SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTPRE-OPENINGALLOWANCE

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/001

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

OBJECTIVE

DuringHotelPre-Openingperiod,certainhotelservicesandfacilitieslikediningroom,laundry,

etc.,foremployeesarenotavailable.ItistheCompanyobjectivetoprovideanallowanceinlieu

ofsuchservicesduringthepre-openingperiodofthehotelassignment.

ELIGIBILITY

Thisguidelineisapplicabletoallpre-openingperiodemployeeswhethertheybeExpatriates,

NonResidentChinese(forChinaproperties)orlocalstaffwheretheyareprovidedwithsuch

benefitsintheirLetterofAppointment.IntheeventanExpatriateorNRCemployee's

authorizeddependentsarelivingwiththeemployee,thePre-OpeningAllowancewillbe

extendedtothem,ifoutlinedintheirLetterofAppointment.

GUIDELINES

ForMealArrangement

GMRMB100/dayMondaytoSaturday24days/month

Level1RMB60/dayMondaytoSaturday24days/month

Level2RMB60/dayMondaytoFriday20days/month

Level3RMB40/dayplusLunchBoxMondaytoFriday20days/month

Level4LunchBoxMondaytoFriday20days/month

Level5LunchBoxMondaytoFriday20days/month

(forGMdriver,RMB20perdinnerisappliedwhenneedstobeoutwithGMforbusinesspurpose)

ForLaundryArrangement

GMRMB600/month

Level1RMB500/month

Level2RMB500/month

Level3RMB300/month

(thelaundryallowancewillcoveralltheexpensesfortheabovemanagerialemployeesonlyfor

theirpersonallaundryanddrycleaninguntilhotelserviceisprovided).

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTACCOMMODATIONALLOWANCE

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/002

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

OBJECTIVE

ToestablishedthebenefittothosenewlyhiredExpatriateandNRCemployeeswhoisentitledto

receivetemporaryaccommodationoranaccommodationallowance.

GUIDELINES

Newlyarrivedandbeforethepermanentaccommodationisfinalized:

Level1SLPGprovidessuitableoutsidehotelguestroomorserviceapartmentwithmeal

consumptioninthatvenue.Theroomtype&mealconsumptioninthatvenueis

appliedtotheauthorizeddependant(s)aswell.

Level2SLPGprovidessuitableoutsidehotelguestroom.Theroomtypeisappliedtothe

authorizeddependant(s)aswell.

Level3SLPGprovidessuitableoutsidehotelguestroom.

(TwoweekscoverageforLIandoneweekperiodforL2/L3forabovebenefit)

AccommodationAllowance

Level12-3bedroomsapartmentprovidedbythehotel.

(Thechargesofthewater,electricity,utility,managementfeeandlocalphonewillbe

coveredbythehotelandalllongdistanceandinternationalcallsbelongtothe

individualsownexpense.TheSecurityManagerisnotentitledonthisbenefit).

Level2RMB1,800nett/month

Level3RMB1,300nett/month

Relocation/HomeSettleDownAllowance

Thehotelwillprovidetheaboveallowancetothoseemployeeswhoareentitledtothe

accommodationallowancewhentheysetuptheirnewapartment.

Level1RMB3,000/unitofonetimepayment

Level2RMB1,500/unitofonetimepayment

Level3RMB800/unitofonetimepayment

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTUSAGEOFMOBILEPHONE(Pre-OpeningStage)

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/003

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF2

OBJECTIVE

-Tosetaclearguidelineforhotelbusinesscallsmadebymobilephoneusers.

-ToestablishasetmonetaryfigurewhichwillbecoveredbySLPGinrespectofmonthlymobile

phoneexpenses.

GUIDELINES

1.MobilePhoneUsersDuringWorkingHours

-Duringworkinghours,themobilephoneisallowedtobeusedforhotelbusinessonly.

-Allmobilephoneusersarerequiredtohavetheapprovalfromtheirimmediatesupervisors

exceptthebelowpositionholderswhoareentitledtothemobilephoneallowance.

-Anydeviationfromthispolicywillbeviewedascontraventionofhotelregulations.

2.MobilePhonePrivileges

-Unlimitedwithoutpersonalcalls

GeneralManager/HotelManagerorResidentManager

RMB800forthefollowingpositionholders:

ChiefEngineer/DirectorofHR/DirectorofS&M/ProjectCoordinator/FinancialController

/DirectorofF&B/ExecutiveChef

(forthiscategory,thehotelwillpre-paidtheexpensestotheTele.Bureauandifemployees9

monthlyactualexpensesisexceedthefixedamount,Financewillchargetheexceedamountto

theassociateconcerned).

-RMB400forthefollowingpositionholders:

SecurityManager/DirectorofSales/SalesManager/DirectorofEvents/FrontOffice

Manager/ExecutiveHousekeeper

-RMB200forthefollowingpositionholders:

GMDriver/GMSecretary

3.ThemobilephoneandtheSIMCardprovidedfromSLPGarehotelproperties.Theusersare

requiredtoreturnthembacktohotelFinanceDepartmentupontheirlastworkinginSLPGor

beforethelastpaymentisissued.Anydamageorlosswillbechargedtotheassociates

concernedatthecostprice.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTUSAGEOFDHLOREMS

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/004

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

OBJECTIVE

ToestablishtheusageandapprovalprocedurewhenassociatescalltheservicefromDHLorEMS.

GUIDELINES

EMSService

1.TheEMSserviceisappointedforthedocumenttransitionwithinChinaonly.

2.Theservicehotlineforthedocumentcollectionis86-20-11185.

3.IfthecallismadetoEMSServiceforthedocumentcollectionfromSLPGofficebefore10:00

AMinaday,thecouriercanbecollectedbytheEMSServiceassociatesandalsothedocument

cancatchuptheflightforthecourierdestinationsaroundthelunchtimeinthesameday.Ifthe

collectioncallismadeafter10:00AMinaday,thenthecourierwillcatchuptheflightaround

dinnertimeintheday.

4.Theservicehourisavailablefrom0900—1730(MondaytoFriday)and0900-1100(Saturday)

5.Foranyserviceproblem,pleasecontactwithMr.Zhongat86-20-33817486

DHLService

1.TheDHLserviceisappointedforthedocumenttransitionforoutsideChina.

2.Theservicehotlineforthedocumentcollectionis86-20-8008108000andtheserviceis

availablefrom0800-1730(MondaytoSunday).

3.Foranyserviceproblem,pleasecontactwithMs.SammiYanat86-20-28392156

-OnlywiththeapprovalfromthehotelGeneralManagerorattheDivisionHeadlevel,thecall

forcollectionservicecanbemade.

-Allthecouriereddocumentorgoodsmustbeforbusinesspurposewithcompanyjobrelated.

-TheApprovalFormforDHLorEMSusageisattached.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTEMPLOYEERESIDENTPERMIT

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/005

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

DEFINITION

Isacertificateissuedfromthelocalauthoritytoidentifythattheresidencyislegal

OBJECTIVE

-Tomeettherequirementsfromthelocalgovernment.

GUIDELINES

1.Allnon-GuangzhoucitizensarerequiredtopresentavalidGuangzhouRESIDENTPERMITto

thehotelHumanResourcesdepartmentifworkinginSLPG.

2.NRCandExpats

TheRESIDENTPERMITwillbeappliedforthroughHumanResourcestothelocalauthorityin

Guangzhouaftertheemployeecomesonboard.Allrelatedapplicationfeesandannualrenewal

feeonthisdocumentwillbetheresponsibilityoftheHotel.Upontheterminationof

employmentwithSLPG,theHotelreservestherighttocollectbacktheRESIDENTPERMIT

fromtheindividualemployee.

IftheExpats/NRCresignedwithinthefirst12months,alltheResidentPermitapplicationfees

willchargetotheconcernedemployeeonapro-ratabasis.

Iftheemployeehascompletedoneyearemploymentandwouldliketoleavethehotel,therewill

benochargeforthisexpensesfromtheemployee.

Ifhoteldecidestoterminatetheemploymentwiththeemployee,therewillbenochargetothe

employeeneither.

3.Non-GuangzhouCitizens

AvalidRESIDENTPERMITmustbepresentedtotheHumanResourcesdepartmentbefore

startofworkinSLPG.Acopyofthispermitwillbekeptinthestaffshotelfile.Itisthe

responsibilityoftheindividualstafftorenewthepermitbeforeexpiring.Acopyoftherenewed

permitshouldbesubmittedtoHumanResourcesforfilingpurposeswhenthepermitisrenewed.

Therelatedpermitapplicationfeeforthefirsttimeandtherenewalfeewillbepaidbythe

individualemployee.UponleavingtheHotel9semployment,thestaffisallowedtokeeptheir

residentpermits.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTEMPLOYEEM[EDICALCHECK

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.19,2005EFFECTIVEDATE:August01,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/006

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF2

OBJECTIVE

-Toestablishaninternalsystemonstaffmedicalcheckarrangementandreimbursementto

facilitatestaffshealthandminimizecost.

-TosetclearguidelinesastothemedicalcheckreimbursementforallemployeesofSLPG.

GUIDELINES

ExpatriateEmployees

1.Iftheemployeeisemployedfromoverseasdirectly,afirsttimemedicalcheckisrequiredto

undertakeintheemployeepointofhire.Themainpurposeofthismedicalcheckisforthe

workingvisaapplication.

2.Theemployeeisrequiredtoundertakeasecondtimemedicalcheckintheassignedhospital

upontheirarrival,whichisrequiredbythelocalgovernmentGuangzhou.Afterthesecondtime

medicalcheckandwiththetestresultisaccepted,hotelHumanResourcesdepartmentwillhelp

theemployeetoapplyhis/herworkpermitandtheresidentpermitlocally.

3.TheexpensesfortheabovetwotimesmedicalcheckwillbepaidbySLPG.

Non-ResidentChinese(NRC)Employee

1.Pre-employmentmedicalcheckisnotmandatory.

2.Theemployeeisrequiredtoundertakeamedicalcheckintheassignedhospitalupontheir

arrival.Onlywiththevalidityofthemedicalcheckresult,theemploymentinbetweenSLPG

andtheindividualemployeeiseffect.ThismedicalcheckfeeispaidbySLPG.

3.Ifthemedicalcheckresultisunacceptablebythehotelaccordingtothelocalhygieneregulation,

theemployeecannotbehiredbySLPGandtherelatedexpensesforreturnbackthepointofhire

willbeundertheresponsibilityoftheemployee.

IftheemploymentforNRCandtheExpatriateisterminatedbythehotel,theabovemedical

checkfeewillnotchargetotheconcernedemployee.Iftheemploymentisterminatedbythe

employeewithinfirst12months,therelatedmedicalcheckfeewillchargetotheindividual

employeeonapro-ratabasis.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTCODEOFETHICS

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.28,2005EFFECTIVEDATE:August08,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/007

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

DEFINITION

-TheCodeofEthicsisadocumentoutliningShangri-La'srequirementsandexpectationswith

regardtotheconductandethicstobeadoptedindealingwithourcustomers,employees,

suppliers,ownersandcommunities.

GUIDELINES

1.ItisrequiredthatallManagementemployees,andothersasappropriatewillsignacopyofthe

CodeofEthicsuponcommencementofemployment,oruponpromotionortransfertoacovered

position.

2.Theoriginaldatedcopyshouldberetainedontheemployee'spersonalfile,withtheemployee's

signatureonthelastpage,andinitialsontheotherpages.Aphotocopyshouldbeissuedtothe

employeeforreference.

3.TheCodeofEthicsshouldbesignedbythebeloweligibleemployeesonayearlybasis.

4.Theeligibleemployeesare:

-GeneralManager

-AllManagementStaff(Level1-Level3)

-AllotheremployeesinFinance/Purchasing/Receivingdepartment.

-AllotheremployeesinReception/Concierge/Transportation.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTRE-HIREOFFORMEREMPLOYEE

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.28,2005EFFECTIVEDATE:August08,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/008

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

PURPOSE

Toofferemploymenttoformeremployeewhoisqualifiedtofillthecurrentjobopenings.

DEFINITION

TheformeremployeeinthispolicyreferstosomeonepreviouslyemployedbySLPGorany

otherSLIhotelswhohassinceleft,andnowwishestorejointhehotel.

POLICY

1.Aformeremployeemaybere-hiredonlyifapositivereferencecheckhasbeenreceived

fromtheindividual'spreviousemployerandhisorherworkhistoryandreasonfor

separationaresatisfactoryandacceptable.

2.Noemployeewhohasbeensummarilydismissedwillberehired.

3.Aformeremployee'spreviousservicewillbeconsideredascontinuousserviceifhe/sheis

re-hiredwithin3monthsfromhis/herlastdateofresignation.

4.Aformeremployeewhoisre-hiredforasimilarjobheldpreviouslyneednotbesubjected

toanyprobationaryperiodifhe/sheisrehiredwithin3months.

5.Ifthere-hiredemployeeisassignedtoadifferentpositionfromthatwhichwasheld

previously,he/shewillbesubjectedtotheappropriateprobationaryperiodspecifiedforthe

respectivejobgrade.

6.ApprovalofemploymentofaformeremployeeshallbemadebyDirectorofHuman

Resourcesafterreviewingtherecordspertainingtotheapplicant'sformeremployment

withtheHotel.TheGeneralManager'sfinalapprovalmustbegivenpriortoany

employment.

7.EmployeeswhohavelefttheCompanythe2ndtime,maybere-hiredonlyifapprovalis

givenbyGDHR.Howeverifanemployeehasbeeninvoluntaryterminatedhe/shecannot

bere-hired.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTEMPLOYMENC>FRELATIVES

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.28,2005EFFECTIVEDATE:August08,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/009

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

DEFINITION

Relative:apersonrelatedbybloodormarriagetoanexistingemployee.

OBJECTIVE

Toavoidembarrassingorcompromisingsituationsarisingfromaconflictofinterest,whichmay

occurifrelativesareemployedinthesameHotel.

POLICY

1.Relativesmustnotbeemployedinthesamedepartmentorwherethereisadirectreporting

relationshipbetweenonetoanother.

2.Inallcases,theGeneralManagermustbemadeawareofrelationships,andwillgive

approvalasappropriate.

3.RegardinginformationprovidedontheJobApplicationduringtheinitialhiringprocessitisthe

colleagues9responsibilitytoprovideallchangeofpersonaldatatoinformHumanResources

department.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTEMPLOYMENbIOPAYLEAVE

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Sept.01,2006EFFECTIVEDATE:November01,2006

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/010

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF1

DEFINITION

NOPAYLEAVEmeansthatemployeesrequiretoleavewithoutpay,inadditionaltotheirentitled

annualleaveand/orR&Rleaveifapplicable.

OBJECTIVE

-ItisunderaveryspecialcircumstancesthatemployeesmaybegrantedNOPAYLEAVE.

-Mayreducelaborcostwhenthebusinessisslow.

GUIDELINES

1.HotelusuallydiscouragesthetakingofanyNOPAYLEAVEatanytimeunlessthefollowing

situationshappen:WAR/Earthquake/Pestilence.

2.Noemployeeisautomaticallyentitledtosuchapprovedabsence,regardlessoflengthof

continuousserviceorgrade.

3.NOPAYLEAVEshouldnotbeallowediftheemployeestillhasannualleaveorR&Rleave.

4.Durationofsuchleaveisdeterminedonacasetocasebasis,butingeneralshouldnotexceed

onemonthperyearperperson.

5.Year-endbonuspaymentwillnotbeimpactedordeductedfortheperiodofNOPAYLEAVEif

itistaken.

6.DuringtheNOPAYLEAVEperiod,allsocialinsurancestatedbyLaborLawwillbetreatedas

usual.

7.AllrequiresofNOPAYLEAVEofPRCandNRCmustbejointlyapprovedandsignedby

DirectorofHumanResourcesandGeneralManager.NOPAYLEAVEforLevel1managers

andGeneralManagermustgettheapprovalfromrespectiveVP.ForallExpats,verificationby

FinancialControllerismust.

8.NOPAYLEAVEapplicationshouldberaised2weeksbeforetheleaveisrequired.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTLOCALPRCEMPLOYEEANNUALLEAVE

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Oct.14,2005EFFECTIVEDATE:Oct.14,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/011

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF2

PURPOSE

ThecompanyprovidesallitsPRCPermanentEmployeesregularAnnualLeavewithpayinorderto

maintainahealthy,efficientenvironment.Thispolicyoutlinestheconditionsunderwhich

employeesbecomeeligibleforAnnualLeavewithpay.

POLICY

1.AllPRCPermanentEmployeesareentitledtopaidAnnualLeaveaccordingtohis/herjoblevel

withinShangri-LaPazhou.

LevelsEntitlementperyear

L58workingdays

L48workingdays

L312workingdays

L214workingdays

LI16workingdays

2.AllPRCPermanentEmployeeswillbeentitledtheirAnnualLeaveinadvanceaftercompletion

ofthefirst6monthsofservice.Incasetheemployeehasbeenterminatedbyeitherparty,the

hotelreservestherighttochargebacktheemployeeforthedayshe/sheisnotentitled.

3.TheAnnualLeaveshallbedirectlyproportionaltothenumberofcompletedmonthsofservice,

providedthatanyfractionofadayofAnnualLeavewhichislessthanahalfdayshallbe

disregarded,andwherethefractionofadayismorethanahalfdayitshallbedeemedtobeone

day.

Formula:No.ofcompletedmonthsofservice

XEntitlementperyear

12months

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTR&RandAnnuaLeave/Tickets-NRCEmployees

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Nov.09,2005EFFECTIVEDATE:Nov.09,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/012

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF2

ELIGIBILITY

Forthepurposeofthispolicy,“NRCEmployees^^refertoNonResidentChinese(NRC)

employeesinthepositionofServiceManagers(Level3)orabovewhohaveaPointofHire/

RepatriationreflectedintheirLetterofAppointment/EmploymentContract.

OBJECTIVE

InviewofthefactthatNRCemployeesliveawayfromtheirhomes,R&R&AnnualLeave/

Ticketprovidesanopportunityforsuchemployeestovisittheirhomesandfamiliesorthe

familiestovisittheemployeeatplaceofassignment.

PROCEDURE

1.NRCEmployeeswillbeentitledtoR&R/AnnualLeaveandTicketsasfollows:

2.OneR&R(withoutticket)andoneAnnualLeave(withreturneconomyclasstickets

byair).Whereairservicesarenotavailabletrainticketswillapply.Spouseand

childrenofNRCstaff(Level1andabove)willbecoveredonlywheretheyare

specifiedasauthorizeddependentsintheemployee'sLetterofAppointment.

3?AnnualLeaveAir/Trainticketswillbeeconomyclassandattheleastexpensiverate.

4.Ticketscannotbeencashed.Ticketstootherdestinationsmayonlybeutilizeduptoan

equivalentcost.

NumberofworkingdaysofAnnualLeaveandR&RLeaveperyearofservicegiventoallNRC

employeesareasfollow:

Position/LevelAnnualLeaveR&RLeave

GeneralManagers&above24days6days

HMs/RMs/EAMs22days6days

Allotherpositions16days6days

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTAnnualLeave/Tickets-ExpatEmployees

PREPAREDBY:FRANKZHANGREVIEWEDBY:

DATEPREPARED:Nov.09,2005EFFECTIVEDATE:Nov.09,2005

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/013

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF2

Definition:

"AnnualLeaveTickets"relatestotheairticketsprovidedtoanexpatriateemployee(and

authorizeddependentsasspecifiedinLetterofAppointments)atthetimeofannualleave.

TicketsaregiventothePointofRepatriation.

AnnualLeaveTicket:

1.AllexpatriateemployeesandtheirauthorizeddependentswillbeeligibletoreceiveAnnual

LeaveTicketstotheirPointofRepatriationattheendofeachcompletedyearof

employment.

2.AnnualLeaveTicketsmustbeusedwithin12monthsofthedateofeligibility.Theyarenot

encashablenorcantheybeaccumulated.Intheeventofseparationotherthanforcauseby

theemployee,unusedandeligibleAnnualLeaveTicketswillbeappliedforone-way

repatriation.Separationduetocauseforfeitsanyunusedandeligibleleavetickets.

3.AllAnnualLeaveTicketswillbebyeconomyclassattheleastexpensiverate,withthe

exceptionofthehotelGeneralManagerandhisauthorizeddependant(s),wheretheAnnual

Leaveticketsareinbusinessclass.ExpatriateswithpointofrepatriationtoHongKong,will

beentitledtotrain/ferrytickettoHongKongandnotairticket.

4.EmployeesandtheirauthorizeddependentsmayutilizetheirAnnualLeaveTicketstoa

destinationotherthantheirPointofRepatriationuptoanequivalentcost.Ticketsmaynot

beupgradedtoaclassoftravelhigherthanthattowhichtheemployeeisentitled.

5.Employeesareencouragedtotakeonesubstantialvacationeachyear.Homeleaveairticket

costcannotbesplitintomorethanonetripperyear,neitherwillaccrualbeallowed.

6.Nocashrefundispermittedintheeventthattheticketcosttothealternativedestinationis

lessthanthattothePointofRepatriation.

SHANGRI-LAPAZHOU

HUMANRESOURCESPOLICY&PROCEDUREMANUAL

SUBJECTRECRUITMENTANDAPPOINTMENT

PREPAREDBY:FRANKZHANGREVIEWEDBY:N/A

DATEPREPARED:Sept.01,2006EFFECTIVEDATE:Nov.01,2006

APPROVEDBY:ROBERTA.BORMESPOLICYNO.:HR/P/014

DISTRIBUTION:DIVISIONHEADSPAGENO.:1OF4

Purpose

-ToensurefullutilizationofHumanResources.

-Todescribetherecruitmentmethodsandprocedurestofillthemanpowerneeds.

Policy

1.Allsuitablyqualifiedindividualswillbeconsideredforemploymentwithout

discriminationbecauseofrace,sex,age,religion,nationaloriginorhandicaps.

2.Noapplicants(exceptvocationalschooltrainees)willbehiredundereighteen(18)yearsof

ageaccordingtoPRCLaw.

3.Inprinciple,hoteldoesn'tencouragetheemploymentofemployees,relatives,especially

relativesinasuperviso