Company Vision:

A globally recognized company and at the forefront of the hospitality and real estate industry in the country that offers consistent products and services in key business and leisure destinations. We will be known for our innovation, exemplary service to both external & internal customers, and superior financial performance.

Company Mission:

We are committed to deliver quality products and services to exceed our clients’ satisfaction. We constantly achieve to reward them with superior experience and value for their money.

Brief Historyof the Company and its Businesses:

The company J. King & Sons Trading was started in 1950’s by family patriarch Jesus King. Beginning with a textile store called the King’s Remnants up to the 1960’s. In 1972 it was incorporated to J. King & Sons Company, where it ventures into real estate development. To date, the company business has diversified into:

* Real Estate Leasing * Drive-In Hotel Operations * Hotel Operations * Health and Leisure * Real Estate Development * Laundry Operations

Real Estate Leasing:

J. King & Sons Company Inc. began to venture into the leasing of warehouses and commercials and residential spaces in 1970’s. It is now leasing over 200 warehouses in key areas of Cebu, Manila and Davao.

Drive-In Hotels:

In the mid-1990’s the company began focusing on the idea of a per day rental basis for its apartments to boost its real estate leasing business. Thus, the leading Drive-In hotel brand Prince Court Group of Hotels was established.
In thirteen years, the Prince Court brand has expanded to 5 branches with properties in Manila, Davao and three in Cebu City. The collection of Prince Court Hotels and suites provides both leisure and business travelers with comfort and a value for money.

Hotel Operations:

Late 1990’s J. King & Sons Company Inc., maximized the potential of its resources and ventured into developing and managing first-class, full-service hotels, thus, forming Crown Regency Hotel Group. From 2003 to present, the company has expanded nationwide, establishing five upscale hotels in Makati, Mactan-Cebu, Fuente-Cebu, Guadalupe-Cebu, Davao and soon 4 resorts in Boracay. The hotels are affiliated with Interval International, a quality vacation exchange network.

Leisure and Health:

J. King & Sons Co., Inc., knows the importance of balance between work & leisure for a healthy lifestyle. This division aims to promote the concept of good life by having good health physically, mentally and aesthetically. Club Ultima is a total lifestyle environment offering you everything you need for business, dining, leisure and wellness. The Club aims to provide you with utmost enjoyment, gastronomic satisfaction and ultimate pampering. The Club occupies 12 floors of Tower 2 of the Fuente Towers in Osmena Boulevard, Cebu City. Each floor offers a different experience. The Club also hosts the 54 executive suites of Crown Regency Hotel 7 Towers in its 11th to 14th floors. The towers are interlinked for easy accessibility. Members get annual free night stay/s which they can use in all Crown regency Hotels & Resorts.

Membership in Club Ultima allows you to use the Power Gym fitness center & medical spa facilities of Prana. Prana specializes in all traditional massages and has the most modern beauty enhancing equipments for facial & body care, slimming, and body contouring.

Members can also access Metro Center and use Metrosports Gym and the multi-purpose courts for badminton, volleyball, basketball & futsal. It also had Vertigo climbing wall, bike spinning area, boxing ring and aero exercise studio.

Metro Sports Center:

Metro Sports opened its doors in 2003 and ever since has celebrated in the reputation of having the strongest number of badminton membership in the Cebu area. Its superb sporting facilities remained unsurpassed in central Cebu city with year round amenities that defines theprivate club lifestyle. It features 18-pro badminton courts with Tara flex flooring and almost 800 square meters of luxury sports and fitness complex, designed to fulfill members’ every fitness need.

It also offers different sports and fitness option and the most popular and progressive facilities and programming combined with personalized service in an atmosphere of unprecedented comfort and convenience. Metro sports Center is located at Salinas Drive, Lahug Cebu City, and Crown regency suites and Residences, Mactan, Cebu.

First Laundry:

Established in 1991, First Steam Laundry (FSL), now called First Laundry, is a leading laundry and dry cleaning provider with service networks in Manila, Cebu, and Davao. With over 15 years of providing quality and superior service to its clienteles, it was recently awarded membership to the Dry Cleaning and Laundry Institute International, formerly the International Fabricare Institute.

First Laundry is equipped with the most modern upscale laundry equipments and facilities. Its s cope of services are designated to improve client’s quality of time and value to their money, offering clients the best care for their garments, and special service and attention to each and every customer. As First Laundry customer base grow, it continued to keep up with client’s demands by expanding its operations ensuring that its infrastructure, equipment, and services are up-to-date and constantly upgrading in order to meet clients’ service requirements

THE COMPANY’S REWARDS AND RECOGNITION SYSTEMS

It is the policy of the company to recognize and reward its employees whose services and work values should serves as examples or models for everybody to emulate, thus the company provides different categories of rewards and recognition programs for this purpose.

Employee of the Month

On a monthly basis an employee of the month per SBU and per functional area e.g. housekeeping., F & B, etc. shall be chosen and recognize

Employee of the Year

At the end of every year, an employee of the years shall be chosen in Every SBU’ and department based on established criteria

Hall Of Fame Award

An employee who have been chosen as Employee of the year for three times (not necessarily in three consecutive years) shall be elevated to a Hall of Famer Award

Loyalty Award

Loyalty Award shall be given to those whose length of service in the company are as follows:

5 years - COO’s Award
10 years - President’s Award 15 years - CEO’s Award 20 years -Chairman’s Award 25 years - Founder’s Award Honesty Award

Any employee who returns lost and found items inside company premises shall be recognized and given an Honesty Award for the good deeds.

Best Suggestion Award

Employees are encouraged to give ideas and suggestion for continuous improvement of the company. An award or recognition shall be given to employees whose idea/s or suggestion/s was implemented by the higher management.

COMPANY CODE OF DISCIPLINE

OBJECTIVES:

The Company considers it human resources as it greatest asset. Thus, it seeks to promote and support the employees’ well-being and protection. To ensure the attainment of this objective, this Code of Discipline has been drawn for consistency, uniformity, and fairness in implementation. It shall aim to define the employee’s code of conduct in relation to himself, co-employees, Company’s interests, as well as its members and guests, and shall foster effective communication towards the realization of a healthy, efficient, and effective organization.

1. PROVISIONS

The Company enjoins all employees(executives, managers, supervisors, and rank & file) to be good examples to others in their behavior both inside and outside of the company and its premises. Thus, everybody is enjoined to follow the norms of conduct and its rules and regulations herein embodied.

The Code of Discipline is not intended to cover all company rules and regulations, but is intended to define basic policy. Hence, other rules and regulations may be issued as deemed necessary and appropriate under the circumstances in the forms of memoranda.

In accordance with the intent and the purpose of the law, no employee shall be discharged, suspended, or otherwise discipline without first being informed of the act, violation, breach or offense that he/she has committed and without being given notice in writing within a reasonable time, unless the act, violation, breach or offense is in the judgment of the company, serious, grave, or otherwise prejudicial.

In all cases, the employee concerned shall be informed formally of the alleged breach of rules and regulations and be given the chance to answer and defend himself. Where so required and or upon request of the employee concerned, cases shall be properly investigated and reported. The employee concerned shall be allowed full recourse to the established appeal/grievance procedures embodied herein.

Every employee mustacquaint himself with these offenses/violationsand the corresponding disciplinary actions. Ignorance shall not excuse any employee from non-compliance. In case of any doubt, each employee is expected to consult with his/her immediate superior who in turn, can expect assistance from HRD.

2. STANDARDS OF BEHAVIOR

To carry out the intent and spirit of this Code of Discipline, every employee is expected to follow the standards of behavior.

* Every employee(executives, managers, supervisors, and rank & file) shall perform his duties and responsibilities regularly and meet all standards of work satisfactorily and timely. * Every employee shall perform his duties and obligations with diligence, dedication, and probity. * Every employee’s conduct shall be beyond reproach. * Every employee’s conduct shall be guided by the highest degree of honesty and integrity in dealing with others, with the company, members and guests, and persons of authority. * Every employee shall respect the rights and property of others and of the Company. * Every employee shall promote and integrate the club goals and interests with his/her goals and interests without prejudice to the former. * Every employee shall strive to promote a healthy and safe working environment by preventing/eliminating dangers and hazards to health, safety, and security whether it be in relation to himself, others, or to the company.

PROCEDURES IN FILLING AND PROCESSING A DISCIPLINARY ACTION CASES

No disciplinary action shall be effected without due process. The Immediate Superior of the employee is responsible for implementing the policies on discipline among his sub-ordinates. He/she shall refer the result of any investigation on erring employees with his recommendation to the HRD. 1. The employee shall be given a “show-cause” memo to inform him/her in writing about the alleged violation and explain or hear his/her side within a reasonable period of time.

2. There must be an immediate investigation by the superior of the employee to gather facts of a possible violation/offense.

3. The investigation report together with all the facts, findings/analysis, supporting documents and recommendation for corresponding disciplinary action (DA) shall be submitted to the Department Manager/Head.

4. Upon receipt of the investigation report and DA recommendation, the Department Manager/Head shall review the case to ensure appropriateness of the offense and disciplinary action. If deemed necessary, he or they may call for a separate or further investigation to substantiate the facts of the case. Then it is submitted to HRD.

5. HRD shall review the facts and recommendation of the case based on legal laws, interpretations of the code of discipline and both mitigating and aggravating circumstances. The decision will be given to the Department Manager/Supervisor for implementation, if there is no disagreement in the policy and decision. However, if disagreement happens, then the case is submitted for arbitration or mediation of the General Manager and or President.

The decision of HRD together with the decision of the Department Manager/Head shall be integrated and forwarded to the immediate superior for enforcement of the disciplinary action. Likewise, the superior shall explain to the employee the nature of the offense committed, the weight and gravity of the offense, the impact and rationale of the disciplinary action imposed.

SPECIFIC OFFENSES SUBJECT TO DISCIPLINE ACTION | | | | | 1. ACTS OR OMISSIONS CONCERNING COMPANY FUNDS OR PROPERTY | | | | CODE # | OFFENSES | CATEGORY | 1.1 | Failure to attend/complete trainings, seminars, workshops (external/internal) resulting in loss in investment repressing money or fund. | C | 1.2 | Failure to report within 72 hours after one has made an erroneous payment or overpayment of salary, commission, allowance or other forms of remuneration or reimbursement. | C | 1.3 | Failure to report within 72 hours loss or destruction of company property or spoilage of products. | C | 1.4 | Operating, using, meddling with or impending the proper use of machines, tools equipment, vehicles, facilities or premises to which the employee had not been assigned or is not allowed to use. | C | 1.5 | Defacing any part of company property like building structures, open areas, etc. (unauthorized printing, marking, carving, etching, attaching, setting up or removal of things). | C | 1.6 | Willful withholding and causing others to withhold in giving notification or providing the known and needed information to persons concerned resulting in loss or damage to company property. | D | 1.7 | Unauthorized possession or use of company property; unauthorized substitution of company materials, suppliers, tools or equipment with another. | D | 1.8 | Removing from company premises, concealing or deliberately misplacing company property without justifiable purpose for doing so. | E | 1.9 | Committing other acts of dishonesty, deceit, or anomaly not embraced by other provisions which cause loss of damage to company property without justifiable cause for doing so. | E | 1.10 | Culpable carelessness, negligence or failure to follow specific instruction/s or established procedure/s resulting in loss and damage to company property depending on the loss sustained. | E | 1.11 | Deliberately causing loss or damage to company. | F | 1.12 | Committing act of sabotage. | F | 1.13 | Fraudulent or illegal withdrawal/acquisition or release to other persons of company funds or property | F | 1.14 | Stealing, misappropriating or malversation of company funds or property. | F | | | | 2. ACTS OR OMISSIONS AFFECTING COMPANY’S INTERESTS | | | | | CODE # | OFFENSES | CATEGORY | 2.1. | Committing other culpable acts or omissions not embraced by other provisions, which cause damage to company’sinterest. | C | 2.2. | Discourtesy towards customers, suppliers, and other business contacts. | C | 2.3. | Unauthorized removal or mutilation or deformation of officially posted notices, announcements or similar matters without specificauthority of the management. | C | 2.4. | Posting and or writing, painting, etching, carving of unauthorized reading materials on company bulletin boards. | C | 2.5. | Unauthorized use of company name or logo to obtain personal benefits. | D | 2.6. | Making use of records/s or document/s known by the user to be false. | E | 2.7. | Uttering words, doing act or making gesture to said client(s), guest/s, visitor/s which aremanifestly insulting or grossly disrespectful/discourteous | E | 2.8. | Making false or malicious statement/s against the company or its products/services | E | 2.9. | Deliberate slowing down, holding back, hindering or limiting of production or intimidating, coercing or inducing other employees to do so. | F | 2.10 | Inciting or participating in concerted unauthorized work stoppage, slow-down, mass leave, sit-down, riot or other disruptive activities. | F | 2.11 | Distributing written or printed matter unfavorable or detrimental to the interest/s of the company. | F | 2.12 | Disclosing, giving away or using unrestricted or classified company matter/s, information without proper authorization. | F | 2.13 | Engaging in any activity which is directlycompetitive with the company’s business or any part of its operations. | F | 2.14 | Breach by the employee ofthe trust reposed in him by management or by a company representative. | F | 2.15 | Unauthorized acceptance, directly or indirectly of money or anything of value as consideration of an act/service which the employee is duty-bound to perform. | F | 2.16 | Obtaining or accepting money or anything of value by entering into unauthorized arrangement/s with suppliers/s,clients/s or others. | F | 2.17 | Any form of collusion with fellow employees in falsifyingcompany records and or documents for financial gain, etc. | F | 2.18 | Forging, falsifying or altering official document/s as personal Records or othercompany records in such a way as to mislead the user/s. | F | | | | | | | 3. ACTS OR OMMISSIONS CONCERNING SUPERIOR/SUB-ORDINATE RELATIONSAND PERFORMANCE OF DUTIES | | | | CODE # | OFFENSES | CATEGORY | 3.1 | Watching TV, listening to radio, internet surfing, playing games and other time wasting activities during official work hours while inside company premises. | A | 3.2 | Sleeping while on duty | C | 3.3 | Leaving work assignment or company premises during official working hours without prior permission from the Department head or immediate Superior. | C | 3.4 | Refusal or failure to report for overtime work after having been scheduled and employee agreed to it. | C | 3.5 | Refusal to accept work, shift or work location or failure to do the job assignment. | C | 3.6 | Wasting time such as gossiping, lengthy personal calls/texting or playing around with other employees, or loitering around places away from assigned work area. | C | 3.7 | On the part of the superior, clear abuse of discretion, power and authority. | D | 3.8 | Doing unauthorized or unofficial work or personal work during office hours for financial gain. | D | 3.9 | Other culpable negligence to follow specific policies, guidelines and established practices not embraced by this Code affecting company interest and loss of company funds | D | 3.10 | Disobedience or willful refusal or failure to obey, cooperate to carry out lawful orders of the supervisors or any members of management staff in the performance of their duties. | E | 3.11 | On the part of the superior, deliberately condoning, tolerating or participating in an offense committed by a sub-ordinate. | E | 3.12 | Other acts committed by a sub-ordinate for reasons directly connected with his superior's discharge of official functions which acts clearly prejudice said superior's duties. | E | 3.13 | Uttering words, or doing acts, or making gestures to a superior which are manifestly insulting or grossly disrespectful to the latter. | E | 3.14 | Threatening, intimidating, coercing provoking to a fight, assaulting or attacking a superior for reasons directly connected with the superior's discharge of his official duties. | E | 3.15 | Gross inefficiency or continuing unsatisfactory performance ( 3 consecutive poor rating) not attributable to factor beyond employee's control. | F | 3.16 | Poor performance of the employee for the last six (6) months; Fair performance for the last 12 months or two (2) consecutive evaluation periods | F | | | | | | | 4. ACTS OR OMISSION CONCERNING ATTENDANCE AND TARDINESS. | | | | | CODE # | OFFENSES | CATEGORY | 4.1 | Failure to time in or time out using company provided system or technology. | A | 4.2 | Prolonging or extending break time; Failure to report for work in the official time after break time. | B | 4.3 | Habitual tardiness: 4x or more per month or more than 60 minutes whichever comes first. | B | 4.5 | Failure to report for work after expiration of an approved leave of absence (an offense is counted per day of absence). | B | 4.7 | Absence without official leave or notification (An offense shall be counted per day of absence). | B | 4.8 | Absence with notification but in the opinion of the superior, the reason is not acceptable (an offense shall be counted per day of absence). | B | 4.9 | Failure to report for work after expiration of an approved leave of absence (an offense is counted per day of absence). | B | 4.10 | Abandonment of post, loitering and wasting company time | C | 4.11 | Tampering with the timecard or official time in and out in the attendance system to avoid deductions or other reasons. | C | 4.12 | Abandonment of duty or absence without leavesor notice for six (6) consecutive days. | F | | | | HABITUAL TARDINESS: | | | | | There shall be a grace period of 59 minutes per month. However, should the employee exceed | this grace period or commit more than (4) times of tardiness per month regardless of the number | of minutes, he shall be given the corresponding disciplinary action as follows: | | (NB: offense shall mean single, separate commission of the act of tardiness in excess of the | grace- period monthly) | | | | | | 1st offense Written reprimand | | | 2nd offense 1 day suspension | | | 3rd offense 2 days suspension | | | 4th offense 3 days suspension | | | 5th offense 4 days suspension | | | 6th offense 5 days suspension | | | 7th offense 6 days suspension | | | 8th offense 1 weeks suspension | | | 9th offense 2 weeks suspension | | | 10th offense 3 weeks suspension | | | 11th offense 4 weeks suspension | | | 12th offense termination | | | | | 5. ACTS OR OMMISSIONS CONCERNING HARMONY AND GOOD ORDER, SAFETY, SECURITY, AND DECENCY AT WORK. | | | | | CODE # | OFFENSES | CATEGORY | 5.1 | Failure to wear proper uniform and/or observe dress code or failure to follow standard grooming and decorum. | A | 5.2 | Participating in loud and heated verbal arguments during official working hours and / or within company premises, which disturb the work of others. | A | 5.3 | Horse playing, scuffling, shouting and the likes disturbing co-employees and/or visitors of the company. | A | 5.4 | Using indecent, abusive, derogatory, or indecorous language while on duty or within company premises. | A | 5.5 | Failure to report communicable disease. | B | 5.6 | Vandalism or other acts which make the walls, etc., of the company dirty. | B | 5.7 | Discourtesy towards superiors and other company employees. | B | 5.8 | Refusal to submit to search or interfering with security officers in the performance of their duties. | B | 5.9 | Failure to comply with the physical and medical requirements of the company. | B | 5.10 | Smoking while on duty for employees who deal directly with customers. | B | 5.11 | Unauthorized entry into restricted area/s off-limits to the employees. | B | 5.12 | Entering Company premises in drunken condition or drinking liquor or intoxicating beverages within company premises or jobsite, unless authorized. | C | 5.13 | Gambling, placing or collecting bets or lottery or participating in any game of chance during official working hours within company premises. | C | 5.14 | Giving, whether recorded or not, of any false narration of facts in any memorandum, report, inquiry, or investigation conducted by the Company. | C | 5.15 | Reporting for work or performing work on company time under the influence of intoxicating beverage. | C | 5.16 | Rumor-mongering, unnecessary disclosure of somebody else's personal affairs to others or deliberate distortion of facts or statements in such a way as to enhance /destroy one's status or reputation or discredit, embarrass or endanger another employee. | C | 5.17 | Coercing, bribing or inducing, assisting others to violate company rules. | C | 5.18 | Smoking in prohibited area/s and in places with "No Smoking" signs, in premises where there are flammable matters. | D | 5.19 | Serious misconduct during official working hours or within company premises or during company sponsored activities. | D | 5.20 | Threatening, intimidating, coercing, provoking to a fight or fighting with another employee within company premises or while on duty or during company sponsored activities. | E | 5.21 | Stealing, concealing, or deliberately misplacing another employee's property within company premises or at assigned jobsite. | F | 5.22 | Possessing, using, selling or pushing prohibited/illegal drugs or substance within company premises or while on duty. | F | 5.23 | Bringing in or unauthorized possession of firearms, explosives or other deadly weapons within company premises or jobsite | F | 5.24 | Immoral acts inside company premises or engaging in immoral relationship with co-employees, company visitors and/or guests | F | 5.25 | Sexual harassment. | F | | | | | | | | | | 6. SPECIAL PROVISIONS | | | | | CODE # | OFFENSES | CATEGORY | 6.1 | Five infractions of the foregoing rules within a year is punishable by discharge from the company. | F | 6.2 | Commission of any three combinations: serious, grave, and very grave infraction during twelve month period shall be cause for termination. | F | 6.3 | Any employee found to be guilty of habitual violation of company rules and regulations within one year. | F | 7. COMMISSION OF AN ACT CONSIDERED A CRIME UNDER THE LAWS OF THE PHILPPINES*DISMISSAL/TERMINATION UPON CONVICTION |

TABLE OF CORRECTIVE ACTION

1ST 2ND 3RD 4TH 5TH 6TH

LIGHT | A | OR | WR | S1-3 | S4-6 | S7-12 | D | LESS SERIOUS | B | WR | S1-3 | S4-6 | S7-12 | D | | SERIOUS | C | S1-3 | S4-6 | S7-12 | D | | | GRAVE | D | S4-6 | S7-12 | D | | | | VERY GRAVE | E | S7-12 | D | | | | | HEAVY | F | D | | | | | |

Guide:
OR –oral warning/verbal warning
WR –written warning
S1-3- suspension (one to three days)
S4-6 – suspension (four to six days)
S7-12 – suspension (seven to twelve days)
D – Dismissal

EMPLOYEE’S RECOURSE: THE APPEAL AND GRIEVANCE PROCESS

It is the Company’s objective through its open communication policy to listen to the problems and sentiments of its employees. In this regard, the company has provided appeal/grievance mechanism to ensure fair, just application of the policies and that everyone has given the right to be heard. An employee who feels aggrieved or unjustly and unfairly treated, may course his appeal through the proper channel provided.

1. THE IMMEDIATE SUPERIOR

He/she should be the first person to discuss your problem with. He/she knows you more than anybody else and since everyone under his/her supervision is his/her concern and responsibility

2. DEPARTMENT HEAD/MANAGER

If you are not satisfied with the answer or resolution of your case, you may elevate the matter to the manager of your Department. They are also responsible and knowledgeable to handle you problem and look after your general welfare and interest.

3. HUMAN RESOURCES MANAGER/OFFICER

If you are not fully satisfied with the decision you received, approach these two company officers. They are both trained and competent to work out a fair and just treatment following certain guidelines and policies and objectives.

4. GENERAL MANAGER/PRESIDENT/CEO
If after exhausting all possible channels you still feel you have not been given fair treatment, see the GM/President/CEO. Their doors are open and they will be glad to review your case. You can be assured that their decision will be just, unbiased, and prompt. Depending on circumstances the General Manager may convene a hearing committee who shall evaluate the grievance/case and recommend a course of action. The decision of the General Manager/President/CEO and or the Hearing Committee is final.

TABLE OF CONTENTS

I. Letter of Request for Placement/Recommendation Letter

II. Resume

III. Practicum Ledger

IV. Statement of Co-Responsibility

V. Proof of Attendance

VI. Establishment Brief History/Background

VII. Description of duties and Responsibilities ( Duly authenticated by the supervisor)

VIII. Samples of work done/Output

IX. Practicum in Action (Photo Essay)

X. Personal Observation

XI. Commendation Receive

XII. Certificate of Completion

XIII. Evaluation Result (Sealed in Envelope)

XIV. Suggestion to Improve the Student Practicum Program.

XV. Acknowledgement

Letter of Request for Placement/
Recommendation Letter

Resume

Resume

Practicum Ledger

Statement of Co-Responsibility

Proof of Attendance

Establishment Brief History/ Background

Description of duties and Responsibilities (Duly authenticated by the supervisor)

Samples of work done/Output

Personal Observation

Commendation Receive

Certificate
Of
Completion

Evaluation Result (Sealed in Envelope)

Suggestion to Improve the Student Practicum Program

Acknowledgement

STUDENT PRACTICUM REPORT

SUBMITTED BY: Lyra T. Abueza BS HOTEL AND RESTAURANT MANAGEMENT IV

SUBMITTED TO: Atty. DAISY LILY O. MOSCARE Practicum coordinator

Last day with them