Garoupa Hotel Spa Golf & Conference Centre draft team members handbook

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TEAM MEMBERS HANDBOOK

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CONTENTS

Welcome to the GAROUPA team 5

Introduction 8

Mission 9

Our Purpose & Values 10

General Terms and Conditions of Employment 14

About GAROUPA 15

Our Expertise

Job Descriptions

Place of Work, Job Flexibility & Mobility

Hours of Work

Remuneration

Pension

Change of Personal Details 16

Notice Periods

Additional Employment

Team members property

Team members leaving Garoupa 17

Gifts and Corporate Hospitality

Equal Opportunity 18

Health & Safety

Dress Code Policy 19

Performance Management

Probation

Capability

Learning and Development 20

Attendance Policy

Holiday Entitlement 21

Public Holidays

Birthday leave

Team members shift meals

Disciplinary Policy 22

Grievance Policy 23

Male Team members Dress code 24

Female Team members Dress code 25

Visitors whilst on duty 26

Off Duty on property

Fraternising with Guests

Personal Phone calls

Eating and drinking on duty

Confidentiality

Drug free workplace 27

Smoke free workplace

Corporate Social responsibility policy 28

Standards of Business Conduct 29

Standards of Corporate Governance

Garoupa and the environment

Garoupa and Human Rights 30

Equality and Diversity at Garoupa

Sustainability at Garoupa

Garoupa and its impact on Society

Ethics and Ethical trading at Garoupa

Biodiversity at Garoupa

Social Commitment at Garoupa 31

Vendors and Suppliers to Garoupa

Notes 32

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To our Team

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People are our Passion

People include our Guests, the Team members that make

up GAROUPA, our Suppliers, our Investors and the

Community within which we exist.

There is no substitute for honesty, respect and mutual

engagement.

We place our Guests experience at the

core of all we do.

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We welcome you to the GAROUPA Team,

You are a valued and important member of our

family. For GAROUPA to deliver on its promise to each and every guest we select, train, retain and reward our Team to be the best talent in the industry.

We reward and recognize quality guest care based on

your individual and Team performance. As a key member of this team you have an important role to perform.

To succeed you will be expected to demonstrate a PASSION for service,

COMMITMENT to delivering only the best, and

SUPPORT for each and every one of the GAROUPA Team members.

You and I are in a position of trust, therefore INTEGRITY in everything we do is a

fundamental to our code of conduct.

CHANGE is part of our existence, we operate in a highly contested business space and to

remain the “best of the best” we expect every team member to contribute to change. Your ideas will always be valued. Just as we will create opportunities for our guests to contribute to our change, we will also create opportunities for you.

We commit to providing you with opportunities for continuous learning and development to ensure you have the skills and support to remain passionate about what you do. Our business is unforgiving and guests expect no less than the HIGHEST possible service, if we are not committed at what we do, we will not live up to the expectations of our guests.

Last but by no means least, COMMUNICATION is the oxygen of our business. Without

it we suffocate. You can expect regular weekly updates on all aspects of our business, the successes, the challenges and the targets. Equally you will be expected to communicate with openness and honesty at all times.

Once again welcome to the GAROUPA Team—you are as important to the business, as the business is to you. We trust that ours will be a rewarding partnership within this

WINNING TEAM and like us you will continually strive to be the best amongst the

best.

The GAROUPA Team

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Pursuing Excellence

At GAROUPA we see excellence as a process of always

improving and learning, never resting on past achievements.

We are committed to show excellence in all parts of our work

and in our interactions with:

Guests

Investors

Suppliers

Team members and

Communities

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OUR MISSION & VALUES

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INTRODUCTION

We believe our strength is rooted in our core values: putting people first, pursuing excellence, embracing change, acting with integrity

and serving our world, delivering value coupled with innovation and creativity. These values are our foundation and our future. As we

pursue our quest at placing GAROUPA as a leader within the hospitality industry our business will continually evolve recognising the

diversity of our PEOPLE…delivering the best Guest experience possible.

This guide provides information about GAROUPA’S Purpose and Values.

This guide is a companion to the Team Members Handbook. This Handbook, which applies to every Team member in every part of

our business, provides clear and relevant expectations of conduct and examples/tools for your membership of this elite Team

which makes up the GAROUPA business.

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Our Mission Our mission is to completely delight and satisfy our guests. We are committed to making a difference every day; continually getting better, to keep us the best. Be profitable and represent a sound investment for our shareholders. Contribute to our immediate community in a meaningful way.

Our Values GAROUPA is built through the

character of its people. That character

is reflected in GAROUPA’s Values,

which is fundamental to our success.

Our continued success depends on

each one of us doing our part to

uphold these values in our day-to-

day work and in all the decisions

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OUR PURPOSE

Our Purpose is focused on delivering value and exceeding the

expectations of our Guests.

GAROUPA is built through

the character of its people.

That character is reflected in

GAROUPA’s Values, which is

fundamental to our success.

Our continued success depends on each one of us doing our

part to uphold these values in our day-to-day work and in all the

decisions we make. We will be profitable and represent

continuous value to our shareholders.

While GAROUPA competes hard to achieve leadership and

business success, it is concerned not only with results, but with

how those results are achieved. We will never condone nor

tolerate efforts or activities to achieve results through illegal or

unethical dealings.

We will provide hospitality and entertainment services of

superior quality and value that exceeds the expectations of

value, quality and service of our Guests in every respect.

As a result, Guests will reward

our People, our Investors and

the Communities in which we

live and work to prosper.

GAROUPA is its People and

the values by which we live.

We attract and recruit the

finest People. We build our organization from within,

promoting and rewarding People without regard to any

difference.

We act on the belief that the men and women of GAROUPA

will always be our most important asset.

OUR VALUES

The core value of PEOPLE FIRST

recognises the essential importance of

PEOPLE to the success of the GAROUPA

business. In the context of a people

business, People include our Guests,

Team members that make up the

GAROUPA business, our Suppliers, our

Investors and the Community within

which we exist. There is no substitute

for honesty, respect and mutual engagement. We place the

Guest experience at the core of all we do.

Our Guests are the reason for our existence. We

demonstrate our appreciation by providing them with

high quality and superior service in a welcoming

environment, at a great value. Our goal is quality,

service and value for each and every Guest, each and

every time.

We are committed to our Team members. We

recognize that our strength and our competitive

advantage is – and always will be – our People. We

provide opportunity, nurture talent, develop leaders

and reward achievement. We believe that a team of

well-trained individuals with diverse backgrounds and

experiences, working together in an environment that

fosters respect and drives high levels of engagement

both individual and as a team, is essential to our

continued success.

Our Suppliers are our partners and will be treated with

mutual respect.

Our Investors are core to our business success and

GAROUPA will create mutual value in honest and open

dealings.

The Community within which GAROUPA exists is

integral to our successful operation and we will

participate in the value creation and development of

that local community.

At GAROUPA we see excellence as a

process of continuous improvement

and learning, never resting on past

achievements. We are committed to

demonstrate excellence in all spheres

of our work and in our interactions

with Guests, Investors, Suppliers,

Team members and Communities.

We are attuned to the needs of our PEOPLE and respond with

innovative ideas, practical solutions, and a focus on results.

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We embrace positive change. We

believe in improving entrenched

business practices for our Guests

benefit. Moreover, we are not

afraid of change in how we

handle business in our day to day

operations if it adds value to the

Guest experience. We honestly

and forthrightly confront the

facts regarding our operations

and make the necessary changes

required.

We never seek to be slightly

better than our competition.

We strive to offer service that is

amazingly better. We seek to

deliver service that is so much better than our competition

that our Guests are ‘wow’ed by

them. Our services will include

features, concepts and ideas

completely new to the marketplace.

Much more than bells and whistles,

these are designed to provide real,

well-thought out and demonstrable

benefits to our Guests.

We work to build relationships

based on trust by taking

responsibility, acting ethically and

encouraging open and

honest interaction. We

behave with integrity and in

an ethical manner in

everything we do and say,

thereby earning and

maintaining the trust and

respect of Guests, Investors,

Suppliers, Team Members

and Communities.

We are fiscally responsible and

committed to consistently deliver value

for our Investors. We go beyond

expectations and always deliver an

outstanding experience for our Guests.

We value and reward high performance

and success. We are socially

responsible. We respect the

environment and its finite resources.

We believe in making a significant

contribution to the quality of life of all

the Communities where we conduct business.

We promote an innovative

culture and attitude. We think

differently and strive to apply

innovative thinking and

creativity to everything we do.

Innovation is a key driver for our

growth. On a daily basis, we

demonstrate Innovation by:

developing innovative solutions

to customer problems ,

differentiating through creativity of

services, products, process and

service developments,

being proactive in initiating change

and improvement,

sharing knowledge and experience

through teamwork continuously challenging and asking

“why?”.

The identity of GAROUPA embodies what we are -

a prime destination.

the unspoilt Mozambique coast through the combination of

the of waving palm fronds, crests of waves, rays of sunshine,

the soft tropical breeze, life and motion in one. Like a hand

beckoning you to come closer.

We are proud of the hints at pure luxury and the embodied ultimate

natural beauty.

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These guidelines have been updated to include our employment practices and are designed to help

you better understand how everyone at GAROUPA as a group can work together to achieve the high

standards our guests demand from us. The policies and guidelines outlined in this guide is the

minimum standard expected of us at GAROUPA.

Whilst we cannot possibly cover every eventuality, it is GAROUPA’s intention that everyone should

always be treated with respect, courtesy and consideration. In return, GAROUPA expects every Team

member to be equally considerate of GAROUPA and fellow Team Members.

We take this opportunity to wish you every success and we are confident that you will enjoy your time

as a Team Member at GAROUPA.

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Serving our world

We never seek to be slightly better than our

competition. We offer service that is amazingly

better.

We deliver service that is so much

better than our competition that our

Guests are ‘wowed’ at every

opportunity.

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GENERAL TERMS AND CONDITIONS OF EMPLOYMENT

The contents of this guide is not contractual by nature, however they outline

the principles and practices by which we conduct ourselves. Also included

other useful guides and information related to your employment within

GAROUPA.

Although these items may not be contractual they do reflect the code of

conduct and behavior which we are expected to abide by.

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ABOUT THE GAROUPA

Established 2013 GAROUPA positioned itself as a leading

hospitality provider in Mozambique. GAROUPA is so much

more than just the sum of its parts.

It allows you to work at a whole new level of engagement, an

institution that delivers to its quests an experience in quality and

service associated with a world class establishment. It also

allows you as a valued team member to achieve your goals

whilst doing with pride what you love most— delivering to the

expectations of our guests.

OUR EXPERTISE

Our team of hospitality providers have industry expertise,

trained and are passionate in their delivery of service to each

and every guest that visits GAROUPA.

Our founders believe wholeheartedly in committing to local

communities and showcasing the magnitude of the tourist value

in our local area and Mozambique as a whole. We are as proud

of ourselves and the role we play within GAROUPA as we are

to be an ambassador for the proud people of Mozambique.

JOB

DESCRIPTION

Job descriptions are issued to

each employee detailing the

scope of the role, input and

outputs and main responsibilities and activities. The job role

may change as the needs of the business change and the

Company expects each employee to demonstrate the required

amount of flexibility to adapt to any change. You are also

expected to perform duties and other tasks as assigned by your

Manager.

PLACE OF WORK,

JOB FLEXIBILITY & MOBILITY

Your normal place of work is shown in your contract of

employment. However, your contract of employment is with the

Company and not with any individual department, office or

branch. It is a condition of employment

that each employee is prepared

whenever necessary, to transfer to an

alternative branch or division or duties

within the organization or customer site

within reasonable travelling distance

which match the employee’s skills and

experience.

This flexibility is essential as the type and volume of work is

subject to change, and it allows Garoupa to operate efficiently

and gain maximum potential from its valued and committed

workforce. Employees are employed on the basis that they

must be prepared to travel to meet the requirements of the job.

Where an employee is permanently transferred to another

location it will be subject to discussion and agreed terms.

HOURS OF WORK

As specified on individual contracts of employment, employees

are expected to attend core hours to fulfill the requirement of

the position in line with operational needs. This includes the

working of overtime when circumstances require it.

RENUMERATION

Salaries are specified on each employee’s individual contract of

employment. The monthly pay period

is for the current month, payable at

one twelfth (1/12th) of your annual

salary. Should you start or leave

during the month your salary will be

paid for actual days worked at your

normal daily rate.

Where applicable commission will be paid monthly. Bonus

payments may be paid monthly, quarterly and at the end of

each year. Conditions of payment are detailed within the offer of

employment.

Overtime payments, sickness adjustments and any other

adjustments are processed in the current month providing HR/

Payroll is informed before the relevant cut off period. Any

adjustments outside this cut off will be processed the following

month. All payments are made directly into each employee’s

bank account or . If account details change it is each

employee’s responsibility to change the relevant details via the

Employee Details Portal .

Pay slips are provided on the day salaries are paid.

Where an employee has been overpaid it is the employee’s

responsibility to inform their Manager immediately. The total

amount of the overpayment will be

deducted from the employee’s

salary in the most appropriate way

and this will be discussed and

agreed with the employee prior to

any corrective deductions being

processed. In the event of an

employee leaving Garoupa without

the full amount being recovered the employee will be expected

to pay back any outstanding balance before their respective tax

statement can be issued.

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CHANGE OF PERSONAL DETAILS

It is the responsibility of each Team member to notify GAROUPA of changes to their personal details such as name, address, telephone number etc. This will enable the Company to maintain accurate records and ensure contact can be made with an Team member in case of an emergency.

A Team member can change personal details by logging onto the Team member Details Portal and changing their particulars as necessary.

If a Team member does not have login details for the Team

member Portal they can contact your HR advisor and they will be issued with a log in and password.

NOTICE PERIODS

Notice period details are contained within the contract of employment. Local HR guidelines must be consulted. Generally, if the Employment is confirmed at the end of the probationary period the Employment may be terminated by the Company or you giving the following periods of notice in writing:

Trainees & Administrators - 2 weeks

Team Leaders & Supervisors - 4 weeks

Senior Managers - 12 weeks

The Company reserves the right to pay salary in lieu of notice (or a combination of salary in lieu and short notice) or to require you to remain away from work during the notice period, whichever may be appropriate. Any payment in lieu of notice may have legal financial constraints where sums due may be due deducted at source.

Where the Company requires you to remain away from work during the notice period you are required to comply with all other terms of this Contract and any other conditions laid down by the Company. Whilst on full pay during any period of garden leave you will not be permitted to work for any other person, firm, and corporate body or on your own behalf without the Company’s prior written permission. You may not contact staff, clients or candidates.

The Company may terminate the Employment without notice compensation or payment in lieu of notice and without payment in lieu of untaken holiday entitlement in the event of gross misconduct or gross negligence by you.

ADDITIONAL EMPLOYMENT

In the event an Team member has or is considering any additional employment he/she should notify their Manager as soon as possible. This will enable the Company to discuss any implications arising from current working time legislation. Written approval should be obtained from the Line Manager before accepting any additional employment. This approval will not be unreasonably withheld unless the other employment has or is likely to have; an adverse effect on the Team member’s capability to satisfactorily fulfill their duties with the Company or where a clear compromise of interests has been identified.

Team members may not use any of the Company’s premises or property, including vehicles, tools, equipment, stationary or stock for any business purpose except those of the Company, unless authorized by senior management in advance. Team

members are expected to conduct their personal affairs in a manner that does not adversely affect the company’s or their own integrity, reputation or credibility. Inappropriate off-duty

conduct on the part of an Team member which adversely affects the company’s legitimate business interests or the Team member’s ability to perform his or her job may lead to disciplinary action up to and including dismissal. Team members will only be permitted to engage in other employment provided such employment is not considered detrimental to the business interests of the company or the Team member’s ability to meet contractual requirements. Such interest should be declared to his/her Manager at the earliest opportunity.

TEAM MEMBER’S PROPERTY

The Company does not accept liability for any loss of, or damage to property, which a Team member brings onto company premises. Therefore each Team member is requested not to bring personal items of value onto the premises and, in particular not to leave any items overnight. Personal lockers will be provided, however these remain the responsibility of team members making use of the facility.

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TEAM MEMBER LEAVING

GAROUPA

A Team member who leaves the service of GAROUPA will be entitled to receive payment in lieu of holidays untaken for the holiday year in which he/she leaves or be expected to take the balance of any outstanding holidays prior to the termination of employment. Such entitlements will be calculated on a pro rata

basis to the number of month’s service in that holiday year as the date of termination of employment.

For this purpose only complete weeks will count. In the event that a Team member who is leaving has already taken holidays in excess of the amount due in that year, such excess will be deducted from any salary payments due.

The return of Company property including cars, fobs, laptops, keys and mobile phones must be returned to the Team member’s Manager on the last day of service. Failure to return a company vehicle will result in the cost of car recovery being deducted from any monies outstanding to the Team member. Likewise failure to return company property will result in the cost of the item being deducted from any monies outstanding to the Team member. This is an express written term of your contract of employment

Exit interviews will be conducted for all Team members who leave the Company. The interviews will be conducted by local HR in the first instance. The line manager can also conduct the exit interview if they prefer to do it themselves. The completed form must be passed to the HR Department. The interview should take place once the Team member has made their decision to leave the company. Exceptions would be made in instances where the Team member leaves employment because of discipline, unsuccessful probation or redundancy.

GIFTS & CORPORATE HOSPITALITY

The policy contains four offences which cover activity that would widely be regarded as bribery and corruption at work:

Offering, promising or giving bribes (active bribery);

Requesting, agreeing to receive, or accepting bribes (passive bribery);

Bribery of a foreign public official; and

Failure of a commercial organization to prevent bribery.

The purpose of this policy is to set out our rules on the giving and receiving of gifts and corporate hospitality in order to protect our reputation and ensure that we operate both lawfully and ethically.

This policy applies to all Team members and constitutes the company’s commitment to anti bribery and corruption behavior or activity within the business.

OFFERING GIFTS

The company supports the practice of offering modest non-cash gifts to business partners where appropriate for marketing purposes or, as long as the gift is occasional and not regular or repeated, other purposes such as expressing thanks or making a goodwill gesture. For example, we may offer promotional material such as pens; calendars etc for marketing purposes or send a small token gift to a business partner as a Christmas gift.

If you want to offer a gifts worth more than a nominal amount [Local procedures will specify amount – e.g. $10, $50, $100. You must obtain prior approval from a senior manager who will decide if the proposed gift is legitimate, proportionate and reasonable.

You should never offer cash gifts

any sort of gift where the intention is to influence the recipient’s judgment;

any sort of gift where you know that the recipient is not allowed to receive it.

ACCEPTING GIFTS

You are allowed to accept token gifts from business partners or potential business partners where this constitutes legitimate and reasonable marketing or where it is a legitimate goodwill gesture. For example, you can accept promotional items such as desk calendars or pens or occasional gestures such as a bunch of flowers from a customer to express thanks or offer congratulations.

You should never accept:

cash gifts; or

gifts which are [extravagant/out of proportion with the value of the business relationship/ worth more than a nominal amount; or

repeated/regular gifts from the same donor; or

any sort of gift where your judgment might reasonably be thought to be at risk of influence as a result of the gift (for example, a gift from a potential business partner shortly before you make a decision over whether or not to award them a contract); or

any sort of gift which might reasonably bring the business into disrepute or be contrary to terms or the spirit of our equal opportunities/dignity at work policy, for example a pin-up calendar.

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EQUAL OPPORTUNITY

GAROUPA is committed to fulfilling its legal obligations to its Team members under relevant equality legislation and associated codes of practice.

The Company will provide equal opportunities for all job applicants and Team members.

All recruitment, promotion and training will be based upon an individual’s ability and job performance and will exclude any consideration of an applicant’s OR Team member’s

religious beliefs, political opinion, sex, sexual orientation, marital status or civil partnership status, pregnancy or maternity leave, race, age or disability, having or not having dependents, trade union membership or non membership or being a part time or fixed term worker.

We recognize that the provision of equal opportunities in the workplace is not only good management practice it also makes sound business sense. Our Equal Opportunities Policy will help all those who work for us to develop their full potential and the talents and GAROUPA’s of the workforce will be utilized fully to maximize the efficiency of the organization.

To ensure the Equal Opportunity Statement is effective, GAROUPA is committed to: -

Preventing any form of direct or indirect discrimination or victimization.

Promoting equal opportunities for women and men.

Securing fair participation irrespective of religious or community background.

Promoting equal opportunities for people with disabilities.

Promoting equal opportunities for ethnic minorities.

Promoting a harmonious working environment where men and women are treated with respect and dignity and in which no form of intimidation or harassment will be tolerated.

Fulfilling all legal obligations under the relevant legislation and associated codes of practice.

Taking any necessary positive/affirmative action, including setting goals and timetables.

In order to implement this policy the GAROUPA will:

Communicate the policy to Team members, job applicants, and relevant others

Incorporate specific and appropriate duties in respect of implementing the Equal Opportunities Policy into role profiles and work objectives of all Team members.

Provide equality training and guidance as appropriate.

Ensure that those who are involved in assessing candidates for recruitment or promotion are trained in non-discriminatory selection techniques

Incorporate equal opportunities notices into general communication practices (e.g. Team member newsletter, intranet, notice boards)

Ensure that adequate resources are made available to fulfill the objectives of the policy.

Establish appropriate information and monitoring systems to assist the effective implementation of our Equal Opportunities Policy.

HEALTH & SAFETY

GAROUPA is committed to the health, safety and wellbeing of all of the Team members , Guests, Contractors and visitors whilst on the company property.

A Registered Nurse will be in attendance on the property and will manage the health matters on behalf of Team members. The GAROUPA clinic will be operated under strict rules and team members are expected to abide by these rules.

The Nursing Sister will be a member of the Garoupa Health and

Safety organization and will support the Facilities Manager in ensuring a safe and Healthy working environment.

Various parts of the GAROUPA premises will have differing safety rule as appropriate and each Team member must familiarize themselves with those rules.

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DRESS CODE

GAROUPA prides itself on its professional image. GAROUPA dress code requires Team members to be well groomed at all times and have a neat and tidy appearance. It is expected that Team members will come to work in appropriate attire. All Team members come into contact with members of the public and customers; therefore it is important to GAROUPA that all Team members present a business like image with regard to appearance and standard of dress. A smart business-like appearance reflects and contributes to the professional image of GAROUPA. Being well presented is an important part of being professional. Managers are responsible for ensuring the Dress Code is adhered to at all times in respect of the Team members they manage. Where managers are concerned about a Team members appearance, they should discuss their concerns with that Team members in the first instance. Name tags are an important part of each Team members dress and must be worn while on duty. Please refer to the DRESS Code policy.

PERFORMANCE MANAGEMENT

Effective performance management is important to the ongoing success of GAROUPA as it continues to diversify and expand. We are committed to developing and supporting all Team members in the performance of their duties.

Performance Management is the responsibility of all Team members and involves open and honest communication, the identification of reasonable objectives and an opportunity for everyone to learn and develop.

The performance management life cycle for all Team members falls into two main stages:

1st Stage – Probationary period

2nd Stage – Monthly, Quarterly, Six Monthly or Annual Reviews for Team members who have successfully passed probation.

PROBATION

The aim of in providing a probationary period allows both the GAROUPA and the Team member time to evaluate the job offering, the associated commitments and performance in key areas including performance against set targets adherence to company policies and procedures.

All new/transferring/promoted Team members will serve a probationary period of six months during which time the line manager will review and discuss with the Team member their level of performance.

The outcome at the end of the probationary period may be:

Confirmation of employment.

Extension of probationary period up to a

recommended maximum of 3 months.

Termination of employment.

CAPABILITY

Capability refers to the Team members ability to perform the duties of the job as these duties develop – for example in levels of skill, aptitude, knowledge or experience. The aim of the Capability Procedure is to provide a consistent and reasonable approach to identifying and managing Team members performance issues. It is important to distinguish lack of capability from misconduct, for which the Disciplinary Procedure is appropriate. This policy will not apply during a Team members probationary period. The Capability Procedure may be used when a Team member is performing below the standard required of the job, although they are not doing anything

deliberately wrong. The procedure should be used as part of the performance management system and may be invoked at any time during the Team mmbers employment.

There may be occasions where situations begin as a capability issue, but as the matter progresses it becomes clear that it is more appropriate to treat the issue as a conduct issue under the Disciplinary Procedure. It is perfectly acceptable to transfer between the Capability and Disciplinary Procedures in appropriate cases. Deliberate substandard performance e.g. deliberate wrongdoing, persistent lateness without cause etc amounts to misconduct and should be dealt with

under the disciplinary procedure.

The first stage of dealing with a capability issue will normally be through informal discussion/counseling. The manager would be expected to meet the Team member in private, and to explain that the matter is being dealt with on an informal basis. The manager would outline areas of concern and discuss reasonable support that may be provided to assist the Team member in achieving the required standard. The manager is responsible for keeping a confidential file note of the date of the meeting, broad content and any action plan arising from an informal discussion/counseling session. The notes may be referred to at a later date as part of the formal Procedure.

The Team member will be invited to a formal meeting to discuss concerns regarding their performance at work. They will receive reasonable notice of the meeting and will be notified in advance of the purpose of the meeting. Team members have the right to be accompanied by a work colleague, employee representative or trade union representative (who has experience in this area).

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LEARNING & DEVELOPMENT

GAROUPA recognizes that Learning and Development is essential for all its Team Members to support them in their job roles, to meet team goals and GAROUPA’s objectives. Learning and Development is accessible to all and this policy aligns with GAROUPA’s commitment to equality of opportunity. Delegates will be selected fairly for learning and development interventions. All requests for training will be assessed against business and individual needs. It is GAROUPA’s understanding that learning and development refers to a number of interventions including:

Internal courses from induction to professional management and training

Public/external courses

Further education interventions (Coaching and mentoring)

Self study and development

Secondment

E-learning, CD’s , Video, Learning guides, books Education Assistance Program

GAROUPA has a culture which encourages continual self

improvement. To reward Team members who learn Additional

Languages GAROUPA will pay a Team member an award of $200

once a Team member can demonstrate sufficient fluency in an additional language. This excludes mother tongue and English fluency.

ATTENDANCE POLICY

GAROUPA is committed to improving the health, well-being and attendance of all its Team members. The very nature of our business which is a 7 days a week, 24 hours a day, 365 days per year, our Team members are required to work on holidays as a necessary part of their employment. Team members working on the statutory holidays will be eligible to receive payment as specified in the respective employment contracts for hours worked on those days.. We value the contribution our Team members make to our success. So, when any Team member is unable to be at work for any reason, we miss that contribution. It is in the interests of everyone that we have a have attendance standards. This absence policy explains what we expect from managers and Team members when handling absence. Regular, punctual attendance is an implied term of every employee’s contract of employment. We ask each Team member to take responsibility for achieving and maintaining good attendance. You should familiarize yourself with this policy so you know what is expected of you if you become ill.

GAROUPA OPERATES THE FOLLOWING SICKNESS & ABSENCE POLICY:

Where an employee is absent on 3 or more occasions in a rolling 12-month period or one occasion of more than 6 working days, they will be counseled. This is in the form of a recorded one to one meeting with line management bringing to the Team members attention that their attendance needs to improve.

After a further 2 occasions or one period of 6 days

absence, a verbal warning may be issued.

After a further 2 occasions or one period of 6 days

absence, a first written warning may be issued.

After a further 2 occasions or one period of 6 days, a final written warning may be issued.

After a further 2 occasions or one period of 6 days, employment may be terminated.

NB: All the above absences apply to a rolling 12 month period.

DURING PROBATION PERIOD THE FOLLOWING RULES WILL

APPLY:

The aim of the probationary period is to allow adequate time for the skills to perform the job effectively to be developed and to ensure any issues are identified promptly and the appropriate action taken. Absence from work will impact negatively upon the individual’s ability to perform effectively during this crucial period. As such, absence will be closely monitored and managers will conduct a return to work interview after each spell of absence. Absence is not paid during the probationary period.

After your return to work interview following your first period of absence, your manager may put you on notice to ensure improvement. In addition, after 2 occasions of absence or a total of 5 working days your manager will put you on notice to ensure improvement. A further period of absence will result in a probationary review meeting being called to discuss this and may result in your employment being terminated.

ANNUAL LEAVE, PUBLIC HOLIDAYS & OTHER HOLIDAYS -

ARRANGEMENTS

Annual Leave may be taken only by prior arrangement with the Team members Manager, who will as far as possible, will attempt to meet with the Team members request depending upon local operating circumstances. A Team member must request holidays from their manager through the HR System, on receipt of this request the manager will authorize or deny the holiday. Normally annual leave will be taken in whole days.

Half days may be granted at the Manager’s discretion subject to local operating needs.

Annual leave is expected to be used in the year in which it accrues and payment will not be made in lieu of annual leave not taken. The carrying forward of annual leave is strongly discouraged and will only be considered in exceptional circumstances and where it has not been possible to take all annual leave due to operational needs. To avoid this situation arising Team members should plan their leave and submit applications for Annual leave as far in advance as possible. The carrying forward of leave must be authorized by a Line Manager.

a maximum of 2 days will be permitted which must be used within 3 months of new leave year.

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HOLIDAY ENTITLEMENT

Team members have an entitlement to annual leave. All annual leave is subject to business needs and must be approved in advance. The Annual Leave year commences on 01 January and ends on 31 December. Alternatives to the standard annual leave year dates are detailed by local HR and contained within your

contract of employment.

Entitlement is detailed in your employment contract. Part-time Team members will receive their annual leave on a pro-rata basis.

If a Team member leaves the company before the anniversary of their service start date they will not be entitled to the additional days holiday day allocated at the start of the year. This additional day should only be taken after the anniversary date of an additional years service has been reached (managers discretion applies).

BIRTHDAY HOLIDAY LEAVE ENTITLEMENT

All Team members are entitled to take the day off on their birthday. If a birthday falls on a weekend or a day that it is not suitable to take off then an alternative day’s holiday may be taken (this is in agreement with the Team members manager). Birthday holiday entitlement is included in the Team members holiday entitlement.

If a Team member leaves the company before their birthday they will not be entitled to the additional days holiday day allocated for birthday entitlement. This additional day should only be taken when the Team members birthday has been reached.

PUBLIC AND OTHER HOLIDAYS

In addition to annual leave entitlement, Team members are entitled to the public and other holidays with pay during the holiday year. These dates will be detailed within the contract of employment. However due to the nature of the GAOUPA business it may not be possible to take time off and payment will be made in lieu if a Team members is required to work.

Part time Team members will be entitled to pro rata public holidays. Should a Team members normal working days fall on more public holidays than their entitlement allows, their Manager will determine that the Team member must either utilize their annual leave or arrange to work on a different day of that week.

The normal sickness absence reporting procedures apply while on annual leave Please refer to the local absence management and sickness policy & procedure.

TEAM MEMBERS SHIFT MEALS

GAROUPA provides Team members with a shift meal at

no cost to the Team member on a daily basis.

Meals are served and eaten in the Team Break Room.

F&B will post serving times and the week’s menu.

F&B strives to serve nutritious tasty meals every Day.

Please keep in mind that due to the number of Team members F&B iserves it is not possible to prepare specific meals to meet dietary, religious or life choice requests.

Team members can bring their own meal if they prefer.

GAROUPA has a detailed Team members Meal Policy that you should familiarize yourself with. Here are a few basics:

Food cannot be taken “to go.”

Only one meal per shift is allowed.

Clear your own area after you have finished eating4

Keep the Break Room clean.

Please discuss suggestions or complaints you have

regarding the employee meals with your Manager.

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DISCIPLINARY POLICY

All employees of GAROUPA are expected to behave in sensible and

constructive way at all times during their employment with the

Company.

That includes, without limitation, behavior towards fellow Team

Members, direct reports (if applicable), Managers, and towards contacts

and Guests or prospective contacts and Guests of GAROUPA. Team

members must remember that their behavior at social occasions which

are either associated with or sponsored by the Company are an

extension of the workplace and the same standard of behavior is

expected here too.

AIM

The aim of this Disciplinary and Dismissal Procedure is to bring about

improvements in work and conduct. It is

not simply a mechanism to dismiss

employees, although in some cases this

may be an outcome of the procedure.

PURPOSE

The purpose of this procedure is to

outline a recognized and consistent

system to deal with any breach or alleged

breach of the rules. The objective is to

emphasize and encourage improvements

in individual conduct. A full investigation

will be undertaken into the circumstances

of any disciplinary offence prior to the

implementation of any action under the

Disciplinary and Dismissal Procedure.

All Management can choose to deal with minor instances of misconduct and

initial unsatisfactory levels of performance informally, by way of

counseling, guidance or instruction or by informally cautioning the

employee.

If a problem continues or Management judges it to be sufficiently

serious this formal disciplinary policy must be followed.

GAROUPA will not dismiss any employee for a first offence, unless

the offence amounts to gross misconduct in which case the Team

member will be dismissed without notice or pay in lieu of notice.

GAROUPA will not take any formal disciplinary action without:

Having carried out a prompt and thorough investigation

Giving or sending the Team member a letter setting out

the alleged complaint made against him/ her and possible

outcomes of the disciplinary hearing. The letter will also

inform the Team member that he/she must attend a

disciplinary hearing to discuss the alleged complaint.

Providing the Team member with relevant evidence before

the meeting

Giving the Team member a reasonable opportunity to

consider his or her response to that information

Explaining the Company’s case at the meeting and giving

the Team member an opportunity to put his or her case

in respect of the allegations made

This procedure should be read as incorporating provisions relating

to discipline in any other Company policies.

Local HR will provide procedures to support policy

implementation.

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GRIEVANCE POLICY

The purpose of this procedure is to ensure that all Team members have an opportunity to raise formally with management any grievances relating to their job or complaints regarding GAROUPA or any of its employees.

It is the GAROUPA’s policy to encourage Team members with grievances relating to their employment to use the procedure below to seek satisfactory solutions.

GAROUPA will endeavor to resolve grievances as quickly as possible to the satisfaction of the individual concerned. Where this is not possible, every effort will be made to explain the reasons for the decision and, where Team members are not satisfied with the outcome they have the right to appeal it.

It will usually be better for all those involved if grievances can be resolved informally. This procedure should only be used where it is not possible to resolve an issue informally in discussion with your manager.

Team members who raise grievances will be treated fairly at all times before, during and after the conclusion of the grievance hearing. GAROUPA will endeavor to ensure that:

All steps under the procedure are taken without unreasonable delay

Hearings are conducted in a manner which enables Team members explain their case

As far as is reasonably practicable, appeal hearings will be conducted by a more senior manager than the manager who made the decision which is being appealed

INFORMAL GRIEVANCE PROCEDURE

Most routine complaints and grievances are best resolved informally in discussion with the Team members immediate line manager.

The Team members first step is to seek to resolve the matter informally through the normal management and communication channels with his or her immediate manager. Team members should be encouraged to discuss ordinary, day-to-day issues informally with their line manager.

This helps concerns to be heard and responded to as soon as possible. Normal day-to-day management methods are expected to provide Team members with the opportunity to raise and seek resolution of grievance matters.

It is advised that the manager and the Team member keep a note of any informal discussions. Where the grievance cannot be resolved informally, or circumstances make this route inappropriate for the individual, it should be dealt with under the formal grievance procedure.

FORMAL GRIEVANCE PROCEDURE

STEP 1 – MAKING A GRIEVANCE

The Team member must inform their immediate line manager of their grievance in writing. The Team member must state the precise nature of their grievance. Where the grievance is against the line manager the matter should be raised with the line manager directly or if not comfortable, the next level of management or HR.

STEP 2 – MEETING TO RESOLVE THE GRIEVANCE

The manager/HR will invite the Team member to a meeting to discuss the grievance where the right to be accompanied will

apply.

The meeting will be held within 7 working days of the date of receiving the formal grievance or as soon as is reasonably practicable. The manager/HR representative who heard the grievance will conduct a full investigation.

This may involve holding a number of investigatory meetings into the concerns raised within the grievance. The investigator will respond in writing to the Team member who raised the grievance within 14 working days. If it is not possible to respond within the specified time period the employee will be given an explanation for the delay and informed when a response can be expected.

The Team member will also be informed of their right to appeal the decision in relation to the grievance.

STEP 3 - APPEAL

The Team member must inform in writing, within 5 working days, the HR Department, or appointed other, if they wish to appeal the grievance decision.

The complainant must put in writing their reasons for

appeal.

The complainant will be invited to a meeting to hear the appeal. The meeting will be held within 7 working days of the date of receiving the appeal letter or as soon as is reasonably practicable.

The HR Manager, or appointed other, will respond to the Team member in writing within 14 working days and inform the Team member of the final decision. If it is not possible to respond within the specified time period the Team member should be given an explanation and told when a response can be expected. The decision of this senior manager is final

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GAROUPA DRESS CODE

Team members are required to wear their issued uniform while on duty. The uniforms are an extension of the GAROUPA brand. selected the uniforms to be stylish, comfortable to wear and work in, and help you to look like a guest service professional.

We require that your uniform be cleaned and pressed when you report for work and that you have your GAROUPA name tag worn in the correct spot. Your uniform identifies you as a Team member of the Hotel and informs the guests they can approach you if they require assistance. The proper footwear for your position is required to complete the uniform. If your uniform shows signs of wear or is soiled beyond getting it clean, let your manager know so you can get it replaced.

Besides your GAROUPA name tag, no other pins, buttons, ribbons, etc. are allowed on the uniform unless approved by management as part of a Hotel promotion or recognition.

A hat or head cover with a GAROUPA logo issued as part of the uniform is the only head cover allowed to be worn. Head covers worn for bona-fide religious purposes are allowed so long as the head cover conforms to applicable safety and/or sanitation requirements.

Employees who are not required to wear a uniform will dress in professional business attire. "Dress for success" is the key phrase to keep in mind when choosing your business attire. The General Manager or department head will let you know what her/his attire standards are for these positions.

Appearance & Grooming

The purpose for having Appearance & Grooming Standards is two-fold.

First, to provide our Team members with guidelines to project the image of professionalism and service to our guests.

Secondly and more importantly, appearance and grooming standards are in place to show respect to our guests by looking our best. We have outlined the following Appearance & Grooming Standards that Team Members are required to adhere to at all times while on duty.

GAROUPA Appearance & Grooming Standards for Male Employees

Hair.

Men's hair shall be clean, styled and of a natural hair

color.

Hair length can go below the top of the shirt collar in back but not more than an inch or so, over the top of the ears is okay but really no longer than to the bottom of the

ears; and not below the eyebrows in the front.

Hairstyles the GM may deem to be extreme, e.g. spiked, Mohawk, etc. will not be allowed, even if the style conforms to the hair length.

Cornrows are allowed, but no beads, jewelry or other decorations braided in the hair are allowed, and the braids must conform to the hair length.

Ponytails and dreadlocks of any length on men are not permitted.

Facial Hair:

Beards are allowed on men. The beard must be fully-

grown; stubble or weekend beards are not acceptable.

The hair color must be similar to the hair color of the head

or eyebrows. Beards can be no longer than one-inch in length and must be the same length all the way around.

Beards cannot be braided nor have any items braided into

them.

Mustaches cannot be longer than the corner of the mouth, must be well trimmed and a similar color as the hair on the head.

The General Manager will determine if the style of beard and/or mustache is acceptable.

Sideburns must be of an acceptable style to the General Manager.

Jewelry:

Men are allowed to have one set of stud earrings, but no more than one stud per ear.

One ring may be worn on each hand.

No necklaces may be worn on the outside of the shirt and any necklace worn must not be visible on an open collar shirt.

Except earrings as stated above, no visible body parts, including the tongue may have any type of piercing jewelry visible while on duty.

Miscellaneous:

Male employees are not permitted to wear any type of makeup while on duty. Male employees should have no tattoos visible while on duty.

visible body pan's, including the tongue may have any type of piercing jewelry visible while on duty.

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GAROUPA DRESS CODE

GAROUPA Appearance & Grooming Standards for Female Employees

Hair:

Female Team members are expected to wear their hair in a conventional fashion. Styles deemed extreme by the General Manager will not be allowed.

Hair must be cleaned, styled and of a uniform natural hair color. Barrettes or pins of a tasteful, conservative style are acceptable.

Hair may be tastefully braided with beads.

Dreadlocks of any length are not allowed.

Makeup:

If worn, women's make-up should be subtle. The General Manager will have final determination of acceptance on the amount of and the way the make-up is applied.

Fingernails:

fingernail polish, if worn, should be a muted color, uniform and free of ornamentation.

Certain sanitation requirements may prohibit the wearing of nail polish while on duty for certain Hotel positions.

Jewelry:

One pair of earrings is allowed.

Small hoop earrings are acceptable as are short dangling style earrings as long as the earrings do not interfere with work duties and/or pose a safety hazard.

One ring, or ring set may be worn on each hand.

Necklaces must be of reasonable size and in good taste

and not interfere with work duties.

Except earrings as stated above, no visible body pan's, including the tongue may have any type of piercing jewelry visible while on duty.

Miscellaneous:

Female employees should not have any tattoos visible

while at work.

It should go without saying that personal hygiene and cleanliness are necessities when working in hospitality.

Please ensure your personal hygiene and cleanliness are acceptable to others and does not cause any type of discomfort to the guests or your co-workers.

These standards are not that difficult to comply with, nor do we feel stifle a Team members personality or individuality. So please make sure you are complying with these simple standards for your uniform, appearance and grooming while at work.

We are not the fashion police, but please keep in mind that the Hotel General Manager has the final say in what is appropriate and what is not appropriate concerning the appearance and grooming standards of the Hotel's Team members.

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VISITORS WHILST AT WORK

While you are on duty in GAROUPA, you are not allowed to have visitors in either the front or back of the house. Safety, security and interruption of guest service and productivity are reasons for this prohibition. Your visitors should to wait for you outside the Hotel. Please give GAROUPA your full cooperation with this .

OFF DUTY—ON PROPERTY

With a few exceptions, such as GAROUPA Team member meetings, parties, or use of the fitness center before or after your shift, we ask that you not be on GAROUPA property when you are off duty.

FRATERNISATION WITH GUESTS

Under no circumstances are Team members to fraternize off duty with GAROUPA guests. It is not professional to fraternize with guests, it does not benefit the GAROUPA brand or image, and fraternization can lead to a tangle of potential legal and liability issues. If a guest extends an invitation to you, kindly decline the offer. If the guest persists or solicits you, notify your manager, or the Managing Director.

PERSONAL PHONE CALLS

If you bring a cell phone with you to work you must follow these rules:

Never, ever answer a cell phone call or check a text, etc. in the presence of a guest.

Never make or receive a call, read or respond to a text or go online, etc. except during your authorized rest break or meal break.

You cannot wear the phone on your uniform or leave it out in your work area. If you want to carry the phone while on the clock, put in your pocket.

If you are concerned about receiving an emergency call, set up a communication notification that does not violate this policy.

You are not allowed to use the camera or video function to take pictures or videos of GAROUPA property, GAROUPA guests, guest interactions, GAROUPA meetings, or while on GAROUPA property.

Team members are not allowed to use GAROUPA phones

unless given permission by their manager.

The GAROUPA reserves the right to modify or change this policy at its discretion.

Team members violating this policy will be guilty of

misconduct and will be treated accordingly.

EATING AND DRINKING ON DUTY

We have this policy in place because eating, drinking and especially chewing gum in front of a guest are very unprofessional and create a poor image to our guests.

If your manager allows beverages in the work area these must be kept out of site of the guests, and not consumed in front of the guests. Gum chewing or use of a toothpick is not allowed while on duty. Where your manager allows consumption of food or beverage outside the break room, it is your responsibility to properly dispose of used items and keep the area clean.

CONFIDENTIALITY

GAROUPA is committed to sharing information with its employees and keeping open lines of communication with its Team members. Some of the information and communication however is to be considered confidential.

Team members at all levels are expected to keep GAROUPA information such as business operations, client lists, guest lists, Team member information, financial performance, or other such information confidential. Such confidential information is not to be shared with vendors, guests, the media, or any other persons.

GAROUPA is a hotel that VIPs and celebrities find a desirable place to stay. Please respect their privacy as you would respect the privacy of any of your guests. Do not tell others who is staying at the Hotel. Respecting a guest's privacy and being confidential is a part of delivering good guest service. Disrespecting guest privacy is considered as misconduct and will be treated accordingly.

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DRUG FREE WORKPLACE

GAROUPA promotes a drug-free workplace. It is the policy of the GAROUPA to foster a work environment free from the effects of drugs in order to safeguard Team members and GAROUPA guests and to protect GAROUPA property.

GAROUPA strictly prohibits the use of illegal or non-prescription drugs, controlled substances and alcoholic beverages during working time. Also prohibited is the use, possession, purchase, sale, distribution, manufacture, transfer or storage of a controlled or illegal substance and related paraphernalia, a drug not medically authorized or any substance that may impair job performance or pose a hazard to the safety and welfare of the employees, the guests, the public, or anyone else at the GAROUPA workplace and on any GAROUPA property.

Any vendor, supplier, contractor or other entity doing business with GAROUPA on GAROUPA property is required to adhere to the GAROUPA Drug-Free Workplace Policy.

GAROUPA reserves the right to conduct post-accident or reasonable suspicion drug testing on its Team members. More information regarding this policy is available through the HR office.

SMOKE FREE WORKPLACE

All of the GAROUPA Hotels are smoke free hotels, including all the back of the house areas. However for those Team members that choose to smoke we have provided a designated smoking area. When on duty this is the only area of the Hotel you are permitted to smoke. The Hotel does not provide "smoke breaks" to Team members. The only time you are allowed to smoke is during your designated rest break or meal break. If you choose to smoke, you are responsible for keeping the smoking area clean. If the area becomes littered with cigarette butts or other waste the General Manager, has the option to close down the smoking area or prohibit smoking on Hotel property. Team members in food & beverage positions must wash their hands after smoking before returning to work.

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CORPORATE SOCIAL RESPONSIBILITY POLICY

FOR SUSTAINABILITY

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THE GAROUPA

STANDARDS OF

BUSINESS

CONDUCT: We recognise that

good CSR embraces all

aspects of sustainable

development and the

way we affect people

through our business operations;

We will assess which social issues

are of most relevance to the

business and decide at what stage

in the business cycle this social

policy could most effectively and

legally be included.

We will operate in a way that

safeguards against unfair business

practices.

We believe a responsible approach

to developing relationships

between GAROUPA and the

community within which we exist,

is a vital part of delivering business

success.

When carrying out our business, we

will determine the environmental,

social and economic issues.

We will continually review our

policies and business practices to

encourage engagement with small

and medium enterprises and to

promote the development of the

local and regional supply chain.

THE GAROUPA

STANDARDS OF

CORPORATE

GOVERNANCE We will share and declare infor-

mation on personal and corpo-

rate conflicts of interest and seek

guidance before acting.

We are committed to ensuring

that our business is conducted in

all respects according to rigorous

ethical, professional and legal

standards.

All the laws that regulate and

apply will be complied with.

We endeavour to ensure that

stakeholders have confidence in

the decision-making and manage-

ment processes of GAROUPA, by

the conduct and professionalism

of all staff. We do this by continu-

ally measuring and managing

performance.

All GAROUPA Team members will

receive on-going relevant training

and development.

All groups and individuals with

whom we have a business rela-

tionship will be treated in a fair,

open and respectful manner.

Feedback on performance will be

actively sought, and we will con-

tinually review all activities to

ensure best practice is observed

at all times.

We will allow our stakeholders,

customers, Team members and

vendors to give feedback on our

performance and ensure that all

feedback is analysed, responded

to and where appropriate, acted

upon.

An Action Plan will be developed to ensure continuous improvement is achieved

GAROUPA and

THE

ENVIRONMENT Our objective is to endeavour to reduce

our impact on the environment through a

measurement and a commitment to

continual improvement.

We will

continue to work with

our Team members,

vendors and suppliers

to reduce their impact

on the environment.

We assess

products, the use and disposal

associated with the main goods we

use.

Our customers will be informed of

the key issues of our

environmental policy so as to gain

their support in reducing their

impact on the environment whilst

visiting GAROUPA.

We will ensure that paper products

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GAROUPA AND HUMAN

RIGHTS We aim to support and respect the protection of

internationally proclaimed human rights.

Our Team members can expect employment practices and

conditions that respects treatment with dignity in the

workplace.

The community within which the GAROUPA organisation

exist can expect from the organisation full respect for

their human rights.

EQUALITY AND DIVERSITY

WITHIN GAROUPA We aim to eliminate discrimination on any grounds and promote

equality of opportunity within

the GAROUPA organisation.

We will ensure that our

Team members and

management are able to work

together in confidence and be

treated with respect.

Our range of services and facilities will take account of the

needs of a diverse customer base.

Suppliers and vendors both local and regional servicing

the GAROUPA organisation can expect fair treatment

based on the service delivery with recognition of their

diversity

SUSTAINABILITY

AT GAROUPA A Sustainable Procurement Policy will

be maintained that will set out the

principles, policies and procedures on

which sustainable business activity within Company will be based.

The policy will act as a prompt to staff to consider

sustainability as a factor in all purchasing decisions.

GAROUPA AND ITS IMPACT

ON SOCIETY We will take steps to

understand how we can

most effectively support the

needs of the local

community and implement

initiatives accordingly.

Our impact on the

local and wider community

will be understood and nurtured.

Dialogue with local communities will be encouraged for

mutual benefit.

ETHICS AND ETHICAL

TRADING AT GAROUPA We will ensure clear visibility through our supply chains, so we

know where all our products are made and sourced.

Training will be provided to relevant people on

environmental and social issues affecting our supply

chains.

We will ensure that suppliers uphold the workplace

standards and behaviours consistent with the Company's

requirements.

We will provide training for local suppliers to develop the

understanding of business ethics and ethical trading.

BIODIVERSITY AT GAROUPA We actively encourage the use of sustainable

practices in the construction and continued

maintenance of the GAROUPA buildings,

grounds and premises and facilities.

Protecting the safety and health of people

and the environment is a GAROUPA core

value.

Therefore, we:

Strive to design our facilities and conduct our operations

to avoid adverse impacts to human health and to operate

in an environmentally sound, reliable and efficient manner.

Conduct our operations responsibly in all areas, including

environments with sensitive biological characteristics.

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SOCIAL COMMITMENT AT GAROUPA

We will engage actively in a sustainable manner with all elements of local society mutually contributing to local society encouraging an

upliftment in quality of life and ensuring the strengthening of

the image of GAROUPA as a tourist destination of choice, and

improve the quality of the tourism offering locally.

VENDORS AND SUPPLIERS TO GAROUPA

Suppliers will be worked with to help us achieve our policy aspirations in the delivery of our products and services.

We shall encourage suppliers to adopt responsible business

policies and practices for mutual benefit.

Suppliers are regarded as partners and we will work with

them to help us achieve our policy aspirations in the delivery

of our products and services.

A documented environmental and social assessment will be

undertaken for every new contracted supplier.

We are committed to ensuring that the welfare of workers

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NOTES