Staff Handbook
Welcome to Peligoni.
This handbook is designed to provide you with information about the Peligoni Club (hereinafter referred to as “the Company” or “Peligoni”), details of your employment and what is expected of you as part of the terms and conditions of your employment. This handbook also contains the policies, procedures and rules which the organisation has adopted and you are expected to follow as a member of the Peligoni Club team.
A number of the policies, procedures and rules included in this Staff Handbook are referred to in your contract of employment. They do not form part of the terms of your contract with us, which are provided to you separately.
The Company reserves the right to amend its terms and conditions of employment and policies from time to time in accordance with business needs or to comply with changes in the law.
You will be notified of any minor changes by way of a general notice to all employees affected and any changes will take effect from the date of the notice. You will be given no less than one month’s notice of any major changes. Such changes will be deemed to be accepted unless you notify the Assistant General Manager (“AGM”) of any objection in writing before the expiry of the notice period.
It is important to read this handbook carefully. If you have any questions about its contents, please raise them with the AGM.
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Induction 5
Probationary Period 5
Changes to Personal Details 5
CCTV Recording 6
Code of Conduct 7
Equal Opportunities Policy 9
Hours of Work 11
Salary Arrangements 11
Bar Tabs 12
Holiday 13
Compassionate Leave 13
Sickness & Absence Policy 14
Vehicles 18
Staff Accommodation 22
Uniform & Presentation 24
Smoking 25
Consumption of Alcohol and Drug Abuse 25
Use of the Club 26
Personal Property 27
Mobile phones 27
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Communications 28
Intellectual Property Rights 29
Data Protection and Access to Information 29
Professional Conduct and Public Statements 30
Social Media 30
Bribery and other Corrupt Behaviour 32
Whistleblowing 32
Expenses Policy 33
Health & Safety 35
Fire Safety 37
Termination of Employment 38
Other Employment 39
Disciplinary Procedure 40
Grievances 46
Other Useful Information 50
Postal Address 50
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Induction We want to ensure that you have every assistance to help you settle into your role quickly. Your training programme sets out what to expect on your first day and the training and induction process that will follow.
You will meet your colleagues and you will receive information on the Peligoni Club, your terms and conditions of employment, policies and procedures and health and safety.
If there is anything you need to know about Peligoni or what is required of you in your role, please speak to your line manager.
Probationary Period On joining Peligoni you will serve a six week probationary period.
If you do not reach the standards required by Peligoni your employment may be terminated at any time during the probationary period with one week’s notice. Peligoni reserves the right to extend the probationary period where required, up to a further four weeks. During this probationary period your performance and suitability for continued employment will be monitored.
If you commit any act of gross misconduct during the probation period, the Company reserves the right to terminate your employment without notice.
Changes to Personal Details To help us assist you, especially in cases of emergency, it is essential that all information on your personnel records is complete, correct and up to date.
You must notify the AGM immediately of any changes in the following personal information:
● home address, ● email address,
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● telephone number, ● bank account details, ● emergency contact, ● criminal charge, caution or conviction, ● conflict, or potential conflict of interest.
Your personal information is confidential and only shared with third parties in order to fulfil our contractual obligations to you (for example, your home address, email address and bank account details will be shared with our accountants in order to pay your salary). Please refer to the Company’s Employee Privacy Statement for further information.
CCTV Recording Many areas of Company property are subject to closed circuit television monitoring for your security and well-being as well as that of all persons, including our guests and other visitors. Such recordings may be stored on a password protected computer for such period as may be required by the Company. It will be deemed a serious disciplinary matter for anyone except authorised personnel to adjust, alter or interfere with any setting or function of any CCTV equipment.
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Code of Conduct ● You must conduct yourself and perform your work at all times in a manner that is in the interests of the Company. ● You are expected to work diligently and conscientiously to achieve and maintain the high standards which our guests expect of us. ● You are expected to fulfil your job duties to the best of your ability at all times. ● Respect your colleagues. Discrimination, bullying and harassment will not be tolerated. ● Treat club property with respect and care. Any damages caused by unnecessary neglect may result in disciplinary actions and/or you will be charged. The same applies to staff accommodation. ● Behave in a professional manner whilst at work and in the club. ● Do not put yourself in an unnecessary situation where you are completely by yourself with children. ● Think about your personal safety, and that of others. Do not put yourself, or anyone else, in any unnecessary danger. ● Arrive at work and be ready to start your shift on time. ● Do not abuse the benefits that come with the job, i.e. use of the club, access to vehicles, otherwise these may be revoked. ● Smoking is NOT permitted in ANY guest areas in the club, whether you are on duty or not. ● Peligoni is a family club and as a result, the use of recreational drugs anywhere on the island is NOT permitted under any circumstances. ● We do not seek to dictate how you conduct yourselves outside of work and in your personal lives, however any conduct that may jeopardise the reputation of the club will result in disciplinary action. ● Staff are not permitted to undertake any watersports at the club, other than those offered by the club (i.e. sailing, windsurfing, kayaking and paddle boarding). ● When using the club when you are off duty, you must not be in uniform. Again, we do not seek to dictate what you can and cannot wear but you should dress appropriately and remember you are representing the club at all times. If what you are wearing is deemed inappropriate, you will be asked to change or leave. 7 Private & Confidential
● Do not post pictures of guests or anything that could potentially jeopardise the reputation of the club on social media. ● Respect and make an effort to engage with local residents and business owners. ● Respect local customs and adhere to local law.
Please note that any breaches of these conduct rules may be considered a disciplinary offence.
Privacy & Discretion Peligoni guests expect and deserve complete privacy. Be careful where you speak, you never know who is listening.
● Never speak about guests to other guests. ● Never speak about guests outside of a work environment. ● Never speak about guests to anyone outside of the Company.
During the course of your employment you may find yourself in possession of sensitive information, the disclosure of which could be construed as a breach of confidentiality. It is a condition of your employment that you have a duty of confidentiality to the Company, and you must not discuss any Company sensitive or confidential matters whatsoever with any outside organisation including the media.
Any such breach of confidentiality would be deemed as gross misconduct except as otherwise provided or as permitted by any current legislation (e.g. the UK Public Interest Disclosure Act 1998) and could lead to your dismissal. You should also familiarise yourself with our Data Protection Policy.
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Equal Opportunities Policy The Company is committed to eliminating discrimination and encouraging diversity amongst our workforce. The purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate because of gender, gender reassignment, marital or civil partner status, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, disability, sex and sexual orientation, age, religion or belief.
We oppose all forms of unlawful and unfair discrimination. All employees will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
You must not unlawfully discriminate against or harass other people, including current and former employees, guests, suppliers and other visitors. This applies in the workplace, outside the workplace (when dealing with guests, suppliers or other work-related contacts), and on work-related trips or events including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, treating a guest differently, because of their religious views or because they might be gay. Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified. Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's
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dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment. Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Our commitment: ● To create an environment in which individual difference and contributions of all our staff are recognised and valued. ● Every employee is entitled to a working environment that promotes dignity and respect to all. ● No form of intimidation, bullying or harassment will be tolerated. ● Training, development and progression opportunities are available to all staff. ● We will regularly review all our employment practices and procedures to ensure fairness. ● Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings. ● This policy is fully supported by senior management.
This policy will be monitored and reviewed annually.
Breaches of this policy: We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.
If you believe that you have suffered discrimination, or harrassment, you can raise the matter through our Grievance Procedure or raise it with a senior manager. Complaints will be treated in confidence and investigated as appropriate.
You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.
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Hours of Work Your working hours and day off will be communicated to you each week by the staff rota. You are not permitted to change or swap your shifts with another member of staff without prior permission from your line manager.
The Company is a service organisation and employees are required to meet the needs of our guests which means that a large degree of flexibility is essential.
Salary Arrangements Your salary will accrue from the first day of your employment and it will be paid monthly in arrears on the 5th of the following month directly into your UK bank or building society account, i.e. you will be paid for all work carried out during the month of May on the 5th June. Your basic salary will be prorated for any part months worked.
You will receive your payslip by email, direct from our accountants, on or before the 5th of each month. If any queries arise with regards to pay, or if it looks as if a mistake has been made, speak to the AGM immediately so that they can take appropriate action. Unless agreed otherwise, any pay errors, whether of over or underpayment, will be rectified in the next salary payment.
Commission If you are eligible for commission this will be stated in your employment contract. Commissions are calculated on a monthly basis and you will be informed of any commission earned within 14 days of the end of each month. Any commission payment due will be paid to you on the 5th of the following month, along with your basic salary.
For example, commission earned during the month of June will be paid on the 5th August; commission earned in July will be paid on 5th September and commission earned in August and September will be paid on 5th October. All commission payments are subject to income tax and national insurance.
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Pensions The Company uses the National Employment Savings Trust (NEST) for pension provision and, in compliance with the employer pension duties under the Pensions Act 2008, you will be enrolled as an active member of this scheme.
The Company reserves the right to postpone your enrollment into the pension scheme, for a period of three months, however you may still opt in during this postponement period. Full details will be sent to your home address on the commencement of your employment.
It is your responsibility to contact NEST to opt out of the scheme, should you wish to do so. Their contact number is 0300 020 0090 or you can email [email protected].
Gratuities All gratuities received from guests are pooled and shared amongst the whole team at the end of every month. They will be issued to you in cash, after the balance of your bar tab has been paid (see ‘Bar Tabs’ below).
If you are handed a tip directly by a guest, you must hand this in to the Accounts Manager as soon as possible. Failure to do so may result in disciplinary action and may affect your right to receive gratuities.
Bar Tabs You will be issued with a card, unique to you, which you can use to purchase drinks, and other items, in the club at a generous discount. Please note the discount is not the same on every item.
If you lose or damage your card, you will need to inform the Accounts Manager and pay a 5€ fee for a replacement card.
Any drinks or other items/services purchased will be added to your account which must be settled at the end of every month. Your account can be settled using your tips
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(see above) and if the amount outstanding exceeds the amount you receive in tips you will be able to pay the remainder using a debit or credit card.
If your account reaches a total of €150 prior to the end of the month then you will be asked to make a payment earlier.
Holiday Your holiday entitlement is in accordance with Greek statutory holiday entitlement which is 24 days during the first year of employment. You are entitled to accrue two days holiday per month worked. Your holiday entitlement will be prorated for any part months worked.
All requests for holiday should be made to the AGM at the earliest reasonable opportunity. Your request will be considered and you will receive a response within one week confirming whether or not the leave has been approved. You should not commit to any holiday plans before formal approval has been given.
The Company reserves the right to refuse leave applications and to impose dates for leave to be taken at a time to suit operational needs.
So as to ensure the efficient running of the Company, holidays are likely to be granted on the basis of first request, first granted provided that there are not so many applications for the same period that, if granted the efficiency of the business would be impaired.
Upon termination of your employment you will be entitled to pay in lieu of any unused holiday entitlement or be required to pay to the Company pay received for holiday taken in excess of your holiday entitlement. Any sums due may be deducted from any money owing to you.
The Company reserves the right to require you to take any unused holiday during the notice period, even if booked to be taken after the end of the notice period.
Compassionate Leave
The Company will consider all requests for compassionate leave and time off to deal with family emergencies. If you need to take compassionate leave or time off to deal
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with a family emergency, you should raise the matter with the AGM as soon as possible and they will promptly consider your request.
Should compassionate leave be granted, you will be responsible for any travel costs incurred and for making your own way to and from the airport, although the Company will assist with arrangements where possible.
Sickness & Absence Policy We are committed to maintaining and improving the health, wellbeing and attendance of all employees. We value the contribution our employees make to our success. So, when any employee is unable to be at work for any reason, we miss that contribution.
This absence policy explains what we expect from managers and employees when handling absence.
The Company’s absence policy is based on the following principles: ● Regular, punctual attendance is an implied term of every employee’s contract of employment - we ask each employee to take responsibility for achieving and maintaining good attendance. ● We will consider any advice given by the employee’s medical advisor ● The Company’s disciplinary procedures will be used if an explanation for absence is not forthcoming or is not thought to be satisfactory. ● We respect the confidentiality of all information relating to an employee’s sickness. This policy will be implemented in line with all current data protection legislation and the Access to Medical Records Act 1988. ● Abuse of sickness absence, including failing to report absence or falsely claiming sick pay will be treated as misconduct under our Disciplinary Procedure. ● This policy does not form part of any employee's contract of employment and we may amend it at any time.
Notification of absence If an employee is going to be absent from work they must notify the Duty Manager, by phone, as soon as possible, but no later than two hours before they are due to start their
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shift. They should also give a clear indication of the nature of their illness and a likely return date.
The Duty Manager will advise the employee that they will need to call them back before a certain time to let them know the likelihood of them being able to return to work the following day.
An employee may not always feel able to discuss their medical problems with the Duty Manager. Managers will be sensitive to individual concerns and make alternative arrangements, where appropriate. For example, an employee may prefer to discuss health problems with a person of the same sex.
Evidence of incapacity A ‘self-certificate’ will be accepted for absences of up to three days. Thereafter, a certificate from a doctor is required to cover every subsequent day. If you need to see a doctor, please speak to the Duty Manager who will arrange this for you.
Medical Examinations It is a condition of your employment that you agree to have a medical examination by an appropriately qualified doctor nominated by the Company if you are requested to do so by the Company. For example, in the case of a person suffering from a recurring illness or a long term absence, a medical examination may be arranged to ensure the person is fit to carry out their job.
The Company will pay any medical expenses relating to that examination. The employee has the right to see any medical report obtained from the examining doctor and to suggest alterations if any aspect of the report appears to be incorrect.
Payment during Absence You are not entitled to any pay whilst absent from work, unless you have been absent for four or more consecutive days, where you may be entitled to Statutory Sick Pay.
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Statutory Sick Pay (“SSP”) Sickness absence is covered by entitlement to SSP. You must follow procedures to qualify for SSP; in particular completing the online Self- Certificate stating the reason for the absence.
Thereafter, you will need a certificate from a doctor stating whether you are fit to work. Failure to comply with these procedures means that absence from work will not have been authorised and will be considered a serious disciplinary matter which could lead to non-payment of salary and/or disciplinary action. Failure to provide certificates may result in sick pay being delayed or withheld and possible disciplinary action.
SSP cannot be paid for the first three days of sickness. A period of up to three days absence is therefore unpaid. Eligibility for SSP starts on the fourth day of absence, and continues for as long as you are absent. SSP is paid monthly in the same way as normal earnings.
SSP is not payable in the following circumstances: ● if your average weekly earnings are less than the figure set by the UK government for the payment of National Insurance Contributions. ● for absences of less than four days. ● if you have failed to follow the Notification of Absence procedure. ● if your employment has been terminated. ● for days on which you do not normally work (i.e. your day off).
Improper Applications For Sick Pay Submission of a medical certificate or self-certification form will not in itself always be regarded as sufficient justification for accepting your absence. In deciding whether your absence is acceptable, the Company will take into account, the reasons and extent of all your absences, including any absence caused by sickness.
The Company regards the following as gross misconduct for which summary dismissal may be warranted: ● the employee claims or has claimed to be sick but is/was fit for work at the material time.
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● the employee makes or has made misrepresentations with regard to their ability to work. ● the employee’s ill-health is self-induced for reasons including but not limited to misuse of drugs or alcohol or is the result of a criminal action on the part of the employee. ● the employee has caused or significantly contributed to his ill-health by reason of careless or reckless activities including but not limited to high-risk sport or leisure activities and/or misuse of any work equipment.
Return to Work Discussions Managers will discuss absences with employees when they return to work to establish: ● the reason for, and cause of absence. ● anything the manager or the company can do to help. ● that the employee is fit to return to work.
If any absence lasting five days or more or if absence shall aggregate to five days or more during the course of your employment the Company will discuss your absence with you and in some circumstances your contract may be terminated by notice or payment in lieu of notice.
Injury Should you fall ill or be injured and it is the view of the Company that you will be unable to perform your duties for the remainder of the contract, in cases where our insurance company feel it unnecessary to provide repatriation to the UK, the Company shall provide travel home by way of one flight seat to a UK airport. This travel home will mark the end of the contract.
In the event of repatriation for an insurable reason, repatriation will be to the UK only.
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Vehicles
Guest-Facing & Utility Vehicles Only those required to drive to fulfill their work duties and those with express permission from the General Manager (“GM”) are permitted to drive guest-facing and utility vehicles.
Staff Vehicles Staff cars are provided for you to use on your day off. The Company have enough cars to accommodate everyone on a day off so long as each car is filled.
Employees aged 21 and over, who hold a full EU driving license, are, with the permission of the GM, able to drive a staff car on their day off, subject to first passing an in-house driving test.
Keys to staff vehicles are held in the main office and must be signed out and back in again by the person who will be driving the vehicle. They are then responsible for returning the vehicle in the condition that it was given to them and ensuring that all rubbish and personal items are removed before handing back the vehicle. All staff vehicles must be returned by 6pm unless you have prior permission from the Duty Manager with whom you signed the car out.
Smoking and the consumption of alcohol is not permitted in these vehicles, or any Company vehicle.
All Company Vehicles When driving company vehicles, including staff vehicles, the following applies:
● You are responsible for taking all reasonable steps to ensure the vehicle is kept in good condition and driven safely at all times. ● You will not permit any person who does not work for the Company to drive the vehicle. ● You will be required to pay any fines or penalties for parking or traffic offences that are incurred by you. 18 Private & Confidential
● Anyone who damages a Company vehicle must report it to the GM immediately. ● If damages are caused to a Company vehicle which are deemed to be caused by careless or reckless driving on your part, you will be responsible for paying, in full, any excess costs on the insurance for the damage of the vehicle. Such an accident may also result in disciplinary action.
The use of a mobile phone is particularly likely to cause risk to the driver, the public and the vehicle. A mobile phone may therefore only be used whilst driving where there is an incoming call or an outgoing voice activated call through a hands-free device that is activated without a need to hold the phone at any time.
Even so, the call should be kept to the shortest possible time and only to effect essential communications. Longer calls or sending texts or emails require you to park the car and switch off the engine.
Anyone found to be in breach of this rule will be subject to disciplinary action which could result in dismissal.
Breathalyser Testing As part of the Company’s commitment to provide a safe environment for both its guests and its staff, anyone due to drive a company vehicle, including boats, will be subject to random breathalyser tests. Failure of such tests will result in disciplinary action which could result in dismissal.
Accidents In the event of a minor accident: ● Stop at the scene immediately and move to a safe place, without creating any additional risk to traffic. ● Ensure everyone in your vehicle is unharmed. ● If necessary, and it is safe to do so, alert oncoming traffic. ● Call the GM to inform them of what has happened (or if they cannot be reached, the AGM or Duty Manager). 19 Private & Confidential
● Exchange personal and insurance information with the other involved parties (these details will be in the car).
If the accident involves another vehicle and the driver does not speak English, call the GM straight away and they will arrange for one of our Greek staff to call you back and assist with translation etc. If you and the other parties involved are unable to agree on who or what caused the accident then the police may need to be called.
If the vehicle is a staff car, or one rented to us by a third party, you will need to contact the company from which we have hired the vehicle for further instruction and advice. The GM will confirm who it is you need to speak to, or may call them on your behalf.
In the event of a serious car accident: ● Assist and support anyone who has been harmed. ● Notify the police and remain at the scene. ● Call the GM to inform them of what has happened (or if they cannot be reached, the AGM or Duty Manager). ● Prevent any interference with evidence, such as moving vehicles or parts, that could impede an investigation. ● If possible, take down contact details of any witnesses and any other relevant information such as the colour, type and registration of any vehicle leaving the scene.
Staff Driver Those of you living in Blue Beach will be given lifts to and from work. It is your responsibility to ensure you are ready and waiting for the appropriate timed lift - the driver will not wait for you or come and find you if you are not ready. Please refer to the timetable displayed in the staff area.
Everyone else is responsible for getting themselves to work as all other accommodations are within walking distance.
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During the evening, a staff driver service will run between Blue Beach and the port. Please refer to the timetable displayed in the staff area and make sure you are aware of what time the last lift will be.
The staff driver service is a privilege and should be treated as such. Anyone acting inappropriately towards the staff driver or deemed to be abusing this service will be subject to disciplinary action and risks the service being taken away from everyone.
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Staff Accommodation
The following rules must be observed in regards to your staff accommodation:
● Please respect your neighbours – several accommodations have the owners living nearby or in the same building. ● Treat your accommodation with respect and care. Any damages caused by unnecessary neglect may result in disciplinary action and/or you will be charged. ● Be considerate of your roommates, i.e. keep your things tidy, keep bathrooms clean and observe good hygiene. ● Do not remove anything from your room, i.e. beds/furniture. At the end of the season, rooms must be returned as they were at the beginning of the season ● Lock doors and close windows when you are not there. ● Turn off all lights, electrical appliances and air conditioning when you are not in. ● Smoking is not permitted inside your staff accommodations. Do not leave cigarette butts lying around outside. ● Toilet paper should not be flushed down the toilet. ● Rubbish and recycling should be removed and put in the appropriate bins on a regular basis. Those of you living at Blue House and Pink House will need to use rubbish and recycling bins at the club. ● Keep accommodation clean and tidy. A cleaner will come to each accommodation once a week for a general clean and to change bed linen. Please keep your room tidy to make their job easier.
Specific rules relating to each accommodation will be communicated during your induction and training period.
Keys You will be issued with one key at the beginning of the season. If you lose your key, you will be responsible for arranging and paying for a replacement.
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Visitors You are not permitted to have visitors stay with you in staff accommodation, except with the prior consent of the AGM.
Maintenance Issues Please report any maintenance issues to the AGM. They will then coordinate with the maintenance team to resolve the issue as soon as possible. If you are able to resolve the issue yourself, without causing any further damage, then please do so.
Island Dogs & Cats There are a number of stray cats and dogs on the island. Whilst it is human nature to want to help them, please do not feed them or attempt to rescue them. We are unable to look after any animals at the club and you are not permitted to keep any at your accommodation, under the agreements we have with the accommodation owners. If you want to help, speak to Patti about helping out with the local charity, Zante Strays, who rescue and rehome stray dogs.
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Uniform & Presentation Most of you will be provided with a uniform and some of you will need to provide your own, depending on your job role. We pride ourselves on creating a relaxed and friendly environment, however, uniform must be worn correctly and you always need to be smart and well turned out when on duty.
Uniform is to be worn at work only – you must not travel to work in uniform or visit bars/restaurants etc. whilst wearing uniform. You need to ensure you arrive at the club in plenty of time to get changed prior to the start of your shift. When off-duty but using the club, you must not be in uniform.
Anyone working in food and beverage must wear closed-toe shoes when on duty. Anyone working in the kitchen, restaurant, cafe, bar or beach service team who turns up to work without closed-toe shoes will be deemed as unfit to work and could be subject to disciplinary action as a result.
Sandals and flip flops are permitted in other areas, however only if you have tidy feet.
Please also observe a high standard of personal hygiene – shower before every shift, use deodorants, etc. All staff must have clean and tidy hair, clothes, nails and wear minimal jewellery. All of those working with food and beverage must have their hair tied back and away from the face.
Discreet ear and nose piercings are permitted (small sleeper or stud only), however ear plugs or flesh tunnels, septum piercings or any other facial piercings are not. Anyone with existing piercings which we do not permit may use a clear piercing retainer.
Beards and facial hair should be neat and tidy. Any hair colouring should be reasonably subtle - if in any doubt check with a senior manager beforehand.
Drinking alcohol in your uniform is prohibited at ALL times.
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You may wear appropriate religious and cultural dress (including clerical collars, head scarves, skullcaps and turbans) unless it creates a health and safety risk to you or any other person or otherwise breaches this policy. Where necessary a senior manager can give further information and guidance on cultural and religious dress in our workplace. Priority is at all times given to health and safety requirements.
Failure to comply with the rules on Uniform and Presentation may result in action under our Disciplinary Procedure. We will review our dress code periodically to ensure that it reflects appropriate standards and continues to meet our needs.
Smoking There is a designated area for smoking to the rear of the staff room. Please keep this area clean and tidy and use the ash buckets provided. Staff are not permitted to smoke anywhere else and if found to be smoking in guest areas, will be subject to disciplinary action.
Consumption of Alcohol and Drug Abuse The consumption of alcohol, whilst on duty and/or in uniform is prohibited and the company will not permit any employee to work while under the influence of alcohol. Any such instances will be dealt with under the disciplinary procedure and may lead to your summary dismissal.
The use of recreational drugs anywhere on the island is NOT permitted under any circumstances. Anyone found to be in possession of, or using, recreational drugs will be dismissed immediately.
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Use of the Club You are welcome to be in the club when not working but please remember that guests come first. Whenever you are in the club, whether working or not, you are representing Peligoni and should act accordingly.
● You are welcome to have a drink in any of the bars but do not crowd around the bar and distract staff who are working from looking after guests. Guests must always be served before staff. ● Please make sure you dress appropriately when in the club, i.e. no swimwear in the bar, men must wear a shirt or t-shirt, no baseball caps etc. ● If drinking in the bar, have some consideration for your colleagues who are working and return glasses etc. to the bar rather than leaving them at your table for someone else to collect. ● Guests should feel welcome and free to sit anywhere – they should not feel intimidated by a large number of staff congregating in one area. ● Always give up your seats for guests if the bar area is busy. ● We encourage you to get involved in evening events, including Party Nights and you are expected to interact with guests during these events. ● If you wish to have food in the restaurant or any of the bars you must speak to the Restaurant Manager first to ensure there is enough space (please note that discounts on food are less than they are for drinks). ● You are NOT permitted to use the pool. ● You are NOT permitted to use any of the sunbeds around the pool or on the decks. There is an area for staff with sunbeds and parasols next to the club which can be accessed from the front car park and there is also a small beach in the local port with free sunbeds. ● You may swim in the swimming area at the front of the club but the pontoons are for guests only. ● You may, with the permission of the Beach Manager, use the watersports facilities and take kayaks and SUPs out. Again, guests come first and you may be asked to come back in if the equipment is needed for a guest. If the beach is busy then you will be asked to leave and come back later - you are not permitted to ‘hang around’ the beach area if not using the facilities. ● 26 Private & Confidential
● We provide towels specifically for staff use. Please do not use guest towels, we have a limited amount. ● You must not walk around the club in swimwear. After a swim or using the watersports, you need to cover up when walking through the club to return to the staff changing area. ● You may use the gym and attend any classes on the fitness schedule, however please remember that guests come first. If a class is full, you will be asked to leave. ● You may use the spa (where you will receive a discount on selected treatments). Bookings should be made through reception. Please note that your treatment will be moved to another time if a guest wants to make a booking that clashes with yours. ● You may use the tennis court when not in use but must first check with reception to ensure there are no guests bookings. Please leave it as a guest would expect to find it and return all equipment to the appropriate place.
Personal Property Any personal property such as phones, jewellery, cash, credit cards or clothes, etc. left on the premises is done so entirely at your own risk. You are strongly advised not to leave any valuables unattended, either on our premises or in our vehicles, and to use the lockers provided. Peligoni does not accept liability for loss or damage to any personal property whatsoever. It is recommended that you have in place your own insurance to cover such possessions.
At the beginning of the season you will be allocated a locker, for which you will need to use your own padlock.
Mobile phones Whilst working, personal mobile phones should not be used except in the case of emergencies. Mobile phones should be kept in your locker during working hours. The club reception number may be given out to friends and relatives for use in emergencies.
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Communications All documents, manuals, hardware and software provided for your use by the Company and any data or documents (including copies) produced, maintained or stored on the Company’s computer systems or other electronic equipment (including mobile phones), remain the property of the Company. The same applies to company networks and email addresses.
You consent to the Company monitoring and recording any use that you make of the Company’s electronic communications systems for the purpose of ensuring that the Company’s rules are being complied with and for legitimate business purposes.
The following must not be transmitted or knowingly received by email, downloaded or streamed from the internet or otherwise stored on Company computers:
● Defamatory material, e.g. pictures, sound files or statements which have the potential to injure the reputation of a person, class of persons or an organisation, or which may be libellous. ● Obscene material, pornography or any other material which could be regarded as offensive. ● Material which may be discriminatory whether on the grounds of gender, gender reassignment, race, religion or belief, sexual orientation, age or disability, or which may be viewed as harassment by any particular person or class of persons.
You are not permitted to copy software or data from Company computers, or use email or internet access except for legitimate business purposes, or make any other use of computers or software for any purpose other than the Company’s legitimate business interests.
Company networks and email address are the property of the Company. All copies of messages created, sent, received or stored on the Company’s systems shall remain the property of the Company. These messages are not the private property of employees and as such there should be no exception of privacy in any circumstances. The contents
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of email messages may be disclosed to other employees and to third parties without further permission of the employee and at the discretion of the Company.
Intellectual Property Rights You may make or create intellectual property rights in the course of your duties and you have a special obligation to further the interests of the Company’s business in this respect. Where you make or create any intellectual property rights, which may be of benefit to the Company, you agree that all such rights shall be owned absolutely by the Company so far as the law allows. You agree to enter into all documents and do all things necessary to ensure such ownership. You waive all moral rights therein.
Data Protection and Access to Information Peligoni will comply with all statutory requirements of the Data Protection Act 2018 by taking all reasonable steps to protect all personal data and ensure the accuracy and confidentiality of such information.
The Data Protection Act protects individuals’ rights concerning personal information about them. Anyone processing personal data must comply with the eight principles of good practice.
Data must be: ● fairly and lawfully processed. ● processed for limited purposes. ● adequate, relevant and not excessive. ● accurate. ● not kept longer than necessary. ● processed in accordance with the data subject’s rights. ● secure. ● not transferred to countries without adequate protection.
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Employees can request access to the information held on them by the Company. All requests by employees to gain access to their personnel records should be made in writing.
Further information can be found in the Company’s Employee Privacy Notice and Data Protection Policy.
Professional Conduct and Public Statements All employees have a responsibility to act in good faith and to promote the good name and effectiveness of their employer. You are expected to be trustworthy and to conduct yourself reasonably at all times. No employee is permitted to give press or other media interviews or assist with or be involved in the publication of any article relating to the business affairs of the organisation or in relation to the organisation’s intellectual property, without prior consent from the GM.
Social Media It is prohibited for any employee to use Company IT systems to access or utilise social networking, unless they need to in order to carry out their duties and have prior consent from the GM.
The Company recognises that social interaction on the internet is an important and integral part of life and, if used correctly, can offer valuable business opportunities. However, inappropriate use of social media can be a serious drain on productivity and can also pose significant business risks. The Company must also ensure that confidentiality and its reputation are protected at all times.
The following guidelines apply to the use of social media:
● Personal Capacity: You should make it clear that you are speaking in your personal capacity and not as a representative of the Company. If you do elect to disclose your connection with the Company, then you must clearly and expressly state that your views do not represent those of Peligoni.
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● Permanent Form: It is always useful to bear in mind when posting any social media content or comment that they may be permanently and publicly available and that you may not be able to later delete or remove them. You should ensure that your communications are consistent with the image that you would like to present publicly including to the Company and any future employers, colleagues, friends, business contacts and the world at large.
● Personal Liability: Remember that you are personally responsible and may be legally liable for what you communicate on social media. Public statements of this type can create legal issues in a number of different ways which include being defamatory, a breach of confidentiality, an infringement of intellectual property or amounting to unlawful harassment.
● Misunderstandings: Before posting comments, think about whether, even if innocently meant, they could be misconstrued in a way that creates legal problems or reputational damage for the Company or yourself. Steer away from commenting on sensitive topics relating to the Company or your employment. Such comments might damage the reputation of the Company even if you make it clear that the views you express are personal.
● Respecting Privacy: All of us have information that we prefer to keep private. Do not post anything related to your colleagues, our guests, suppliers or other stakeholders without their express permission.
● Prohibited Use of Social Media: Your communications through social media, like all other modes of communication, must not breach the Company’s disciplinary or workplace rules or any other policy or procedure and must not cause the Company to be in breach of the obligations it owes to others.
● You may not use Company logos, brand names, slogans or other trademarks, or post any of the Company’s confidential or proprietary information without prior written permission.
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● You must not give references for any person on a social media site, including any professional networking sites, on which our identity as your employer is shown in any public or private part of the site. This applies whether the reference is positive or negative. The reason for this is that such references may otherwise be attributed to the Company and create legal liability both for the Company and you personally as the author.
Staff who breach these guidelines may be required to remove the offending internet postings, comment or information and may be subject to disciplinary action.
Bribery and other Corrupt Behaviour
The Company has a strict anti-bribery and corruption policy in line with the Bribery Act (2010). A bribe is defined as: giving someone a financial or other advantage to encourage that person to perform their functions or activities improperly or to reward that person for having already done so.
If you bribe (or attempt to bribe) another person, intending either to obtain or retain business for the Company, or to obtain or retain an advantage in the conduct of the Company's business this will be considered gross misconduct. Similarly accepting or allowing another person to accept a bribe will be considered gross misconduct. In these circumstances you will be subject to formal investigation under the Company’s disciplinary procedures, and disciplinary action up to and including dismissal may be applied. If you are in doubt you should take instructions from a senior manager
Whistleblowing
We are committed to conducting our business with honesty and integrity and we expect all staff to maintain high standards. Any suspected wrongdoing should be reported as soon as possible.
Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our activities. This includes bribery, facilitation of tax evasion, fraud or other criminal
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activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.
We hope that staff will feel able to voice whistleblowing concerns openly under this policy. Completely anonymous disclosures are difficult to investigate. If you want to raise your concern confidentially, we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.
We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.
Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern. If you believe that you have suffered any such treatment, you should inform the GM immediately.
You must not threaten or retaliate against whistleblowers in any way. If you are involved in such conduct you may be subject to disciplinary action. However, if we conclude that a whistleblower has made false allegations maliciously, the whistleblower may be subject to disciplinary action
If you have any concerns about the Company, and its work, these should be raised with the GM. If the GM isn’t available or the issue raised concerns them, the issue should be raised with the Managing Director. All employees are protected by the Public Disclosure Act.
Expenses Policy This policy applies to all our employees that need to spend money for work related activities.
● All expenses must be approved by the General Manager or Purchasing Manager. ● Approved expenses will only be reimbursed where clear and legible receipts are submitted to the Accounts Manager.
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● Where any one receipt exceeds €100, a tax invoice must be requested with the shop/supplier at the time of purchase, otherwise the expenses may not be reimbursed. ● Expenses will be reimbursed in cash unless otherwise agreed. ● Any excessive expenses will be investigated. In cases of falsified or exaggerated claims, disciplinary action may be taken.
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Health & Safety Achieving a healthy and safe workplace is a collective task shared between the Company and its staff. All staff must:
● take reasonable care for their own health and safety and that of others who may be affected by their acts or omissions.
● cooperate with the GM and the Company generally to enable compliance with health and safety duties and requirements.
● comply with any health and safety instructions and rules, including instructions on the safe use of equipment.
● keep health and safety issues in the front of their minds and take personal responsibility for the health and safety implications of their own acts and omissions.
● keep the workplace tidy and hazard-free.
● report all health and safety concerns to the GM promptly, including any potential risk, hazard or minor or trivial it may seem.
● cooperate in the Company’s investigation of any incident or accident which either has led to injury or which could have led to injury, in the Company’s opinion.
● use equipment as directed by any instructions given by representatives of management or contained in any written operating manual or instructions for use and any relevant training.
● report any fault with, damage to or concern about any equipment (including health and safety equipment) or its use to the GM, AGM or Duty Manager.
● ensure that health and safety equipment is not interfered with.
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● not attempt to repair equipment unless suitably trained and authorised.
● promptly report any accident at work involving personal injury, however trivial, to the AGM so that details can be recorded in the Accident Book and cooperate in any associated investigation.
● familiarise themselves with the details of first aid facilities and trained first aiders, which are available from the GM, AGM or Duty Manager.
● if an accident occurs, contact the Duty Manager, giving name, location and brief details of the problem.
● familiarise themselves with the Fire Policy and Procedure to understand what to do in the event of a fire which is available from the GM, AGM or Duty Manager.
● ensure they are aware of the location of fire extinguishers, fire exits and alternative ways of leaving the building in an emergency.
● comply with the instructions of fire marshals if there is a fire, suspected fire or fire alarm (or a practice drill for any of these scenarios).
● co-operate in fire drills and take them seriously (ensuring that any visitors to the building do the same). Fire drills will be held at least once during the season.
● ensure that fire exits or fire notices or emergency exit signs are not obstructed or hidden at any time.
● notify the GM immediately of any circumstances (for example, impaired mobility) which might hinder or delay evacuation in a fire. This will allow the GM to discuss a personal evacuation plan for you, which will be shared with the fire wardens and colleagues working near to you.
Any breach of health and safety rules will be taken very seriously and is likely to result in disciplinary action, up to and including summary dismissal.
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The Company’s Health and Safety Policy Statement is displayed in the staff room.
Fire Safety
During your training and induction, you will be briefed on what to do in the event of a fire. It is your responsibility to ensure you are familiar with the Company’s fire policy and procedures and to know who to contact to raise the alarm so if you have any doubts please speak to your line manager.
All employees have a responsibility to take reasonable steps to ensure they do not place themselves or others at risk or harm. They are expected to cooperate fully with any procedures that may be introduced as a measure to protect the safety and well-being of staff, guests and visitors.
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Termination of Employment If you wish to terminate your employment prior to the Termination Date (as set out in your employment contract), you are required to give two weeks’ notice. This should be put in writing and addressed to the AGM.
If the Company wishes to terminate your employment prior to the Termination Date, you must be provided with one week’s notice, in writing. The Company may, at its discretion, terminate your employment without notice and make a payment of basic salary in lieu of notice.
In the event that you fail to give the Company the required period of notice, the Company reserves the right to deduct from your salary any amount equal to the costs incurred directly or indirectly by the Company as a result of your breach of contract.
You will forfeit your security deposit and be responsible for meeting any return travel costs where this agreement is terminated by you, or you are dismissed for gross misconduct.
The Company reserves the right to terminate your contract immediately without notice or a Payment in Lieu of notice if:
● you are guilty of gross misconduct or commit any act which is likely to bring the Company into disrepute.
● you commit a serious breach of your obligations as an employee.
● you neglect, refuse, fail or for any reason become unable to perform your duties.
● your relevant certificates or qualifications expire.
● if you cease to be entitled to work in both the UK and Greece.
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Other Employment You must devote the whole of your time, attention and abilities during your hours of work to your duties for the Company and you may not perform any duties, whether directly or indirectly, for any business or employment during your working hours.
You may not, without the prior written consent of the Company, work for or in any other way assist, whether directly or indirectly, any business or employment outside your hours of work with the Company.
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Disciplinary Procedure In the event that company rules are broken, disciplinary action may be taken. Minor conduct or performance issues can usually be resolved informally with your line manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.
Principles 1. The procedure is designed to establish the facts quickly and to deal consistently with disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated. 2. At every stage employees will be informed in writing of what is alleged and have the opportunity to state their case at a disciplinary meeting and be accompanied, if they wish, by a work colleague. 3. An employee has the right to appeal against any disciplinary penalty.
We will give you written notice of the disciplinary hearing, including sufficient information about the alleged misconduct or poor performance and its possible consequences to enable you to prepare. You may be accompanied at the hearing by a trade union representative or a colleague.
We will inform you in writing of our decision, usually within one week of the disciplinary hearing.
Stage 1 - First Warning If an employee’s conduct or performance is considered unsatisfactory, they will be given a written warning or performance notice. The employee will also be informed that a final written warning may be considered if there is no sustained satisfactory improvement or change.
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Where the first offence is sufficiently serious, for example because it is having, or is likely to have, a serious harmful effect on the Company, the Company may move directly to a final written warning.
Stage 2 - Final Written Warning If the offence is serious, or there is no improvement in standards, or if a further offence of a similar kind occurs, a final written warning will be given which will include the reason for the warning and a note that if no improvement results within a specified amount of time, action at Stage 3 will be taken.
Stage 3 - Dismissal If the conduct or performance has failed to improve, or for any act of gross misconduct the employee may be dismissed.
We may consider other sanctions short of dismissal, including demotion or redeployment to another role (where permitted by your contract), and/or extension of a final written warning with a further review period.
Appeals An employee who wishes to appeal against any disciplinary decision must do so, in writing, to the Managing Director, within three working days. They will hear the appeal and decide the case as impartially as possible.
The appeal hearing will, where possible, be held by someone other than the person who held the original hearing. You may bring a colleague or trade union representative with you to the appeal hearing.
We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There is no further right of appeal.
Examples of Misconduct The following are examples of misconduct that the Company may warrant as ‘serious misconduct’ depending on their severity. The list is illustrative and not exhaustive.
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● Demonstrating an uncooperative and/or disrespectful attitude to other members of staff and/or visitors to the Company and its guests. ● Abuse or misuse of Company property, materials, equipment, facilities or merchandise. ● Any form of unauthorised absence including leaving or failing to attend work without permission or adherence to Company procedures. ● Poor timekeeping. ● Engaging in unnecessary activity which prevents the employee from fulfilling their role, e.g. dealing with personal telephone calls during working hours, taking breaks for activities such as smoking, accessing the internet for personal reasons during working hours and/or not fulfilling the required working hours. ● Failing to comply with Company policies and procedures. ● Failing to comply with Company financial transaction procedures. ● Wasting Company resources and/or causing unwarranted expense to the Company. ● Failure to meet the Company standards of dress or personal hygiene.
Severe or repeated examples of these matters or the cumulative effect of several of them may be deemed to be gross misconduct.
Gross Misconduct Gross misconduct is very serious and covers many aspects of unacceptable activity in the workplace. The following examples are considered to be acts of gross misconduct which can lead to dismissal without notice or warning.
This list is not exhaustive or exclusive, and any other major breach of duty or any other conduct may also be considered.
● Serious insubordination, including deliberate refusal or wilful failure to carry out a reasonable and lawful direct instruction given by a manager. ● Being in possession of or dealing in illegal drugs, whether in or out of work. ● Drinking alcohol on duty or being excessively drunk whilst in the club. ● Wilful, malicious, reckless or negligent acts resulting in damage to Company, other employee, guest or public property (including staff accommodation)
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including damage to or failure to take proper care of any Company vehicle or equipment. ● Acts of gross negligence or misconduct involving careless or reckless driving, (these include the use of hand-held mobile phones whilst driving, whether or not an accident results). ● Acts which amount to a breach of health and safety legislation, including smoking whilst at work and smoking in company vehicles ● Acts which the Company reasonably believes or suspects would amount to fraud or any other offence committed against the Company if reported to the police. These include theft or dishonesty including, but not limited to: ○ deliberately not paying for food & beverage at the club (other than that provided to you). ○ deliberately making a false entry in the written records of the Company. ○ inaccurate or fraudulent recording of financial transactions. ○ intentional falsification of expenditure reports. ○ interference with any formal records kept by the Company. ○ knowingly giving false information or deliberately omitting relevant information on the job application form or curriculum vitae. ○ offering or taking an inducement to conclude any form of business for the Company or carrying out any activity which the Company reasonably believes to amount to bribery. ● Being convicted of or charged with a criminal offence during the course of your employment, thereby causing harm to the reputation of the Company or relations with the Company's employees. ● Dishonesty, theft or misappropriation of property including intellectual property and confidential information belonging to the Company, guests, or other employees. ● Breach of confidentiality and/or Data Protection requirements. ● Breach of safety rules and/or any action, which seriously endangers the health or safety of an employee, or any other person whilst at work, whether or not actual harm results. ● Performing, arranging or carrying out any work or activity which could be considered to be in competition with, or which adversely affects in any way, the Company’s interests.
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● Substantiated acts of unlawful discrimination or harassment or bullying on any of the prohibited grounds related to any protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation). ● Misuse of social media by representing your views as that of the Company or by making statements or sending messages which, in the Company’s view, are detrimental to the Company or likely to bring it into disrepute. ● Contravention of legislation in respect of health & safety or any other statutory requirements relevant to employment, including: ○ intentional or reckless misuse of equipment or behaviour which is likely to endanger other people's or your own health and safety. ○ serious cases of bullying including offensive, aggressive, threatening or intimidating behaviour or excessive bad language directed at staff, guests or the public. ○ indecent or lewd behaviour of a serious nature. ○ acts of violence including: ■ fighting, physical assault or dangerous horseplay. ■ physical or verbal harassment and/or bullying on any grounds whatsoever. ■ aggressive/abusive/drunk/improper behaviour whether on Company property or outside working hours. ● Computer-related breaches of fundamental standards, including: ○ copying computer software without authorisation. ○ unauthorised access to or disclosure of any part of the Company's computer-stored data. ○ unauthorised use of Company computer equipment (for any form of social networking, personal access to the internet, any form of personal use). ○ unauthorised access to or disclosure of any confidential information from whatever source including any personal data under Data Protection legislation. ● Incitement of others to commit acts of gross misconduct.
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While the alleged gross misconduct is being investigated, the employee may be suspended, during which time he or she will be paid their normal pay rate. Any decision to dismiss will be taken by the employer only after full investigation.
After Dismissal If you are dismissed, we will book you on the next available flight back to London, at your expense, and we will provide you with transport to the airport. You will be asked to hand back any property you may have that belongs to the company and settle any outstanding bar tabs. You will be escorted to your staff accommodation by a member of the management team and asked to pack your belongings. You will not be permitted to return to the club.
You will be paid, into your UK account as normal, up to and including the date of dismissal, less the cost of your flight. You will forfeit your security deposit and any bonus payments you may have otherwise been entitled to.
This procedure does not form part of any employee's contract of employment and we may amend it at any time.
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Grievances Our aim is always to encourage employees to have an open and honest relationship with their line manager and colleagues and to raise any concerns about any aspect of their employment in an appropriate manner.
We define a grievance as any complaint, problem or concern, you have relating to the workplace, your job, or your co-workers. This procedure should be used to settle all disputes or grievances. The purpose is to settle any grievance fairly, simply and quickly.
This procedure does not form part of any employee's contract of employment and we may amend it at any time.
Dealing with grievances informally If you have a grievance, which you do not feel you can resolve yourself, you should first raise the matter with your line manager. If the matter itself concerns your line manager, then the grievance should be taken to another senior manager. You may be able to agree a solution informally between you.
Formal grievance If the matter is serious and/or you wish to raise the matter formally you should set out the grievance in writing to the AGM. You should stick to the facts and avoid language that is insulting or abusive.
If you feel unable to approach him or her you should talk to the General Manager or another senior manager.
Grievance hearing The AGM will call you to a meeting, as soon as possible, to discuss your grievance. You have the right to be accompanied by a colleague or union representative if you make a reasonable request in advance and tell us the name of your chosen companion. If you or your companion cannot attend at the time specified you should let us know as soon as possible and we will try, within reason, to agree an alternative time.
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After the meeting, the AGM will give you a decision in writing, normally within one week..
Appeal If you are unhappy with the AGM’s decision and you wish to appeal you should inform the General Manager (or the Managing Director, if your grievance hearing was with the General Manager). Your appeal should be submitted in writing within three days of the decision being given to you, setting out your full grounds of appeal. You will be invited to an appeal meeting, as soon as possible, and your appeal will be heard by the General Manager or the Managing Director. You have the right to be accompanied by a colleague at this meeting if you make a reasonable request.
After the meeting, the General Manager or Managing Director will give you a final decision, normally within one week. Their decision is final.
This procedure does not form part of any employee's contract of employment and we may amend it at any time.
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Environmental Care Due to the ever-increasing carbon emissions in our daily lives we would request that you try as much as possible to help us to help the environment. We request that you try to follow the guidelines as much as possible, both in the club and in your staff accommodation.
Water Conservation Despite being on an island, fresh water in Greece is a scarce commodity. The club and most of the accommodations do not have a mains water supply, and this has to be shipped to the properties in large tankers.
● Do not have excessively long showers. ● Try not to wash any items in the sink under running water; leave them on the side and wash up when there is a full load for the dishwasher or filled sink of water. ● If you need to rinse items in the sink, try to do it for the shortest possible time. ● Ensure the washing machine has a full load and is on the correct cycle and temperature for maximum efficiency. ● Do not just tip away half full bottles of water; use them.
Energy and Fuel Conservation ● Please switch off all lights after use or when leaving a room. Don’t switch every light on, just what you need. ● Electronic items, which have standby functions, still consume a lot of energy. Switch all appliances off at the wall or main on/off switch. ● Remove chargers/battery packs from wall sockets when not in use; this has the added advantage of saving you money by prolonging the life of your charger/battery pack. ● Do not leave air conditioning on in your staff accommodation when you are not there. The owners will go into your rooms and turn these off and present you with a hefty bill.
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Recycling and Waste Please try to recycle as much as possible. Bins for plastic, cardboard/paper, cans and glass will be in the back car park of the club. Please bring any recycling from your staff accommodation down to the club on a regular basis. Blue Beach have their own bins.
Food waste should be stored in the bin store in the back car park - please ensure that bags are tied correctly and are not too heavy. Cleaning out the bin store in the summer heat is not a fun job.
Other, non-food, waste that cannot be recycled should be placed in the trailer in the back car park. Rubbish is taken away once a day by the driver and maintenance team.
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Other Useful Information
Postal Address The postal address for the club is:
Peligoni Club M.Epe Agios Nikolas Volimes Skinari 29091 Zakynthos GREECE
The post is delivered to a P.O. box in the port which is checked once a week.
Doctors If a guest needs to see a doctor, we can arrange for someone to come up to the club. If a guest approaches you about this, please ask them to enquire at reception.
Peligoni has an agreement with a local doctor whereby they will see our staff who require non-emergency medical care at a discounted rate. You may be required to visit them at their surgery in Alykanas. There are several pharmacies on the island, the closest being in Katastari, who can also offer advice and medication on more common ailments.
Statutory entitlements We will comply with our statutory obligations in relation to: ● Maternity leave ● Adoption leave ● Paternity leave ● Shared Parental leave
For further information please speak to the AGM.
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