2016
GOLDEN PALACE CASINO.
CODE OF CONDUCT
NAKURU LUCKY INVESTMENTS LIM ITED
3/5/2016
NAKURU LUCKY INVESTMENTS LIMITED
EMPLOYEE’S CODE OF CONDUCT.
Nakuru Lucky Investments Limited is committed to market quality in
gambling to its customers responsibly and profitably. We are each other
The company code of conduct will provide policies that will remain applicable
to the entire organization. This shall provide guideline/ rules and regulation
which must be adhere to by all employees in the organization.
Conduct
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All staff are expected to remain courteous and polite to the customers
Chatting among the staff while gaming is not allowed however small the
game is.
In the event of any dispute with the player which cannot be resolved
without arguing, then pit boss or manager shall be called to intervene
and resolve the matter and if its beyond their ability, then directors shall
be notified.
Dealers are not expected to argue with inspectors. in case of any
difference of opinion, such difference shall be resolved a way from players
and tables, pit boss/ shift managers shall be informed.
There must exist high level of cooperation among the staff for a common
purpose/objective of the organization.
Dressing code for dealers.
 Uniforms shall be provided by the company.
 All trousers and shirt pockets must be sown up and no turn ups for the
trouser shall be allowed.
 Personal hygiene shall be of high standard with well shaved hair/beards,
finger nails to be cut short and well ironed uniform. Ladies have to wear
makeup. For both cases wedding/ engagement rings and watches will be
allowed.
 That all dealers shall be dressed in a white shirt with faint stripes, black
trouser with sealed pockets without turn up, half coat and black shoes.
Gaming security.
 Dealers shall be responsible for keeping their floats while on the table
and no inspector will handle the chips. Clear hands must be showed
with open palms each time you touch chips.
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That money should not exchange hands between the dealer and player
whether inside or outside.
All staff to remain at work till departure time. If any departure then
permission must be obtained from the management through the
stipulated procedure in this code of conduct.
Eating and chewing while on the table is not allowed
No cell phones shall be allowed on or around the gaming area.
All breaks shall be taken at the staff room. While at the staff room, you
are allowed to eat, chew and drink.
Mobile phone is your personal asset and should not interfere with the
work activities i.e when you have been assigned to go to the table; you
are expected to go immediately without further delay.
That chips shall not exchange hands, that hands always be kept clearly
seen on the table
Hands must be showed before and after reaching somewhere else from
the table.
Hands cleaning procedures
Gaming staff will clean hands by opening the palm before and after: Touching a players bet
 Passing anything to or taking from a fellow staff or player
 When arriving at or leaving the table
 Touching any part of the body or hands are leaving the table.
 Have to follow rules given by gaming department of each game.
Attendance
 All staff in the gaming department shall report to the pit boss on duty to
be marked present in the attendance register.
 The pit boss will return the attendance register to hr office on daily basis.
 Absenteeism shall not be tolerated and if abused, it may attract
summery dismissal as enshrined in section 44 clause (4) a of the
employment act No.11 of 2007.
 All staff wishing to take leave of absence must appropriately feel leave
application form which must be signed by: applicant, head department
(H.O.D), Shift manager and take to hr office for further consideration/
acceptance of such leave. That the days taken shall be deducted from the
annual leave or recovered from pay.
 All medical sick off shall only be accepted if issued by qualified medical
practitioner which receipts must be attached to such sick off sheet.
Health and safety policy states as follows
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Each employee shall be given information or necessary training to enable
perform well in all games
All employees shall be provided with uniform
Each employee is under obligation to take reasonable care and
responsibility over his /actions or omissions.
All employees must co-operate with the company for successful
implementation of the health and safety policy, consequently total
commitment is required from all employees at all levels in this company.
However, if anyone does not cooperate, corrective action shall be taken.
To realize the above, the company has put in place an employee’s
code of
conduct. Each employee shall receive a copy of this code of
conduct. It is the duty of each and every employee to read and
understand the contents outlined.
1. Time management
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Always keep time, it is essence. The reporting time is 11:45am.,
7:45pm and 9:45pm
 All staff to be on the table 12:00 noon, 8:00pm and 10:00pm ready
for the customers at their work station.
 Lunch and tea will be provided by the company free
 Always clock in and out accordingly.
2. CLEANLINESS AND TIDYNESS
 High level of sanitation are to be observed
 Surrounding areas are to be cleaned daily.
 Toilets should be kept dry and clean at all times. Taps should be
turned off after use.
 All passages and pathways should always be clear of any
obstacles.
 During the rainy season all shoes should be wiped before entering
the casino
DISCIPLINE
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Everyone is expected to be at their workstation whenever needed
Each and every employee should be honest to themselves, their
colleagues and the company.
Company property of whatever nature should not be taken out of
the premises unless under permission from the relevant authority.
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Theft of the company property shall not be entertained and should
be
avoided; equally theft of personal property or personal
protective clothing/ equipment is discouraged.
Courtesy is to be observed especially towards customers and
amongst the employees as it enhances cooperation in the work
place.
Any request should be written and channeled to the management
through the right channels.
Staff are not allowed to use drinks and food for our customers
RECRUITMENT.
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Golden Palace Casino will remain committed to fair and just to all
applicants. Candidates shall be selected on merit from applicants
CVs after selection the candidates shall be conducted by means of
phone call.
 Those who respond positively will be informed of time to arrive for
the interview.
 Only those who qualify on merit will be given chance to serve.
 Proper induction will be given to the fullest before taking up or
assigned duty.
 That golden palace casino does not encourage referral from within
or outside.
 The HR is not allowed to practice nepotisms, soliciting for bribes,
sexual demands or be influenced by any government officer within
or outside.
 Shall not employee two or more people from the same family
background due to the dynamics that arise from families.
DISCRIMINATION/ FAVOURISM
Each employee is entitled to fair and respective treatment by his or her
supervisors, subordinate and colleague. No discrimination or favoritism
shall be tolerated based on race, tribe religion, sex, disability, age, health
status or any other relevant category.
Confidentiality
All employees shall maintain confidentiality of any company information,
ideas or otherwise unless with prior permission from the management.
Such permission shall be in writing. All relevant information shall be
kept confidential even if there is no formal secrecy obligation.
3. FIRE EMERGENCY RESPONSE
Incase of fire.
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Raise alarm by activating the fire alarm
If possible eliminate the cause of the fire immediately
However, do not try to put out the fire with the fire equipment if
you are not a trained fire fighter, you may harm yourself.
Avoid as much as possible to run around confused but, calmly
and quickly use the fire exit near after safe guarding your work
place
Assemble at the fire assembly point and wait for further
instruction from the management.
The fire hose reels should only be used in case of fire
HEALTH, SAFETY & ENVIRONMENT
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All employees are expected to perform their duties in accordance to
health and safety policies and rules outlined. Each employee is
responsible for his/her own safety and safety of those around
them.
 In case of an accident or injury, seek First Aid attention from the
trained first aiders.
Disciplinary Procedure
DEFINITION AND SCOPE.
Is the measures taken where staff members fails to adhere to the set
procedures, rules and regulation at Golden Palace Casino
The procedure covers all the activities from the time a disciplinary
case is reported, evaluated and disciplinary action taken to appeal,
decision on appeal to the closure of the disciplinary case
OBJECTIVE.
To ensure that cases that warrants disciplinary action are identified
and remedial action taken timely and fairly.
To ensure that Golden Palace Casino staff maintains the highest
standard of discipline and that non-compliance with the code
conduct.
Responsibility& Authority procedures
1. The immediate supervisor notices or is informed of an anomaly and carries out
preliminary investigation and determines the cause
2. Summon the concerned staff for discussion of the anomaly. If the staff
appreciates the problem the supervisor counsels the staff and they agree on
the way forward
3. NB: Supervisor is limited on the magnitude of the anomally. That is, may
only provide counsel for minor cases .
4. He seeks for further explanation where the staff has not adequately
addressed the problem.
5. Review the explanation given by the staff and if satisfied that the matter is
still not serious give the staff oral warning and note the same in the
Departmental jotter.
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NB: Serious disciplinary cases start from the repeated minor offences,
major offences and gross misconduct offences
Update the Unit Head on the case and actions taken
For serious offences and/or a repetition of the problem, consults the
Head of
Unit and write to the employee seeking explanation for the
offence. A copy is sent to
the Head of Unit and Human Resources
The employee responds in writing within two (2) working days of
receipt of letter
Analyses and review the explanations and communicate the
recommendations to
the Head of Human Resources through the
Head of Unit
Human Resources reviews the matter and determines the case is serious.
Writes to the staff a Show Cause Letter with specific deadlines of receipt
of the same.
The employee responds in writing within the given time limits
Head of Human Resources determines the explanation and writes to the
staff a caution or warning letter depending on the nature of the offence.
If the employee disputes, he/she will appeal using the appeal procedure.
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SECURITY SEARCH:
The management will reserve the right to search all staff while entering and
leaving the premises using security personnel at the entrance of the casino.
Any resistance will render to banned / dismissed if he/ she is a staff.
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Any staff that may opt to leave during working hours must have a gate
pass duly felled by section head of his/her department and approved by
HR/ director.
All hand bags shall opened to see the contents inside the bag.
All company property carried out must have gate pass approved by HR/
Director
PERSONAL OBLIGATION
Employees shall use good judgment and commonsense in all situations,
however if a situation is unclear one should seek advice and direction
from the person in charge.
COMPLIANCE.
 NAKURU LUCKY INVESTMENTS LIMITED is committed to
ensuring compliance with this code of conduct by all its
employees and managers.
 Each employee must submit an acknowledgement in writing
that they have read and understood this code of conduct
 All employees are expected and encouraged to communicate
honestly and freely with supervisors or appropriate managers
when in doubt about the course of action in particular
situations.
 Any employee who shall act against any of the contents herein
shall be liable for a penalty. The management shall be the sole
determinant of the penalty or disciplinary measure.
 The employees should always be in possession of this code of
conduct and it should be made available to any person in
authority as required.
EMPLOYEES DETAILS
Name_____________________________________________________________________
ID NO.____________________________________________________________________
EMPLOYEE
NO._______________________________________________________________
ADDRESS___________________________________________________________________
_
TEL: _______________________________________________________________________