberto Segura – Executive chef

Maria Ollero Sunyer - Marketing and Strategy

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 Above The Sky Executives:

Fuad Younes - Owner Hussain – Purchasing

Executive

Grooming Standards - Operations

Every team member is expected to practice daily hygiene and good grooming standards as set
forth.

All team members must be attentive to their appearance, posture and be well presented.

Hair: Clean, trimmed and neatly combed or arranged. Utilization of hair wigs is not allowed.

Hair bangs must be kept above eyebrows, no hair covering your eyes.

Hair accessories must be kept simple and black in color. Keep your natural hair color.

Facial Hair (men only): Freshly shaved, mustache or beard neatly trimmed.

Fingernails: Neat, clean, and trimmed.

Make-up (women only): Use sparingly and be natural looking.

Perfumes/Colognes/After-Shave: Use sparingly or none. Your scent should not linger after you
leave.

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Open Door Policy

Tipsy Lion has an open-door policy and takes team members concerns, suggestions, ideas, and
problems seriously. Team members are encouraged to bring any workplace concerns or problems
they might have or know about to the Tipsy Lion Management, if they feel it is more sensitive
than that it can be arranged for a meeting with an executive from Infini Concepts team.

Lost and Found - Operations

When an item is found in the venue, the object should be flagged to the Management or hostess
team to place it in the lost and found folder with the date and details of the place the item was
found. If it was on a table, the hostess team should call or/and email the guest to be informed
about it.

In the case the item is not from the guest contacted, the object will be kept in the Lost and Found
box indefinitely until retrieved. To be checked out under the supervision of security.

Workplace Security

Team members must be alert and aware of any potential dangers to themselves or their co-
workers. Take every precaution to ensure that your surroundings are safe and secure. Guard
personal belongings and Company property. Report any suspicious activity to a manager
immediately.

It is the team member’s responsibility to look after their own belongings and to see that no
valuables or confidential documents are left unattended.

The Company reserves the right to carry out searches of lockers, bags, vehicles in the team
member’s presence without notice. Refusing to allow a search may be treated as misconduct

Smoking - Operations

Team members are strictly prohibited from taking a cigarette break without the managers prior
acknowledgement and approval. In the event that a team members member is given permission
they will be directed to a designated area. Cigarette breaks are prohibited during service hours.

Drug free/Alcohol free

Consuming alcohol before or during your shift is strictly prohibited. If a client/guest offers you a
drink, please politely refuse it explaining that drinking during duty is not allowed.

Team members are prohibited from unlawfully consuming, distributing, possessing, purchasing,
selling, or being under the influence of alcohol and/or controlled substances while on duty.

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In addition, team members may not be under the influence of any controlled substance, such as
drugs or alcohol, while at work, on Company premises or engaged in Company business.
Prescription drugs or over the counter medications, taken as prescribed, are an exception to this
policy.

Any violation of this policy will be treated as a gross misconduct and may be subject to disciplinary
action, up to and including termination.

SECTION 8: CONFIDENTIALITY AND DATA PROTECTION

Confidentiality

During employment, team members will gain access to sensitive and confidential information
regarding the Company’s business affairs, clients, guests, and team members.

Other than as necessary for the proper performance of their work, team members agree not to
use or disclose any of the Company’s confidential information, whether during the employment
or at any time afterwards.

When the employment ends, or at any other time if requested by the Company, team members
must return all documents and other material (whether in hard or electronic copy) which contain
the Company’s confidential information (and if such information is stored electronically by team
members, for example on a personal computer or USB drive, it must be deleted).

Property & Intellectual Property

Company property, such as equipment, telephones, computers, software, any confidential

material, records, notes, reports, client files, notebooks, manuals, correspondence, passwords,
electronically stored data, tools, plans and any other materials are to be used strictly for Company
business, and are not permitted off grounds unless authorized.

Company property must be used in the manner for which it was intended and are not allowed to
share such with any unauthorized persons. Team members are reminded that they should have
no expectation of privacy in their use of Company computers or other electronic equipment. Any
items of your uniform provided by the Company (shirts, shoes, trousers, ties, aprons etc.) during
your employment period are Company property. Upon termination, team members are required
to surrender any of the above they possess. Violations of these policies could result in disciplinary
and/or legal action.

No property can be removed from the restaurant or the office without the executive team’s
approval. Company property is not for personal use.

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Data Protection and Monitoring

The Company may use surveillance equipment and monitor the Team member’s telephone log,
internet usage, voicemail, email, and other communication facilities which are provided by the
Company to the Team members. The Company will act reasonably however the Team members
should be aware that their communications and activities using the Company’s equipment and/or
at the Company’s premises may not be private.

Privacy

Team members and employers share a relationship based on trust and mutual respect. However,
the Company retains the right to access all Company property including computers, desks, file
cabinets, storage facilities, and files and folders, electronic or otherwise, at any time. Team
members should not entertain any expectations of privacy when on Company grounds or while
using Company property.

Personnel Files

The Company maintains a personnel file on each team member. These files are kept confidential
to the best extent possible. Team members may review their personnel file upon request. It is
important that personnel files accurately reflect each team member’s personal information. Team
members are expected to inform the Company of any change in name, address, home phone
number, home address, marital status, number of dependents or emergency contact information.

SECTION 9: HEALTH AND SAFETY

Sanitation - Operations

Sanitation and food safety it is particularly important for us. Due to the nature of the restaurant
business, it is essential that everyone follows safe food handling procedures. Always wash your
hands after using the restroom, smoking, touching your hair, eating, sneezing, or coughing. If you
use latex gloves, change them frequently. It is also necessary to wash your hands after bussing a
table when you touch a customer’s plate or cup.

Safety

The Company takes every reasonable precaution to ensure that team members have a safe
working environment. Safety measures and rules are in place for the protection of all team
members.

Ultimately, it is the responsibility of each team members to help prevent accidents. To ensure the
continuation of a safe workplace, all team members should review and understand all provisions
of the Company’s safety policy. Team members should use all safety and protective equipment

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provided to them and maintain work areas in a safe and orderly manner, free from hazardous
conditions.

Team members who observe an unsafe practice or condition should report it to their manager
immediately.

Team members are prohibited from making threats against anyone in connection with his/her
work or engaging in violent activities while in the employ of the Company. Any questions
regarding safety and safe practices should be directed to the managers.

In the event of an accident or injury team members must notify a supervisor immediately.

Physical discomfort caused by repetitive tasks must also be reported.

Team members should recognize any potential fire hazards and be aware of fire escape routes
and fire drills. Do not block fire exits, tamper with fire extinguishers, or otherwise create fire
hazards.

Food Handler Trainings - Operations

As per UAE Regulations, team members working in Hospitality should go through a series of
Trainings.

Occupational Health Card: For all food handler team members.

Fire Safety: 20% of the Team members should do this training.

Basic Food Hygiene: All team members.

Person in Charge (PIC): Managers and Supervisors

First Aid: 20% of the Team members should do this training.

These trainings would be arranged between Managers and Admin HR, and you will be informed
when you need to assist.

Safety Guidelines - Operations

Here are some basic guidelines and safety rules to always keep in mind:

Wipe up spills immediately.

Never run, in hallways or the kitchen, always walk carefully. Even when it’s busy, take small steps
and pay attention.

Wear shoes with non-slip soles.

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Report defective equipment or tools to a manager immediately.

Never operate equipment unless you have been trained how to use it properly.

Pay special attention when using slicers, they are very sharp and move very fast.

Wear nylon, no-cut gloves when cleaning slicers. Never try to catch a falling knife.

Let people know when you are carrying anything hot. Don’t be shy to inform in a polite and
respectful way to guest or colleague in front of you that you are walking with a hot plate. Do not
put hot food or plates in front of small children.

Use proper lifting techniques. Never lift too much, if it’s uncomfortable, make two trips or get
some help.

Remember to always bend at the knees, lift with your legs, not your back.

Fire Safety

You will be informed of the fire evacuation procedure and assembly points during your
employment.

Respect fire safety measures such as keeping fire doors locked by anything at any point and fire
exits and corridor clear.

Only attempt to tackle a fire if you have been trained on firefighting equipment and the fire is
small enough and your exit is clear. If this is not the case, leave the area and close all doors behind
you.

Do not use any of the lifts and ensure you leave by the nearest fire exit. Fire drills are held, and
fire alarms are tested on a regular basis.

You must fully cooperate, keep calm, and help guests or colleagues to follow the instructions, use
the nearest fire exit and guide them to the assembly point outside the venue.

A fire is potentially the most serious incident that can occur on the premises. You must know how
to protect yourself and others.

Evacuation procedures

The evacuation procedures and the location of the fire exits, and assembly points will be informed
by the Managers.

Infectious Diseases

If any team members contracts or was in contact with someone with a serious infectious disease,

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must not attend to work, visit a doctor immediately and inform the Human Resources Department
and his/her manager about his/her condition, and likely period of absence.

Important Numbers

Emergency Police: 999

Fire Department: 997

Ambulance: 998

Tipsy Lion Reception: 050 896 0045

Hotel Engineering: 056 410 1157

Hotel Security: 056 410 2371

Operations Manager: 058 201 6384

SECTION 10: CODE OF CONDUCT

Anti-Bribery

Accepting, requesting, or offering any financial or other reward from a person in return for
providing a favor is unacceptable.

Any team members found to have offered or accepted any bribe will face disciplinary action,
including dismissal for gross misconduct.

Accepting Gifts

If a team member receives a gift or invitation to an event from a guest, supplier or an existing or
potential business contact, they must immediately inform his/her manager who will approve or
not.

Internet and E-mail Policy

This policy is to explain acceptable internet and email use during working hours. The email and
internet access are property of the Company and can be monitored at any time.

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Email and Internet use for Work Purpose

It is important that team members are conscious of the need to use email and the internet
appropriately. E.g.:

No offensive language should ever be used in emails.

Never send emails of a discriminatory or defamatory nature.

Emails should never cause harassment or be abusive.

If a team member receives an offensive email, they should report it immediately to his/her
Manager and HR.

Team members should only access to websites that are appropriate to the work that is being
carried out.

E-mail messages should be clear, respectful, professional and the language should remain
consistent with the Company best practice.

Company email accounts should not be used for personal purposes.

Team members are expected to use the Internet responsibly and productively.

If any team members use his/her Company email account and internet inappropriately, they may
be liable for disciplinary action including dismissal.

Internet use for Personal Purpose

During breaks team members may use internet for personal purposes, however the use of internet
should be acceptable.

If a team member is unsure about what constituted acceptable Internet usage, then he/she should
ask his/her supervisor or HR Department for further guidance and clarification.

Downloading of Material

To help protect the Company network, team members must not download any documents on a
computer without being confident that it comes from a legitimate source. Team members are not
allowed to download any programs or software into the Company devices without prior approval
from Managers and the IT Department.

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Social Networking

As a member of Tipsy Lion, you are expected to follow the Company’s social media pages and to
promote them to all your friends and contacts, however you are not permitted to speak on behalf
of the Company on social media without getting prior approval from the Management or from
the marketing department first.

Social Media Guidelines

Team members are not allowed to post information on behalf of the Company without prior
Management approval.

Any communications that team members make in social media either for personal or business
purposes must not:

Bring the Company into disrepute. For example, by criticizing or arguing with guests, colleagues,
or competitors, making offensive comments about other people or Companies, swearing, or using
inappropriate language, posting images that are inappropriate, or breach confidentiality by
revealing Company information.

Conflict of Interests

Team members are prohibited from working at any other Company or Food and Beverage
establishment whilst they are working at Tipsy Lion, without the prior written consent or approval
of the company.

Team Member Relationships

Team members who are involved in a close personal relationship with a colleague must not allow
that relationship to influence their conduct at work. Intimate behavior or public display of
affections such as kissing, hugging, holding hands and inappropriate touching is not allowed and
will lead to disciplinary action.

If the relationship is between team members working in the same venue, their managers should
be informed.

In certain situations, the Company reserves the right to transfer one or both team members
involved in a relationship to another venue.

The Company does not encourage team members to have relationships with a colleague or a
guest, however if this is the case such relationship should not impact the role and conduct of the
team members at work and the team members should not deliver a favorable treatment to the
member or guest in the venue.

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Discrimination and Harassment

It is this mandatory to treat all personnel with dignity and respect and make personnel decisions
without regard to race, sex, age, color, national origin, religion, political affiliation, or disability.
We strive to provide a workplace that is free of harassment of any kind.

Team members are encouraged to promptly report incidences of harassment. Infini Concepts
does not condone actions, words, jokes, or comments that a reasonable person would regard as
sexually harassing or coercive. Anyone who feels it necessary to discuss what may appear to be
sexual harassment should report the harassment promptly to at least two people who are in a
management or executive member capacity. Your report will be kept as confidential as possible.
A prompt and thorough investigation will be made. If a claim is substantiated, the Company will
take immediate and appropriate action, including possible termination.

Sexual Harassment

Sexual harassment has many forms of variable seriousness. A person sexually harasses someone
when they:

Insinuate, propose, or demand sexual favors of any kind.

Invade another person’s personal space (e.g., inappropriate touching.)

Stalk, intimidate, coerce, or threaten another person to get them to engage in sexual acts. Send
or display sexually explicit objects or messages.

Comment on someone’s looks, dress, sexuality, or gender in a derogatory or objectifying manner

or a manner that makes them uncomfortable.

Make obscene comments, jokes or gestures that humiliate or offend someone.

Pursue or flirt with another person persistently without the other person’s willing participation.
Also, flirting with someone at an inappropriate time (e.g., in a team meeting) is considered sexual
harassment, even when these advances would have been welcome in a different setting.

Any of these actions against a colleague or customer would lead to a disciplinary action, including
employment termination.

Conduct Outside of the Workplace

Any team members activities, outside working hours, reflecting badly on the reputation of the
Company, or behaving inappropriately while wearing the Company uniform, may lead to
disciplinary actions and depending on the seriousness of such behavior it could lead to dismissal
from the Company.

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SECTION 11: DISCIPLINARY POLICY

Procedures

Disciplinary action is any one of a number of options used to correct unacceptable behavior or
actions. Discipline may take the form of verbal warnings, written warnings, suspension,
termination, or some other disciplinary action, in no particular order. The course of action will be
determined by the Company at its sole discretion as it deems appropriate.

Grounds for Disciplinary Action

The Company reserves the right to discipline and/or terminate any team members who violates
Company policy, practices, or rules of conduct. Poor performance and misconduct are also
grounds for discipline or termination. The following actions are unacceptable and considered
grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an
example of the types of conduct that this Company does not tolerate. These actions include, but
are not limited to:

Engaging in acts of discrimination or harassment in the workplace.

Possessing, distributing or being under the influence of illicit controlled substances.

Being under the influence of a controlled substance or alcohol at work, on Company premises, or
while engaged in Company business.

Unauthorized use of Company property, equipment, devices, or assets.

Damage, destruction or theft of Company property, equipment, devices, or assets.

Removing Company property without prior authorization or disseminating Company information

without authorization.

Falsification, misrepresentation or omission of information, documents, or records.

Lying.

Insubordination or refusal to comply with directives.

Failing to adequately perform job responsibilities.

Excessive or unexcused absenteeism or tardiness.

Disclosing confidential or proprietary Company information without permission.

Illegal or violent activity.

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Falsifying injury reports or reasons for leave.

Possessing unauthorized weapons on premises.

Disregard for safety and security procedures.

Disparaging or disrespecting Supervisors and/or co-workers; and

Any other action or conduct that is inconsistent with Company policies, procedures, standards, or
expectations.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not
intended to indicate every act that could lead to disciplinary action. The Company reserves the
right to determine the severity and extent of any disciplinary action based on the circumstances
of each case.

Warnings

If a team member fails to follow the Company rules, such misconduct will be dealt with a verbal
warning or warning letter, same for poor performance.

For a minor first offence, a verbal warning will be applied. This will be recorded on your personal
file.

For moderately serious offence or if you haven’t improved after your verbal warning, a first written
warning will be issued. If the offence or poor performance continues, the team members will
receive a second warning.

If during the 6 months from the first written warning, the team members didn’t improve his/her
performance or committed any other offence, a Final Warning will be issued, and the employment
contract will be automatically terminated.

Suspension

During the suspension, and unless otherwise authorized or required by the Company, team
members must not attend their place of work, perform any of their duties, or maintain contact
with the Company’s team members, clients, or guests.

If the Company issues a warning letter to a team member in any given month, the team member
will forfeit their entitlement to any service charges, tips, or other bonuses for that month.

Team members Grievance

If a team member wishes to raise an issue or any matter affecting his/her employment or
relationship with the Company, should follow the procedure below:

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Informal Discussion: If a team member has a grievance, they should have an informal discussion
with his/her manager. These informal approaches will be confidential and will not be reported
without the team members agreement.

Next Step: If the matter has not been resolved, the team members should put the grievance in
writing and give it to the immediate Manager. If the grievance is against any manager, should be
sent to the HR Department.

A meeting will be arranged with HR, the Manager and any person involved in the writing
grievance. If necessary, the Manager & HR will carry out an investigation further discussion before
a decision is made.

SECTION 12: END OF EMPLOYMENT

Termination of Contract

The Company may terminate a team members contract with immediate effect if the team member
commits gross misconduct or receives 3 written warning letters within a period of 6 months.

Resignation

If the team member decides to resign, they will have to give a one (1) month notice period in
writing to the Company. In certain cases, a two 2 months’ notice is applicable. Please check your
employment agreement.

Last Working Day

On the last working day, team members must complete all the clearances with his/her manager
(return of Uniform, locker keys, micros cards, etc.) and fill in a clearance form. Once it is signed by
the manager, it should be handed to HR.

The employment visa will be cancelled within 5 working days.

Once the new visa or flight ticket is processed the Company will be able to release the Final
Settlement.

Final Settlement

The Final Settlement is the sum of your pending annual leave, pending public holidays and gratuity
if you work for more than one (1) year. The gratuity will be calculated in accordance with the UAE
labor law.

The Company may permit or require you to take any accrued annual leave or public holidays
during your notice period or may pay for the accrued entitlement in your Final Settlement. The
Final Settlement payment will be made into the team members bank account without exceptions.

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Deductions

In relation to any amounts owed by the team member to the Company, the Company may make
an appropriate deduction from the team member’s salary or final settlement.

Examples of deductions can be unpaid loans, advance salary, advance annual leave taken, advance
public holidays taken, damaged cause to Company property, unreturned Company property
including uniform.

Gratuity

End of Service Gratuity: The Company will apply the labor law for calculating the end of service
indemnity. The team members service will be considered from the date of joining the Company
as per the employment contract till the last day reflected in the payroll. The service indemnity is
calculated based on the following rules:

If the team member resigns:

Service is below one year, he/she will not be entitled to service gratuity.

7 days' wage for each year if the team members service is more than 1 year but less than 3 years.

14 days' wage for each year if the team members service is more than 3 years but less than 5
years.

21 days' wage for each year if the team members completed 5 years of service.

30 days’ wage for each additional year of service above 5 years provided always that the aggregate
amount of severance pay should not exceed two year's wage.

If a team member’s service is terminated by the Company with no fault on the team member’s
side, such as retrenchment, operational restructuring etc., the end of service will be calculated as
follows:

Team members service is below one year, he/she will not be entitled to service gratuity.

21 days' wage for service of more than 1 year but less than 5 years.

21 days’ wage for the first 5 years and 30 days’ wage for each additional year of service above 5
years provided always that the aggregate amount of severance pay should not exceed two year's
wage.

If a team member is dismissed by the Company for gross misconduct, misconduct or continued
non- performance (and as stated in Article 120 of the UAE Labor Law), he/she will not qualify for
any end-of-service benefits, or payment of accumulated leave.

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Exit Interview Form:

In the last stage of leaving the Company, and towards the last working days, the team member
needs to go through an Exit Interview with HR or an executive team member.

The team members will fill in the Exit Interview form reflecting his/her honest input on his/her
experience with the Company and those he was interacting with during his/her employment
period. Additionally, he/she will elaborate on the reasons that led him/her to decide to leave the
Company along with a perspective on his/her next career move.

All information covered in the exit interview will be dealt with in a confidential manner and will be
kept on file.

General:

Upon the request of the departing team members, the Company can give an Employment
Certificate where it outlines the length of service of the team members, his/her last job title and
financial package. This certificate is created and signed by Infini Concepts.

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 New Team members Checklist
Date: Name:

Manager: HOD:

Timeframe and Description Responsible Date Completed Manager Team

Person Signature members
Signature
Prior to Joining
Team members Orientation
Provide a copy of paperwork - contract
and job description HR
Provide a copy of the Company team
members handbook and relevant user
manuals OM
Ensure that the team members have the
correct equipment, applications, and
access relevant to their role OM
Set up first shifts for on-the-job training OM
Get the team member’s measurements
for uniform and shoe size (if applicable) OM
Give an overview of the story of your
venue and provide a fact sheet OM
Share your venue culture and
management style OM
Arrange email set up, business cards and
email signature (where applicable) OM
First Day
Confirm time of arrival on first day and
dress code OM
Meet and greet team members
Go over any policies you have in place
such as dress code, attendance,
behaviour, etc. OM
Let team members know where to find
their schedule. Enroll new colleague on
the biometrics. OM
Outline their job requirements and
expectations OM
Get the team member's bank details, visa
copy, medical insurance, and EID - to
keep on file OM
Set the team members up in your systems
(payroll, scheduling, POS, etc.) OM/Cashier

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 Timeframe and Description Responsible Date Completed Manager Team
Person Signature members
Signature
Explain the venue hierarchy and who they
report to OM
Answer any question the new hire has on
all the material covered OM
Venue Team members Training
Introduce the new team members to all
current team members OM
Give a full tour of the venue
Set new team members up with a mentor
to guide them on the first 2 weeks of
employment OM
Set expectations and include goals you
like the new hire to reach OM
Train new hire on the tools they need to
use such as POS, ordering systems,
reservations system, etc
Make sure new hires have a clear
understanding of your menu. Send all
menus. OM
Ensure that the team members are aware
of all promotions and offers in the venue,
including partnerships OM
Go over the social media platforms of the
venue and get the team members to
follow and engage, within guidelines OM
Set up a 1–2-week shadowing period on
the different roles in the restaurant OM
After the shadowing period, schedule
time to evaluate performance OM
2 Weeks Post Joining
Review Performance
Evaluate the performance of new hire –
Job Chat OM
Get feedback from direct managers and
subordinates OM
Set up new goals and milestones OM
Provide a entry level test on all provided
material
Get feedback from the new hire on the
onboarding process OM

NB - Please ensure above form is completed within 2 weeks of joining, thereafter handed
to your manager for review and filing.

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