The Fahd and Royal Family home
“Hale Koa” Kapiolani Mountain Range House
1000 Paia Road, Honolulu, Hawaii, USA 04324
Completed - September 14, 2002
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Family Living Goals
 The presentation of Saudi Arabian values, ethics and morals under the
Holy Koran is paramount within the human mind and bodice.
 The five tenants of Islam must be known and memorized to exude them
at all times. Professional staff does not need to practice or believe in
Islam. However our homes, air and ship fleets must present our beliefs
in a seamless fashion. Professional staff will study the Koran and
understand it.
 This home in Hawaii is a relaxation home. Some aspects of strictness
can be relaxed for the American lifestyle.
 The family is to be focused on at all times and our goal is to live for the
family – above all others in this world, save Islam and Saudi Arabia.
 A relaxing lifestyle is sought here.
 On travel to Saudi Arabia and other Gulf States a serious business style
is had. These two paradoxical worlds converge and confuse but must
be learned and displayed within the staff and family. No one is exempt.
 Our living goals encompass discussion in three languages: Arabic for
state business, French for leisure and study in the home and English for
corporate business, worldwide. All family and staff must adhere to these
goals to travel, interact and live with the family.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 The family enjoys learning by travelling to over 120 homes, worldwide.
Likewise, controlled interaction with the populace provides benefits and
human understanding.
 All male members of the family pride themselves on service in the Army,
Air Force or Navy and regularly practice ancient fighting methods as well
as modern day methods. Staff is expected to intertwine with the family
and provide support to such goals and lifestyle. For the male members,
this is a primary goal in our life.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Family Tree
Primary Employer and Director to Estate Manager Mongiello is
Prince Abdullah Ibn Abdul Aziz Al Saud
This era began in 1902 (1319 H) when King Abdul Aziz Ibn Abdul
Rahman Al Saud captured Riyadh in the process of founding the Kingdom
of Saudi Arabia. The fathers of fathers are as follows and will be
memorized: King Abdul Aziz Al Saud, King Saud Ibn Abdul-Aziz Al Saud,
King Faisal Ibn Abdul-Aziz Al Saud, King Khaled Abdul-Aziz Al Saud and
the Princes father of King Fahd Abdul-Aziz Al Saud. Prince Abdullah Ibn
Abdul Aziz Al Saud is seated on the bottom left. As accomplishment is
directly linked with the family and tree, the following facts were commanded
to be put into the tree section:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
The Father: King Fahd, as he is often called in
America, (an acceptable slang name in this Hawaiian
home and all of the family homes) is discussed briefly, first.
He is the Custodian of the Two Holy Mosques within the
tree of the family and country of Saudi Arabia. One must
think and consider the tree of the country when
contemplating the tree of the family and shall not casually dare to dismiss
the two as unlinked. Achievement is directly related to tree.
Born in 1921 (1340 H), King Fahd studied at the Prince's School and
later at the Saudi Institute in Makkah Al Mukarramah. In 1953 (1371 H),
during the reign of King Saud, he was appointed the country's first Minister
of Education, energetically contributing to the development of Education in
the Kingdom.
In 1962 (1381 H), he was appointed Minister of the Interior, and in
1967 (1387 H) Second Deputy Premier. In 1975 (1395 H) during the era of
King Khaled, he became Crown Prince and First Deputy Premier. He
became King of Saudi Arabia in 1982 (1402 H) following the death of King
Khaled.
Throughout his political career, King Fahd participated in and led
various Saudi delegations; thus acquiring the expertise needed to take
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
important decisions in both domestic and international domains. His early
activities included attending the U. N. inauguration meeting in San
Francisco in 1945 (1364 H). He headed the Kingdom's delegation to the
Coronation of Elizabeth II in 1953 (1371 H). That is an important fact in the
family tree and history – to the family and should not be forgotten.
The Son and Primary Employer of
this Estate: Prince Abdullah Ibn Abdul Aziz Al Saud
(primary employer) was born in Riyadh in 1924 (1343 H).
He was taught by a group of senior Ulema and prominent
teachers. His wide reading in politics, the economy and
culture enhanced his knowledge. In 1962 (1382 H) King Faisal Ibn Abdul
Aziz appointed him Head of the National Guard, a military institution with a
civilizing mission.
Prince Abdullah heads this organization and has transformed it into a
well-equipped modern institution. In 1975, King Khaled issued an order
appointing HRH as Second Deputy Premier in addition to his post as Head
of the National Guard. When King Fahd assumed power following the
death of King Khaled on 13/6/1982 (21/8/1402 H), he chose Prince
Abdullah Ibn Abdul Aziz as Crown Prince and First Deputy Premier.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Prince Abdullah has played a remarkable role in achieving
reconciliation and settling differences between Arab countries. In addition
to his wide reading, Prince Abdullah is known for his love of horsemanship,
a hobby reflected in his patronage of the Equestrian Club in Riyadh. The
establishment of the King Abdul Aziz Public Library in Riyadh, the capital,
which contains thousands of books, evidences his penchant for wide
reading.
In addition, he has established the King Abdul Aziz Foundation in
Morocco. Prince Abdullah Ibn Abdul Aziz also patronizes a cultural and
social festival held annually in Janadriyah near Riyadh, under the title
"National Festival for Heritage and Culture.” All those concerned with
cultural, social and heritage activities participate in the festival, which is
attended by men of letters and media professionals from Arab and Islamic
countries.
Prince Sultan Ibn Abdul Aziz Al Saud, Second
Deputy Premier, Minister of Defense and Aviation and
Inspector General is referred to as His Royal Highness
(HRH) at all times.
HRH Prince Sultan was born in Riyadh on the 5th of
January, 1928 (13th of Rajab, 1346 H). On 2/6/1947 (17th of Rajab, 1366
H), King Abdul Aziz appointed him Governor of the Riyadh Region. On the
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
formation of Saudi Arabia's first of Ministers on 24/12/1953 (18/4/1373 H),
he was appointed Minister of Agriculture, which allowed him to give special
attention to the Bedouin Resettlement Project.
On 5th November 1955 (21/3/1375 H), he was appointed Minister of
Communications. Prince Sultan was appointed Minister of Defense and
Aviation and Inspector General on 13/10/1962 (15/5/1382 H). Ever since,
the Saudi ground, air, naval and civil defense forces have undergone swift
development. In 1982 (1402 H), he was appointed Second Deputy
Premier, in addition to his previous post as Minister of Defense and
Aviation and Inspector General. In this capacity, he chairs some of
Ministers sessions.
Prince Sultan chairs a host of organizations and committees of various
specializations in the Kingdom of Saudi Arabia. These include:
* The General Organization for Military Industries.
* The Saudi Program for Strategic Reserves.
* The Economic Balance Committee.
* The Manpower
* The Board of Directors of the Saudi Arabian Airlines (SAUDIA)
* The National Commission for the Conservation and Protection of
Wildlife.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Prince Sultan is well known for his humanitarian and philanthropic
contributions, establishing for this purpose "The Prince Sultan Ibn Abdul
Aziz Al Saud Philanthropic Society." It is run by a Board of Trustees
chaired by Prince Sultan, with his sons and a number of citizens as
members.
Prince Nayef Ibn Abdul Aziz Al-Saud, The Minister
of Interior was born in the city of Taif in 1934 (1353 H.).
He received his education at "The Princes School" and at
the hands of senior Ulema (religious leaders) and sheikhs.
In addition, he has read widely in the fields of politics,
diplomacy and security.
He was appointed Deputy to the Governorate of Riyadh Region on
15/3/1952 (29/6/1371 H.). The governor at that time was his brother
H.R.H. Prince Sultan Ibn Abdul Aziz.
In 1952 (1372 H.) he was appointed Governor of the Riyadh Region,
a post he held until 1954 (25/8/1374).
On 3/6/1970 (29/3/1390 H.), a royal order was issued appointing him
Vice-Minister of the Interior.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
On 1974 (16/9/1394 H.), a royal order was issued appointing him
Vice-Minister of Interior, with the Rank of Minister.
On 1975 (8/10/1395 H.) he was appointed Minister of the Interior, a
post he still holds.
Prince Nayef's Other Assignments:
* Chairman of the Higher Information.
* Chairman of the Higher Industrial Security Commission.
* Chairman of the Higher Haj Commission.
* Chairman of the Higher Civil Defense.
* Chairman of the Board of Directors of the Arab Center for Security
Studies and Training.
* Honorary President of the Arab Interior Ministers.
* Chairman of the Manpower, on the strength of a Ministers Decision
on 31/12/1990 (14/6/1411 H.)
* Chairman of the Committee charged with laying down the Basic
System of Government, the Al-Shoura System and the Provincial
System, issued in 1412 H.
Efforts Exerted at the Arab and International Levels:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Prince Nayef Ibn Abdul Aziz, the Minister of Interior, is the Honorary
President of the Arab Interior Ministers’. His exceptional efforts have led to
the approval of an Arab strategy for combating the abuse of drugs, as well
as the Arab Security Strategy (2nd Session, Baghdad, 1983 (Rabei Al-Awal
1404 H.) A preventive Arab security plan was approved (3rd Session,
Tunis, 9-11 1984 (Rabei Al-Awal 1405 H.). An Arab Security Plan was also
approved in the 4th Session.
These efforts continued during the 's regular sessions. In 1992, Rajab
(1413 H.) during its 10th Session, they passed several decisions, including
the approval of the special report on implementing the Arab Strategy's
phased anti-drugs plan and on working out a second phased plan for the
next five years.
During the 11th session, HRH Prince Nayef Ibn Abdul Aziz, the Minister
of Interior stressed the importance of improving Arab security cooperation
to help Arab governments and peoples achieve the desired development.
* In addition, Prince Naif contributed to the improved performance of
security men through training and continuous education.
* He has striven to eradicate crime and protect the society from
destabilizing factors by the application of Islamic Shariah. The Kingdom
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
has thus become a model of security and stability worthy of emulation
throughout the world.
* He has steadily urged the mass media to confront important issues
and exchange views, while remaining measured and calm, within the
framework of Islamic values and authentic Arab traditions.
* As Chairman of the Higher Haj Commission, his efforts to improve Haj
services have been praised by pilgrims.
* He has personally lead the campaign against drug-traffickers, with a
view to protecting the Kingdom's youth.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Primary Employer Prince Abdullah Ibn Aziz Al Saud
1. Name: Prince Abdullah Ibn Aziz Al Saud
2. Nickname: Prince Abdullah
3. Age: 79
4. Religion: Islam, Muslim
5. Hobbies: Studies specific to Mesopotamia and collegiate level
dialogues, Chess, Checkers, Card games including Western games,
weapon studies, ancient warfare studies, reading in general.
6. Interests: History, ancient studies – especially the Koran, Islam and the
devotion to it, horses and especially Arabian and Belgian ones, teas of
the world, beers of the world – especially American and German beers.
7. Country of origin: Saudi Arabia
8. Region: Capitol region of Riyadh
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
9. Education: He was taught by a group of senior Ulema and prominent
teachers. His knowledge was enhanced, by his wide reading of politics,
the economy and culture.
10.
Awards: Assorted minor awards.
11.Achievements: He has established the King Abdul Aziz Foundation in
Morocco. Prince Abdullah Ibn Abdul Aziz also patronizes a cultural and
social festival held annually in Janadriyah near Riyadh, under the title
"National Festival for Heritage and Culture.” All those concerned with
cultural, social and heritage activities participate in the festival, which is
attended by men of letters and media professionals from Arab and Islamic
countries.
12.Occupation: Crown Prince
13.Extended family member interaction: Especially so with King Fahd, wife
and children. Interaction with the King is permissible but there will be no
interaction with the young ladies of the house or children at any time or for
any reason, unless specifically permitted.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
14.Medical needs: Low blood sugar is a serious concern and care for and
of it paramount. Interaction with medical team and five consulting
physicians is needed for meals and setting up of daily diet. No allergies.
15.Blood type: A+
16.Allergies: Has regular attacks in the spring and fall. While in Hawaii,
prevailing winds can help this ailment and this is one of the reasons he
comes here.
17.Daily Schedule: Gets up at 0500 each day. Prays and studies until
0715 when he then takes a shower. Eats breakfast like clockwork each
day at 0805 and then interacts via encrypted phones and satellite links until
1100. Lunch is eaten precisely on time at 1105 to maintain blood sugar
and serum levels. At 1200 he prays and then naps until 1400 or conducts
secluded private time. Never disturb during this period. After 1400 he will
appear or clap his hands twice in a loud manner or ring the bell each day,
without fail. At such time he expects to see his pills and medicines brought
to him by 1405. Thereafter he will instruct as to how the rest of the day and
night will go but usually goes to sleep at 2400 each night. As he has gotten
older he finds he needs to sleep less and less at length.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
18.Preferred service style: At this home in Hawaii he desires a casual and
joking, American style to further study Americans. Do not be afraid to
speak with him and make what may seem to be silly or non-invasive (clean
Islamic) jokes or puns. If brought onto aircraft or to other areas – this style
will change like the wind for each area but in Saudi Arabia – it is strictly
formal. Always check with the leading Protocol Officer. He enjoys
speaking Arabic, French and English.
19.Atmosphere desired: In Hawaii, very casual with Aloha attire or
American Island dress down business casual. Hawaiian knowledge of
customs, language and foods will make the atmosphere more enjoyable.
20.Techniques: Always approach with a smile.
Favorites: Horses, sand and surf, lobster, caviar, huge T-bone steaks and
tenderloin cooked in coals, huge American hamburgers, Pouilly-Fume
wines, the pool, boats, red, blue and green colors, large fun coffee mugs,
real Arabic coffee hand ground with cardamom, Greek food (but no lemon),
Steven King (his personal friend who visits often), Americans, children,
laughter for any reason, painting or watching artists paint on the lawn,
dancers and sword fighters, hot coal walkers and flame jugglers, Hawaiian
dancing girls and ladies in traditional dance garb doing the real luau
dancing.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Never: Touch him with your hands – ever, never discuss his women or
family or speak of or to them, never bring alcohol any where near him
(although guests are fine for Hawaiian drinks at parties), never interrupt him
while speaking, touch his food with left hand, move his books around in
study or papers, display any form of Nazi books, papers or items or allow
them to be seen for any reason - be it study, information or collegiate
reasons – never, ever dare to broach the “Nazi” subject. Never touch
certain birds in his collections (as explained below). Never ask any
questions or speak of his Hollywood connections or film activities.
Wives and Young Ladies (children)
No interaction will be normally allowed with these family members.
Princess Al-Shalan will provide permission and guidance
Pets
Currently, some 243 odd horses are owned along with other assorted
zoo quality level animals in Riyadh. Favorites include Salam and
Merhabbah. These will not normally be transported to Hawaii except for
the rare instance of secondary transportation to the Parker Ranch on
another island (privately owned). The stress put on the animals in 1996
was so extreme that this practice is not expected to occur again.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
“Jo-Jo” is a white Amazon and lives in the main vestibule of the
house. He needs to have new paper, fresh water and food each day. He
likes grapes each morning. “Frederico” is an African Gray who lives in the
kitchen. He needs to have new paper, fresh water and food each day. He
surprisingly enjoys a piece of hot pizza and Prince Abdullah loves to watch
him eat it! Please call him before feeding on occasion (not always). His
brother lives next to him by the laundry room. “Fonzi” the “cool bird” is also
an African Gray. He needs to have new paper, fresh water and food each
day. He likes pizza also but enjoys a peach or nectarine twice a day. “JoJo Dancer,” “Flight of Fancy,” “Pretty Boy,” “Cupid,” “Sweety,” “Blue-Boy”
and “Pinkie” are all parakeets living in the outdoors by the back patio. They
need to have new paper, fresh water and food each day. Also check the
cuttlebone from time to time and salt wheel for nutrients are important.
They can have some Hartz berries and treats out of the little Vita-Craft
boxes.
Pay special attention to the seven- (7) Hawaiian birds that are owned
by Prince Abdullah. These are all upstairs in the hallway. Their names
are:
1. Crazy – he is blue and gray and likes peanuts with Hartz wafers. He
needs to have new paper, fresh water and food each day.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
2. Lapp – he is green and red with lines of yellow vertically and likes
grapes. He needs to have new paper, fresh water and food each day.
3. Flappy the Yellow – he is all yellow and enjoys the Hartz wafers but also
likes Vita-craft treats and fighting with Lapp. May need to break them up
from time to time. He needs to have new paper, fresh water and food
each day.
4. Sleepy Neepy Weepy Peepy – the rainbow one and looks very old. A
favorite and only is cared for by Mrs. Myra the Housekeeper. Never
touch this bird.
5. Loving Pop – same as above but is all blue with a white spot on top.
6. Loving Pop #II – same as above but is blue and green with yellow
feathers on the tail and has a missing claw on the right.
7. Nell – Green and red and is always flapping around. Likes lemonade
and needs to be segregated at times from all of the others. See Mrs.
Myra for special cages downstairs and sanitary needs. He needs to
have new paper, fresh water and food each day. Nell really enjoys time
spent with the Prince and cuddles and rolls around with him.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
It is critically important to properly supervise the care and feeding of
these adored birds.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Physical Location
Kapiolani Mountain Range area by Moana Loa, Honolulu, Hawaii.
Residential suburb of Honolulu. Tropical climate.
109 acres including 75 acres of finely landscaped gardens, lakes,
trees, ponds, bridges and topiary.
32,000 square feet Federal style mansion built in 1868, three levels.
Originally built for Queen Lalikalani of Hawaii.
This is house number 47 out of 51 homes owned. For the sake of
brevity, all homes will not be listed here. Focus is to be on this home
only and remain so. The climate is typical of Hawaiian weather all year
long in a stable, sunny, breezy manner.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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The House
Residence Description:
The name of the house is “Hale Koa,” which means, “house of the
warrior in Hawaiian. Sometimes it is referred to as “Hale Koa” Kapiolani
Mountain Range House due to its proximity to the Kapiolani area.
Originally a thatched roof, it has since been converted in 1946, to a
black tar roof. In 1984 a façade of shingles was added for aesthetics.
They are fake and were updated to a plastic, sun bearing model design
in 1992. There is a lake view from the main game room looking east.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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New Movie
Theater
The home is refined in nature with a Hawaiian influence. The
evidence of typical, elegant period furnishings from the mid-19th century
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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abound. Specifically, old English style furniture with antique claw feet
and brass hasp butler tables typify the feel and look of this obviously,
New England furnished home. A number of items were brought into this
island of Hawaii (Oahu) from Maine and Connecticut by famous sea
Captains vessels. The entire home is done up in this flair. Some recent
upgrades have been made by tapping the past to create the perfect
present. The internationally famous interior designer, David Mlinaric,
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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who is a specialist in these matters, completed these. The underground
areas are forbidden to be shown via blueprints as they encompass
numerous safe rooms, communication suite, bomb-blast protective safe
rooms, armory with weapon and munitions cache, life support systems,
hospital, kitchen, food and water supplies.
A helicopter-landing pad has also been recently built, in 1984, and is
kept groomed and facilitated with the latest technological equipment,
lighting systems for night landings and Closed Circuit Television
surveillance. All feeds of CCTV go into the underground nerve center.
The pad can handle three heavy lift helicopters, simultaneously. This
facilitates Presidential security standards and requirements in the United
States. The US Secret Service is familiar with the estate and pad. An
emergency, underground egress staircase is located near the pad with
tunneling to safe chambers. It is kept hidden with a fake grassy area
and bomb blast shield door.
A ten foot tall covered porch surrounds the entire façade and on both
levels. The upper level observatory room (the old hobby room) has
been retrofitted into the Estate and Household Managers private office.
This allows for him to view all activities and to coordinate via cellular
device (the local tower is 1.1 miles away) and via two-way radio
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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(encrypted for this estate and with private frequency from FCC) to all
ground managers and the Household Manager.
In the game room are:
 An antique, turn of the century pool table with hand carved
Koa wood, lion’s heads, for supporting feet. Value is
estimated at $421,000.00 dollars and this is a prized
possession of the Prince.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Numerous, replica mid-nineteenth century muskets, rifles,
sabers, cutlasses and other fighting accoutrements. Some
of the devices are antiques mixed in, secretly, with working
replicas. It is common for fighting to occur with hand held
weaponry for the guests entertainment as well as for the
Prince to encourage younger men, family and guests to
engage in the shooting of black powder weapons on the
associated lawn area.
 The game room also has a well stocked bar. The bar is
massive and runs some 40 feet long. It currently stocks over
14,000 bottles of different wines and liquors. Some stock is
only brought up from the hidden lower level of the home. As
that area is sealed off to most personnel, typically the Estate
Manager or only the Household Manager will retrieve
additional needed bottles of reserve wines. All other items
are available in the bar, itself.
 Some natural, tremendous sized Hawaiian foliage, flowers,
fauna and palm trees dominate the game room. When
serious guests are brought in, a number of the birds are
moved down to the game room for enjoyment. Several
monkeys are also brought in from local trainer, Doctor Franz
Markhan. Doctor Markhan lives and works on Don Ho’s
Estate (the famous singer).
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
The garage is rarely used as a true garage. The Prince, long ago,
had it converted into a Movie Theater, in 1991, by TK Theaters. Mr. Theo
Kalomirakis of TK, the premier United States home theater architect used
numerous antiques to complete the job. It is done in lush red fabrics; rich
gold tapestries and chrome shiny 1950’s seats. A full candy and snack bar
is available with cotton candy machine, popcorn machine, soda fountain,
large sized boxed candy (reminiscent of old days), cold beer on tap with six
fresh kegs, hot nacho cheese and tortilla machine, warmed churros
machine, glass enclosed German pretzel machine (rotating), Cold 7-11
Slurpee machine (obtained from the Southland Corporation), a rotisserie
chicken oven and a frozen custard (ice cream) machine. He runs first run
movies straight out of Hollywood. He obtains the reels directly from private
connections and this is only conducted by himself. No other person is
involved in this in the home. A courier is used (Mr. John Gants) to fly
weekly to and from California. He hand carries all reels from the Hollywood
producers.
The family enjoys paying the local theater employees from the
Regency Twin Cinema, to come and issue tickets from behind the glass
booth, to have another young man collect the tickets at the entrance and
tear them, two ladies for running all of the many machines and candy items
and also a fully dressed man with a flashlight to escort people to their
seats. This is a huge ordeal and show the Prince puts on for guests in the
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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house. Maintaining stock of all of the items to support this is important.
Everything from fresh candy that has not gone bad during the Prince’s
three-month plus absences to the red and white striped popcorn buckets.
Massive formal iron gates and a long, long curved drive are lighted
and embedded with CCTV cameras. A Hawaiian Royal King and Queens
garden is kept up to exotic and lavish standards that exceed any known
garden in Hawaii or Polynesia. The annual budget for landscaping, just this
area, is 1.2 million US dollars (2001 budget as prepared by Arthur
Anderson, Inc.) Luaus are held here with extravagant dinners and dancing.
A separate “Emu” cooking pit is used in the ground.
Numerous lily ponds, a Japanese water (equipped with underwater
submerged CCTV) and rock garden with two teahouses, red Japanese
bridges, a bamboo forest with pathways, a cutting garden, a rose garden, a
magnolia garden, a shade garden, a bird of paradise and hibiscus garden,
reflecting pools (equipped with submerged CCTV), a regulation croquet,
tennis, squash, basketball, archery, bocci ball, badminton and skeet
shooting court are also maintained. A lawn bowling area is kept of to the
south.
Some simplified statues of Hawaiian gods and totems can be found in
and around the gardens. All are made of Koa wood. Additionally there are
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
numerous brass and marble statues of aquatic life scattered throughout the
adventurous and explorative paths.
Other structures on the property include a 7,500-square foot “Mahalo”
Mansion (guest house), a 4,900-square foot “Tako” professional staff
home, a 1,400-square foot Gatehouse in which the gatekeeper lives, a
workshop and underground garage (14 vehicles and 22 golf carts including
a 1999 Maserati Spyder, a 1999 BMW Z8, a 2001 Aston Martin Vanquish
and a 1998 Lamborghini Murcielago), a maintenance workshop, a lake
house, a gazebo and seven woodsheds.
Full staff is currently 48 people. An additional flexible staff of 66
personnel is available in a variety of specialties.
The home is utilizing state of the art security systems from Interactive
Technologies Incorporated and Traum Swiss safes. These include and
require the Estate Manager to have detailed high level experience with the
US Secret Service and in the installation, design blueprint and maintenance
of wireless and wired alarm and CCTV technology. Voltage sensing with
cellular and radio whip backup dialers are used. Infrared and advanced
night vision is incorporated into the CCTV systems.
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Property #47 of the Royal Family and Household of Saudi Arabia
Advanced, high level sweeps and electronic countermeasures are
also used in conjunction with regular, consultative and on site services from
Murray and Associates. The Estate Manager interacts with them and
conducts preventative tactics to assure the Royal Saudi Household is
protected from eavesdroppers and line tapping. This ensures a high level
of security in State affairs and world business dealings.
The home is
utilizing Smart Home
technology as is the
locally docked 2002,
177-foot tri-deck Trinity
Yachts “Seahawk” and
a 38-foot, Cigarette 38
Top Gun, “Prince’s
Pleasure.” It is critical for the Estate and House Managers to completely
understand the Crestron Isys system. In the case of the Estate Manager,
he was specifically hired due to his extended credentials in the pioneer field
of Smart Home technology. Presently, there are numerous microphones,
speakers and CCTV cameras around the estate that facilitate interactive
talking and viewing. Detection sensors brighten and dim lighting as
required by cameras. The system also uses numerous 6-inch TPS-3000L
touch-sensitive LCD video screens that are embedded in walls, behind
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artwork and sitting on tables. These offer control of HVAC, lights, video,
audio.
The home is also enjoying 8 plasma displays from Fujitsu and they
are all the PDS-5002 Plasmavision. Two are hidden in fine oak cabinets
and retract in and out via remote control. MartinLogan Descent subwoofer
systems are used in conjunction with the stereo systems by McIntosh.
Wyland artwork is displayed throughout the home along with antique
pieces requiring conservation.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Main House Zones
Zone 1, 1st Floor:
Former garage now turned Movie Theater
Bedroom 4
Mechanical Room
Bedroom 5
Elevator
Bathroom on 1st Floor
Zone 2, 1st Floor:
Game Room
Massive Bar
Kitchen
Zone 3: 2nd Floor
Study Area
Great Room
Kitchen
Elevator Area
Second Floor Bathroom
Zone 4: 2nd Floor
Zone 5: 3rd Floor
Lau
Living Study
Foyer
Dining Room
Upper Office of Estate Manager
Third Floor Bathroom
Lower and Middle Level Porches
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Zoning with advanced imposition and rendering - please see enclosed,
secure CD ROM for digitized movies, audio and 3-D charts.
Zone 1A: Theater, Bedrooms, Mech. Room,
Bathroom & Elevator
Zone 1B: Game Room, Bar & Kitchen
Zone 5: Lower Porch & Outside Area
Windows XP
Media Player
ISO Mongiello
System Play on CD Only:
 Click
& Play
Audio for
1st floor
 Click
& Play
Video for
1st floor
 Click
& start
slide show
 Click
to begin
3-D render
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 34 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Zoning with advanced imposition and rendering - please see enclosed,
secure CD ROM for digitized movies, audio and 3-D charts.
Zone 1A: Study, Great Room,
Kitchen & Elevator Area
Zone 1B: Lau, Dining Room,
Foyer & Living Room/Study
Zone 5: Middle Porch
Windows XP
Media Player
ISO Mongiello
System Play on CD Only:
 Click
& Play
Audio for
2nd floor
 Click
& Play
Video for
2nd floor
 Click
& start
slide show
 Click
to begin
3-D render
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 35 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Zoning with advanced imposition and rendering - please see enclosed,
secure CD ROM for digitized movies, audio and 3-D charts.
3rd Floor:
Estate and
Household
Managers offices.
Windows XP
Media Player
ISO Mongiello
System Play on CD Only:
 Click
& Play
Audio for
3rd floor
 Click
& Play
Video for
3rd floor
 Click
& start
slide show
 Click
to begin
3-D render
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 36 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Administrative Standards
Personnel Files
Personnel files are discussed in great detail in the employee
handbook. They also should include all I-9 – 1090 - W-4 - W-2 files, all
applications, active and Inactive files. These are to be kept in the MasHamilton X-07 safe and are to be locked up at all times. In the event of
leaving the office, the safe will be locked and alarm set – at all times.
Greetings and Phone Etiquette
All phones are to be answered within two to three rings to maintain
the four and five diamond style (rating) of service. If the Hale Koa house
were to compete in the Mobil, Michelin or Relaix and Chateaux
competitions this would be one of the criteria for award of four diamonds. It
is in hotels and so it is our goal here. Upon answering the outside phone,
please always state “Thank you for calling the Royal Family of Saudi Arabia
Hale Koa home – this is Xyour name hereX, how can I serve, help or
please you today?”
If answering the internal phone system please state, “This is Xyour
name hereX – how may I serve, help or please you today?” Never place
someone on hold for more than 15 seconds. Use other lines to get the
party needed or delay the action, make the connection and promise to call
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the party back within 5 minutes establishing their connection. Likewise, if
you do not have the answer, always state, “I don’t know the answer to that
but I will find out right away and call you back sir/ma’am.”
Never dare to be rude to anyone, from fellow staff to family,
customers and guests. Always thank the party for the chance to help them
as such “Thank you for allowing me to help and serve you today.” Of
course other items like “goodbye” or “good night” in their own language are
nice as well.
Other phone items are covered in the Employee Manual.
Accounting and Budgeting
All accounting is conducted by the resident Certified Public
Accountant, Mr. Ishikawa. Please see related extensive items in the
Employee Manual. A $5,000.00 USD local, cash fund is kept at the
discretion of Estate Manager Mongiello.
Receipts are to be kept for everything and are maintained in files for 5
years back at any given time. Items purchased above the 5k range are to
be purchased with the Corporate VISA card. Sole discretion is authorized
up to $1,000.00 USD. Items needing to be purchased above that cap need
written authorization from the Prince.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Employee Policy Handbook section for legal employees of the Royal
Kingdom of Saudi Arabia in the performance of their duties at the
“Hale Koa” Kapiolani Mountain Range House
As governed by the laws of the Untied States of America and its
territories.
This section of the Household book is copyrighted by Sir Martin CJ
Mongiell0, MBA  2002. All rights are reserved, worldwide. Do not
copy, distribute, electronically transmit or digitally render any portion or
section without explicit permission from Mongiello and Mongiello of New
York, New York, USA
Revised August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Employee Manual
For
The Royal Kingdom of Saudi Arabia owned Hale Koa home
The policies and procedures in this manual are not intended to be
contractual commitments by the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home, and employees shall not construe them as such.
The policies and procedures are intended to be guides to management and
are merely descriptive of suggested procedures to be followed. The Royal
Kingdom of Saudi Arabia owned “Hale Koa” home reserves the right to
revoke, change or supplement guidelines at any time without notice.
No policy is intended as a guarantee of continuity of benefits or rights. No
permanent employment or employment for any term is intended or can be
implied from any statements in this manual.
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Royal Kingdom of Saudi Arabia owned Hale Koa home
Table of Contents
OUR HOME, ESTATE & COMPANY ........................................................ 45
INTRODUCTION ......................................................................................... 45
Welcome Letter from the Estate Manager
Estate & Company History
1020 ....................................................... 46
Estate & Company Objectives
Organization Chart
1010 ................................ 45
1030.................................................. 47
1040 ................................................................... 50
Statement of Growth, Profit, and Business Plan
Statement of Commitment to Employees
1050....................... 51
1060 ................................. 51
Continuity of Policies - Right to Change or Discontinue
Acknowledging Receipt of Policy Manual
Equal Opportunity
Recruitment
1080 ................................. 55
2010 .................................................................... 57
2020 ............................................................................... 8
Employee Selection Process
Sexual Harassment
2030 ................................................... 69
2040 .................................................................. 77
Medical Evaluations and Interviews
Substance Abuse
Smoking
1070 ........... 53
2050 ......................................... 77
2060 ..................................................................... 80
2070 ................................................................................... 84
Employment Classifications
Employee Safety
2080 ..................................................... 84
2090 ...................................................................... 86
Anniversary Date and Reinstatement
2100 ....................................... 91
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New Hire, Rehire, Relatives, Return After Injury or Illness 2110 – 40 .. 92
Performance Improvement
Termination
2150....................................................... 95
2160 ............................................................................ 101
Employment Disputes
2170 ............................................................ 107
COMPENSATION ................................................................................... 107
Equal Pay
3010 .............................................................................. 107
Job Descriptions
3020 .................................................................... 108
Workday, Payday, and Pay Advances
Overtime Compensation
Meal and Rest Periods
Flextime
3030–50 ............................. 111
3060 ........................................................ 119
3070 ........................................................... 119
3080 ................................................................................. 121
Performance Review and Salary Merit Increases
Salary Administration
Shift Premium
3090................... 122
3100 ............................................................. 150
3120 ........................................................................ 152
EMPLOYEE BENEFITS.......................................................................... 152
Insurance
4010 ............................................................................... 152
Vacation
4020 ................................................................................. 154
Holidays 4030 .................................................................................. 155
Sick or Personal Leave
4040 .......................................................... 158
Leave of Absence and Military Leave
Medical Leave of Absence
4050 .................................... 161
4060 ..................................................... 166
Family, Parental Leave and Pregnant Employees
4070 — 4090 .... 169
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Bereavement Leave
Jury Duty
Voting
4100 ................................................................. 75
4110................................................................................ 175
4120 .................................................................................... 176
Mileage Reimbursement
Travel Reimbursement
5020 ........................................................ 177
5030 ........................................................... 179
Use of Company Vehicles
5040 ...................................................... 181
Conferences and Meetings
5050 .................................................... 182
Professional Memberships
5060 ..................................................... 183
Relocation of Current or New Employees
Temporary Assignment Allowance
Educational Assistance
5080 ......................................... 191
5090 .......................................................... 195
Required Management Approval
Child Care
5070 .............................. 184
5100............................................ 199
5110 ................................................................................ 89
MISCELLANEOUS POLICIES ................................................................ 203
Announcement of New Positions
6010 ........................................... 203
Confidentiality of Company & Royal Family Information
Inventions and Patents
Conflict of Interest
6020 ......... 203
6040 ............................................................ 95
6050 .................................................................. 213
Grievance Procedure
6060 ............................................................... 96
Gratuities to Government Employees or Officials
6070 ................... 100
Gratuities to Customer, Guest or Supplier Representatives
6080 ... 221
Political Activities
6090 ................................................................... 223
Employee Privacy
6100 .................................................................. 225
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Telephone
6110 .............................................................................. 106
Dress Code
6120 ............................................................................ 229
Kitchen — Break Room
6130.......................................................... 230
Employee Recognition
6140 ........................................................... 230
Customers
Visitors
6150 ............................................................................. 231
6160 ................................................................................... 231
Recreational Activities–Sponsorships
Outside Employment
Employer Security
6180.............................................................. 233
6190 .................................................................. 233
Emergency Closings
Parking
6170 .................................... 232
6200 .............................................................. 234
6210 .................................................................................. 235
Mail and Shipping
6220 .................................................................. 236
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Our Estate and Company
Introduction
Welcome Letter from the Estate Manager
1010
Dear Employee and Household Professional:
In order to attract and retain the best-qualified staff
and to carry out it’s mission, the Royal Kingdom of
Saudi Arabia owned Hale Koa home provides a fair compensation
and benefit program for its employees. Our continued success
depends on the talent and commitment of all of us who work together
toward our common goals. This guide is designed to communicate
the personnel policies and practices that govern the home operations.
As an employee of the Royal Kingdom of Saudi Arabia owned Hale
Koa home you are expected to uphold the principles of personal
integrity and professional excellence that have been our hallmark
since our inception.
The contents of this guide will answer most questions about your
employment with the Royal Kingdom of Saudi Arabia owned Hale
Koa home. If you have additional questions, or are in doubt about
the proper action in any work situation, you should not hesitate to
seek guidance. You already know, from our interview that I strongly
believe in Doctor Steven Covey’s “the fire within” principle, the Myers
Brigg and Kiersey Temperament Sorter as well as Doctor Demings
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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“14 Workplace items.” We strive to create a beautiful place to work at
and one that also fulfills you, the human person, each day.
I hope your experience here is challenging, productive and rewarding.
Martin CJ Mongiello, MBA
CHM, CFE, CEC, CPFM
Estate Manager
Estate and Company History
1020
As you may already know, this estate is run as a business
venture for the Royal Family to entertain guests and customers
and also to enjoy Hawaii, themselves. Here are a few items of
interest:
Kapiolani Mountain Range area by Moana Loa, Honolulu,
Hawaii.
Residential suburb of Honolulu. Tropical climate.
109 acres including 75 acres of finely landscaped gardens,
lakes, tree, ponds, bridges and topiary.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
32,000 square feet Federal style mansion built in 1868, three
levels. Originally built for Queen Lalikalani of Hawaii.
This is house number 47 out of 51 homes owned. For the sake
of brevity, all homes will not be listed here. Focus is to be on this
home only and remain so.
Residence Description:
The name of the house is “Hale Koa,” which means “house of
the warrior in Hawaiian. Sometimes it is referred to as “Hale Koa”
Kapiolani Mountain Range House due to its proximity to the
Kapiolani area.
Originally a thatched roof, it has since been converted in 1946,
to a black tar roof. In 1984 a façade of shingles was added for
aesthetics. They are fake and were updated to a plastic, sun
bearing model design in 1992.
There is a lake view from the main game room looking east.
Company Objectives 1030
Welcome to the Royal Kingdom of Saudi Arabia owned Hale Koa
home. The Royal Kingdom of Saudi Arabia (sometimes hereinafter
referred to as the Kingdom) owned Hale Koa home is a profit,
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
corporation (sometimes hereinafter referred to as the estate and
company) of Hawaii, which was founded on February 6, 1964 to
serve the needs of the Kingdom in entertaining and hosting, to protect
our environment and natural areas of Hawaii and to enhance the
quality of life of the people of the area through leadership, education,
employment and cultural exchange.
The Royal Kingdom of Saudi Arabia owned Hale Koa home has a
Board of Directors comprised of fifteen (15) members of the
immediate Fahd family and local Hawaiian residents who are elected
for 6 year terms. The Board of Directors establishes the Royal
Kingdom of Saudi Arabia owned Hale Koa home’s mission and
policies and works with the Estate Manager and staff to implement
them as a business.
As a staff member of the Royal Kingdom of Saudi Arabia
owned Hale Koa home, you will have an opportunity to learn,
contribute and grow professionally. The Royal Kingdom of
Saudi Arabia owned Hale Koa home recognizes the importance
of each employee’s contribution to the Kingdoms success.
These contributions are most effective when all staff members
work together as a team. The team’s goal is to provide the
best service possible. Your loyalty and dedication to furthering
the reputation and integrity of the Royal Kingdom of Saudi
Arabia owned Hale Koa home is of utmost importance.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
It is the mission of the Royal Kingdom of Saudi Arabia owned Hale
Koa home that every person deserves to work in a healthy and vital
community where families are valued, youth are celebrated,
education is a priority, the environment is clean, opportunity is
plentiful, and leadership is not only visionary, but shared. This is
going to be the best place you have ever worked at for the growth of
yourself and spirit as well as physically and mentally. This is your
“golden opportunity” and dreamed of oasis and I hold myself
personally responsible to bring these winds of care to your spirit and
person. You will be challenged, in a good manner, possibly like
never before? Your rewards will be great and remembered here on
earth.
It is the mission of the Kingdom to serve the needs of our
communities, to protect our environment, and to enhance the quality
of life of the people of the area through leadership, education,
volunteerism and action.
Because of our charitable mission and our public support, we believe
that the Royal Kingdom of Saudi Arabia owned Hale Koa home
employees have a special responsibility to adhere to the highest
standards of professionalism, commitment, and diligence. We
encourage collegiality and sharing of ideas of information among our
staff, consultants, and collaborators.
We will provide our employees with a positive work environment, and
an opportunity to both receive compensation and to advance within
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
the Royal Kingdom of Saudi Arabia owned Hale Koa home, limited
only by the employee's ability or performance and/or position
availability.
We will enthusiastically serve clients, guests, our owners and
constituents and we will contribute positively to their community and
environment. In all instances, the highest level of honesty and
integrity shall be maintained with clients, our employers, vendors and
employees, while treating each other with respect and dignity.
Our goal is to make the Kingdom look like gold, in every step we take.
In so doing we serve not only guests, being entertained, but also our
employer – the Kingdom and it’s owners in residence. Each
movement of the body and every thought can be one of gold.
Organization Chart
1040
The organization chart identifies and formalizes the reporting and
working relationships of all the positions identified within it. The
inclusion of an organization chart in the policy manual helps new
employees to quickly become familiar with the structure of the
company and the relationship held by each of the departments or
individuals to one another.
Estate Manager
Household Manager
Asst. Household Manager
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Grounds Keeping Manager-Curator-Vendor Manager-Security
Manager-Executive Chef
Assorted Staff Assistant Managers for each
Assorted Staff Leaders for each
Assorted Staff
Statement of Growth, Profit, and Business Plan 1050
While these items are kept mostly confidential, know it that the
Royal Family is solid and profitable with a variety of growth
strategies not contingent on oil sales only. Thus the solidity of
the estate and your job is confirmed for long-term growth and
employment. Our business plans for the estate next include the
installation of port facilities at a remote location for private
docking of a 200 foot or less ship.
Statement of Commitment to Employees
1060
Nothing frustrates or demoralizes an employee more than not
knowing where his or her job fits into the total operation or being
uncertain of the value of the work accomplished. Even more
demoralizing is not having anyone show appreciation for what the
employee is doing.
The first commitment we consider making is to keep the employee
informed about his or her job responsibilities and any changes which
will impact those responsibilities. When new employees come to
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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work, a staff member should be assigned to introduce them to fellow
workers, the estate layout, and the facilities.
Whenever possible, a supervisor should also review their
responsibilities. Printed material, such as this policy manual, should
be given to all new employees on the first day of work. After
introductions and a brief orientation, the supervisor can set a time to
meet again in a few hours and respond to their questions.
Employees are much happier and better workers when they respect
the management of their estate and company and believe their
supervisors are competent, fair, and alert to employees' contributions.
This statement of commitment facilitates these beliefs. Some
examples of this estates commitment to its employees include the
following:
 The Estate Manager, Martin CJ Mongiello’s, recruitment and
selection of highly capable and innovative employees;
 Management's commitment to provide a work environment and
leadership which unites employees and generates enthusiasm for
the estate and company and its products and services;
 A commitment to maintain the highest standards of business
ethics;
 An understanding of the importance of the employees' role in the
estate and company's success; and
 A commitment to provide training and opportunities for
advancement.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Estate Manager Mongiello has an open door policy. Under this
policy, he commits to being available to any employee at any
convenient time to discuss any job-related problems the employee
may have. No manager likes to have an employee go over his or her
head. However, the effect that this commitment has on the
responsiveness of supervisory personnel or middle management is
worthwhile to everyone. Obviously, he also commits to being fair and
objective and is responsive to every employee's problems.
A grievance procedure is a different, more formal approach to being
fair and objective. His open door policy emphasizes availability. A
grievance procedure emphasizes due process.
A job's income is often given as the reason why people work.
However, the reason people stay at one estate (especially Hale Koa)
or company for a long time often has to do with the non-monetary
work environment. Our commitment to employees is a statement of
how we value them as people and how we intend to treat them.
Continuity of Policies - Right to Change or Discontinue
1070
To allow for maximum flexibility, we clearly reserve the estate and
company's right to change or discontinue policies at any time without
notice.
A policy, once in force, is not irrevocable and can be modified or
deleted at any time. For example, a change in the law might require
us to immediately modify or discontinue a policy. A business
downturn may require a quick revision of certain policies. The size of
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
our organization and the location of your employees might make it
difficult to instantly announce such changes. Therefore, we need to
protect the estate and company's rights to make such changes
effective without notice.
We will give prompt and reasonable notice of any such changes to
avoid the problems caused by someone's reliance on a discontinued
or modified policy. However, our employees have been forewarned
that such changes may occur without notice and will be effective
regardless.
 To preserve the ability to meet estate and company needs under
changing conditions, the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home may modify, augment, delete or revoke any and
all policies, procedures, practices, and statements contained in
this manual at any time without notice.
 Such changes shall be effective immediately upon approval by
management unless otherwise stated.
 The policies and procedures in this manual are not intended to be
contractual commitments by the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home and employees shall not construe them
as such. They are intended to be guides to management and
merely descriptive of suggested procedures to be followed.
 The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
reserves the right to revoke, change, or supplement guidelines at
any time without notice. No policy is intended as a guarantee of
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
continuity of benefits or rights. No permanent employment or
employment for any term is intended or can be implied by
statements in this book.
Acknowledging Receipt of Policy Manual
1080
I have received a copy of the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home Policy Manual, specifying policies, practices, and
regulations, which I agree to observe and follow during my
employment with the estate and company. I understand that it is my
responsibility to be familiar with its contents and to ask questions on
any matters I don’t understand.
___________________________________________________________
Employee’s Signature
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Acknowledging Receipt of Policy Manual
I have received my copy of the Policy Manual that outlines the
policies, practices, and benefit guidelines of the home, estate and
company, and I have read and I understand the information
contained in the manual.
Since the information in this manual is necessarily subject to change
as situations warrant, it is understood that changes in the manual
may supercede, revise, or eliminate one or more of the policies in this
manual. These changes will be communicated to me by my
supervisor or through official notices. I accept responsibility for
keeping informed of these changes.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
I further acknowledge my understanding that my employment with
the Royal Kingdom of Saudi Arabia owned “Hale Koa” home might
be terminated at any time with or without cause.
___________________________________________________________
Employee’s Signature
Date
___________________________________________________________
Name [Please Print]
Equal Opportunity
2010
Equal Opportunity is the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home policy. It is our policy to select the best-qualified person
for each position in the organization.
No employee of the estate and company will discriminate against an
applicant for employment or a fellow employee because of race,
creed, color, religion, sex, national origin, ancestry, age, or other
physical or mental disability. No employee of the estate and
company will discriminate against any applicant or fellow employee
because of the person’s veteran status.
This policy applies to all employment practices and personnel actions
including advertising, recruitment, testing, screening, hiring, selection
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for training, upgrading, transfer, demotion, layoff, termination, rates of
pay, and other forms of compensation or overtime.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home has
adopted an affirmative action policy which essentially means that the
estate and company will aggressively seek out, hire, develop, and
promote qualified members of protected groups — defined as racial
minorities, women, physically or mentally disabled, disabled veterans,
veterans of the Vietnam era, and persons ages of 40 and over.
Recruitment
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
provides equal employment opportunity to all applicants on the basis
of demonstrated ability, experience, and training.
As positions become available within the estate and company, prior
to outside recruitment, the Estate Manager and hiring manager shall
determine the availability of qualified candidates within the estate and
company. Recruitment may be conducted through schools,
employment agencies, and estate and company advertising.
Consideration will also be given to Saudi interns.
Contact the Estate Manager to discuss the most appropriate method
of recruitment. The estate and company bulletin board will display all
current openings.
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This policy excludes those employed through temporary agencies or
“job shops.”
Employment Opportunity/Position Requisition
Title of Position: ______________________________________________
Department: _________ Classification: ___________ Exempt Non-Exempt
Hiring Supervisor: ____________________________________________
Reports to: __________________________________________________
Position Description: __________________________________________
___________________________________________________________
___________________________________________________________
Major Job-Related Duties and Functions: __________________________
___________________________________________________________
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___________________________________________________________
Minimum Qualifications: [Knowledge, Skills, and Education]: ___________
___________________________________________________________
___________________________________________________________
Additional Desired Qualifications: ________________________________
Employment Status:  Regular Full-time


Regular Part-time
Temporary
Salary Range: _______________________________________________
Potential Career Opportunities in the Position: ______________________
___________________________________________________________
Additional Comments: _________________________________________
For additional information, applicants should contact:
___________________________________________________________
Name
Telephone
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Employment Application Form
Personal Information
Full Name ___________________ SS # _________ Telephone # _______
Address ____________________ City, State ______________ Zip _____
Employment Desired
Position/s applying for: 1. __________________ 2. __________________
Date you can begin: ___________ Salary Desired __________

Are you currently employed?
If yes, may we contact employer?
Employment Sought:

Yes


No
Yes  No
Full Time

Part Time
Can you, at the time of employment, submit verification of your legal
right to work in the United States?

Yes  No
Education
High School ____________ Location ___________ Graduate?

Yes__________________

No
College _______________ Location ___________ Graduate?

Yes__________________

No
Major _______________________________
College _______________ Location ___________ Graduate?

Yes__________________

No
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Major _____________________________________
Trade/Business/Graduate School _______________ Location ________
Graduate?

Yes  No
Major _____________________________________
Please Answer
Why are you interested in becoming an employee with the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home? __________________
___________________________________________________________
___________________________________________________________
What are your career goals? ____________________________________
Where did you get the information about the position? ________________
Employment History — list most recent first
Estate and company Name ___________________ Supervisor Last Position
Address _____________ Telephone No. _______ Responsibilities ____
___________________________________________________________
City, State, Zip ________ Dates of Employment __ _________________
Reason for Leaving ___________________________________________
Estate and company Name ___________________ Supervisor Last Position
Address _____________ Telephone No. _______ Responsibilities ____
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___________________________________________________________
City, State, Zip ________ Dates of Employment __ _________________
Reason for Leaving ___________________________________________
Estate and company Name ___________________ Supervisor Last Position
Address _____________ Telephone No. _______ Responsibilities ____
___________________________________________________________
City, State, Zip ________ Dates of Employment __ _________________
Reason for Leaving ___________________________________________
Estate and company Name ___________________ Supervisor Last Position
Address _____________ Telephone No. _______ Responsibilities ____
___________________________________________________________
City, State, Zip ________ Dates of Employment __ _________________
Reason for Leaving ___________________________________________
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References — list 3 individuals [not related to you] who are familiar
with your work-related skills
Name
Name of
Estate and
Telephone
Years
Estate and
company
No.
Acquainted
company
Address
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Employment Policies and Release Form
There is a number of the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home policies that an applicant needs to know about and
agree to before being employed. There also are a number of
activities that the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home might want to instigate as part of the review and investigation
of the appropriate background information on an applicant. The
purpose of this document is to present these policies and
investigative activities to the applicant to ensure that they are
understood and agreed to at the time the application is submitted.
We, therefore, ask that you please read, complete, and sign this form
before you complete the Application for Employment.
Policies
Among the policies that have been adopted at the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home are the following that we
believe are important for an applicant to know in advance of
employment. These are listed below. Your signature on this Release
Form indicates that you have read, understand, and would agree to
operate under these policies if employed at the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home.
1. This firm is an equal employment opportunity employer and does
not discriminate because of age, sex, race, color, national origin,
disability, or religious preference.
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2. The Royal Kingdom of Saudi Arabia owned “Hale Koa” home is a
drug and alcohol free-workplace. To ensure worker safety and
integrity of the workplace, the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home prohibits the illegal manufacture,
possession, distribution or use of controlled substances or alcohol
in the workplace by its employees or those who engage or seek to
engage in business with the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home. Offers of employment, therefore, may be
conditioned on a physical examination, including a drug and
alcohol screening, private investigation of credit and criminal
reports and other truth testing procedures.
Note: Pre-employment drug testing is permitted under the ADA.
Pre-employment alcohol screening is not. If we intend to
screen for both drugs and alcohol, a test following a conditional
offer of employment is typical route at the Hale Koa estate.
3. Smoking is not permitted inside the building at the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home. For the safety and
health of its employees, the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home is committed to a smoke-free building. Of
course guests do as they please with the Prince or Kings
permission.
4. Your signature on this Release Form indicates that you
understand and agree that if employed, that employment is for no
definite period, and may, regardless of the date of payment of your
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wages and salary, be terminated at any time without previous
notice
5. An offer of employment must originate from the Estate Manager of
the Royal Kingdom of Saudi Arabia owned “Hale Koa” home.
Background Review Activities
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home might
conduct the following investigative activities as part of the background
review of prospective employees. Your signature on this Release
Form indicates you understand these activities and you authorize
them to be performed with the conditions specified as listed below.
1. Persons convicted of specific crimes may not hold certain
positions at this estate and company. If you are applying for such
a position and have been convicted of a felony, please note this
below. If more space is needed, please provide the additional
information on a separate sheet of paper. In addition, you
authorize the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home to undertake a criminal records check with state police
officials or your home country.
2. You authorize the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home to obtain a Motor Vehicle Record report. Our
insurance company may also obtain a report through its sources.
If the position you are applying for involves driving a motor vehicle,
it is imperative that a good driving record exists.
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3. You also authorize and request any and all of your former
employers to furnish any and all information regarding your job
performance. You agree to hold your former employers and their
agents harmless from all liability that could relate in any way to the
disclosure of private information or an assessment or opinion of
your suitability for employment.
4. You understand that an offer of employment must originate from
the Estate Manager of the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home.
In closing, we ask that you read [and complete where needed] the
remaining three [3] statements and that your signature on this
Release Form indicates you understand each.
1. I have read and understand the job description for the position of _____
as approved on the date of ___________________________________.
2. I understand that misrepresentation or omission of facts herein is
cause for termination, if employed.
3. I have read and understand the attached application and have
answered all portions of the application truthfully and correctly with
no omissions.
___________________________________________________________
Signature
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Employee Selection Process
2030
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
provides equal opportunity to all applicants on the basis of
demonstrated ability, experience, training, and potential. Qualified
persons are selected without prejudice or discrimination as stated in
the estate and company’s Equal Opportunity [and Affirmative Action]
policies.
The employment requisitions, initiated by the
SUPERVISOR/MANAGER, will define the job-related tasks and
qualifications necessary to assume the position. The defined tasks
and stated qualifications will be the basis for screening applications.
The ESTATE MANAGER will conduct structured initial interviews
limited to job-related questions to assess the candidates’ experience,
demonstrated ability, and training. The telephone may be used for
these initial interviews.
Pre-employment tests that are demonstrated to be job-relevant and
valid according to accepted professional practices may be used.
Such tests are to be administered only by trained personnel in the
prescribed professional manner. All interviewed applicants will be
asked to take the test.
After initial interviews and testing, the hiring supervisor or department
manager will conduct interviews with the candidates he or she selects
with the concurrence of the personnel department.
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Before extending an employment offer and upon the applicant’s prior
agreement that inquiries may be made, at least two applicant
references must be checked. Inquiries are to be made in a
professional manner requesting only factually verifiable and jobrelated information. The reference data is used only as supplemental
information for the hiring decision.
Following employment, the information will be retained for one year
before being destroyed.
After candidate interviews, verification of employment history, and
reference inquiries, the hiring manager is responsible for the
employment offer. Before a verbal offer is made, the personnel
department must be consulted and must give approval. The hiring
manager may make the offer personally or may delegate this
responsibility to the personnel department.
After the verbal offer has been made and the candidate has agreed to
the essential terms of the offer [typically position, employee
classification, salary or rate, and starting date], a written offer will be
prepared by the personnel department and submitted to the
candidate in person or by mail. The written offer will confirm the
verbal offer and will include the essential terms of the verbal offer as
agreed to by the candidate. The candidate will be required to sign
and date an acceptance of the written offer that will state as follows:
“The undersigned accepts the above employment offer and agrees
that it contains the terms of employment with the Royal Kingdom of
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Saudi Arabia owned “Hale Koa” home and that there are no other
terms express or implied. It is understood that employment is subject
to verification of identity and employment eligibility and may be
terminated by the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home at any time for any reason.”
The verbal or written offer must never express or imply that
employment is “permanent,” “long-term,” of a specific duration, or
words of similar meaning. An exception may be made where a
temporary position of known duration is to be filled. Employment may
be made contingent upon certain job-related factors, such as
obtaining a specific state or federal license or security clearance
when appropriate or desirable.
Once the candidate has accepted the employment offer, she or he
will be required to provide documentation of identity and employment
eligibility in accordance with federal law. The Form I–9, a copy of
which is included at the end of this policy, shall be used for this
purpose.
Interview Summary Sheet
Applicant’s Name ___________________________ Date _____________
Position ________________________ Interviewer _________________
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Qualifications [taken from job announcement]: ______________________
Applicant’s Background: ________________________________________
___________________________________________________________
___________________________________________________________
Job Functions:
Applicant’s Experience:
Skills: ________________________
___________________________
_____________________________
___________________________
Education: ____________________
___________________________
_____________________________
___________________________
Knowledge: ___________________
___________________________
_____________________________
___________________________
References of Previous Supervisors or Managers: ___________________
___________________________________________________________
Preferred Qualifications: _______________________________________
___________________________________________________________
Growth in Career: ____________________________________________
___________________________________________________________
Accomplishments: ____________________________________________
___________________________________________________________
Applicant’s Strengths: _________________________________________
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___________________________________________________________
Applicant’s Limitations: ________________________________________
___________________________________________________________
Interviewer Comments: ________________________________________
___________________________________________________________
___________________________________________________________
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Property #47 of the Royal Family and Household of Saudi Arabia
Employment Eligibility Verification — Form 1-9
Note: All copies of Form I-9 and a related Employer’s
Handbook can be obtained from the nearest office of the U.S.
Immigration and Naturalization Service or by calling 800-7550777. This keeps Hale Koa operating with the latest and most
up to date forms.
Sample Rejection Letter after Interview
[APPLICANT’S NAME]
[APPLICANT’S ADDRESS]
Dear [APPLICANT],
Thank you for your recent application and interview regarding the
position with the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home. We certainly appreciate your interest in our home, estate and
company.
I want to inform you that we have offered the position to another
applicant whom we think best meets our needs for the position. It
was a difficult decision because a number of applicants, including
yourself, were strong candidates. We would like to keep your
application on file for a period of 120 days in the event another
position for which you are qualified becomes vacant. If that occurs,
we will give your application strong consideration. If your address
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changes within that period of time, we encourage you to inform us of
your new address.
Again, we thank you for your interest in the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home and for attending the interview. We
wish you continued success in your career endeavors.
Sincerely,
[NAME]
Interviewing Supervisor, AHM, HM or Estate Manager
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
Note: Do not send this type of letter to candidates who were
plainly not qualified for the position. It will invite complaints.
Consider using the sample letter found on the next page.
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Sample Rejection Letter after Interview
[APPLICANT’S NAME]
[APPLICANT’S ADDRESS]
Dear [APPLICANT],
Thank you for your recent application for a position with the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home. We certainly
appreciate your interest in our home, estate and company.
 We regret to inform you that at this time we do not have a
vacancy in a position for which you applied.
 We regret to inform you that we have offered the position to
another applicant whom we think best meets our needs for
the position.
Again, we thank you for your interest in the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home and the time and effort you spent in
submitting an application. We wish you continued success in your
career endeavors.
Sincerely,
[NAME]
Interviewing Supervisor, AHM, HM or Estate Manager
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
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Sexual Harassment
2040
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home will not
allow any form of sexual harassment within the work environment.
Sexual harassment interferes with work performance; creates an
intimidating, hostile, or offensive work environment. Sexual
harassment influences or tends to affect the career, salary, working
conditions, responsibilities, duties, or other aspects of career
development of an employee or prospective employee; or creates an
explicit or implicit term or condition of an individual’s employment. It
will not be tolerated.
Sexual harassment, as defined in this policy, includes, but is not
limited to, sexual advances, verbal or physical conduct of a sexual
nature, visual forms of a sexual or offensive nature [e.g., signs and
posters], or requests for sexual favors.
Medical Evaluations and Interviews
2050
Once an employee has been hired, medical evaluations may be
required to ensure that a prospective employee is capable of
performing his or her essential job-related tasks. Such an evaluation
will be conducted whenever a job has special physical demands or if
a reasonable question exists concerning whether the employee would
endanger his or her health or safety or the health or safety of others
in performing assigned tasks.
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The medical evaluation will be at the estate and company expense
and performed by a physician chosen by the estate and company.
The employee will be required to sign a written release of this
information to the estate and company. The Royal Kingdom of Saudi
Arabia owned “Hale Koa” home will treat as confidential the
information contained in a report of medical evaluation. The estate
and company will provide the employee with a copy of any written
report it receives from the health professional respecting the
evaluation.
An employee’s continued employment with the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home is conditioned upon successful
completion of the medical evaluation
Disclaimer of Liability
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home and
employee have mutually agreed that a medical interview, evaluation,
or examination is required to determine employee’s ability to perform
his or her essential job-related tasks in a manner which will not create
an unreasonable risk of harm to employee or others. Employee
acknowledges that the estate and company will rely on the report
prepared by the examining physician in determining employee’s
ability to perform.
Employee releases and agrees to hold harmless the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home, its officers, directors,
shareholders, employees, successors, and assigns from any and all
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
liability, of any kind or nature whatsoever, which might arise out of or
result from any statement or omission made or contained in said
medical report.
The estate and company is not required to undertake any
independent investigation of the truthfulness or accuracy of
statements made or contained in said medical report.
Employee’s Signature
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Substance Abuse
2060
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
recognizes that individuals use substances such as alcohol and
drugs, sometimes to an extent that their abilities and senses are
impaired. Our position regarding substance abuse is the same
whether alcohol, marijuana, illegal drugs, prescription drugs, or
controlled substances are involved [“substances”].
This policy is implemented because we believe that the impairment of
any the Royal Kingdom of Saudi Arabia owned “Hale Koa” home
employee, due to his or her use of substances, is likely to result in the
risk of injury to other employees, the impaired employee, or to third
parties, such as customers, family or guests. Moreover, substance
abuse adversely affects employee moral and productivity.
“Impairment” or “being impaired” means that an employee’s normal
physical or mental abilities, or faculties, while at work have been
detrimentally affected by the use of substances.
The employee who begins work while impaired or who becomes
impaired while at work is guilty of a major violation of estate and
company rules and is subject to severe disciplinary action. Severe
disciplinary action can include suspension, dismissal, or any other
penalty appropriate under the circumstances. Likewise, the use,
possession, transfer, or sale of any substance on estate and
company premises or in any the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home parking lot, storage area, or job site is
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prohibited. Violations are subject to severe disciplinary action. In all
instances, disciplinary action to be administered shall be at the sole
discretion and determination of the estate and company. We will
inform the Hawaiian police.
Employees who are taking prescription drugs shall report this to their
supervisor/manager. This is for the protection of the employee and
for safety purposes in case of an adverse reaction to the drug while at
work, or so the employee is not falsely accused of taking an illegal
substance. Or if an employee gets hurt – we would need to know
what type of drug to report to the hospital – is prescribed.
When an employee is involved in the use, possession, transfer, or
sale of a substance in violation of this policy, the estate and company
may notify appropriate authorities. Such notice will be given only
after such an incident has been investigated and reviewed by the
employee’s supervisor, the Estate Manager, and the Estate Manager.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home is
aware that substance abuse is a complex health problem that has
both physical impact and an emotional impact on the employee, his
or her family, and social relationships. A substance abuser is a
person who uses substances, as defined above, for non-medical
reasons, and this use detrimentally affects job performance or
interferes with normal social adjustments at work. Substance abuse
is both a management and a medical problem.
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A supervisor/manager who suspects a substance abuse case should
discuss the situation immediately with his or her supervisor/manager.
Because each case is usually different, the handling and referral of
the case must be coordinated with the supervisor/manager and the
Estate Manager.
We have resources available to assist an employee who requests
help with substance abuse. The employee must ask for help. The
estate and company will not require it. Should disciplinary action be
pending against an employee who asks for help, the estate and
company will assist to the extent of its resources assuming that the
employee remains employed. Nonetheless, regular disciplinary
action will proceed. If the employee is terminated, the estate and
company will be unable to continue any program. Voluntary,
successful participation in a recovery or rehabilitative program by an
employee may be a mitigating factor in any disciplinary action,
depending on the facts and circumstances of each individual case. In
some cases, disciplinary action may be suspended, or the employee
placed on probation pending a successful completion of a recovery
program.
Employees who are placed on a rehabilitation program because of
performance or behavior problems due to substance abuse are
subject to dismissal for failure to successfully complete the program
or change their performance or behavior.
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Applicants who have a past history of substance abuse and who have
demonstrated an ability to abstain from the substance, or who can
provide medical assurance of acceptable control, may be considered
for employment as long as they are otherwise qualified for the
position for which they are applying.
Management has chosen to adopt an alcoholic beverage policy in
keeping with the concern for and the risks associated with alcohol
use. Alcoholic beverages shall not be served or used on the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home premises during
working hours or working shifts – for staff - unless specifically
permitted by the Estate Manager, in writing.
Social activities held off-premises and paid for on a personal basis
are not affected by this policy. If management considers it
appropriate, light alcoholic beverages may be served at estate and
company-sponsored events held off premises and for purely social
reasons. The service must be managed in good taste and with good
judgment.
The estate and company is concerned with its employee’s privacy,
especially when matters regarding medical and personal information
are involved. As long as the information is not needed for police or
security purposes, the estate and company shall maintain employee
medical and personal information in confidence and release this
information to authorized estate and company personnel on a “need
to know” basis. An exception to this policy is when the employee
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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signs a release for the transfer of such information on forms
acceptable to the estate and company to designated persons,
hospital or agencies.
Nothing contained in this section shall eliminate or modify the estate
and company’s right to terminate any employee at any time for any
reason.
Smoking 2070
No smoking will be allowed in the home or office area at any time.
This policy is for the health and safety of all employees. Smoking will
be allowed only in designated areas outdoors.
Your cooperation is requested, as this policy must be rigidly enforced
to comply with the estate and company health and safety
requirements and to maintain proper insurance coverage for our
building.
Employment Classifications
2080
Positions within the estate and company are generally designed to
require full-time employees. In certain functions and during some
seasons, work schedules and estate and company needs may
require the services of other than full-time employees. There are four
classifications of employees at the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home:
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Full-time — An employee hired for an indefinite period in a position
for which the normal work schedule is 40 hours per week and up to
50.
Part-time — An employee hired for an indefinite period in a position
for which the normal work schedule is at least 20 but less than 40
hours per week.
Temporary — An employee hired for a position for which the
scheduled work week can range from less than 20 to 40 hours, but
the position is required for only a specific, known duration, usually
less than six months.
Temporary employees do not qualify for regular estate and company
benefits.
Provisions in the Fair Labor Standards Act divide all employees into
two categories, exempt and non-exempt, with respect to eligibility for
overtime payment. They shall be defined as:
Exempt — An employee considered to be managerial, administrative,
professional or outside sales.
Non-Exempt — An employee who devotes most of his or her hours in
activities that are not managerial, administrative, professional or
outside sales.
Note: These definitions are illustrative in nature and are not
intended as a statement of the law. Refer to the Comment
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preceding the policy on Overtime Compensation, Section 3060,
the Fair Labor Standards Act, and applicable Hawaii State law.
If you are uncertain as to your status, please contact your
supervisor/manager.
Employee Safety
2090
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home strives
to provide its employees with a safe and healthful workplace
environment. To accomplish this goal, both management and
employees must diligently undertake efforts to promote safety.
The estate and company, through its supervisory personnel, shall
develop and implement safety rules and regulations. This process
will be ongoing and will require periodic safety audits. Safety audits
will be undertaken to determine the necessity and feasibility of
providing protective clothing, devices, or safeguards to make the
workplace safe and healthful. The estate and company shall also
undertake the responsibility to educate employees as to hazards of
the workplace and to train employees as to such hazards and the
proper and safe method to perform job tasks.
Employees shall devote their full time skill and attention to the
performance of their job responsibilities utilizing the highest standard
of care and good judgment. Employees will follow all safety rules and
regulations at all times including the use of protective clothing,
devices, or equipment, attendance at all training sessions related to
employee’s job description, and follow the directions of warning signs
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or signals or the commands or directions of supervisory personnel.
Extra precautions will be followed when cutting with drills or saws to
wear facemasks and face shields along with gloves. Electrical
protective standards are also very high with regard to the wearing of
minimum 8,000-volt rubber gloves and the usage of rubber mats
under foot. No “quickie” or haphazard work will be tolerated. In the
case of reports or determination found that an employee endangered
himself or others – severe disciplinary action may result. Employees
will not be tolerated with “Aloha” attitudes towards their own safety.
Finally, all job-related injuries or illnesses are to be reported to your
supervisor immediately, regardless of severity. In the case of serious
injury, an employee’s reporting obligation will be deferred until
circumstances reasonably permit a report to be made. Failure to
report an injury or illness may preclude or delay the payment of any
benefits to the employee and could subject the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home to fines and penalties.
Safety rules and regulations will be issued or modified from time to
time and shall be effective immediately. Rules and regulations will be
distributed to employees and posted on the employee bulletin board.
Safety first!
The Estate Manager shall select a safety committee that shall be
composed of an equal number of employer and employee
representatives. The term of each committee member shall be two
years subject to earlier resignation or termination. Provided,
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however, that one-half of the employer and employee representatives
of the initial committee shall serve an initial term of one year to
stagger the term and provide at least one experienced member on
the committee at all times.
The committee shall select one of its members to serve as
chairperson. The chairperson shall also provide a written agenda for
all committee meetings. The committee shall hold regular meetings
at least once each month except months when quarterly safety audits
are made. Minutes of committee meetings shall be recorded and
retained for three years by the estate and company. Copies of
minutes shall be posted for all employees, together with the names
and departments of safety committee members.
The safety committee shall recommend to the Estate Manager how to
eliminate hazards and unsafe work practices. The Estate Manager
shall respond within 30 days following the receipt of committee
recommendations.
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Employee Accident Report Form
___________________________________________________________
Last Name
First
Initial
Social Security #
Department
___________________________________________________________
Address [Including City, State, Zip]
___________________________________________________________
Telephone Number
Date of Birth
Time, Date, and Location of Accident: _____________________________
___________________________________________________________
What injuries are being reported? ________________________________
___________________________________________________________
How did accident occur? _______________________________________
___________________________________________________________
Witnesses to the accident: ______________________________________
___________________________________________________________
Treatment or first aid provided:___________________________________
By signing below, employee consents to the release of medical
charts, reports, X-rays, diagnoses, and other information to the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home or its authorized
representatives from any health care provider rendering treatment or
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providing consultative or other services in conjunction with the
diagnosis and treatment of the injury described above.
___________________________________________________________
Employee’s Signature
[ADD NOTARIAL OATH OR AFFIRMATION]
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Anniversary Date and Reinstatement 2100
An employee’s anniversary date is defined as his or her first day on
the job with the estate and company. Performance reviews will be
completed annually on the employee’s anniversary date. Although a
salary adjustment never automatically follows a performance review,
if a review cannot be completed prior to the employee’s anniversary
date and a salary adjustment is in order, it will be made retroactive to
the anniversary date.
Reinstatement
Employees who are reinstated into the estate and company will
maintain their original anniversary date for seniority purposes as well
as for those benefit programs governed by the anniversary date. The
policy will be as follows:
Layoff — Employees who terminate because of reduction in work
force will maintain their original anniversary date for seniority
purposes, if they are re-employed by the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home within one year after date of
termination.
Voluntary Resignation — Employees who voluntarily terminate their
employment with the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home may maintain their original anniversary date, subject to
management approval, if they are re-employed by the estate and
company within six months after date of termination. The estate and
company is under no obligation to rehire any such employee
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New Hire, Rehire, Relatives, and Return to Work After
Serious Injury or Illness 2110 – 40
New Hire
The ESTATE MANAGER is responsible for having the new employee
fill out all pre-employment forms, benefit applications, and enrollment
forms; having the employee’s picture taken for the estate and
company identification card; and providing basic information on pay
and leave policies, benefits, parking situations, and working hours, on
the employee’s first day of work. Within the first week of
employment, the Estate Manager will conduct a new employee
orientation.
Rehire
Applications received from former employees will be processed using
the same procedures and standards that govern all direct
applications. The hiring manager/supervisor will review the former
employee’s performance records and the circumstances surrounding
termination of previous employment with the estate and company.
This information will be provided to the staff responsible for screening
and interviewing applicants. The Royal Kingdom of Saudi Arabia
owned “Hale Koa” home is under no obligation to rehire former
employees.
Relatives
Relatives of the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home employees may apply and, if qualified, will be considered for
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employment except in certain sensitive areas, such as accounting,
personnel, or research and development. Relatives will not be
allowed to supervise or evaluate each other. Relatives will not work in
the same department or under the same supervisor or manager.
A relative is defined as any person related to the employee by blood,
marriage, or adoption in the following degrees: parent, child,
grandparent, grandchild, brother, sister, brother-in-law, sister-in-law,
aunt, uncle, niece, nephew, and first cousin.
Return to Work after Serious Injury or Illness
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home is
concerned about the health and good work habits of its employees.
In the event you are injured and unable to perform your job, we want
to assist in obtaining the best treatment and the return to your regular
job as soon as possible. Whenever possible, the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home will provide modified work
while you are recovering from your injury. The following information
has been prepared to help you understand the procedures for
notifying us concerning your condition and your work restrictions.
1. Inform your doctor that the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home does provide modified work and have your
doctor provide you with physical limitations.
2. Return your work limitations to your supervisor immediately
following your doctor appointment or at the beginning of your next
work shift.
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3. The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
would then provide a Job Analysis of a modified job, which is
within your work restrictions to your doctor for his/her approval if
necessary.
4. Once your physician has approved the Job Analysis, the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home will provide you
with a written job offer letter, describing the details of the light duty
assignment when available.
5. Modified jobs are temporary and it will be the employee’s
responsibility to provide their supervisor with a current work status
report following every doctor appointment.
6. If your physician does not release you to any work activities, then
you will need to contact your supervisor on a weekly basis, either
by phone or in person.
Failure to accept an offer for light duty assignment can be the basis
for termination of employment.
I have read and understand this policy and procedure.
_____________________________________________________
Employee’s Signature
Date
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Performance Improvement
2150
Performance improvement may be suggested whenever estate and
company management believes that an employee’s performance is
less than satisfactory and can be resolved through adequate
counseling. Corrective counseling is completely at the discretion of
estate and company management. The estate and company desires
to protect its investment of time and expense devoted to employee
orientation and training whenever that goal is in the estate and
company’s best interests. The estate and company expressly
reserves the right to discharge “at will.” Even if corrective counseling
is implemented, it may be terminated at any step at the discretion of
management. Management, in its sole discretion, may warn,
reassign, suspend, or discharge any employee at will, whichever it
chooses and at any time.
The supervisor/manager, with assistance of the Estate Manager, will
determine the course of action best suited to the circumstances. The
steps in performance improvement are as follows:
Verbal counseling — As the first step in correcting unacceptable
performance or behavior, the supervisor/manager should review
pertinent job requirements with the employee to ensure his or her
understanding of them. The supervisor/manager should consider the
severity of the problem, the employee’s previous performance
appraisals and all of the circumstances surrounding the particular
case. Stating that a written warning, probation, or possible
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termination could result if the problem is not resolved should indicate
the seriousness of the performance or misconduct. The employee
should be asked to review what has been discussed to ensure his or
her understanding of the seriousness of the problem and the
corrective action necessary. The supervisor/manager should
document the verbal counseling for future reference immediately
following the review.
Written counseling — If the unacceptable performance or behavior
continues, the next step should be a written warning. Certain
circumstances, such as violation of a widely known policy or safety
requirement, may justify a written warning without first using verbal
counseling. The written warning defines the problem and how it may
be corrected. The seriousness of the problem is again emphasized,
and the written warning shall indicate that probation or termination or
both may result if improvement is not observed. Written counseling
becomes part of the employee’s personnel file, although the
supervisor/manager may direct that the written warning be removed
after a period of time, under appropriate circumstances.
Probation — If the problem has not been resolved through written
counseling or the circumstances warrant it, or both, the individual
should be placed on probation. Probation is a serious action in which
the employee is advised that termination will occur if improvement in
performance or conduct is not achieved within the probationary
period. The Estate Manager and the employee’s supervisor/manager,
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after review of the employee’s corrective counseling documentation,
will determine the length of probation. Typically, the probation period
should be at least two weeks and no longer than 60 days, depending
on the circumstances. A written probationary notice to the employee
is prepared by the supervisor/manager.
The letter should include a statement of the following:
 The specific unsatisfactory situation;
 A review of oral and written warnings;
 The length of probation;
 The specific behavior modification or acceptable level of
performance;
 Suggestions for improvement;
 A scheduled counseling session or sessions during the
probationary period; and
 A statement that further action, including termination, may
result if defined improvement or behavior modification does
not result during probation. “Further action” may include, but
is not limited to reassignment, reduction in pay, grade, or
demotion.
The supervisor/manager should personally meet with the
employee to discuss the probationary letter and answer any
questions. The employee should acknowledge receipt by signing
the letter. If the employee should refuse to sign, the
supervisor/manager may sign attesting that it was delivered to the
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employee and identifying the date of delivery. In this case, the
Estate Manager will also be notified and sign the paper. The
probationary letter becomes part of the employee’s personnel file.
On the defined probation counseling date or dates, the employee
and supervisor/manager will meet to review the employee’s
progress in correcting the problem which led to the probation. Brief
written summaries of these meetings should be prepared with
copies provided to the employee and the Estate Manager.
At the completion of the probationary period, the Estate Manager
and the supervisor/manager will meet to determine whether the
employee has achieved the required level of performance and to
consider removing the employee from probation, extending the
period of probation, or taking further action. The employee is to be
advised in writing of the decision. Should probation be completed
successfully, the employee should be commended, though
cautioned that any future recurrence may result in further
disciplinary action.
Suspension — A two or three day suspension without pay may be
justified when circumstances reasonably require an investigation of a
serious incident in which the employee was allegedly involved. A
suspension may also be warranted when employee safety, welfare,
or morale may be adversely affected if a suspension is not imposed.
In addition, and with prior approval of the Estate Manager,
suspension without pay for up to three consecutive working days may
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be imposed for such proven misconduct as intentional violation of
safety rules, fighting, or drinking alcohol on the job. These examples
do not limit management’s use of suspension with or without pay in
other appropriate circumstances, such as the need to investigate a
serious incident. In implementing a suspension, a written counseling
report should set forth the circumstances justifying the suspension.
Such a report shall become part of the employee’s personnel file.
Involuntary Termination — The involuntary terminations notice is
prepared by the supervisor/manager with concurrence of, and review
by, the personnel department and Estate Manager. The employee is
notified of the termination by the supervisor/manager and will be
directed to report to the personnel department for debriefing and
completion of termination documentation. Involuntary termination is
reserved for those cases that cannot be resolved by corrective
counseling or in those cases where a major violation has occurred
which cannot be tolerated.
The following definitions and classification of violations, for which
corrective counseling, performance improvement, or other disciplinary
action may be taken, are merely illustrative and not limited to these
examples. A particular violation may be major or minor, depending on
the surrounding facts or circumstances.
Minor violations — Less serious violations that have some effect on
the continuity, efficiency of work, safety, and harmony within the
estate and company. They typically lead to corrective counseling
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unless repeated or when unrelated incidents occur in rapid
succession. Here are some examples of minor violations:
 Excessive tardiness;
 Unsatisfactory job performance;
 Defacing estate and company property;
 Interfering with another employee’s job performance;
 Excessive absenteeism;
 Failure to observe working hours, such as the schedule of
starting time, quitting time, rest and meal periods;
 Performing unauthorized personal work on estate and
company time;
 Failure to notify the supervisor/manager of intended absence
either before or within one hour after the start of a shift; and
 Unauthorized use of the estate and company telephone or
equipment for personal business.
Major Violations — These more serious violations would include any
deliberate or willful infraction of estate and company rules and may
preclude continued employment of an employee. Here are some
examples of major violations:
 Fighting on estate and company premises;
 Repeated occurrences of related or unrelated minor
violations, depending upon the severity of the violation and
the circumstances;
 Any act which might endanger the safety or lives of others;
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 Departing estate and company premises during working
hours for personal reasons without the permission of the
supervisor/manager;
 Bringing unauthorized firearms or weapons onto the estate
and company premises;
 Deliberately stealing, destroying, abusing, or damaging
estate and company property, tools, or equipment, or the
property of another employee or visitor;
 Disclosure of confidential Royal Family, estate and company
information or security protection secrets to unauthorized
persons;
 Willfully disregarding estate and company policies or
procedures;
 Willfully falsifying any estate and company records; or
 Failing to report to work without excuse or approval of
management for three consecutive days.
Termination
2160
Terminations are to be treated in a confidential, professional manner
by all concerned. The supervisor, department manager, and
personnel department must assure thorough, consistent, and
evenhanded termination procedures. This policy and its
administration will be implemented in accordance with the estate and
company equal opportunity statement.
Terminating employees are entitled to receive all earned pay,
including vacation pay.
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Only employees with 5 or more years of service with the estate and
company as explained in the policy, Sick or Personal Leave —
Section 4040, are qualified to receive sick or personal leave payout.
Employment with the estate and company is normally terminated
through one of the following actions:
Resignation — voluntary termination by the employee;
Dismissal — involuntary termination for substandard performance
or misconduct; or
Layoff — termination due to reduction of the work force or
elimination of a position
Resignation
An employee who wants to terminate employment, regardless of
employee classification, is expected to give as much advance notice
as possible. Three weeks or fifteen working days are generally
considered to be sufficient notice time.
Dismissal
Substandard Performance — An employee may be discharged if his
or her performance is unacceptable. The supervisor/manager shall
have counseled the employee concerning performance deficiencies,
provided direction for improvement, and warned the employee of
possible termination if performance did not improve within a defined
period of time. The supervisor/manager is expected to be alert to any
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underlying reasons for performance deficiencies such as personal
problems or substance abuse. See Section 2060. The Estate
Manager must concur in advance of advising the employee of
discharge action. Documentation to be prepared by the
supervisor/manager shall include reason for separation, performance
history, corrective efforts taken, alternatives explored, and any
additional pertinent information.
Misconduct — An employee found to be engaged in activities such
as, but not limited to, theft of estate and company property,
insubordination, conflict of interest, or any other activities showing
willful disregard of estate and company interests or policies, will be
terminated as soon as the Estate Manager has concurred with the
action.
Note: See Performance Improvement — Section 2150 for a list
of other examples.
Termination resulting from misconduct shall be entered into the
employee’s personnel file. The employee shall be provided with a
written summary of the reason for termination. No salary continuance
or severance pay will be allowed.
Layoff
When a reduction in force is necessary or if one or more positions are
eliminated, employees will be identified for layoff after evaluating the
following factors:
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1. Estate and company work requirements;
2. Employee’s abilities, experience, and skill;
3. Employee’s potential for reassignment within the organization; and
4. Length of service.
The immediate supervisor/manager will personally notify employees
of a layoff. After explaining the layoff procedure, the employee will be
given a letter describing the conditions of the layoff. Such as the
effect the layoff will have on his or her anniversary date at time of
call-back — the procedure to be followed if time off to seek other
employment is granted — and the estate and company’s role in
assisting employees to find other work. The employee and the Estate
Manager, after consultation with the employee’s supervisor/manager,
will follow one of the following procedures:
The employee will receive at least two weeks advance notice of
termination date.
The employee will be terminated immediately and will receive one
week of pay for each year of employment with the estate and
company in lieu of notice, up to a maximum of four weeks. The
payment will be based on a 40-hour workweek at the employee’s
straight time rate or salary.
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.
Termination Processing Procedures
The supervisor/manager must immediately notify the PERSONNEL
DEPARTMENT of the termination so that a termination checklist can
be initiated. The PERSONNEL DEPARTMENT will direct and
coordinate the termination procedure.
All outstanding advances charged to the terminating employee will be
deducted from the final paycheck by the payroll department.
On the final day of employment, the PERSONNEL DEPARTMENT
must receive all keys, ID cards, and estate and company property
from the employee.
The PERSONNEL DEPARTMENT and Estate Manager shall conduct
an exit interview with the employee.
Note: A sample Exit Interview Guide is provided at the end of
this section from Mr. Mongiello
The employee will pick up his or her final payroll check from the
PERSONNEL DEPARTMENT (or via electronic banking system
deposit via the Bank of Hawaii) at the time of the exit interview. The
final check shall include all earned pay and any expenses due the
employee.
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Exit Interview Guide
1. Which responsibilities did you like most about the job? Which
responsibilities did you like least?
2. What did you like most about the department you were assigned
to?
3. What did you think about the way the manager handled
complaints?
4. What types of working conditions are most conducive to your best
productivity?
5. What do you see as the future of this estate and company?
6. What impressed you about this estate and company when you first
accepted your position? Has this impression changed? If so, how?
Why?
7. When you first joined the estate and company, was your training
helpful for what you were actually doing six months later?
8. What type of job are you going to? What are you looking for in that
position that you feel is not present in this estate and company?
9. What kind of work do you like to do best? Were you doing that
kind of work in your job here?
10.What points would you want to make if you could tell top
management how you felt about this organization?
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11.How do you feel about the contribution you have made to this
estate and company?
12.Tell me what your feelings are about the benefit program offered
by this estate and company?
Please use as many sheets as needed.
Employment Disputes
2170
Any dispute or claim that arises out of or that relates to employment
with the Royal Kingdom of Saudi Arabia owned “Hale Koa” home, or
that arises out of or that is based on the employment relationship
[including any wage claim, any claim for wrongful termination, or any
claim based on any employment discrimination or civil rights statute,
regulation or law], including tort or harassment claims [except a tort
that is a “compensable injury” under workers’ compensation law],
shall be resolved by arbitration in accordance with the then effective
commercial arbitration rules of the American Arbitration Association
by filing a claim in accordance with the filing rules of the American
Arbitration Association, and judgment on the award rendered
pursuant to such arbitration may be entered in any court having
jurisdiction thereof.
Compensation
Equal Pay 3010
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home will not
pay wages to any employee at a rate less than the estate and
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company pays employees of the opposite sex for work that is
substantially equivalent requiring comparable skills.
This policy is to be construed in accordance with applicable federal
and state laws and regulations.
Job Descriptions
3020
The purpose of job descriptions at the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home is to define the duties and set
requirements for filling the job. Within three months after every
employee has filled a position, a personalized job description
detailing the unique features of the job and establishing the
employee’s job objectives will be prepared by each supervisor using
input from the employee. The previous job description will be used as
a model in defining the present employee’s position. A supervisor
shall review an employee’s job description when he or she requests
it.
All job descriptions shall include the following information:
1. Title of position;
2. Assigned organizational unit [e.g., payroll, marketing];
3. Position classification number;
4. Job summary or overview;
5. Position qualifications [essential qualifications including job
experience, skills, and education]; and
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6. Major duties and responsibilities.
These position descriptions are used to compare our positions with
the positions of other companies for salary surveys. Position
descriptions are also one of the factors used in setting the pay scale
of positions within our estate and company.
Management shall review all position descriptions annually to ensure
equity and consistency within and across job families and functional
lines.
Job Description
Job Title: ___________________________ Job Code: _______________
Department: ________________________ Date: __________________
Written by: __________________________________________________
Approved by: ________________________________________________
Pay Scale __________ Exempt __________ Non-Exempt ___________
Essential Job Qualifications:_____________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
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Summary Statement: __________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
Assigned Responsibilities or Duties: ______________________________
___________________________________________________________
___________________________________________________________
Supervisor: _________________________________________________
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Workday, Payday, and Pay Advances 3030–50
A workday begins at typically assigned times that are different for
each shift and staff member and ends at assigned times with 1 hour
off for lunch. Each workweek consists of varied hours, and generally
includes work performed Monday through Friday.
However, the nature of our business sometimes demands workday or
workweek hours different than those set forth above. Variation to the
schedule will be made or approved by department managers.
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Time Sheet
Name: ______________________ Week [s] ending _____ : 20 __
______Regular _ Overtime
Date
Time in
Time
out
Time in
Time
Hours
Hours
out
TOTAL HOURS [Regular and Overtime]: ___
Employee’s Signature: _________________________________________
Supervisor’s Signature: ________________________________________
Check # or ACH transfer #:
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Payday
Our employees are paid every two weeks, 26 times annually. The first
payday of the year will be on the first [DAY] of the month, with each
successive payday being on alternate [DAY].
Time cards are to be submitted to your supervisor/manager by close
of business the Friday preceding the estate and company payday.
Pay is for the two workweeks preceding the next payday.
Pay Advances
An employee pay advance is a temporary cash advance of an
amount no more than $10,000.00 USD, repayable in 52 pay periods.
The pay advance is interest free and is granted only in the event of
an employee emergency. The determination to grant or reject an
advance request is made at the sole discretion of the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home Estate Manager, the Prince,
King or Board of Directors. The advance is obtained by filling out a
payroll advance request and submitting it through the employee’s
supervisor/manager to the payroll department for processing.
Requests for additional advances will be processed only after the
initial advance is repaid. A full Consumer Counseling Service of
Hawaii review may be necessary.
Note: A Payroll Advance Request Form is included on the
following page. All arrangements for mailing or depositing
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employee paychecks must be made in advance and in writing
with the payroll department.
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Payroll Advance Request
Employee Name: _____________________________________________
Date of Advance: _____________ Request Advance Amount: $ _______
Agreement:
In consideration of the above advance pay given to me by the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home, I hereby
irrevocably authorize the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home Payroll Department to deduct the above advance
amount in equal installments from the net earnings payable to me for
the _________ pay period [s] immediately following the date of
receipt of the advance amount. I understand that each deduction
shall be [ADD DOLLAR AMOUNT]. I fully understand and agree that
the total of all payroll deductions for repayment of this advance shall
be equal to the total amount advanced.
I further understand and agree that my acceptance of the advance
amount and this authorization for payroll deduction shall in no way be
construed as a contract for my continued employment with the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home. In the event of my
termination of employment with the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home, whether voluntary or involuntary, prior to the
total recovery by the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home of the amount advanced to me, I authorize the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home to deduct the full
remaining balance of this advance from my final paycheck. In the
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event my final paycheck is insufficient to repay the advance, I
recognize my absolute and irrevocable obligation to fully repay any
remaining balance to the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home. After my final paycheck has been credited against
the advance amount owed and to pay reasonable attorney fees
incurred by the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home in the event collection efforts are required.
Signatures: _________________________________________________
Employee
Date
Approved by: ________________________________________ ________
Supervisor
Date
__________________________________________ ________
Payroll Department
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Payroll Change Notice
To: Payroll Department
Please enter the following change/s in your records to take effect _______
Date & Time
Employee __________________________________________________
Social Security Number ________________________________________
Clock No. ___________________________________________________
The Change/s
 Check all Applicable
From
To
Boxes
q Department
q Job
q Shift
q Rate
Reason for the Change/s
Hired
Transfer
Length of Service
Retired
Increase
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Re-hired
Merit
Increase
Union
Promoted
Re-evaluation of
Existing Job
Resignation
Layoff
Discharge
Scale
Demotion

Leave of Absence from _______ until ____________
Date

Probationary Period
Completed
Date
Other [Explain]
Change Authorized by __________________ Date _________________
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Overtime Compensation
3060
Non-exempt salaried employees will be paid at the rate of one and
one-half times their regular hourly rate of pay for all time worked in
excess of 40 hours in any one workweek.
Note: Some state laws require overtime after eight hours in one
day for public employees. Depending on travel dictated by Mr.
Mongiello to accompany the Prince, this may vary or be higher.
Overtime is never at the employee’s discretion. It shall only be
incurred and paid at the request of the estate and company through
the employee’s supervisor/manager. Supervisors/managers shall
ensure that no unauthorized overtime hours are worked.
Meal, Physical Workout and Rest Periods 3070
Meal Period — The normal workday is not eight hours, commencing
at a precision, pinpoint time (a dose of reality and professionalism is
better) and ending at any set time. Our activities are extremely varied
with a one-hour paid lunch period beginning at the convenience of the
supervisor and reliant on workload. Staff will work this out each day
in a casual and professional manner. We require staff to eat lunch or
disciplinary matters will be initiated against the offender.
Employees who begin their workday before noon and continue to
work past 7:00 PM will be granted a paid 60-minute meal period also.
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Physical Workout Day – The staff day for working out is always
Wednesday and is required for employment. All staff will report and
be paid for the two-hour period of physical exercise. It is important to
the body to recognize and admit that the physical side of the human
race must be attended to and kept in good condition. When humans
only concentrate on the other three areas of Emotional, Mental and
Spiritual – they become imbalanced. Any staff who was scheduled to
be off, do not have to report in. They can, however, and be paid for
it. Estate Manager Mongiello will pay particular attention to
employees whom always seem to have Wednesday off. Investigatory
proceedings may be initiated in such case to determine why this
occurs. No employee is exempt from taking care of his or her body.
The estate does not employ personnel who choose to refuse to take
care of themselves.
A full medical examination and "fitness for physical workouts"
examination will be conducted by the estate and company authorized
doctor. A detailed medical history and examination is conducted and
maintained to ensure that the physical workout is not destructive or
detrimental to an employee who is sick, hurt, recovering or suffering
from a life ailment or disease. Employees are rotated to lead the
class under pre-approved guidelines. This controls leaders to ensure
that a safe workout is had and some “Rambo” does not announce,
“he will be leading a 10 mile run,” some Wednesday. Safety first.
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Rest period — Non-exempt employees are permitted two paid 20minute rest periods. Rest periods are to be scheduled as near the
middle of the morning and afternoon as possible.
Flextime
3080
Flextime allows our employees optional starting and quitting times to
coincide with their personal preference. The flextime employee is
expected to be responsible and is trusted to begin and end work
without direct supervision.
Available flextime schedules are as follows:
Begin
Conclude
Work
Work
8:00 AM
4:30 PM
8:15 AM
4:45 PM
8:30 AM
5:00 PM
8:45 AM
5:15 PM
9:00 AM
5:30 PM
9:15 AM
5:45 PM
9:30 AM
6:00 PM
The employee and supervisor/manager are to select a work schedule
that ensures effective functioning of the department and is convenient
for them.
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Once the employee and supervisor/manager have chosen a mutually
convenient workday schedule, the schedule does not become “fixed”
and is not to be adhered to, without deviation. The employee normally
may be allowed to change his or her schedule with the supervisor’s
direct approval or once every six months subject to the
supervisor/manager’s approval.
Flextime also leans on studies of proven work at home
programs. At sporadic periods, you can work from home
and complete tasks – subject to outline from the
supervisor and examination of them afterward to ensure
completion.
Performance Review and Salary Merit Increases 3090
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home has
adopted a management by objective approach to performance
appraisal. Each employee is given the opportunity to set individual
written goals. He or she will be evaluated based on how well these
goals have been met. Three months after an employee joins the
estate and company, the supervisor/manager and employee will meet
to establish employment goals consistent with the business
objectives of the estate and company and the employee’s
department. The first performance review will occur near the end of
the next three months, preferably on a date agreed to in writing. All
future employee performance reviews will be scheduled at six-month
intervals and noted in the preceding appraisal report.
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It is the supervisor’s/manager’s responsibility to develop and maintain
a work environment in which employees can openly discuss
performance and develop plans. The employee will be notified about
ten days in advance of the performance review date. Also included in
the notification will be the time, place, and the discussion topics for
the employee to prepare for the review. The employee, as well as the
supervisor/manager, is to bring the following to the review meeting:
 A summary statement of the progress made toward meeting
his or her employment goals;
 Examples of job-related areas demonstrating greatest
strengths and identifying areas where additional training is
needed;
 An outline of job-related tasks in which the employee can
participate to improve performance;
 A recommendation of job responsibilities and goals to be
established for the next six-month period;
 A summary of overall employment performance.
The Employee Work Plan and Performance Appraisal/Criteria for
Appraising Demonstrated Performance form that follows this policy is
to be used for the performance review. The Employee Work Plan and
Performance Appraisal portion of this form serves as a planning tool
by which employees and their supervisor/managers set forth-specific
examples of job performance. The Criteria for Appraising
Demonstrated Performance portion of the form is used to evaluate
overall employee performance based on the specific examples
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referred to on the Employee Work Plan and Performance Appraisal
portion. Employees and their supervisor/manager should complete
both portions of the form.
The supervisor/manager is responsible for establishing a relaxed
atmosphere at the performance review and encouraging two-way
communication. The discussion should be conducted in a positive
manner, in complete privacy, and with no interruptions. The
supervisor/manager shall verify that the employee is familiar with his
or her job duties, previous goals, and the appraisal criteria or factors.
At the conclusion of the performance appraisal, the employee will be
requested to sign the appraisal verifying that he or she participated in
the evaluation. The employee should be encouraged to submit
comments about the appraisal that will become part of the record. A
date for the next appraisal shall be agreed upon and noted on the
appraisal form. The employee must be given a signed copy of the
appraisal. The appraisal is then submitted for review by the next level
of management.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
believes that pay increases should be related to an employee’s
performance. Following performance reviews, the
supervisor/manager will rank the employee’s performance according
to his or her relative level of contribution to the estate and company.
Factors will include how well the employee has met the objectives
agreed upon in the last review, whether it be the initial meeting or the
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following six-month review; and the employee’s level of contribution
to the success of the department/division relative to other employees.
The supervisor/manager will rank all department/division employees
in one of four groupings:
1=Outstanding
2=Very Good
3=Good
4=Marginal
5=Unsatisfactory
A decision relating to the employee’s merit increase in pay will be
made by the supervisor/manager after the review and ranking
process has been completed. Any merit increase in pay will be
retroactive to the date of performance appraisal. The
supervisor/manager will forward a merit increase recommendation
with the appraisal to the next level of management. Merit increases in
pay are neither automatic nor periodic. They are reserved for
employees who show skills improvement, education achievement and
higher than average performance. Information about rates of pay and
merit increases in pay, if any are deemed to be confidential matters
between the estate and company and each employee and are not to
be discussed among employees.
Employee Work Plan and Performance Appraisal
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home has
adopted a management by objective approach to performance
reviews. Both employees and their supervisors/managers should
respond in writing to the specific issues raised below prior to the
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scheduled review. Employees will be notified about ten days prior to
the scheduled review. At the review, the employee and his or her
supervisor/manager will discuss and compare each other’s response
to the issues. The first page should be considered a planning tool to
prepare for the review session. Employees and their
supervisors/managers should record specific examples of employee
conduct and performance. Do not be ambiguous. The criteria listed
on the reverse side are used to evaluate the employee’s overall
performance.
Name of employee:
Name of supervisor:
Major responsibilities of the job __________________________________
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Specific accomplishments since last performance appraisal ____________
Specific examples of work quality_________________________________
Specific examples of work quantity _______________________________
Specific examples of employee’s judgment in work performance ________
Specific examples of employee’s initiative in completing assigned
tasks _______________________________________________________
Specific examples of employee’s teamwork with fellow employees _______
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Specific examples of employee’s dependability in completing tasks ______
Achievement of employee’s goals ________________________________
Summarize employee’s performance _____________________________
Action to be taken to improve performance _________________________
Employee’s goals for next six months _____________________________
Employee comments — employee may put additional comments on a
separate sheet.
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Criteria for Appraising Demonstrated Performance
Work quality — reliability, accuracy, neatness of work ________________
Work quantity — amount of work produced _________________________
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Judgment — ability to make sound decisions in performing work
tasks _______________________________________________________
Initiatives — interest shown in job, dedication, willingness to complete
tasks, and accept additional work_________________________________
___________________________________________________________
Teamwork — relationship with fellow employees in
department/division ___________________________________________
___________________________________________________________
___________________________________________________________
Dependability — reliability and responsiveness in completing
assigned tasks
___________________________________________________________
___________________________________________________________
Achievement of goals and objectives by employee — express as
100%, 50%, etc. _____________________________________________
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___________________________________________________________
I am signing this performance appraisal to indicate that my supervisor
and I have met to discuss the above comments.
Employee’s Signature
Date
Manager’s Signature
Date
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Performance Appraisal
Employee’s Name: _______________ Job Title: __________________
Supervisor’s Name: _______________ Performance Review Date: ____
The following scale should be used in evaluating the employee’s
performance when compared to the norm of his or her position.
Outstanding — Employee consistently meets, and in many instances
exceeds, established standards and desired results;
Very Good — Employee consistently meets established standards;
sometimes exceeds, and never falls short of desired results;
Satisfactory — Employee meets established standards; usually
meets and seldom falls short of desired results; and
Development needed — Employee meets established standards in
some instances but lacks consistency; seldom exceeds and
frequently falls short of desired results from time to time.
Outstanding
Very Good
Satisfactory
Improvement
Comments
Needed
Performs Job
Skills
Knowledge of
Work
Ability to
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Organize
Quality of Work
Quantity of Work
Communication
Teamwork
Meets Deadlines
Dependability
Judgment
Attitude
Problem Solving
Areas needing
improvement:
Areas where improvement was
made:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Objectives met since last
review:
Objectives set for next evaluation
period:
Summary of
evaluation:
Employee comments:
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Employee Signature
Date
Manager Signature
Date
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Performance Appraisal Definitions
The following should assist you in completing the Performance Appraisal Form:
Term
Definition
Performs Job Skills
Ability to perform assigned job tasks.
Knowledge of Work
Technical knowledge of job and related work.
Ability to Organize
Effectiveness in planning own work.
Quality of Work
Accuracy of work; freedom from errors.
Quantity of Work
Output of work; speed.
Communication
Effective communication with manager and
others.
Teamwork
Ability to work together within the department.
Meets Deadlines
Timeliness in performing work; deadlines.
Dependability
Reliability in carrying out assignments
conscientiously.
Judgement
Ability to obtain and analyze facts and apply
sound judgement.
Attitude
Positive attitude and enthusiasm to work and
others.
Problem Solving
Ability to develop more efficient means to job
tasks.
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Performance Review Outline
All employees participate in an estate and company-wide review
process. Prior to each review, both the employee and his or her
supervisor/manager will draft responses to the criteria described
below. The review will consist in part of a comparison of the
responses prepared by the employee and the supervisor/manager.
Both parties will also work together to develop new objectives and
priorities to achieve prior to the next scheduled review.
Employee Objectives:
1. _________________________________________________________
2. _________________________________________________________
3. _________________________________________________________
Results to Achieve: ___________________________________________
___________________________________________________________
Priorities: ___________________________________________________
___________________________________________________________
Interim Review [list dates]:
1. _________________________________________________________
2. _________________________________________________________
3. _________________________________________________________
Change in Objectives: _________________________________________
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Change in Priorities: __________________________________________
Performance Evaluation: _______________________________________
Results and Achievements: _____________________________________
___________________________________________________________
New Objectives and Priorities: ___________________________________
______________________________ Next Review Date: _____________
Employee’s Signature
Date
Manager’s Signature
Date
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Employee Performance Review
Please respond in writing to the questions listed below. Space has
been provided for your response. If you need additional space to
answer questions, you may attach a separate sheet.
The initial review will be conducted at the end of 90 days following the
date your employment began. For that review, you should only
complete Item 1. You and your supervisor/manager will work together
during the review to complete the remainder of the form. For
employees who have completed the initial review, you should
complete all of the items except Item 1.
1. During the past three months you’ve had the opportunity to learn
more about the estate and company and your individual job
responsibilities. Do you feel that you have a full understanding of
your job responsibilities? Please list your job responsibilities, as
you understand them.
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
2. What are your personal employment goals? _____________________
_________________________________________________________
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_________________________________________________________
_________________________________________________________
3. Would you like more or less responsibility? ______________________
_________________________________________________________
_________________________________________________________
4. Would you like different responsibilities? If so, what? _______________
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
5. For your job, what are your greatest strengths? ___________________
_________________________________________________________
_________________________________________________________
6. How can the estate and company utilize your strengths more
effectively? _______________________________________________
_________________________________________________________
_________________________________________________________
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7. Please identify any areas where you feel you need additional
training: __________________________________________________
_________________________________________________________
_________________________________________________________
8. What can the estate and company do to help you in these areas? ____
_________________________________________________________
_________________________________________________________
9. What goals have you established for yourself to accomplish before
your next review?
_________________________________________________________
_________________________________________________________
_________________________________________________________
10.Evaluate your overall employment performance and
accomplishment of employment goals since your last review? ________
_________________________________________________________
_________________________________________________________
_________________________________________________________
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Employee Signature
Date
Manager’s Signature
Date
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Employee Performance Review [continued]
The purpose of this form is to assist employees and managers in
preparing for performance reviews. This form works similar to a diary.
As an event occurs which might be relevant for review purposes,
make a note of the event and the date on this form. This information
will refresh your memory at review time.
Name of Employee ____________________________________________
1. Major responsibilities of the job: _______________________________
_________________________________________________________
2. Specific accomplishments since last review: _____________________
_________________________________________________________
3. Specific examples of work quality: _____________________________
_________________________________________________________
4. Specific examples of work quantity: ____________________________
_________________________________________________________
5. Specific examples of employee initiative in completing assigned
tasks: ___________________________________________________
_________________________________________________________
6. Specific examples of employee judgment: _______________________
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_________________________________________________________
7. Specific examples of employee teamwork: _______________________
8. Specific examples of employee dependability: ____________________
9. Specific examples of employee attitude: _________________________
_________________________________________________________
10.Specific examples of employee creativity: _______________________
_________________________________________________________
11.Goals achieved since last review: _____________________________
_________________________________________________________
12.Specific examples of employee communication skills: ______________
_________________________________________________________
13.Any other issues that are relevant for review and reflect on
employee’s skills and ability: __________________________________
_________________________________________________________
_________________________________________________________
_________________________________________________________
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Estate and company Evaluation Form
Note: Complete this estate and company evaluation form at a
time separate and apart from the employee evaluation. The
responses should not impact an employee’s evaluation. The
purpose of this form is to provide employees with the
opportunity to participate in the review process by evaluating
the performance of their department manager, their
department, in general, and employees within their department.
In some circumstances, employees will be asked to review the
manager of a different department and that department where
the departments have a significant overlap with one another.
Please respond to the following statements of fact by indicating the
numbered response that most closely applies.
1 = You strongly agree with the statement.
2 = You moderately agree with the statement.
3 = You moderately disagree with the statement.
4 = You strongly disagree with the statement.
The Hale Koa Estate and company . . .
1. Is quality-oriented. _____
2. Promotes teamwork and cooperation. _____
3. Has created a positive work environment. ______
4. Shows consideration and respect for its employees. _____
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Are there any specific instances that impact on any of your answers
above? Please explain:
___________________________________________________________
___________________________________________________________
Do you have any specific suggestions or comments concerning the
estate and company as a whole?
___________________________________________________________
___________________________________________________________
If __________________________________ were different, the
estate and company would be a better place to work.
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Estate and company Evaluation Form [continued]
My Department . . .
Department [please list your department]: __________________________
1. Is quality-oriented. _____
3. Works as a team. _____
4. Meets its deadlines. _____
5. Maintains a positive work attitude. _____
Are there any specific instances that impact on any of your answers
above?
Please explain: ______________________________________________
___________________________________________________________
Do you have any specific suggestions or comments concerning your
department?
___________________________________________________________
___________________________________________________________
If __________________________________ were different, my
department would be a better place to work.
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My Manager . . .
1. Clearly communicates what is expected of me. _____
2. Listens to me. _____
3. Promotes teamwork and cooperation. _____
4. Distributes workload fairly. _____
5. Is a good motivator? ______
6. Encourages employee feedback. _____
7. Shows consideration and respect for employees. _____
Are there any specific instances that impact on any of your answers
above?
Please explain: ______________________________________________
Do you have any specific suggestions or comments concerning your
manager?
___________________________________________________________
___________________________________________________________
Employees within My Department . . .
1. Have a positive work attitude. _____
2. Are supportive of one another. _____
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3. Contribute fairly to department workload. ______
4. Are dependable. _____
5. Work well together. _____
6. Communicate effectively. _____
Are there any specific instances that impact on any of your answers
above?
Please explain: ______________________________________________
___________________________________________________________
Do you have any specific suggestions or comments concerning the
employees within your department? _______________________________
___________________________________________________________
Please return to Estate Manager Mongiello on or before:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Salary Administration
3100
The management staff will meet during the first quarter of each year
to budget the estate and company’s compensation package. They will
establish a compensation pool for:
1. Pay increases at Hale Koa;
2. Monies to be allocated to the continuation and expansion of the
estate and company benefits program; and
3. Monies to be budgeted for the addition of new employees.
Department managers will meet with the Estate Manager and fiscal
officer to establish the percentage of monies to be allocated to each
department for annual pay increases. Pay increases are not granted
on an automatic basis but only on the basis of demonstrated
performance and documented contributions to the estate and
company. A performance appraisal is one of several criteria which will
be used to support the department manager’s recommendation for
salary adjustment and adjustment amount. Other criteria include, but
are not limited to, the actual amount of money allocated to the
department, pay survey data, and impact of an individual on estate
and company profit and loss. Recommendations will be submitted to
the president for final approval. Salary adjustment letters will be
distributed during the month of June and become effective July 1.
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Payroll Deductions
The following mandatory deductions will be made from every
employee’s gross wages: federal income tax, Social Security FICA
tax, and applicable city and state taxes.
Every employee must fill out and sign a federal withholding allowance
certificate, IRS Form W-4, on or before his or her first day on the job.
This form must be completed in accordance with federal regulations.
The employee may fill out a new W-4 at anytime when his or her
circumstances change. Employees who paid no federal income tax
for the preceding year and who expect to pay no income tax for the
current year may fill out an Exemption From Withholding Certificate,
IRS Form W-4E. Employees are expected to comply with the
instructions on Form W-4. Questions regarding the propriety of
claimed deductions may be referred to the IRS in certain
circumstances.
Other optional deductions include the portion of group health
insurance not paid by the estate and company, which is deducted
from each payroll check. Other voluntary contributions, such as credit
union and pension plan, are also deducted each pay period.
Every employee will receive an annual Wage and Tax Statement, IRS
Form W-2, for the preceding year on or before January 31. Any
employee, who believes that his or her deductions are incorrect for
any pay period, or on Form W-2, should check with the PAYROLL
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DEPARTMENT immediately. Your supervisor/manager will give you
time to do this during the workday.
Shift Premium 3120
Employees are paid a premium rate for hours worked that are not
considered the normal daytime shift. The rates are established as
follows:
1. An 11 % premium of the base rate for second shift [3:00 PM to
11:30 PM];
2. A 15% premium of the base pay rate for third shifts [10:00 PM to
6:30 AM].
Paid time off is reimbursed at the regular daytime shift rate without
premiums.
Employee Benefits
Insurance 4010
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
provides group life insurance, group health insurance, and a group
disability program for its employees at no cost to the employees.
The health insurance program includes hospital, accidental injury,
and dental benefits. For specific questions on coverage of the
programs, contact the insurance representative at Moana Laki
Agency. The estate and company benefit programs are explicitly
defined in legal documents, including insurance contracts, official
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plan texts, and trust agreements. In the event of a conflict between
these documents and this policy, the formal language of the plan
document and not the informal wording of this policy must govern. All
of these official documents are readily available in the Estate
Managers office in the top of Hale Koa.
Eligibility
1. The employee is eligible for coverage on the 1st day after his or
her first day on the job.
2. Dependents of the employee are eligible for participation in the
group medical and dental insurance program at no cost to the
employee if the following is true:
The employee is a full time employee.
The employee elects dependent coverage when enrolling in the plan.
The dependent satisfies the following definition:
Group Life Insurance
1. The following amounts will be paid to the employee’s designated
beneficiary or legal representative upon his or her death.
2. Accidental Death and Dismemberment.
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Group Health Insurance
1. Hospital Benefits
4. Dental Benefits
2. Physician’s Benefits
5. Psychiatric Benefits
3. Accidental Injury Benefits
6. Disability Benefits
Vacation 4020
Vacation benefits are based on the employee’s next anniversary date
that occurs in the current calendar year. The schedule is as follows:
Anniversary Date in Calendar
Vacation Entitlement as of
Year
January 1 of Calendar Year
1st through 4th
3 weeks
5th through 9th
4 weeks
10th through 19th
5 weeks
20th through 24th
6 weeks
25th or more
7 weeks
The employee’s anniversary date is established according to the
policy in Section 2100. To be eligible to take vacation, the employee
must be in active pay status. Vacation is vested, and a terminating
employee will be paid for vacation not taken. Vacation not taken
during the calendar year is not forfeited.
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New employees become eligible to take vacation after they have
worked three consecutive months. Those reporting on the first
working day in January are entitled to two weeks of paid vacation.
Those reporting after the first working day in January through the first
working day in July are entitled to one week of paid vacation. New
employees reporting for work after the first working day in July are not
entitled to paid vacation until the following year. Part-time employees
are not entitled to paid vacation. Employees who are not entitled to
paid vacation may request permission from their supervisor/manager
to take up to one week of unpaid vacation time.
The employee’s supervisor/manager is responsible for scheduling
vacations. Vacation entitlement is administered by the Accounting
Department and overseen by Mr. Mongiello. Employees are
responsible for planning ahead for vacation and working out a
complete schedule with their supervisor/manager. Normally, fourweek advance notice of vacation is expected and necessary to
ensure scheduling of work. Employees who desire to take more than
three weeks of vacation at one time should give their
supervisor/manager more than four weeks advance notice.
Holidays 4030
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
provides a number of paid holidays each year. The estate and
company is officially closed on these days, unless a major function is
occurring – in which case the day will be made up to the employee:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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January 1*
New Year’s Day
February
President’s Day
March/April
Good Friday
May
Memorial Day
July
Independence Day
September
Labor Day
October
Columbus Day
November
Thanksgiving Day
November
Day after
Thanksgiving
December
24th**
December
25th*
December
31st**
* If these holidays fall on Saturday, the proceeding Friday will be a
holiday. If they fall on Sunday, the following Monday will be a
holiday.
**If these holidays fall on weekends, one-half day off will be observed
on the last workday proceeding the holiday.
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Muslim, Jewish and other faiths will be cared for in a generous
manner. Since the United States generally requires or recognizes the
holidays above – we have listed them as assured. Please see Estate
Manager Mongiello, as he has a full understanding of most faith
groups and their holidays. All accommodations will be made out of a
deep and understanding respect.
Weekend Holidays
When a recognized holiday falls on a Saturday, it will be observed on
the Friday before the holiday. Recognized holidays that fall on a
Sunday will be observed on the following Monday.
Eligibility for Holiday Pay
Employees must work the last scheduled day before a holiday and
the first scheduled working day following the holiday to be eligible for
holiday pay unless time off on these days has been excused with pay
[e.g. vacation and sick leave]. Only regular full time employees are
eligible for full holiday pay. Temporary employees are not eligible for
holiday pay.
Part-time employees are entitled to an equal number of estate and
company holidays, but they shall receive pay for only the number of
hours they would have regularly worked. Scheduled work on holidays
is discouraged since the estate and company sees the purpose of
holidays as a provision for employee relaxation. If an employee is
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required to work on a scheduled holiday, the employee will be paid
for hours worked at his or her regular pay in addition to holiday pay.
If a designated holiday falls within an employee’s vacation period, the
holiday is not considered a vacation day. Employees may take
religious holidays not designated as an estate and company holiday
either as a floating holiday or without pay. Prior approval in advance
must be obtained from the employee’s supervisor/manager.
Sick or Personal Leave
4040
A regular full-time employee will receive 40 hours of sick leave after
six months of continuous employment. A regular part-time employee
will be credited with an appropriate prorated number of hours. After
the first six months of employment, sick leave is accrued monthly at a
rate of 6.67 hours for a full-time employee and at a prorated amount
for a part-time employee. Sick leave is accrued on the last workday of
the month. Employees must be in an active pay status on the last day
of the month to accrue sick leave for that month.
It is in the best interests of an employee who is ill or injured that the
employee not remain at work. It is the supervisor or manager’s
responsibility to send the employee home if the employee is
incapacitated.
Time for routine doctor or dentist appointments can be charged to
sick leave. Employees are encouraged to make such appointments
as needed. If time off is required for such appointments,
arrangements should be made in advance with the employee’s
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supervisor or manager. The employee must use accumulated sick
leave in conjunction with income protection plans or other sources of
disability income to achieve full pay for as long as possible. However,
at no time can the combination of these exceed normal earnings.
An employee is expected to notify his or her supervisor/manager at
the beginning of each workday during illness or injury. Exceptions to
this include a serious accidental injury, hospitalization, and when it is
known in advance that the employee will be absent for a certain
period of time.
A Medical Release Statement is to be submitted to the employee’s
supervisor/manager for review before the employee returns to work in
the following situations:
 Five or more consecutive workdays of absence due to illness
or injury;
 In all cases of work-related injury when the employee has
been unable to work after the time of the injury; or
 When returning from medical or maternity leaves of
absence.
In the case of a work-related accident or injury, the estate and
company will compensate an employee for any lost work hours
beginning on the date of the accident or injury and for the next
number of hours of scheduled work time lost as a result of that
accident or injury – subject to review. The employee’s sick leave is
not to be used for this purpose. The employee must then use
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accumulated sick leave in conjunction with workers’ compensation or
other disability income to achieve full pay for as long as possible.
However, at no time can the combination of these exceed normal
earnings.
Unused sick leave will not be forfeited upon termination. Rather, it
can be donated to the “Employee Sick Bank Account.” No employee
will be allowed to overdraw sick leave beyond 100 hours without
approval in writing from the Estate Manager. Such approval will only
be granted on the condition, in writing and signed by the employee,
that overdrawn sick leave will be deducted from the employee’s final
paycheck upon termination. Sick employees are encouraged to apply
to the Employee Sick Bank Account if they need more time off in a
paid status. Each year, employees nominate and vote on a board of
three leaders to run the Sick Bank Account. An example is thus:
“Over the year, Mr. Kansington never seemed to get sick - so he
donated almost 100 hours of paid sick time to the Sick Bank Account.
Well, by gosh, by the time we were through we had almost 12 other
employees do the same thing. It amounted to free, paid sick time of
almost 1200 hours. Then, one time, when Ms. Peabody was
hospitalized for a cancerous growth she applied for and was
approved for a donation of 900 paid sick hours. That kept her paid
and the Prince and Mr. Mongiello also visited her in the hospital. She
was well covered, medically and financially, by the estate plan. Later
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the Prince threw a large “welcoming back” party in her honor and
donated a 100% college tuition for her son at the University of Hawaii.
Leave of Absence and Military Leave 4050
Leave of absence is time off in a non-pay status. An employee must
submit a request for leave of absence in writing to his or her
supervisor/manager. Managers will forward the request for final
approval to the Estate Manager accompanied by the
supervisor’s/manager’s recommendation. The employee is expected
to request leave of absence with as much advance notice as
possible. Leaves of absence will not be granted for periods less than
two weeks in duration. Vacation or sick leave should be used for such
absences.
The reason for leave should fall into one of the following categories:
1. Medical [including pregnancy-related]
2. Military
3. Personal – especially educational
The employee has the responsibility to keep the Estate Manager
advised of the leave situation and to contact his or her
supervisor/manager at least two weeks before the expiration of the
approved leave to discuss return to work.
If the employee desires voluntary termination, this should be reported
four weeks in advance. The estate and company will make a
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reasonable effort, consistent with good business practices and estate
and company needs, to reinstate an employee to the same position
he or she previously occupied, or to a similar position, following a
leave of absence.
However, in the case of leaves over 2 months, the estate and
company cannot guarantee that the same or a similar position will be
available at the time an employee desires to return to work, or
thereafter. If this situation occurs, the estate and company reserves
the right to offer the employee a lower-level position, if one is
available at the appropriate salary for such a position.
An exception to this rule occurs when an employee is guaranteed reemployment rights under federal or state laws. Exceptions can also
be made for intense periods of study and are subject to the discretion
of Mr. Mongiello. An example would be to attend the Starkey Institute
or to finish ones MBA.
How to Determine Benefits
Holidays — To be paid for a holiday, an employee must be in active
pay status the day before and the day after the holiday. Employees
are not eligible to receive pay for any holiday during the leave period.
Vacation — No vacation hours are earned during the leave period.
Employees requesting a leave of absence for medical or military
reasons may choose to use all earned vacation before beginning
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leave of absence. Employees requesting personal leave of absence
must use all earned vacation before beginning leave of absence.
Sick or personal — No sick or personal hours are accumulated during
the leave period. Permissive or mandatory use of accumulated sick
or personal leave is governed by the rules in paragraph 2, above.
Insurance — The estate and company will continue the employee’s
insurance benefits on leave of absence approved for medical reasons
only. In the case of military leaves, insurance benefits will be
continued for up to ten working days per year, starting with the day
military leave begins.
Profit-sharing — An otherwise eligible employee will be entitled to
profit sharing, stock bonus plan, the Prince’s choice pick stock plan,
stock option plan and retirement plan while on leave of absence in
accordance with the rules of the profit-sharing plan and related policy.
If the leave began before eligibility was established, eligibility will be
postponed until the employee returns to work.
Notwithstanding the above, an employee on leave of absence who
fails to return to work will be terminated effective his or her last day of
work or paid leave [vacation, sick, or personal], whichever is later.
Personal — Personal leaves are granted to employees having special
personal need for an extended period of absence. Each case must be
evaluated on its own merits and consider:
1. The reason for the request;
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2. The amount of time required; and
3. The employee’s length of service and past record.
Educational — To encourage the academic development of
deserving employees, educational leaves of absence may be
granted. Employees must have 2-year [s] of active service with the
estate and company for each year of leave. If the educational leave
is for completion of a Starkey certification or college degree, the
employee must also have a minimum of 20 college credits. The
employee’s record, career objectives, and the applicability of the
major area of study to the estate and company’s needs must be
considered in determining whether educational leave will be granted.
Typically, educational leave will be granted for one year and may be
renewed for an additional year at the option of the estate and
company.
Public Service — Leaves of absence for public service may be
granted to employees to permit participation in special community
projects or political campaigns or to accept a governmental elective
or appointive position. Employees must have a minimum of 2 year[s]
of active service with the estate and company for such leave to be
considered.
Military — To protect the employment rights of employees entering
the armed forces of the United States and to ensure conformance
with the applicable federal laws, a leave of absence must be granted
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to all employees, except temporary, who enter military service for
active duty as a result of the following:
Initial enlistment in the armed services of the United States;
Initial training period in the National Guard;
Being ordered to active military service as a member of the Reserves
or National Guard for an indefinite period or for a periodic training
period up to ten working days; and
Any service requirements under the Selective Service Act.
Return to Work
The employee assumes responsibility for keeping the estate and
company periodically advised of the need for continuing leave of
absence status. He or she should contact the supervisor/manager at
least two weeks prior to expiration of the leave to discuss return to
work. Following leave of absence, the estate and company will make
every reasonable effort, consistent with estate and company needs,
to reinstate an employee to the same position he or she previously
occupied, or to a similar position. However, the estate and company
cannot guarantee that the employee will be reinstated to the same or
a similar position. If the same or a similar position is not available, the
estate and company reserves the right to offer the employee a similar
paid or lower-level position at the appropriate salary for such a
position. In the case of pregnancy, we will follow changing Hawaii
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State law on this issue – to the letter or better. We admire, celebrate
and rejoice in family building.
If this is not acceptable to the employee, the employee will be
terminated. Exceptions to this rule are employees who are granted
military leave of absence. They are entitled to full re-employment
rights subject to the governing federal and state laws. Employees
who do not return to work after leave of absence will be terminated
effective on the last day of work or paid leave whichever is later.
Benefits
Medical, dental, and life insurance coverage continues for 90 days.
Thereafter, coverage may be converted to an individual contract at
the employee’s expense. Holiday pay is not available to employees
during leave of absence. Vacation and personal or sick leave is not
accrued during the leave of absence.
Profit-sharing contributions continue based on actual earnings during
the plan period and in accordance with the terms and conditions of
the plan. Pension plan information is provided in the Summary Plan
Description or the plan documents for a definite statement of the
employee’s entitlements, or sees the Estate Manager.
Medical Leave of Absence 4060
Upon written application by an employee who has at least 2 months
of continuous service with the estate and company, the Royal
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Kingdom of Saudi Arabia owned “Hale Koa” home will grant to the
employee for an appropriate period of time a leave of absence
without pay for illness or pregnancy subject to the requirements set
forth below. The estate and company reserves the right to request a
certificate or statement from the employee’s physician establishing
the employee’s physical need for the leave of absence. An employee
returning to work from a leave of absence in the case of illness or
pregnancy will present a certificate or statement from the employee’s
physician indicating that the employee is able to return to work.
An employee need not apply for an illness or pregnancy leave of
absence if the absence will not exceed five working days. However,
the employee must notify his or her department manager no later
than the day of such absence.
The following requirements will be applicable to employees on all
types of leaves of absence:
 An employee on any leave of absence shall not return to
work prior to the expiration of his or her leave without the
prior written consent of the estate and company.
 An employee who does not return to work at the end of his
or her leave of absence will be considered to have
voluntarily resigned from employment with the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home.
 If an employee returns to work within eight weeks after the
leave of absence begins, the estate and company will return
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the employee to employee’s previous job, if the job exists
and if the employee remains qualified and able to perform
the work in such job.
 If an employee returns to work more than eight weeks after
the leave of absence begins, the estate and company shall
not be required to return the employee to any job within the
estate and company.
 An employee who accepts other employment while on any
leave will be deemed to have voluntarily resigned his or her
employment with the estate and company.
 Group insurance participation for employees on a leave of
absence will continue during the leave but will terminate the
first day after the day on which the leave of absence ends,
but in no event later than eight weeks following the date of
commencement of the leave, if the employee has not
returned to full time employment by that date.
 The time that an employee is on leave of absence will be
counted as time worked for determining whether or not the
employee is entitled to other estate and company benefits,
subject, of course, to the specific provisions of any health
insurance policy, retirement plan or other benefit package.
Similarly, an employee’s length of service will continue to
increase while the employee is on leave of absence.
Note: This policy may conflict with changing Hawaiian state or
federal medical leave laws. Consult with your estate and
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company counsels for guidance in this complex area or ask to
see Mr. Mongiello to ensure that we are helping you while
protecting the rest of the staff against abusers.
Family Leave, Parental Leave and Pregnant
Employees
4070 — 4090
The estate and company provides unpaid family medical leave for up
to twelve weeks within a two-year period subject to the following
terms and conditions. For purposes of this policy, a “year” is
determined by looking back twelve months from the date the leave is
requested to determine how much leave has been taken in that
period.
Employees taking a family medical leave of absence shall make a
reasonable effort to schedule medical treatment or supervision so as
to minimize any disruption to estate and company operations. If a
serious health condition is anticipated, employee shall provide at
least 30 days written notice, prior to taking leave, explaining the
reason for the leave. If a serious health condition is not anticipated,
employee should make an oral request for leave at least 3 days prior
to the leave.
For the purposes of this policy “serious health condition” means:
 An illness of a child of the employee requiring home care; or
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 An injury, disease or condition that according to the medical
judgment of the treating physician:
 Poses an eminent danger of death;
 Terminal in prognosis with a reasonable possibility of death
in the near future; or
 Any medical or physical condition requiring constant care.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home might
require certification from a health care provider as to the need for the
leave. Employees may choose to use accumulated vacation or sick
leave time. For any serious health condition that is not life threatening
or terminal, no family medical leave is allowed during any period of
time when another family member is taking family medical leave or is
otherwise available to care for the family member.
During the leave, the regular position of the employee shall be
considered vacant for the period of the leave, and the employee will
not be removed or discharged as a consequence of the leave.
Benefits do not continue or accrue during the leave period. However,
the estate and company will continue health care coverage for the
employee during the leave.
At the conclusion of the leave period, the employee shall be restored
to his or her former position or an equivalent job without loss of
seniority or service credits accruing under any benefit plan as of the
date the leave commenced. If the estate and company is unable to
restore the employee to his or her former job or an equivalent due to
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the estate and company’s circumstances, the employee shall be
reinstated to any position that is available and suitable. The estate
and company is not required to discharge any other employee in
order to reinstate the employee.
Note: Hawaiian State and federal laws may differ regarding
which employers are required to provide leave, which
employees are eligible for the leave, the duration of the leave,
and an employee’s right to reinstatement. These laws are
changing. Because of the complexity of the laws in this area,
consult with your estate and company counsel before applying
for benefits under this policy at Hale Koa.
Parental Leave
Estate and company shall provide unpaid parental leave for its
employees. Employees seeking parental leave shall provide a
request in writing at least 30 days in advance of the anticipated date
of delivery or adoption if the necessity for the leave is foreseeable.
The notice shall be binding upon the parents unless:
 The birth is premature;
 The mother is incapacitated due to the birth such that she is
unable to care for the child;
 The employee takes physical custody of a newly adopted
child at an unanticipated time and is unable to give 30 days
advance written notice; or in cases of premature birth,
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incapacity or unanticipated taking of physical custody of an
adopted child, employee shall give the estate and company
written notice of the revised dates of parental leave within 7
days following the birth or taking of custody.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home might
require certification from a health care provider as to the need for the
leave. Employees may choose to use accumulated vacation or sick
leave time. Any parental leave shall not exceed twelve weeks in
length and shall consist of all or that part of the time between the birth
of the employee’s infant and the time the infant reaches twelve weeks
of age, or in the case of a premature infant, until the infant has
reached the developmental stage equivalent to twelve weeks as
determined by an attending physician or all or part of the twelve week
period following the date an adoptive parent takes physical custody of
a newly adopted child under six years of age.
The estate and company will not grant parental leave if the effect
would be to enable the employee and the other parent of the child, if
also employed, parental leave totaling more than the time set forth
above or to grant any parental leave for any period of time in which
the child’s other parent is also taking parental leave from
employment.
Employees seeking parental leave may also utilize any accrued
vacation, sick leave or compensatory leave subject to the other terms
and conditions of this policy manual.
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Note:
Hawaiian State and federal laws, change and tend to
differ regarding which employers are required to provide leave,
which employees are eligible for the leave, the duration of the
leave, family members to which the right to leave attaches, and
an employee’s right to reinstatement. Because of the
complexity of the laws in this area, consult with your estate and
company counsel before using this policy at Hale Koa. You
may be entitled to even more time off and we want to follow
both Hawaiian and federal law in supporting you.
Pregnant Employees
In addition to the family leave policy, pregnant employees may
request, if reasonably necessary, a temporary transfer to a less
strenuous or hazardous position for the duration of the pregnancy.
Estate and company may require a medical opinion regarding the
need for transfer.
Pregnant employees may also take a leave of absence on account of
pregnancy for a reasonable period of time if the leave is reasonably
necessary, the employee requests the leave in writing, and the estate
and company can reasonably accommodate the request. Pregnant
employees may also use any accrued vacation time or other
compensatory time off.
Upon return, any pregnant employee shall be entitled to any seniority,
vacation credits, or other benefits which have accrued as of the date
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of the leave and were not used in conjunction with the leave. No
employee benefits accrue during the leave. Upon return, the estate
and company will endeavor to return the employee to her former job
or its equivalent.
If estate and company’s circumstances have so changed that the
employee cannot be reinstated to the former or an equivalent job; the
employee shall be reinstated to any position, which is available and
suitable. However, the estate and company is not required to
discharge any employee in order to reinstate the employee to any
other job other than her former job. If any issue arises as to the
employee’s physical capacity to return to work, the estate and
company may request a medical opinion.
Note: State and federal laws may differ regarding which
employers are required to provide leave, which employees are
eligible for the leave, the duration of the leave, family members
to which the right to leave attaches, and an employee’s right to
reinstatement. Because of the complexity of the laws in this
area, consult with your estate and company counsel before
using this policy.
Bereavement Leave
The estate and company will pay for time off in the event of death of
the following immediate family members:
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Spouse
Grandparent
Father-in-law
Parent
Brother
Sister
Child or Stepchild
Grandchild
Mother-in-law
The Hale Koa employee and supervisor/manager will determine the
amount of time the employee will be absent from work. The maximum
paid leave is 14 days, in addition to all other paid leave.
Leave for attendance at the funeral of a non-immediate family
member or person with an especially close relationship may be
granted with or without pay. The employee’s supervisor will make
determination after consultation with upper management.
Jury Duty 4110
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home will
grant employees time off for mandatory jury duty or court
appearances as a witness when the employee must serve or is
required to appear as a result of a court order or subpoena. A copy
of the court order or subpoena must be supplied to the employee’s
supervisor/manager when requesting time off.
The employee is entitled to full pay for each day of jury duty or
service as a witness up to a maximum of [ten] days per year, in
addition to any other paid leave. However, time off for court
appearances as a party to any civil or criminal litigation shall not be
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compensated, and the employee must arrange for time off without
pay or use accrued vacation or personal leave for such appearances.
Voting
4120
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
encourages all employees to vote. Employees are encouraged to
use flextime hours for this purpose or to take advantage of polling
hours prior to the beginning or following the end of your workday,
here in Hawaii. It is important to be a part of the community and
O’Hana and to remember that Mr. Mongiello and the Prince
especially encourage voting.
If this cannot be arranged, your supervisor/manager will approve time
off to vote either at the beginning or end of your workday, provided
that you give at least one day’s notice to your supervisor/manager.
Employee-Incurred Expenses and Reimbursement
5010
To ensure that all proper business-related expenses incurred by
employees are reimbursed, the following procedure has been
established:
 All expenditures are to be approved in advance by the
employee’s manager unless circumstances prevent advance
approval.
 A receipt or evidence of expenditure must accompany all
business-related expenditures in order to receive
reimbursement.
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 All items purchased or charged by the employee are to be
itemized on the approved estate and company expense
report. All portions of the report must be filled out or marked
“N/A” [not applicable], and the necessity and purpose of the
expenditure must be explained in sufficient detail.
 Expense reports must be signed and dated by the employee
and initialed by the manager showing approval. Reports are
due in the accounting department within 30 days of the
expenditure. Reimbursement will be made by the fifth
working day of the month following submittal of the expense
report.
 Managers are authorized to approve expenditures up to a
limit of $250.00 for non-travel-related items, including local
mileage reimbursement and one day trips for conferences,
meetings, and the like. The Estate Manager must approve
any amounts over this limit. All travel-related expense
reports, except for local mileage reimbursement or one-day
trips, must be approved by the supervisor/manager.
Mileage Reimbursement
5020
For the convenience of the employee, when he or she desires to use
his or her personal vehicle for estate and company business, all
employees of the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home shall be reimbursed for estate and company-related business
travel at the rate of .40 cents per mile. Use of a personal vehicle is
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never required by the estate and company and is discretionary on the
part of the employee.
Travel expenses between your home and your assigned work
location are not reimbursable. If an employee is required to travel
from home directly to a third location on estate and company
business and then to work, the estate and company will reimburse
the employee for the difference between the mileage the employee
normally drives to work and the total miles driven for business
purposes.
Requests for reimbursement of business-related travel will be
submitted to your supervisor/manager for approval on a standard
estate and company expense report. Reimbursement requests will
include the following:
 Date of travel
 Beginning and ending odometer readings for each trip
 Travel destination
 Number of miles traveled on estate and company business
 The reason for estate and company travel
The expense report must be signed and dated by the employee and
initialed by his or her supervisor/manager. The reports must be
submitted to the accounting department and will be processed
according to the policy, Employee-Incurred Expenses and
Reimbursement — Section 5010.
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The employee, in using his or her vehicle for estate and company
purposes, assumes liability for his or her vehicle. All employees who
desire to use their personal vehicles for estate and company
business must sign statements verifying that they have a current
driver’s license and vehicle liability insurance in at least the minimum
amounts required by state law.
Travel Reimbursement
5030
This policy establishes the general guidelines and procedures to be
followed when business travel is required.
 Travel-related expenses are to be detailed on the estate and
company travel reimbursement form.
 Employees who prefer to use their personal vehicles for their
convenience on estate and company business, including
trips to the airport, will be reimbursed at the standard estate
and company mileage rate, provided that the time and
distance involved is reasonable under the circumstances.
 All parking expenses and highway tolls incurred as a result
of business travel will be reimbursed.
 All air travel must be approved in advance by the employee’s
supervisor/manager unless unavoidable. All travel will be by
coach class whenever possible. First class may never be
used. Business Class can be used when travelling more
than 14 hours or an overnight stay can be had to break up
the length of the trip. The choice is up to the traveler. The
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duplicate airline ticket receipt should be attached to the
estate and company reimbursement form.
 The estate and company insures employees who fly when
traveling on estate and company business with a travel
accident rider to our regular group insurance policy.
Purchase of additional air travel insurance is not a
reimbursable expense.
 Employees should request advance approval for use of a
rental car at their destination. If a rental car is used,
additional insurance should not be purchased because of
our existing insurance coverage. A copy of the rental car
agreement form must accompany the travel reimbursement
form.
 Employees should select moderately priced lodging
convenient to their destination to minimize time and
expense. A detailed receipt from the hotel or motel must
accompany the reimbursement form unless such is
unavailable, in which case; a credit card receipt is
acceptable.
 Employees must submit receipts for meals with the
reimbursement form. Reasonable tips, when paid by the
employee and noted on the receipt, will be reimbursed. In
some cases an expense account can be applied for and
granted, in writing from Mr. Mongiello.
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 Travel reimbursement requests are due in the accounting
department on the last working day of each month.
Use of Estate and company Vehicles
5040
The following guidelines are to be adhered to by our employees who,
while performing estate and company business, are required to rent a
car:
1. Standard car rental will be an intermediate class automobile.
2. The employee will arrange car rental reservations. The traveling
employee is responsible for picking up a car rental request form
prior to departure, and upon return, submitting a copy of the car
rental agreement with his or her expense report. The car rental
request form will identify the date that the car reservation was
made, the person making the reservation, the car rental estate and
company, the pick-up point, and a reservation number.
3. The Royal Kingdom of Saudi Arabia owned “Hale Koa” home is
self-insured, so it is not necessary to incur an additional charge for
collision or damage deductible waiver or any other optional
insurance [e.g., higher liability limits] offered by the rental estate
and company. Therefore, the estate and company will not
reimburse charges for such optional insurance.
4. If a special condition exists and other than the intermediate size
car is necessary, document the reason on your expense report.
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Conferences and Meetings 5050
Alternate Policy 1 - 5050.1 – Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
Employees may request time off or estate and company financial
support or both to attend conferences or meetings sponsored by
institutions or professional organizations. The subject matter to be
presented must relate directly to the employee’s position or provide
beneficial information to be shared in the employee’s department.
The employee’s supervisor/manager and the Estate Manager must
approve the employee’s participation in the conference or meeting.
The estate and company will pay for the following expenses if
attendance is approved: tuition, or registration fees, travel costs,
lodging, and meal expenses not covered by registration.
Time off for attendance and travel during normal working hours will
be paid at the normal rate of pay.
Conferences and Meetings
Alternate Policy 2 - 5050.2 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
Our estate and company encourages employees to increase their
job-related skills and knowledge through participation in professional
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conferences and meetings. Employees must submit a request to their
immediate supervisor/manager for approval to attend such
conferences or meetings. The request must identify the subject
matter of the presentation, how it is job-related, and an estimate of
the expenses.
If the request is approved, the estate and company will reimburse the
employee for 75% of his or her conference-related expenses: travel,
registration fees, workbooks, and lodging and meals not included in
the registration fees.
The time off for employee’s attendance and travel will be paid at the
employee’s normal rate of pay.
Professional Memberships 5060
Alternate Policy 1 - 5060.1 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
encourages its employees’ job-related professional growth and
development. In expression of this support, the estate and company
will reimburse each exempt employee up to $100 per calendar year
for expenses incurred in joining professional organizations.
Professional organizations are defined as [LIST APPLICABLE
ORGANIZATIONS] and similar professional organizations which have
job-related educational programs and publications.
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Reimbursement will be made upon receipt of an expense report
accompanied by proof of membership payment.
Professional Memberships
Alternate Policy 2 - 5060.2 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
Employees are encouraged to participate in and continue their
professional development while employed by our estate and
company. The estate and company will sponsor one membership in a
job-related professional organization per exempt employee per year.
Employees are encouraged to invite other interested employees to
appropriate organizational functions and to distribute publications and
other organizational literature of general interest within the estate and
company.
Approval of an estate and company-sponsored membership in an
appropriate professional organization will be the responsibility of the
employee’s department supervisor/manager.
Relocation of Current or New Employees
5070
Alternate Policy 1 - 5070.1 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
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Property #47 of the Royal Family and Household of Saudi Arabia
When any new or current exempt employee is required to work full
time, at estate and company request, at a location beyond a
reasonable commuting distance from his or her present residence,
the Royal Kingdom of Saudi Arabia owned “Hale Koa” home will pay
reasonable and necessary moving expenses. A reasonable
commuting distance is considered to be 50 miles or less one way.
Employees who voluntarily terminate within twelve months from the
date of relocation will be required to refund all expenses paid under
this policy to the estate and company. A statement to this effect will
be included in the Relocation Request Form.
The following moving expense assistance items are provided for the
following:
1. Shipment of household goods of up to a certain number of pounds
– as determined in contract negotiations, but no less than 13,000;
2. Packing and unpacking of household goods;
3. Appropriate employee and dependent transportation from the
former residence to the new location, including all reasonable and
necessary means of travel, plus the reasonable cost of meals and
lodging en route as required;
4. Storage charges for household goods in transit for a maximum of
30 days when approved in advance;
5. Automobile allowance of $0.40 [40 cents] per mile for up to two
vehicles actually driven to a new location;
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6. Premiums for insurance covering the shipment of goods;
7. Temporary living expenses of the employee for reasonable
accommodations and meals for up to 30 days’ duration when the
employee transfers in advance of his or her family;
8. Reasonable employee expense for travel home, typically once
every three months after transfer and before the family moves to
the permanent location;
9. Normal and reasonable residence-finding expenses for a spouse
for up to seven days while seeking a new residence, with a
maximum of two trips;
10.Temporary living expenses for reasonable accommodations and
meals for a maximum of one week after the employee transfers his
or her family to the new location and before moving into a new
residence.
The estate and company will also pay for the following:
1. Home Selling Cost — normal real estate commission, legal fees,
and all normal seller’s closing costs.
2. Home Purchasing Costs —
a.
Fees for mortgage loan service [points] not to exceed the greater
of three points or [add dollar amount], unless prior written
approval is obtained;
b.
Title insurance and/or title search and legal fees; and
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c.
Recording, appraisals, survey, and transfer fees.
The estate and company will not pay for the following:
1. Legal fees to clear substantial title defects;
2. Repairs to the property sold or purchased; and
3. Moving of perishables or large, bulky items such as trailers,
recreational vehicles, horses, boats, extensive hobby equipment,
and items for which an unusual amount of expense is incurred for
insurance, safety, or protection, such as an extensive art
collection. However, an exception will be made for a house trailer
that will be the employee’s permanent residence for at least six
months.
A Relocation Request Form must be filled out and submitted to the
Accounting Department as soon as possible following approval of
relocation by the Estate Manager. The request will include an
estimate of the relocation expenses. The employee, his or her
supervisor/manager and the Accounting Department will jointly review
the reimbursement request prior to final approval.
Reimbursement will be made to the extent of all approved expenses
subject to submittal of statements of charges or receipts of payment.
The Estate Manager or his or her designee may approve exceptions
to the above policy.
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Relocation of Current or New Employees
Alternate Policy 2 - 5070.2 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home will pay
for all reasonable and necessary moving expenses for any new or
current exempt employee required by the estate and company to
transfer his or her full time work location. The new work location
must be beyond a reasonable commuting distance from his or her
present residence. A reasonable commuting distance is defined as 50
miles or less, one way. An employee who receives estate and
company relocation expenses is expected to remain with the estate
and company for at least one year.
The following summarize our estate and company’s requirements and
conditions in the relocation of new or current employees:
1. The employee and his or her supervisor/manager will identify all
major costs that the employee will incur as a result of the move.
An estimated total dollar relocation figure will be arrived at and a
relocation request will be prepared.
2. The employee, his or her supervisor/manager, and a
representative from the accounting department will review the
relocation plan and prepare the estate and company
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reimbursement statement. The statement will be submitted to the
Estate Manager for final approval.
3. Upon receipt of final approval, the Accounting Department will
request estimates from two reputable and licensed carriers and
select the carrier to move the employee’s household goods. A
copy of the carrier’s estimate will be given to the employee.
4. The Accounting Department will review the estimate in relation to
the approved reimbursement statement and process the
expenditure. Any discrepancies must be accounted for and
approved before processing for payment. A similar procedure will
be followed for any changes to the reimbursement statement. The
estate and company will comply with IRS regulations and provide
the employee with the necessary information on the taxable status
of the relocation.
5. Transportation for personal and family relocation may be by
private vehicle or by public transportation.
d.
Private automobile — Employee will be reimbursed at the
current estate and company approved mileage rate. Mileage
allowance will be based on the most direct route between
point of residence and new work location. Reimbursement
will be limited to one family vehicle.
e.
Public transportation — If the employee chooses air travel,
only coach or tourist class is authorized. If not available, the
employee’s supervisor/manager may authorize first class.
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6. Authorized travel in addition to actual move — One, three-day,
pre-move trip to the new work location for house-hunting by the
employee and spouse or friend may be approved by employee’s
manager in advance.
7. Miscellaneous expenses — The employee will be reimbursed
$300 for miscellaneous [non-receipted] relocation expenses.
8. Subsistence — Reasonable food and lodging expenses of
employee and his or her family are authorized. A receipt must
support all requested reimbursements.
9. Household goods — All costs of packing, unpacking, insuring, and
shipping household goods are authorized in accordance with the
approved carrier’s estimate. The employee assumes full
responsibility for any claims against the carrier arising from the
move.
10.Shipment of a vehicle — Approval must be requested in advance
with initial relocation plan.
11.Reimbursement — Following relocation, the employee assumes
responsibility for providing all necessary documentation for
relocation expenditures to expedite payment of all costs.
Should an employee voluntarily terminate his or her employment with
the Royal Kingdom of Saudi Arabia owned “Hale Koa” home within
one year of relocation, the employee will refund to the estate and
company a pro rata share of the total relocation expenses paid based
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on the difference between the number of days that the employee
worked after relocation and 365.
An agreement to this effect shall be signed by the employee and
attached to the estate and company reimbursement statement before
final approval. The agreement will also authorize the estate and
company to deduct the pro rata share of relocation expenses from the
employee’s final paycheck. If any amount remains owing to the estate
and company, the employee shall pay this amount to the estate and
company before termination is completed or make other
arrangements for payment [a promissory note].
Temporary Assignment Allowance
5080
Alternate Policy 1 - 5080.1 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home will
provide specified reimbursement for travel, reasonable
accommodations, and other miscellaneous expenses to employees
who are requested to take a business assignment that is beyond
reasonable commuting distance and more than three but less than
twelve months in duration.
Approval of temporary assignment allowances must be requested in
advance and require the approval of the employee’s
supervisor/manager and the vice president. An expense allowance
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budget, prepared jointly by employee and supervisor/manager, will
accompany the request.
Reimbursable expenses include the following when circumstances
require them:
1. Coach class air travel for the employee;
2. Shipment of up to a certain number of pounds of personal or
household goods, determined at contract signing and on a year to
year basis when contract renewal comes up;
3. Home maintenance costs [grass cutting, snow shoveling, security
service];
4. Housing expense at the new location, including full rent and
utilities;
5. Leased car;
6. One, three-day trip to locate a temporary residence;
7. One round-trip, coach class, air fare every 26 weeks to visit
immediate family at the employee’s permanent residence or for a
spouse or friend to visit the employee. If the employee chooses to
travel using his or her personal vehicle, mileage will be reimbursed
at the estate and company’s current rate.
8. Personal vehicle mileage will also be reimbursed for all trips
between the employee’s temporary residence and temporary work
assignment in lieu of leased car.
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All reimbursable or charged expenses should be submitted monthly
on an estate and company expense report to the Accounting
Department for processing and payment. Reimbursement will be
made for all items listed in the approved expense allowance budget.
The employee may submit other reimbursement requests to his or
her manager for review and approval. Approval of the Estate
Manager is required for all non-budgeted requests in excess of $100.
The employee may also request an advance of expenses of up to
one month’s budgeted expenses prior to travel.
Temporary Assignment Allowance
Alternate Policy 2 - 5080.2 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
This policy defines the expense allowance applicable when estate
and company employees are asked to accept a temporary
assignment. A temporary assignment is defined as one for which the
employee would have to travel on a continuous basis [e.g., daily]
more than 50 miles one way from his or her present residence for a
period of more than 30 days and less than one year.
The employee and his or her supervisor/manager will develop a
temporary assignment budget, projecting allowable employee
expenses. The Estate Manager will approve the budget. The estate
and company will reimburse the following expenses:
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1. Meal Allowance — The Estate and company will provide a daily
meal allowance to be negotiated and in writing.
2. Vehicle —
a.
Personal. The estate and company will reimburse mileage
by personal vehicle to the temporary work location at the
established estate and company mileage rate. After arrival, no
mileage reimbursement will be allowed until the final return trip.
b.
Rental. The estate and company may provide a rented or
leased car. The employee will be expected to reimburse the estate
and company for any personal use of the leased or rented car.
1. Air travel — The employee will be reimbursed for round-trip, coach
class airfare to the assigned temporary work location. The
employee will be granted one round-trip, the employee or one
family member-visiting employee [may use coach class, airfare to
and from the employee’s permanent residence for every one
month of continuous temporary assignment]. This assumes that
the employee has not driven his or her personal vehicle to the
temporary location.
2. Temporary residence — The Estate and company will reimburse
for up to 30 days’ lodging in a hotel or motel. For temporary
assignments known to exceed 30 days, the employee will be
expected to seek a furnished apartment or negotiate reasonable,
long-term rates at a hotel/motel.
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3. Temporary assignment expenses — Additional, reasonable
temporary assignment expenses will be approved by the
employee’s supervisor/ manager on basis of actual and necessary
expenses related to the particular assignment. Expenses to be
considered include, but are not limited to, telephone calls,
business conferences, supplies, laundry, and postage.
Expense reports are to be submitted to the Accounting Department at
the end of each workweek. Receipts are required for lodging
expenditures, car rental, air travel [submit the duplicate ticket receipt],
and additional expenses approved per Paragraph 5 above.
Reimbursement will be made within 5 working days of receipt of the
report.
Educational Assistance
5090
Alternate Policy 1 - 5090.1 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
To encourage the personal development of our employees, the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home provides
$4,000.00 USD of tuition cost and laboratory fees to regular full time
employees with at least one full year of continuous service who
successfully complete approved courses.
The employee and his or her supervisor/manager must agree that the
achievement of the employee’s career goals will require that the
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employees participate in courses or training not provided by the
estate and company. The employee must submit a request for tuition
reimbursement to his or her supervisor/manager at least five days
before the course begins.
The supervisor/manager who recommends approval of courses for
tuition reimbursement will forward the request to the Estate Manager
for final approval. The employee will be informed of the department’s
approval. Tuition aid may be approved for any course or training at an
accredited college, university, or other institution of higher learning.
Correspondence courses normally won’t qualify for tuition aid.
Supervisors/managers are authorized to adjust the employee’s work
schedule when the course is given only during estate and company
time. The employee is expected to make up any time off with pay.
Employees are required to submit copies of grade reports or other
evidence of satisfactory completion to the Estate Manager as proof of
successful completion within 30 days after completing the course.
Upon receipt of evidence of payment of tuition and proof of
successful completion of the course or training, the Estate Manager
will forward the approved request and documentation to the
Accounting Department for payment. The employee will receive
reimbursement based on these policies and approval from the Estate
Manager.
Employees failing to successfully complete courses or training will not
be eligible for reimbursement. If an employee voluntarily terminates
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his or her employment within one year following reimbursement for
educational assistance, the employee will refund a pro rata share of
the total educational assistance expenses paid based on the
difference between the number of days that the employee worked
after reimbursement and 365. An agreement to this effect shall be
signed by the employee and attached to the estate and company
reimbursement statement before final approval. The agreement will
also authorize the estate and company to deduct the pro rata share of
educational assistance expenses from the employee’s final paycheck.
If any amount remains owing to the estate and company, the
employee shall pay this amount to the estate and company before
termination is completed or make other arrangements for payment,
such as a promissory note.
Educational Assistance
Alternate Policy 2 - 5090.2 Mr. Mongiello will inform you of which
policy applies to you and this will be noted in your contract, from year
to year negotiations.
Educational assistance is available to all full time employees
beginning on the date of hire. The decision to provide this monetary
assistance is based upon your supervisor’s/manager’s
recommendation.
Courses must be attended on the designated premises of the
sponsoring institution. Exceptions to this policy are courses offered by
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television. Courses qualifying for financial assistance are those
directly related to the employee’s present assignment or directly
related to the employee’s job family [knowledge that will be used
within a reasonable length of time].
Educational assistance approval must be received in advance. The
employee and his or her supervisor/manager will jointly prepare an
educational assistance request. The request will include the course
description; dates of enrollment; time off, if necessary; and the costs
of tuition, registration fees, required textbooks, and laboratory fees.
The Estate Manager who will forward the request to the Accounting
Department makes final approval.
Within 30 days of completion of the course, the employee must
submit documents to the Accounting Department indicating that the
course was satisfactorily completed, the grade received, if any, and
original receipts for all approved expenses. For all graded courses, a
minimum grade of “C” or its equivalent is required for reimbursement.
No reimbursement will be made for incomplete coursework.
If a course is available on either estate or company time or personal
time, the employee is expected to use his or her personal time. Use
or non-use of estate and company time for class attendance is one of
the determining factors in computing reimbursement. The percentage
of normal reimbursement for approved expenses will be according to
the following: 100% — Non-use of estate and company time; 75% —
combination of estate and company time and employee personal
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time; 50% — total use of estate and company time. Normally, the
use of estate and company time will be unpaid time off. An employee
on formal probation is not eligible for educational assistance.
Should an employee voluntarily terminate his or her employment
within one year following reimbursement for educational assistance,
the employee will refund a pro rata share of the total educational
assistance expenses paid based on the difference between the
number of days that the employee worked after reimbursement and
365. An agreement to this effect shall be signed by the employee and
attached to the estate and company reimbursement statement before
final approval. The agreement will also authorize the estate and
company to deduct the pro rata share of educational assistance
expenses from the employee’s final paycheck.
If any amount remains owing to the estate and company, the
employee shall pay this amount to the estate and company before
termination is completed or make other arrangements for payment,
such as a promissory note.
Required Management Approval 5100
All travel expense requests, mileage or subsistence expense reports,
purchase requisitions, educational assistance reimbursements, and
other business-related expense reports must be approved by the
employee’s supervisor/manager before the request will be processed
for payment by the Accounting Department. Where a projected
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expense allowance budget was prepared for relocation of employees
or temporary assignment, the Estate Manager should submit the
request to the Accounting Department following its approval.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
managers might only approve expenditures that are business-related,
reasonable, and consistent with the letter and intent of estate and
company policies. Occasionally, a policy will not cover a specific
expenditure. Similarly, the facts and circumstances relating to a
particular item or expense may justify an exception to the letter of a
policy. In these events, a supervisor/manager should consult with the
Accounting Department for guidance. Among the factors to be
considered in resolving such issues are:
2. The intent or purpose of the policy;
3. The particular facts or circumstances surrounding the expense;
4. The necessity for the expense;
5. The amount involved; and
6. Previous similar situations: Employees who incur expenses, or
charge expenses to the estate and company, without prior
approval does so at their own risk. Employees are invited to seek
prior approval from management in questionable situations.
Child Care
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
recognizes that due to childcare limitations and emergencies, there
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are circumstances when children of employees should be allowed on
the premises during business hours. Children, as with any other
visitor, can present safety risks to the estate and company. To
minimize these risks, we ask that our employees agree to the
following when their children are on the premises:
1. Obtain prior approval from their department manager.
2. Ensure that their children enter and exit through the main entrance
to the building.
3. Ensure that their children sign in and out with the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home receptionist.
4. Ensure that their children do not enter restricted highly trafficked
areas without prior approval of the department manager in case of
an emergency.
5. Ensure that their children remain in the break room area, except
when they are in the restrooms. The children need to refrain from
making excess noise, running around and wond3ering in the lobby
and office areas. (It is suggested that parents have their children
bring something to read or provide some other quiet activity while
they are waiting.)
6. Ensure that their children do not use the estate and company
telephone.
7. Ensure that the break room area is clean when the children leave.
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It is important that employees who take advantage of having their
children visit the premises during work hours agree and follow these
rules. By doing so, the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home would be able to continue this privilege for our working
parents.
The Kingdom will assist with childcare funds at the rate of $50.00 per
child, per week on an unlimited basis.
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Miscellaneous Policies
Announcement of New Positions
6010
The availability of all job openings will be announced for five working
days within the organization prior to outside recruitment for any
position. The job requisition giving job title, class, department, job
functions, and qualifications will be posted on all estate and company
bulletin boards.
All applicants must have at least 12 weeks experience in their current
position prior to applying for another estate and company position.
Employees may have only one application in process within the
estate and company at any one time.
Confidentiality of Estate and company Information
6020
It is the responsibility of all the Royal Kingdom of Saudi Arabia owned
“Hale Koa” home employees to safeguard sensitive estate and
company information. The nature of our employer, the Royal Family,
the country of Saudi Arabia and well being of our estate is dependent
upon protecting and maintaining proprietary estate and company
information. Continued employment with the estate and company is
contingent upon compliance with this policy. Each estate and
company supervisor/manager bears the responsibility for the
orientation and training of his or her employees to ensure
enforcement of estate and company confidentiality. Sensitive estate
and company information is defined as family, guest, customer or
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country secrets or confidential information relating to products,
processes, private family information, know-how, guests, customers,
designs, drawings, formulas, test data, security systems, the
underground bunker, accounting, salary information, house plans and
development strategies for the entertainment of guests, negotiations
and contracts, patterns of movement by all means of transportation,
eating habits and diets, shopping patterns and where we shop or buy
food for ingestion, flowers, inventions, and discoveries.
All such information shall be appropriately marked CONFIDENTIAL
and verbally identified to each employee. When such information is
transferred from one employee to another, the transferor must do all
of the following:
1. Determine that the transfer is necessary and in the interest of
regular estate and company business;
2. Determine that the transferee has a need to know the information
and has the necessary clearance. Just because you have the
clearance to see something does not mean you have the need to
know about it – question the need to know on a regular basis –
why must this person know this…;
3. Ensure that all cover sheets or markings which identify the
information as proprietary, or classified, are conspicuous;
4. Give the information directly to the transferee and verbally identify
the proprietary or classified information as such. Do not give it to a
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non-cleared employee, such as a secretary or office colleague,
and do not leave it on the transferee’s desk unattended. Lock up
everything from computer screens to safes when leaving your
desk area. Change passwords frequently under control of the
Data Protection Officer at Hale Koa.
Visitors to estate and company premises must register at the
receptionist’s desk, be issued a visitor’s card, and return the card at
the conclusion of their visit.
All employees are asked to sign the following statement at the time of
employment:
“In consideration of my employment with the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home, I will be exposed to information and
materials which are confidential and proprietary and of vital
importance to the economic well-being of the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home. I will not at any time disclose or use,
either during or subsequent to my employment, any information,
knowledge, or data which I receive or develop during my employment
which is considered proprietary by the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home or which relates to the trade secrets
of the Royal Kingdom of Saudi Arabia owned “Hale Koa” home.
I further agree that upon termination of my employment with the
Royal Kingdom of Saudi Arabia owned “Hale Koa” home, I shall
promptly return any and all documents containing the above
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information, knowledge or data, or relating thereto, to the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home. This agreement
shall be binding upon my successors, heirs, assigns, and personal
representatives and shall be for the benefit of the successors and
assigns of the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home. In the event that a dispute arises concerning this agreement
and a lawsuit is filed, the prevailing party shall be entitled to
reasonable attorney’s fees and costs.
I acknowledge that the proprietary information are created at
substantial cost and expense to the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home and that unauthorized use or disclosure
would cause irreparable injury to the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home. I hereby consent to the order of an
immediate injunction, without bond, from any court of competent
jurisdiction, enjoining and restraining me from violating or threatening
to violate this provision.
I understand that my continued employment with the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home is contingent upon my
compliance with this agreement.”
___________________________________________________________
Employee’s Signature
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Confidentiality of Estate and company Information —
e-mail
Estate and company computers and e-mail system are estate and
company property and should be used solely for estate and company
purposes.
Excessive personal use of estate and company computers or e-mail
system is prohibited. The Royal Kingdom of Saudi Arabia owned
“Hale Koa” home reserves the right to access the e-mail system from
time to time without notice. Employees acknowledge that the e-mail
system is not considered private and that by using the system,
employees consent to the estate and company’s access to it or
monitoring of web sites and email used.
To facilitate access, those passwords or security devices known and
approved by an employee’s supervisor/manager restrict the use of
passwords or other security devices by any employee.
Employee Orientation
All new employees will participate in an orientation meeting within
one month of their hire date and actually starting on the first day of
work at Hale Koa. No employee will be permitted to work without
attending, AT ALL. The orientation is designed to acquaint the new
employee with the estate and company and its safety, security and
home policies. Supervisors/managers will be responsible for ensuring
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the attendance of new employees at the estate and company
orientation sessions.
On the first day of employment, the employee’s supervisor/manager
is responsible for assisting the employee in completing all check-in
and benefit enrollment procedures with the personnel and accounting
departments. In addition, the supervisor/manager will ensure that the
new employee receives an introduction within the estate and
company and is provided with in-depth information regarding his or
her specific role and responsibilities within his or her department.
All new employees will be provided with an orientation briefing, which
will be held during their entire “O’Hana” first week of employment with
the estate and company. Mahalo Nui Loa. The employee orientation
goals are:
1. To establish good employee-employer communication;
2. To reduce the anxieties of a new environment and new
responsibilities;
3. To build teamwork spirit;
4. To inform the employee of the estate and company’s
achievements;
5. To provide the employee with information about the estate and
company benefit package and to explain the participation eligibility
dates for the various plans available;
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6. To assist the employee in leaving the assigned job and the skills
required for efficient job performance.
New Employee Orientation Checklist
Orientation
As a new employer, we would like to acquaint you with our policies
and benefit programs in order that your employment with us will be as
rewarding as possible. All employees, upon joining the staff at the
Royal Kingdom of Saudi Arabia owned “Hale Koa” home would be
asked to participate in an orientation. A representative from the
Administrative and Information Department will conduct the
orientation. The following checklist will serve as a guide to the
orientation.
I. Issuance of Estate and company Property
Item
Received
A. Hale Koa Estate Policy Manual
B. Equipment Manuals
1. ___________________________
2. ___________________________
3. ___________________________
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C. Building Keys that are needed
D. SOS Alarm ID Card
E. Other:
1. ___________________________
2. ___________________________
3. ___________________________
II. Review of Estate and life at the Royal Kingdom of Saudi Arabia
owned “Hale Koa” home and paradise:
Topic
Discussed
a. Classification
____________________
b. Overview of Personnel Benefit Program
____________________
c. Use of Time Sheet [& Time Clock if applicable] _________________
d. Overtime Policy
____________________
e. Payday, Direct Deposit, and Pay Stub Info ____________________
f. Use of Kitchen and Lunch Wagon Schedule ____________________
g. Meal and Rest Period/Smoking Policy
____________________
h. Food and Office Area or Work Station
____________________
i. Calling Supervisor when Late or Absent
____________________
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j. Use of Telephone
____________________
k. Parking
____________________
l. Workers’ Compensation
____________________
m. Department Organization Structure at the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home
____________________
n. Introductions
____________________
o. Dress Code
____________________
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Inventions and Patents
This section pertains in particular to the fruit and horticulture areas of
the estate and current exploration of Prince Abdullah in the cross
breeding of many plants. However, it is an all-encompassing policy
for the home. All inventions conceived or developed by any
employee of the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home during the term of his or her employment shall remain the
property of the employee. However, as to all such inventions with
respect to which the equipment, supplies, facilities, or trade secret
information of the estate was used, or that relate to the business of
the estate and company, or to actual or demonstrably anticipated
estate and company research and development, or that result from
any work performed by the employee for the estate and company, the
estate and company shall have a perpetual, royalty-free license to
make, use, and sell products embodying such inventions or produced
by means of such inventions. The license shall be exclusive as long
as the employee continues to be employed by the estate and
company and for a period of [add length of time] following termination
of employment for any reason, and shall be nonexclusive thereafter.
When appropriate, this license shall be evidenced by written
instruments that protect the parties’ respective rights in such
inventions. Each party agrees to execute such instruments on
request of the other.
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Conflict of Interest
6050
No employee of the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home shall maintain an outside business or financial interest, or
engage in any outside business or financial activity, whether as an
officer, director, shareholder [other than the holder of less than 5
percent of a publicly-traded estate and company], partner or
otherwise, which conflicts with the interests of the Royal family, estate
and company, or which interferes with his or her ability to fully
perform job responsibilities.
For example, and not by limitation, if your job responsibilities include
purchasing, or you are in a position to influence such purchases, you
should have no proprietary or financial interest in any business that
furnishes products, materials, or services to the estate and company
or in any related transaction. Nor may you benefit directly or indirectly
from a third party who furnishes products, materials, or services to
the estate and company. Violation of this policy will result in
immediate dismissal.
Grievance Procedure
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
recognizes the value of a grievance procedure that provides for the
timely review of employee grievances in a fair yet workable manner.
A grievance is considered to be any dispute between an employee
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and the estate and company, which impacts on an employee’s ability
to perform his or her job.
Although purely personal matters between employees would not
ordinarily give rise to a grievance subject to this grievance procedure,
any matter that adversely affects an employee’s ability to perform his
or her job could be the subject of a grievance. Use good individual
judgement, Aloha and common sense as your guide.
The grievance procedure being utilized encourages the informal
resolution of grievances at several stages. Informal resolution can be
obtained through department supervisors/managers or a member of
the grievance review team assigned to that particular grievance. More
formal review can be obtained from the grievance review team whose
names will be posted on the estate and company bulletin board or a
management review team consisting of Estate Manager and Estate
Manager.
The attached grievance form will serve as the appropriate form for
submitting a grievance. You may attach any additional information
that you feel necessary to fully state your grievance.
The following guidelines shall be applicable to all phases of the
grievance process.
All employees should endeavor to create a work environment that
encourages an employee to discuss a grievance. The atmosphere
created should be free from interference, coercion, restraint, and
discrimination.
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a. All employees shall cooperate fully with the grievance review
team and the management team.
b. Grievances should not be discussed openly throughout the
estate and company. Interviews and investigations should be
conducted in as private a setting as possible.
c. A grievance may be withdrawn at any time prior to the issuance
of a written report by the grievance review team or
management team.
d. Specified time limits are exclusive of Saturdays, Sundays, and
holidays.
Grievance Procedure
a. Step 1
. To encourage informal resolution; an employee should
bring his or her grievance to the attention of his or her
supervisor/manager. No written grievance form would need to be
completed. The supervisor/manager and employee would discuss
the grievance and determine a plan to resolve it. The
supervisor/manager and employee will then implement the plan.
The grievance should be raised within 30 days following the
events or circumstances giving rise to it, and the employee and his
or her supervisor/manager shall endeavor to resolve it within 5
days thereafter.
b. Step 2
. If Step 1 is not successful or if the grievance is against
am employee’s supervisor/manager, an employee shall submit
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written grievance to one of the grievance review team members
whose names are posted on the estate and company bulletin
board. The grievance should be submitted within 35 days following
the conduct that led to the grievance.
c. Step 3
. The grievance review team will assign the grievance to
one of its members for review. The assigned team member will
also seek an informal resolution to the grievance, and may
conduct such investigations as necessary. Including discussions
with the person submitting the grievance, the persons against
whom the grievance is submitted and any other employees who
have personal knowledge of any matters related to the grievance.
If an informal resolution is achieved, the assigned team member
shall prepare a brief written statement setting forth the resolution.
The statement shall be signed by the person submitting the
grievance and the person or persons against whom the grievance
was directed. Copies shall be given to each of these persons. The
grievance review team shall retain one copy. Efforts to resolve the
grievance under Step 3 should be concluded within 10 days
following the submission of the written grievance.
d. Step 4
. If no informal resolution is reached, the assigned team
member will, at the written request of the employee submitting the
grievance; convene the grievance review team for the purpose of
reviewing the grievance. The employee’s request should be made
within 5 days following the conclusion of Step 3 activities by giving
the assigned team member a signed writing that states, “Please
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convene the grievance team.” The grievance review team will
review the grievance form filed and consider any information
obtained by the assigned team member. The grievance review
team can conduct additional investigations if it chooses, but it is
not obligated to do so. The grievance review team shall prepare a
brief written report setting forth its recommendation for grievance
resolution within 10 days following the employee’s request. The
recommendation shall be distributed to the party filing the
grievance and the party against whom the grievance was directed.
The grievance review team shall retain a copy of the report.
e. In the event that the grievance is against a member of the
grievance review team, the grievance should be submitted initially
to either of the remaining two grievance members. The two
remaining members will select a third person to serve on the
grievance review team for the purpose of that grievance.
Step 5. Either the employee filing the grievance or the
employee against whom the grievance has been filed
may appeal the recommendation of the grievance review
team to the management team consisting of the Estate
Manager, Estate Manager, and Estate Manager. To
initiate this process, the employee must provide written
notice of his or her intention to pursue a Step 5 appeal,
and submit the written notice to the assigned team
member of the grievance review team within 5 days
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following the conclusion of the issuance of the Step 4
process. The written notice need only contain the
statement, “I intend to pursue a Step 5 appeal.” If the
grievance was originally filed against a member or
members of the management team, the remaining
member or members of the management team shall
review the appeal. The management team shall review
the original grievance and discuss the grievance with the
employee submitting the grievance, the person against
whom the grievance was directed, and the assigned team
member. The management team may conduct such other
investigation as it may choose. The management team
will issue its recommendation within 10 days following the
notice of appeal.
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Grievance Form
___________________________________________________________
Name of Employee
Department
Date of this Report
State your grievance in detail, including the date of act[s] or
omissions causing grievance: ___________________________________
___________________________________________________________
___________________________________________________________
Identify other employees with personal knowledge of your grievance: ____
___________________________________________________________
Briefly state your efforts to resolve this grievance: ___________________
___________________________________________________________
Describe the remedy or solution you would like: _____________________
___________________________________________________________
Employee’s Signature: __________________ Date: _________________
Step 3
Date Received: _______________ Actions Taken: _________________
Disposition: _________________________________________________
___________________________________________________________
Accepted ____________________ Appealed _____________________
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___________________________________________________________
Assigned Team Member
Date Communicated
Step 4
Date Received: _______________ Actions Taken: _________________
Disposition: _________________________________________________
___________________________________________________________
Accepted ____________________ Appealed _____________________
___________________________________________________________
Grievance Review Team
Date Communicated
Step 5
Date Received: _______________ Actions Taken: _________________
Disposition: _________________________________________________
___________________________________________________________
Accepted ____________________ Appealed _____________________
___________________________________________________________
Management Team
Date Communicated
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Gratuities to Government Employees or Officials
In adherence to government regulations, no employee may offer a
gratuity to any government employee or official on behalf of, or in
pursuance of, THE ROYAL KINGDOM OF SAUDI ARABIA OWNED
“HALE KOA” HOME business. Gratuities are defined as meals,
drinks, gifts, expenses, cash, or any other item of value, including
personal service.
An offer to provide, or the actual provision of, any form of gratuity to a
government employee or official will constitute grounds for immediate
termination.
Gratuities to Customer or Supplier Representatives
6080
This policy establishes the ethical conduct to be maintained by
employees in relationships with customers and suppliers.
As an employee, you may not receive, give, pay, promise, or offer to
our guests and customers anything of value whether cash or any
other property for the purpose of securing or appearing to secure
preferential treatment. This also includes any form of gratuity to or
from employees of our customers or members of their families. In the
case of a tip given from a famous guest - then accept it, report it and
put it into the Hale Koa “Sick Bank.” Do not insult a guest by arguing
with them and refusing to take a gift. Some of our famous guests,
like Mr. Don Ho, enjoy pressing crisp $100.00 dollar bills into our
staff’s palms.
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You may accept gifts, from vendors, that are freely available to the
rest of the world such as frequent flyer miles, pens, pastries, a cup of
coffee, calendars and other general items. As long as it is available
to the rest of the public on a regular basis, like a buy one get one free
movie rental – then you can accept it. In cases of question, report the
occurrence within 24 hours or on the next business day. In some
cases of sentimental value, Mr. Mongiello will recommend a decision,
to the Prince. The Prince will hand down his mandate and decision,
thereafter.
Violation of this policy in any form will require immediate disciplinary
action.
Gratuities to Customer
Sample Letter
Dear Valued Supplier:
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
As the holiday season approaches, we, at the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home wish to express our
appreciation for the support and valuable products and services
provided by our suppliers this past year.
We are proud of our association and believe ethical behavior has
been our hallmark and must continue to guide all of our business
activities. We would like to reconfirm our Gift and Gratuity Policy as
the holiday’s approach.
Saudi Arabian society does not promote alcohol. Therefore, please
feel no need to send us any gift of liquor or liqueur. Likewise, there is
no need to provide us with any form of gift or for our employees.
Please make every effort to comply with these policies so that our
relationship may continue unhindered. Thank you for your help in this
matter.
Sincerely,
Supervisors name here
SUPERVISOR OF GARDENING, OR APPLICABLE DEPARTMENT
HERE
Political Activities
6090
In recognition of its responsibilities as a business citizen, the Royal
Kingdom of Saudi Arabia owned “Hale Koa” home encourages its
employees to accept the personal responsibility of good citizenship,
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including participation in civic and political activities, in accordance
with their interests and abilities.
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home accepts
without reservation the basic democratic principle that all employees
are free to make their own individual decisions in civic and political
matters. Therefore, no employee’s status with the estate and
company will be affected, in any way, whatsoever, because of
participation or non-participation in lawful civic and political activities.
Participation in civic and political activities is considered to be a
personal matter and, as such, is generally to be carried on outside of
normal working hours. No political activities or solicitations will be
carried on within estate and company premises.
Political activities are defined for purposes of this policy as activities
in support of any partisan political issue or activities in support of. Or
in concert with, any individual candidate for political office, or a
political party, which seek to influence the election of candidates to
federal, state, or local offices. The definition includes employees who
are or may be candidates for political office.
The estate and company reserves the right to deny time off for
political activity where the activities, in the opinion of the estate and
company, would unduly interfere with the employee’s fulfillment of
any obligations to the estate and company. When an employee’s full
time is required for political activity, however, a leave of absence
without pay may be granted [refer to Section 4050].
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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Employee Privacy
6100
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
recognizes our employees’ rights to privacy. In achieving this goal,
the estate and company adopts these basic principles:
1. The collection of employee information will be limited to that which
does the estate and company for business and legal purposes
need.
2. The confidentiality of all personal information in our records will be
protected.
3. All in-house employees involved in record keeping will be required
to adhere to these policies and practices. Violations of this policy
will result in disciplinary action.
4. Internal access to employee records will be limited to those
employees having an authorized, business-related need-to-know.
Access may also be given to third parties, including government
agencies, pursuant to court order or subpoena.
5. The estate and company will refuse to release personal
information to outside sources without the employee’s written
approval, unless legally required to do so.
6. Employees are permitted to see the personal information
maintained about them in the estate and company records. They
may correct inaccurate factual information or submit written
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comments in disagreement with any material contained in their
estate and company records.
Authorization to Provide Information
Note: The following form is used to obtain information about a prospective
employee.
I, authorize the Royal Kingdom of Saudi Arabia owned “Hale Koa” home to
conduct a complete background investigation in order to assess my eligibility for
a position requiring a high level of reliability and trustworthiness. I authorize all
persons who may have information relevant to this investigation including,
without limitation, prior employers, doctors, landlords, creditors and others to
disclose it [including photocopies where requested] to the Royal Kingdom of
Saudi Arabia owned “Hale Koa” home or their agents. I hereby release and hold
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harmless from liability all persons on account of such disclosure. I understand
that the investigation may include verification of past employment, review of
personnel records maintained by any prior employer, education, and opinions of
references.
This authorization shall be valid for a period of time not to exceed one year
following the date indicated below or until employment is terminated, whichever
occurs first. The release and hold harmless contained herein shall remain in full
force and effect with respect to all disclosures provided within this time period.
I authorize that a photocopy of my signature below may be used to obtain
information regarding the investigation.
_____________________________________________________________________
Employee’s Signature
__________________________________
Social Security Number
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Date
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Consent to Release Information
I, authorize the Royal Kingdom of Saudi Arabia owned “Hale Koa” home to
release information to prospective employers of mine that identify themselves to
you as such. This authorization is unconditional and permits disclosure of the
complete content of my personnel file.
I acknowledge that I have had the opportunity to review my personnel file and
receive copies of information contained in it. I hereby release and agree to hold
harmless the Royal Kingdom of Saudi Arabia owned “Hale Koa” home, its
directors, officers, shareholders, employees, successors and assigns from any
and all claims, cost, liability or expense, of any kind or nature whatsoever.
Including, without limitation, reasonable attorney fees, arising out of or resulting
from the release of information respecting the undersigned by the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home.
This authorization shall permit the release and disclosure of information for a
period of 90 days following the date indicated below. The release and hold
harmless shall remain in full force and effect with respect to all disclosures made
within this time period.
Employee’s Signature
__________________________________
Social Security Number
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Telephone
Personal calls of short duration, i.e., two to three minutes, may be
received and made at your desk or workstation. No long distance
calls will be tolerated unless prior permission to make such a call is
received from a supervisor/manager, and the necessity is apparent,
e.g., an emergency. Personal telephone call privileges are subject to
change or termination at any time. For instance, and not to be
limiting, if the estate and company telephone lines become
overloaded with calls or an employee is found spending more than
just limited time on personal calls, this privilege will be revoked either
generally or specifically as to the offending employee.
Dress Code
6120
Employee dress should be neat in appearance and in a manner
consistent with a professional atmosphere. The impression made on
guests, customers, visitors, and other employees and the need to
promote estate and company and employee safety should be kept in
mind. Please refer to the posters, around the work areas of the
estate for diagrams and photographs of various positions and how
they should dress.
Good individual judgment is the best guideline.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Kitchen — Break Room
6130
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
provides a kitchen–break room for the benefit of its employees.
Employees shall be responsible for the general clean up of the area,
including the washing of personal dishes and utensils.
All trash should be disposed of in the trash container. Any empty
aluminum cans or glass bottles shall be disposed of in the trash
container marked “Aluminum Cans Only” or “Glass Bottles Only,”
whichever is applicable.
Employee Recognition
6140
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
believes that the good efforts of its employees are to be encouraged
and rewarded. This can come in many different forms. To that end,
the estate and company will recognize the faithful service of its
employees by providing recognition of service plaques to all five-year
employees. Also, the opportunity to select a gift from a selection of
gifts chosen by the estate and company for employees with at least
ten years of continuous service and at five-year intervals from and
after the tenth anniversary.
The estate and company encourages the involvement of its
employees in cultural, social, service, and recreational activities
during their non-work hours. The Royal Kingdom of Saudi Arabia
owned “Hale Koa” home will be happy to recognize individual honors
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Property #47 of the Royal Family and Household of Saudi Arabia
and achievements in these areas as well by reporting such items in
the estate and company newsletter or posting results on the estate
and company bulletin board.
Promptly notify your supervisor/manager of any such honors or
achievements.
Customers and Guests
6150
It is estate and company policy to provide its customers and guests
with the best possible service in a courteous and thoughtful manner
at all times. The customer comes first and should be treated in the
same manner that you would want to be treated.
Visitors
6160
Non-customer visitors present safety and security risks to the estate
and company. To minimize these risks, visitors are not allowed on
estate and company property without prior written approval of Estate
Manager or in the case of emergency.
Visitors may drop off employees at the beginning of a work shift or
pick up employees at the end as long as the drop-off/pick-up occurs
within designated areas. Law enforcement or government officials,
including health or fire inspectors, shall be directed immediately to
Estate Manager, who shall determine proper governmental authority,
review court orders or subpoenas, and assist the law enforcement or
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Property #47 of the Royal Family and Household of Saudi Arabia
government officials in a manner which provides full cooperation with
minimal disruption to estate and company operations.
Recreational Activities–Sponsorships 6170
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home
recognizes that recreational, social, community service, and cultural
activities during non-working hours are beneficial to the estate and
company, its employees, their families, and our community.
Employees are encouraged to participate in such activities but are
under no obligation to do so. Estate and company financial
assistance for equipment, supplies, fees, and similar expenses may
be made on a case-by-case basis. Requests for such assistance
shall be made to Estate Manager and such requests shall describe
the activity in detail, including specific information respecting the use
of the assistance provided. Employees are solely responsible for their
safety and well being while traveling to or from or participating in the
activity.
The estate and company will also consider reasonable requests for
financial assistance or sponsorships of youth recreational teams or
community organizations on a case-by-case basis. Any such
requests shall provide the same detailed information as required in
the preceding paragraph and shall be directed to Estate Manager.
Under no circumstances does the estate and company assume any
liability or responsibility for personal injuries or property damage that
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Property #47 of the Royal Family and Household of Saudi Arabia
might occur during or arise out of the activity for which financial
assistance or sponsorship is provided. Any employee participation in
such activity shall be voluntary. Usage of the Prince’s name is
discretionary and to be in authorized, written format, only.
Outside Employment 6180
Employees are expected to be working solely for the Royal Kingdom
of Saudi Arabia owned “Hale Koa” home. Any outside employment
should be promptly disclosed to the Estate Manager. In certain
circumstances, outside employment will be approved by Mr.
Mongiello, but the estate and company retains the right to review and
evaluate each situation on an individual basis.
Employer Security
6190
To promote a safe and healthful workplace environment for all and to
protect the estate and company property, confidential, and proprietary
information, the Royal Kingdom of Saudi Arabia owned “Hale Koa”
home shall require that all employees display at all times during
working hours an identification badge which shall contain an
employee’s photograph, gold data byte, name, department, and
signature.
The estate and company expressly reserves the right to search from
time to time without prior warning or notice all persons and/or
property of any kind or nature found upon, brought onto, or taken
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
from estate and company property including, without limitation to,
lockers, desks, tool boxes, lunch boxes, duffel bags, briefcases, and
similar items. The estate and company shall confiscate any and all
materials or items found during a search which the estate and
company reasonably and in good faith believes to violate any law or
regulation, endanger estate and company or employee safety and
welfare, or otherwise violates estate and company policy.
Confiscated items will be surrendered to government authorities
where appropriate, returned to proper owners, if necessary, or
returned to the searched employee within 27 business days following
the search.
Avoidance of the underground complex and hidden bunker, at all
times, is best for unauthorized employees. In all situations regarding
the bunker – refer to Mr. Mongiello.
Security or supervisory personnel conducting a search shall prepare
a detailed report setting forth the time, date, and place of search; the
name, address, telephone number, and job description of person[s]
whose person or property has been searched; inventory of items, if
any, found and confiscated; and the disposition of items confiscated.
Emergency Closings 6200
Except for regularly scheduled holidays, the Royal Kingdom of Saudi
Arabia owned “Hale Koa” home would be open. The estate and
company recognizes that circumstances beyond its control, such as
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
inclement weather, national crisis, or other emergency, do occur. On
such occasions, the estate and company may close for all or part of a
regularly scheduled workday.
In such event, the estate and company will endeavor to notify all
supervisory personnel for the purpose of contacting employees.
Employees may also contact their supervisor/manager or estate and
company offices. Any closing longer than one full work shift shall be
assessed against employee’s sick leave or vacation time, whichever
may be applicable and, if none, the closing shall be regarded as
unpaid personal leave.
Parking
6210
Recognizing the need of our customers, suppliers, and visitors to
have easy access to the Royal Kingdom of Saudi Arabia owned “Hale
Koa” home facilities, employees may park their automobiles in
spaces reserved for employee parking.
Under no circumstances should any employee park in areas reserved
for business parking or in any manner that might block access to
estate and company facilities by any delivery vehicle or truck. The
estate and company assumes no responsibility or liability for
employee automobiles. Lock your cars and take your keys.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Mail and Shipping
6220
The Royal Kingdom of Saudi Arabia owned “Hale Koa” home is
dependent upon an efficient and economical system of receiving and
sending mail. Postage and shipping costs represent a significant part
of the estate and company-operating budget. In addition, the handling
and processing of mail requires the time and effort of employees. To
facilitate the efficient and economical receipt and dispatch of mail, no
personal use of the estate and company’s mail system shall be
permitted including, without limitation, the use of estate and company
stationery or envelopes, postage or postage meters for personal
purposes, or the deposit of pre-stamped personal mail with estate
and company mail.
From time to time, employees shall be permitted to utilize the estate
and company’s shipping department to arrange for the shipment of
personal goods. Any personal use is subject, of course, to the
availability of shipping department personnel and to the priority of
business related shipments. Any costs associated with personal
shipments shall be charged back to the employee and shall be
promptly reimbursed by the employee to the estate and company.
Maintenance Records
Maintenance is not a work team operating out of a work
building who “fix” things all of the time. Good maintenance means
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
“maintaining items” and this can only be done when there is a
Preventative Maintenance System (PMS) in place. This reverses the
cycle of repairing all of the time and focuses on prevention of injuries,
break downs, ruined machinery or disabled equipage that causes
severe down time to the Prince, customers, guests or Royal Family.
We hold a PMS card on every single piece of equipment on this
estate. From blenders in the kitchen that need to be checked for
electrical safety, shorts and regular greasing to the Air Conditioning
system and it cleaning, safety inspections and vent duct filters
monthly replacement.
Every single piece of equipment is checked on a periodic
scheduled basis for electrical fraying on cords, safety, smooth
operation and lubrication and more. The PMS card for that piece of
equipment is always carried to the scene and used. It is forbidden to
NOT get the card out and will result in termination or prosecution if
disobeyed. The Hale Koa has no intention of endangering the life of
anyone by a maintenance person who thinks “Gosh, I've been doing
this for 36 years – I don’t need the checklist on that card.”
Following is a list of common maintenance items and their
normally expected life:
Appliances
Life Estimate in Years
Dishwashers 5 to 12 Disposals 5 to 12 Washers and dryers 8 to 12
Water heaters 8 to 12 Refrigerators 15 to 20 Stoves 15 to 20
Gutters and downspouts
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Life Estimate in Years
Galvanized 15 to 20 Copper Life of home if well-maintained
Heating and Air Conditioning
Life Estimate in Years
Warm air furnace 8 to 12 Heat pumps 8 to 12 Air conditioning
compressors 8 to 15 Gas chillers 8 to 15 Hot water boilers 30 to 50
Plumbing
Life Estimate in Years
Gas hot water heater 8 to 12 Electric hot water heater 10-15 Private
disposal systems (septic) 15 to 25 Galvanized water pipes 30 to 50
Roofs
Life Estimate in Years
Selvage or asphalt roll 12 to 20 Wood shake and shingle 15 to 20
Asphalt 15 to 20 Fiberglass 15 to 20 Asbestos shingle 30-50 Slate
40-75
How we estimate Maintenance and Repairs
© 1995 Freddie Mac. All rights reserved.
Reproduced permission obtained by Martin CJ Mongiello from Freddie Mac.
We estimate maintenance and repairs on a realistic schedule to
avoid shortfalls, surprises and last minute breakdowns that were not
planned for. Instructions follow below the schedule.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Section I. Property Information
Address: Hale Koa Estate assorted buildings
Style:
Which building is it?
Square
Feet:
Above
Grade:
Below
grade
(finished)
Total
Material:
Frame (including
aluminum siding)
Brick Log Other
Section II. Utility and Maintenance Costs Estimator
A
Utility/System
B
Gas
C
Electric
D
Oil
E
Other
F
Monthly
Expenses
Heat
Air
Hot Water
Lights
Water
Miscellaneous expenses
Gardening &
Horticulture
Pools, Spa,
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Ponds
Cleaning
Horse
Stables
Auto fleet
Cleaning
Estimated monthly utility and maintenance expense
Section III. Replacement Cost Estimator
A
B
C
Gas Elec Oil
tric
System
D
Repl
ace
men
t
Cost
s
E
Life
(Yea
rs)
F
Year
s
Rem
aini
ng
G
Mon
thly
Res
erve
Furnaces
Boilers
Compressor
(AC)
Hot water
heater
Roof
Plumbing
(copper)
Plumbing
(plastic)
Washers &
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Dryers
Gutters
Heat Pumps
Refrigerator &
Stove
Instructions
SECTION I. Property Information
You should record all the information requested. You can find most,
if not all, of this information.
SECTION II. Utility and Maintenance Costs Estimator
Column A
Columns B, C, D, E
Column F
Estimated Monthly
Utility and
Maintenance
Expense
 Identify the utilities and systems that apply.
 Identify type of energy used by utilities/systems
that apply from Column A.
 Get an estimate of monthly costs for each
system from present owner or local utility
company.
 Enter the monthly estimate in the appropriate
column.
 Add up amounts in each row and enter total
amount in column F.
 Add all amounts in column F and enter the
estimated Utility and monthly utility and
maintenance expense.
Example: Employee WorkHouse Kamahameha
A
Utility
B
Gas
C
Electric
D
Oil
E
Other
F
Monthly
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
System
Heat
$50
Air
$30
Estimated monthly utility and maintenance expense
Expenses
$50
$30
$80
SECTION III. Replacement Costs Estimator
Columns
A, B, C
Column
D
Column
E
Column F
Column
G
Total
Monthly
Reserve
Requirem
ent
 For each system in the home, enter an X for the energy
source that applies.
 Go to the Freddie Mac (www.freddiemac.com) Schedule of
Estimated Remodeling and Replacement Costs
 Enter the replacement costs for each system from the
Schedule of Estimated Remodeling and Repair Costs.
 Go to the Schedule of Normal Life and enter the
estimated life for each system existing in the house. It is
best to use the mid to lowlife estimates.
 To calculate "Years Remaining," determine the age of the
system which the owner or listing can tell you. In our
example below, the furnace is 7 years old. We subtracted
the age (7 years) from 12 in the "Life (Years)" box in
column E and entered 5 in the "Years Remaining" box in
column F. (12 years - 7 years = 5 years)
 Multiply the figure in column F by 12 months to estimate
the remaining months of life. (5 years x 12 months = 60
months)
 Divide column D by the number of months of remaining
life. Enter the result in column G, "Monthly Reserve."
($1,000/60 months = $17)
 Total all the amounts entered in column G and enter the
total monthly reserve in "Monthly Reserve" box, column
G. ($17 + $42 = $59)
Example: Employee WorkHouse Kamahameha
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
System
A
B
C
Gas Elect Oil
ric
D
E
F
Replacem Life
Years
ent Costs (Years) Remainin
g
$1,000
12
5
Furnaces
X
Boilers
Compressor
X
$1,500
8
3
(AC)
Estimated monthly utility and maintenance expense
G
Monthly
Reserve
$17
$42
Chart of PMS Inspections and PMS Work
On the following page we show our example PMS chart for
Hale Koa and the Estate. The Household Manager will be
responsible for filling in the chart after meetings and reviews of PMS
cards with the Maintenance Staff. The Estate Manager will oversee
the whole process and ensure it’s coordination is smooth.
Estate PMS Schedule on all items and equipment.
Household Manager will place initials in corresponding box when
verified and inspected as completed on the actual PMS card, itself.
Piece of equipment and PMS card
number for it listed here:
Kitchen dishwasher #1 00001
The Mongiello  5-month tracker
JAN FEB MAR APR JUN
Kitchen dishwasher #2 00002
Kitchen dishwasher #3 00003
Kitchen dishwasher #4 00004
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$59
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Kitchen dishwasher #5 00005
Moulinex mixer 00006
Hobart large mixer 00007
Francais Savoir pastry roller 00008
Diamond knife sharpener 00009
Lawnmower, Briggs Stratton 00010
Water Purification King Unit 00011
The current list is over 850 items long and
ensures a safe work environment. It also keeps
equipment working longer and saves money by
avoiding constant purchase of new items.
As was previously mentioned, investigations of falsified PMS
will lead to criminal or court prosecution. Likewise, delaying PMS for
any reason will also be cause to trigger an investigation against
employees or staff. There can be NO barriers to safety for our staff
and PMS is the way to ensure that every piece of equipment is safe
to use and operate. We must promote SAFETY FIRST and we must
take care of each other, first. Work can always wait until later.
Maintenance records are kept on file for 5 years or longer.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Estate Inventory
Estate inventories are done in a methodical, slow and
organized manner. They should not be rushed or hurried to prevent
missing lost or stolen items as well as to prevent damaging items
while inventorying. Items inventoried will be compared against
purchases. Inventories are kept in the X-07 safe at all times.
The following inventories are to be done annually with condition
noted, time and date, coloration and recommendations:
1. All silverware
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Property #47 of the Royal Family and Household of Saudi Arabia
2. All silver items and platters
3. All china collections
4. All stemware and glassware
5. Artwork
6. Knick Knacks and items placed in showcases or on tables
7. Collections per the orders of the Prince
8. Maintenance equipment – small
9. Maintenance equipment – large
10.
Tools or handheld tools – small – marked red
11.
Tools large – powered - marked red
12.
Leatherman, pocket and belt tools
13.
Kitchen machinery – small and large
14.
Kitchen knives
15.
Kitchen garnishing cutters (oriental)
16.
Kitchen garnishing handheld tools
17.
Kitchen pastry items, tips and bags
18.
Collars, rings and molds
19.
All uniforms from all departments (visual inspection)
20.
All office equipment – large
21.
All office equipment – small items
22.
Computer and ADP equipment - CONFIDENTIAL
23.
Palm pilots, handheld devices, GSM and cell phones
24.
Satellite phones - CONFIDENTIAL
25.
Weapons cache and explosive devices - CONFIDENTIAL
26.
Ammunition - CONFIDENTIAL
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
27.
Bullet proof vests and flak jackets – CONFIDENTIAL
28.
Kevlar helmets - CONFIDENTIAL
29.
Night scopes, thermal and infravision – CONFIDENTIAL
30.
Laser equipment - CONFIDENTIAL
31.
Debugging and sweeping equipment - CONFIDENTIAL
32.
White noise generators – CONFIDENTIAL ensure you do not
mark the location of these items down on the inventory
33.
Radios and encryption boards – CONFIDENTIAL
34.
Automobile and garage testing and alignment equipment
35.
Automobile repair shop tools – marked orange
36.
Jewelry - CONFIDENTIAL
37.
Electronic equipment, TV, stereo and library holdings
Visitor Records
All visitors will be logged in by security in the traditional
hardbound logbook. At no time will pages ever be removed. All logs
will be taken in black ink and turnover will be signed for. Identification
will be checked and recorded in the log.
Other Administrative Standards
 Prince Abdullah will supervise the management of the estate along
with his wife, Princess Hissa Al-Shalan
 Do not speak with the younger women unless permitted to by the
Princess – normally this will not occur
 Do not bother the Prince or Princess with too many questions as
he desires to have the estate run on it’s own instead of being
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asked questions every twenty seconds. He obtains “no thrill out of
power over staff.” Therefore no one is to bother him, aside from
funny thoughts, “hello” and a good joke in passing in the hallway
 General contracting needs are handled by the EM and budgeted
for – however this is an item that will be discussed with the Prince
 HM, EM and Master Gardener negotiate with vendors specific to
purchases and designs – pay particular attention to the Princes
experiments and special projects
 Art appraisals and video taping handled as each new piece is
purchased
 Videos are stored in alphabetical order
 Supervision of all vendors coming and going will be done by the
HM or EM and coordinated with Security. In all matters, the EM
will command security forces at the estate and actions.
 Ensure no one is eating food with their bare left hand – staff
included.
 The Butler will always answer the door.
 Phones and intercoms are put on low volume when the family is in
residence so as not to be a disturbance. Pay particular attention
to the Crestron system.
 Do not be afraid to offer drinks as appropriate.
 Flower care weekly inside with fresh cut flowers always. The more
the better they will be appreciated.
 The Princess is very particular about organizational style.
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Property #47 of the Royal Family and Household of Saudi Arabia
 The family cares about people and wants them to be taken care
of.
Daily Graces
 EM and HM walks entire house and grounds daily checking
security, maintenance and housekeeping needs
 Ensure birds are fed by housekeepers and check feed fills
 Before family arrives light wall sconces throughout home, put on
Hawaiian music and check flowers
 Greet family at door with HM, EM, Butler and full staff lined up and
flowing down the hallway
 Note cleaning and special projects that need to be cared for.
 Casual table service at each meal.
 Offer afternoon glass of wine to guests only, always.
 Offer tea or water to the family.
 Evening turn down of beds with gift chocolate, rose and Hawaiian
fact card or quip card.
 The Prince does not speak English so ensure you utilize Arabic
with him while English is fine for the Princess.
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Cleaning Standards
 Please use only biodegradable, lemon scented cleaning products
or non-scented.
 Ensure everything is sanitized after cleaning and that the staff
knows the difference between cleaning and then sanitizing.
 The organizational style of the family is haphazard at present.
Closets need to be organized and then helped to be kept that way.
 Collectibles will be inventoried during the inventory periods listed
earlier in this book. Special attention can be paid to the Prince’s
matchbox Mercedes and Star Wars items.
 The Princess has a special Barbie doll collection that needs to be
dusted once a quarter.
 Please make all beds, triple sheeted in the European fashion –
American triple sheeting is not desired.
 Household utilized only six months out of the year.
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 Daily cleaning and daily graces required.
 The family likes a clean feel, no strong smells of any kind other
than lemon scented products.
 Love the smell of flowers also.
 Cleaning supplies are set up for each zone.
 Slow, careful attention-to-detail style of cleaning requires 30%
more staff – please hire as needed for the extraordinary level of
cleanliness required.
 Living room furniture to be vacuumed twice per week, silk to be
brushed with horsehair brush, puddle skirts brushed, occasional
professional dry cleaning, turn furniture pillows every other day
and fluff down.
 Take extra special care of the fringe on oriental carpets as some of
them are hundreds of years old. Raise nap. Be careful of warp
and weft and note new damage.
 No vacuum beater bars on the oriental rugs.
 Marble floors need to be cleaned with Italian floor polish weekly.
 Kitchen floors are to be done with Pine Sol daily.
 Lampshades need to be brushed weekly.
 All furniture is maintained with Goddards Wax as needed, buffed
by hand. Weekly, use lightly dampened cloth on furniture.
 The family pays attention to details, like a clean and well-ordered
household.
 Designers handle the care of all artwork.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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 A difficult home to clean, many antiques with expensive pieces of
art, rugs and fabrics.
 “A place for everything and everything in its place.”
 Desire high standards to protect fine possessions.
 Bathrooms are cleaned with Lysol Bath and Tile and Lysol
Disinfectant Spray and Marble cleaner, bathroom freshened daily
including fresh paper towels, paper products and personal care
needs.
Task Sheet for Zone 1
1. Clean bedrooms 4, 5, porch and bathrooms– dust first, left to right
around room knocking down dust lower. Allow to settle.
2. Windex windows from top to bottom. Windex light covers.
3. Dust baseboards and brush lampshades.
4. Mink hairbrush painting frames as is needed. Not daily.
5. Polish all tables or clean as needed.
6. Clean all knick-knacks and objects or polish as needed.
7. Polish legs under tables and fittings. Sanitize bathrooms. See
bathroom training notes or bathroom curriculum sheets.
8. Vacuum floor and comb fringe with gentle brush.
9. Mop and wring floor.
10.
Clean the movie theater – dusting from top down, left to right.
Allow dust to settle.
11.
Dust base boards and brush lamp sconces on walls.
12.
Check and clean seats as is needed.
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13.
Clean MegaPixel 1200 screen with Genair specialty brush.
14.
Clean and organize all machinery then vacuum all areas.
15.
Check stockage levels of all consumable and food products
using clipboard accuracy charts in vending area. Inform HM of
report on paper and turn in needs.
Task Sheet for Zone 2
1. Clean game room and bar– dust first, left to right around room
knocking down dust lower. Allow to settle.
2. Windex windows from top to bottom. Windex light covers.
3. Dust baseboards.
4. Brush lampshades.
5. Mink hairbrush painting frames as is needed. Not daily.
6. Polish all tables or clean as needed. Sanitize bathrooms. See
bathroom training notes or bathroom curriculum sheets.
7. Clean all plants, statues, guns, knives, sabers, knick-knacks and
objects or polish as needed.
8. Polish legs under tables and fittings.
9. Vacuum floor.
10.
Comb fringe with gentle brush.
11.
Mop and wring floor.
12.
Check and clean furniture as is needed.
13.
Clean all TV and stereo equipment.
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14.
Clean and organize all machinery behind bar.
15.
Vacuum all areas.
16.
Check stockage levels of all consumable and liquor products
using clipboard accuracy charts in bar back area. Inform HM of
report on paper and turn in needs.
Task Sheet for Zone 3
1. Clean Study Area, Great Room and Kitchen – dust first, left to right
around room knocking down dust lower. Allow to settle.
2. Windex windows from top to bottom. Windex light covers.
3. Dust baseboards.
4. Brush lampshades.
5. Mink hairbrush painting frames as is needed. Not daily.
6. Polish all tables or clean as needed.
7. Clean all knick-knacks and objects or polish as needed.
8. Polish legs under tables and fittings.
9. Organize libraries and put back books.
10.
Sanitize kitchen counters with Lysol Anti-bacterial Kitchen
cleaner. Check lights, fan blades and AC units for dust build up.
11.
Vacuum floor.
12.
Comb fringe with gentle brush.
13.
Mop and wring floor.
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Property #47 of the Royal Family and Household of Saudi Arabia
Task Sheet for Zone 4
1. Clean Living Room/Study Area, Lau, Foyer, Dining Room and
Porch – dust first, left to right around room knocking down dust
lower. Allow to settle.
2. Windex windows from top to bottom. Windex light covers.
3. Dust baseboards and outside porch.
4. Brush lampshades.
5. Mink hairbrush painting frames as is needed. Not daily.
6. Polish all furniture or clean as needed.
7. Clean all knick-knacks and objects or polish as needed.
8. Polish legs under tables and fittings.
9. Organize magazines on tables nicely and check water cooler level
– refill if needed. In Lau, check on all products levels and make
written report to HM, weekly, on Tuesday.
10.
Vacuum floor.
11.
Comb fringe with gentle brush.
12.
Mop and wring floor.
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Property #47 of the Royal Family and Household of Saudi Arabia
Task Sheet for Zone 5
1. Clean office area – dust first, left to right around room knocking
down dust lower. Allow to settle.
2. Windex windows from top to bottom. Windex light covers.
3. Dust baseboards. Refill reefer.
4. Brush lampshades.
5. Mink hairbrush painting frames as is needed. Not daily.
6. Polish all tables or clean as needed.
7. Clean all office machinery and objects or polish as needed.
8. Polish legs under tables and fittings.
9. Organize libraries and put back books.
10.
Vacuum floor.
11.
Comb fringe with gentle brush.
12.
Mop and wring floor.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Property and Grounds Standards
 Grounds and property are managed by the Master Gardener,
Hisideko Ishikawa, trained by the Tokyo Royal Imperial Palace–
he answers to the HM and EM and enjoys speaking Japanese –
feel free to speak either Japanese or English with him – although
when relating matters to the family – speak only Arabic or
Japanese.
 MG sees his position as protection of the family from the outside
world.
 “Take pride in accomplishing the impossible.”
 Would like to see some cabanas built from the ground up next
year.
 All tools are hidden on the property.
 Orientation for the underground bomb/attack bunker and it’s
hidden grounds features can occur ASAP.
 Landscaping, flowers and shrubs can be experimented with.
 The gatehouse is getting old and needs a PMS work-up.
 The MG helps develop the overall budget for the estate.
 The MG makes sure gates are closed.
 The MG supervises maintenance of the irrigation system, checks
water supply and treatment and monitors monthly.
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 The MG ensures garages are closed properly and locked at the
end of the day.
 The MG oversees care of ponds, pools, fountains, the spas, water
features, stone and slate inlays.
 The MG negotiates with all vendors pertinent to his
responsibilities.
 The MG handles tree services, exterminator services, lawn
mowers (2 weekly) and koi selection.
 Gardeners on Staff support the lawn, grounds, maintenance,
flowers, flower beds, sweep all walks daily (front walks more often)
and clean the recreation and sports area.
 All staff are provided with accompanying uniforms with the estate
logo and Hawaiian flag as well as gloves, boots and rain gear.
 AVERAGE DAYS IN WINTER INCLUDE:
 Pool and tennis court maintenance.
 Care of Koi fish and outdoor lighting.
 Checking fences, minor plumbing, electrical, heating repairs.
 General cleaning, drains.
 Light pruning.
 Basement painting jobs.
 AVERAGE DAYS IN SUMMER INCLUDE:
 Spreading fertilizer, seeding and weeding.
 Pesticides and planting trees.
 Checking fences, minor plumbing, electrical, heating repairs.
 Full garden kept ready for show at all times.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Ready recreational/sports area and road maintenance.
Maintenance Standards
 The Director of Maintenance (DM) man along with local craftsmen
handles most small needs.
 Full vendor list to be developed for household care.
 Monitor wine rooms and caves for humidity, temperature in the
bottle and temperature of rooms.
 All PMS is organized by the DM and submitted to the HM and EM.
 The Princess does not like AC in her bedroom, keeps it turned off
when they are in residence.
 Sinks are checked for dripping faucets, toilets are flushed regularly
and roach traps are checked on.
 Hot water system, test relief valve and replace as necessary,
check pressure gage needs seasonal maintenance.
 Smoke and fire detection systems.
 Electrical system and fuse box located in bunker, underground.
See detailed lighting and schematics there. Need to upgrade
these drawings to a more detailed level.
 Monitor gas flow to gas ranges in kitchens up and down.
 Pool system and backwash facility located off of pool house.
 Check for change of light bulbs in house.
 Floor care and stone and slate care.
 Care of terraces and listings of all water shut off valves.
 Heavy maintenance done while family is away.
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Property #47 of the Royal Family and Household of Saudi Arabia
 ADDITIONAL DUTIES TO BE ACCOMPLISHED JUST PRIOR TO
FAMILY’S ARRIVAL
 Sweep walkways.
 City electricity and AC in working order.
 Lighting with designated bulbs, phone floor plan.
 Music system and Smart House throughout working well.
 Emergency generators in working order.
Entertaining Standards
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Chef, HM and EM with designated staff are requested to be
available for all entertaining events. Staff are trained to serve at
table; this responsibility is rotated on a regular basis.
 Estate lends itself to small and large personal entertaining style.
 Ideal for seasonal entertaining on the grounds for larger events.
 The Prince and Princess enjoy having friends fly in and stay for
dinner, they entertain weekly.
 High standards of presentation and choice of style.
 Primarily small gatherings of family and friends.
 Casual elegance, invitations are done on Cranes papers and
handled by the HM and EM.
 Formal dinners and buffet: always genuine and natural.
 Plated or French style service.
 Guests and family visit most weekends when family are in
residence.
 Stocked refrigerators per guest records of favorites and
beverages.
 Wine before and with dinner, well-developed wine cellar already in
progress but needs inventory, labeling and categorizing – staff
also needs training on extensive wines of the world and service.
 Silver storage is kept behind locked door.
 The best of everything for guests.
Cooking Standards
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
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 Household requires daily cooking, most often provided by the chef.
 Chef and EM travel to other homes at times.
 The Princess does not cook but is happy to share traditional Saudi
cuisine tips with others.
 Chef requested to prepare meals for days off.
 The Prince is on the Reversal Diet and requires the EM, HM and
Chef to fully understand the Ornish books, principles and full PMRI
plan.
 Princess and Chef to approve menus for the week.
 EM, HM in coordination with Chef.
 The family has a sophisticated palate.
 Purchase healthy, organic foods; shop daily for freshness.
 Housekeepers rotate responsibility of setting table and table
service.
 Generally plated or French service.
 The family generally prefers 3 or 4 course meals for lunch and
dinner.
 Always eat breakfast in game room with place mats and napkins.
 Lunch and dinner in dining room with china and linens.
 Very conscious of how it looks on the plate.
 Italian cold cuts (not for Prince), smart dogs, Boca burgers, Boca
pieces, coffee with each meal (not for Prince), no tap water, only
filtered water.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Both kitchens need to be fully remodeled and kept within a budget
of $720,000.00 USD. Include imported marbles and new
computer systems for the chef with Smart Home integration.
 Like ice cream – Prince must eat tofu generated.
 Family likes desserts – ensure Prince eats Ornish items.
In addition to the Ornish diet, several family members are “playing”
with the Atkins diet while Prince Hassam is on the Weight Watchers
program and flies in to attend meetings, locally. He weighs in first
and then goes to the meeting to weigh in and get his coupons.
Prince Hassam likes to join the staff on Wednesdays for the staff
workout and then shower. Afterwards he has taken to shutting the
house down. The Prince has mentioned that this enrages him but he
tolerates it since Prince Hassam then cooks lunch for everyone,
including the staff. Be ready for his Arabian needs of ingredients like
Zatar, Tumeric, Olive Oil, Filo, real Pita bread and Sumac.
Snacks in guest rooms always include 4 assorted bottles of wine
(white and red with correct glasses), 4 kinds of water, 18 assorted
candy bars, fresh figs flown in, olives and feta, hummus with pita,
chips or pretzel variations, stockage of mini bars (free) with 200
liquors, ice makers are checked, tofu bars and carob health mate
bars. An assortment of 20 sodas is also checked along with port and
cognac collections (snifters included). Guests are asked to smoke
cigars outside – side note from Princess Shalan.
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Property #47 of the Royal Family and Household of Saudi Arabia
Also see the favorites listing of 300+ foods in the kitchens and
NEVERS listing of 86 foods.
Clothing and Valet Standards
 Clothing standards are exotic to westerners or seem to be for
return trips to the country.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Standards in general are very high, mostly high-end designer
brands.
 Personal shopper orders most of their clothing.
 Large laundry facility room with 12 washers and 18 dryers.
 Approximately, 20 loads of laundry daily.
 Currently 89 hours of ironing weekly done by three housekeepers.
 Rarely any dry cleaning is done, most clothing hand washed in
Woolite and cold water – but this needs to end and dry cleaning
begun. Request you brief us on best plant locally and discuss
Percolite recycling frequency with them and report back.
 Blankets can occasionally be sent to the dry cleaners also.
 Currently using Egyptian cotton towels and washcloths but would
like to explore the new beachwood items as they are even softer.
 Large formal closets, maintained daily; drawers are to be
organized on a daily basis. Princess will direct housekeeper to
help with her closet.
 Closets and all clothing are color coded so clothing may be
identified as to whom it belongs. Red for the Prince and Black for
the Princess.
 Armani suits, polo, no starch for shirts on hangars
 Princess not price conscious, will purchase expensive labels such
as Chanel or Donna Karan.
 No wool; likes silk.
 Both expect order, very polished in their clothing, even when
casual.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Tee shirts touched up and ironed.
 Underpants ironed.
 Shirts on hangers, sweaters folded.
 Everything folded in particular way and stacked perfectly.
 Shoes and boots need to be cleaned and polished as needed.
 Preparation for travel, packing and unpacking only occasionally;
each home has appropriate clothing for use.
 All sheets are fully ironed including pillowcases and hems daily.
 MASTER BED: Mattress pad, fitted sheet, cover sheets, blanket,
extra blanket, 4 pillows
 Guests get the full “golden suite” of 49 care products laid out
including two “Estate Embroidered” Egyptian cotton robes to take
home. Boxes and gift-wrap will be offered after washing them.
Golden bows and ribbons.
Transportation and Travel Standards
 All family members have their own, personal drivers.
 Business secretaries handle travel tickets and itineraries.
 Frequent international travel on fleet of jets and ships.
 The Prince likes to collect autos, very particular about them.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Garage Boss (GB) details all cars and diagnoses problems.
 As autos are a primary attack vehicle – extra caution needs to be
planned for driving and the care of them.
 Other Suburbans are used in the protection of the Prince and
family. These are handled by security.
 GB starts cars regularly and keeps them filled with gas.
HOUSEHOLD AND PROPERTY MACHINES INCLUDE:
 2002 Range Rover, retrofitted for the Princess.
 Three, 2001 Suburbans, retrofitted, for security.
 Three 1998 Mistubishi Montero, retrofitted for EM, HM and MG.
 1997 Astro-van extended cab for staff training outings.
 Two VH-60N Sikorsky helicopters, retrofitted for VIP transport and
protection.
PRINCE AL SAUD’S CAR COLLECTION IN HAWAII:
 1989 Lamborghini 25th Anniversary hard top Countach.
 1999 Lamborghini Diablo VT
 1997 Bentley Azure
 1992 Ferrari 512 TR
Security Standards
 Not particularly safety conscious as others do it for them but are
willing to go along and do what is needed.
 Numbers of systems and personnel on staff are secretive and will
not be mentioned here. Blueprints, descriptions and drawings are
not to be recorded either.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 Estate has many cameras and security gates.
 Dogs can be a problem at times with barking.
 Staff not permitted to offer information to outsiders.
 Full libraries of information are available in the underground
bunker systems and tunnels regarding all issues of weapons,
systems, fully outfitted attack and response teams, US BATF
permits to maintain explosives cache, ammunition, machine guns
and other rocket propelled delivery systems.
 Household system throughout property by ITI is maintained by in
house staff under the direction of the EM and HM who are experts
in it’s care. Codes are changed often. Penetration of the estate is
conducted often to test response and detection with security.
 Property within public roads, no public access.
 Prince Astalam has been toying with the idea of purchasing a
submarine, but this idea has not met with the favor of the family
and is considered inappropriate. Please defer all questions on it to
Prince Al Saud and do not get involved.
Child, Elder and Pet Care Standards
 The Princess desires to handle most of this and not have others
involved in accordance with Saudi traditions – especially for the
Child and Elder care.
 Pets in the house are already listed earlier and each ones
extensive care is listed.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
 In the case of King Fahd coming to Hawaii – very special
considerations need to be addressed.
 Security tightens.
 Extensive rentals occur of rooms in Honolulu hotels.
Household Manager
Household Managers took their place in American households
molded after the “butlers” found in Europe. They ensure that the
home runs smoothly. They may clean, launder, provide clothing
care, run errands, and maybe do some cooking, in addition to
scheduling the contractors, possibly organizing dinners and parties,
and handling the finances. Or, they may be a supervisor to other
household staff. Our Household Manager commands a salary
between $35,000 and $80,000 and is often given housing
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Property #47 of the Royal Family and Household of Saudi Arabia
accommodations.
The Household Manager will not usually assist with “hands on”
services (cooking, cleaning, etc.) while providing supervision and
administrative responsibilities for the home and family. Their duties
will be more varied and extensive.
In a this larger staffed home of Hale Koa, the HM will usually work
in a more administrative position, but should always be ready to
help out in case of staff illness, vacation, or vacancy. Depending on
the number of employees, they may hire, train, supervise, and
terminate staff. They will compile the priority lists and inform staff of
the day’s duties. They will open, sort, and compose responses to
mail. They will make arrangements for houseguests, which may
include creating activity lists, preparing special menus, making
travel arrangements, and finding books of interest, or procuring
much sought after tickets to a sold-out event or concert. They will
organize the 100-plate dinner, structure the menu, and work with
the chef to create an event that will be the “talk of the town.” They
will likely meet daily with their employer, and hold weekly meetings
for their staff to ensure continuity and a high level of service.
Without the HM, chaos could reign. The Household Manager needs
a pleasant demeanor, strong work ethic, excellent organizational
skills, and a confident attitude to succeed. They must be able to be
completely flexible in meeting any and all needs of the family. If
their duties or responsibilities require, they need to have the
knowledge of formal entertaining (different styles), protocol,
purchasing expensive items for the family’s use, vast resources,
etc. This person may be responsible for more than just the Hale
Koa home, or providing continuity between homes on this property.
The HM will answer to the Estate Manager.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Administrative Household Manager
This person is responsible for providing the ultimate in management
and administrative skills for the upscale home. They will have a
college degree, understand the need of professional training, and
will usually have previous household experience.
They are capable of providing continuity between multiple
properties, have an excellent understanding of security measures
for the home and family, are able to anticipate most needs of the
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family, have impeccable manners and understanding of protocol,
and possess excellent administrative, computer, and management
skills.
They will work closely with the employer, handling any request or
need with the utmost in professionalism. They are usually given
housing accommodations and earn approximately $50,000 to
$135,000 a year, and are usually provided with other types of
“corporate” benefits.
Administrative HMs may be in charge of directing correspondence
to and from the employer; scheduling appointments with the
employer, and any maintenance work to be done on the home;
tracking the family and household finances; making travel
arrangements and developing itineraries; and any other personal
requests the family may make of them.
The Administrative HM will recruit new staff, interview applicants,
and present their impressions to the HM and EM. They are then
required to train the new staff—in procedures, schedules, rules, etc.
Finally, they oversee the work of the staff, checking to make sure
they are doing their work to the best of their abilities or deciding if
the staff require further education. In order to supervise properly,
they should have a good understanding of all the duties and
responsibilities of any staff member.
If there is no Personal Assistant on staff, an Administrative HM
might also perform only secretarial responsibilities, i.e., typing
letters and memos, taking dictation, transcribing important
correspondence or business documents, answering the phone and
taking messages, opening, sorting and/or answering mail, setting
up and managing files for letters and other important documents,
scheduling appointments, or any other kind of clerical work. They
may also act as bookkeeper and manage the family budget, track
expenses, manage records for tax purposes, research and keep
track of investments, or obtain quotes on major renovations of the
home. They will have excellent computer capabilities and will
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
maintain extensive warranty and inventory files, keep track of
repairs, and maintain a Household Management Reference Book.
A common task of an Administrative Household Manager is
personal shopping for the lady or gentleman of the house. They
should be well aware that the shopping habits of the Royal Family
are far different from the average person’s shopping habits. The
family has no problem setting aside a half-million dollars, or more,
in the budget for their personal needs. They may think nothing of
seeking out an antique chest of drawers and paying $80,000.00+
for it, purchasing multiple sets of fine china or an extensive silver
collection, spending $5000.00 on a single set of bed linens,
remodeling any part of the home at a given notice, or spending
$100,000.00 on a Halloween party or $1,500.00+ for fresh flowers
for the week.
The Administrative HM will do special extras for the family. They
may help to design an in-home beauty salon, or research and
implement new security needs for the home. They may not only
plan the family vacation to Italy, but also go along. They may simply
listen attentively and sympathetically—with open ears and a closed
mouth—as a family member bemoans their difficulties of a
particular day. They are likely to have their days filled with “life’s
little details”: arranging dinner reservations, having medication
delivered or calling the insurance agent.
The Administrative Household Manager will be involved in a very
close, tight-knit relationship with the HM, EM and family. They must
respect the sanctity of this relationship and keep all conversations
and experiences confidential. They should do nothing to
compromise it; above all, the AHM must be trustworthy.
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Personal Assistant
Many times the Administrative HM and Personal Assistant duties
overlap because of the relationship developed with the family and
the responsibilities of the position. They are a very trusted member
of the household staff team, handling all of the confidential
responsibilities for the Prince and family. They may also be in
charge of hiring, training and supervising staff; directing
correspondence to and from the employer; scheduling
appointments with the employer and any maintenance work to be
done on the home; making travel arrangements and developing
itineraries; and any other personal requests the employer may
make of them.
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Personal Assistants may also perform only secretarial
responsibilities, i.e., typing letters and memos, taking dictation,
transcribing important correspondence or business documents,
answering the phone and taking messages, opening, sorting and/or
answering mail, setting up and managing files for letters and other
important documents, scheduling appointments, or any other kind of
clerical work. They may also act as bookkeeper and manage the
family finances, track expenses, manage records for tax purposes,
research and keep track of investments, or obtain quotes on major
renovations of the home. They will have excellent computer
capabilities and will usually maintain extensive warranty and
inventory files and/or a Household Management Reference Book.
A common task of a Personal Assistant is personal shopping for the
lady or gentleman of the house. They should be well aware that the
shopping habits of the family are far different from the average
person’s shopping habits. A Royal Family member has no problem
setting aside a half-million dollars in the budget for their personal
needs. They may think nothing of seeking out an antique chest of
drawers and paying $80,000+ for it, purchasing multiple sets of fine
china or an extensive silver collection, spending $5000 on a single
set of sheets, remodeling any part of the home at a given notice, or
spending $100,000 on a Halloween party.
The Personal Assistant will handle special requests for their
employer. They may help to design an in-home beauty salon or
research any item that the family is considering purchasing. They
may not only plan the family vacation to Italy, but also go along.
They may simply listen attentively and sympathetically—with open
ears and a closed mouth—as their employer bemoans their
difficulties of a particular day. They are likely to have their days
filled with “life’s little details”: arranging dinner reservations, calling
the insurance agent or having a piece of art work shipped to a
conservator for repair.
Salaries range from $30,000 to $90,000 a year.
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
House Keeper and Gardeners
The House Keeper and Gardener is the backbone of the home and
outside property. A beautifully cared-for home is the work of one or
more House Keeper’s and Gardeners. A House Keeper’s and
gardeners tasks entail all the facets of serving an employer and
keeping a home in such a way that it will not just be clean and neat,
but will also shine in a way that only a well-cared for home can.
They normally earn $10 to $20 an hour part-time or $25,000 to
$40,000 a year full-time, and they may either live-in or live-out.
The House Keeper and Gardener does anything necessary to
maintain an impeccable appearance of a home and to insure the
value of the possessions trusted in their care.
They will usually follow our daily schedule and will understand the
need for quartering or zoning a home – be it outside or inside work,
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
knowing which rooms and areas must be detail-cleaned several
times a month and which ones may be detail-cleaned only once a
month.
Salaries are based on experience, record and work ethic.
Estate/Executive House Keeper and Master Gardeners
The Estate or Executive House Keepers and Master Gardeners
may oversee other House Keepers and Gardeners. They have
specialized knowledge in cleaning, and know how to organize their
time and the time of others. Salaries range from $40,000 to $60,000
a year. Hale Koa enjoys having two of them at the same time.
No homeowner need worry that their fine home furnishings and
valuable home accessories will be damaged with an EH or MG
working for them. They know how to care for fine linens, marble,
crystal, silver, golf greens and other valuable materials. They also
constantly update their knowledge through periodic research.
Thanks to this research, they know which products will do the best
job of maintaining, cleaning, and disinfecting, and which products
could destroy their employer’s possessions. Not only will they know
when an item needs specialized cleaning or repair by a
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
professional, but they will know whom to call. They know the right
tools and equipment for every job, and an employer may have
complete confidence in having them purchase the supplies and
equipment needed for the home. They are also knowledgeable in
caring for artwork and are familiar with many types of conservation
methods.
An experienced EH and MGwill be able to supervise and train
others, coordinate work schedules, and organize their and others’
time for the most effective, efficient cleaning. They are completely
trustworthy and able to complete any cleaning and caring task laid
before them.
Laundry Specialist
The Laundry Specialist may be employed by a family who wants the
very best care of their clothing, shoes, accessories, and linens.
The Laundry Specialist will know how to care for any kind of
clothing materials like linen, silk, rayon and other blends, wool,
leather, suede, and fur. They will be well-versed in stain removal
and ironing settings. They will know how to properly store and pack
all clothing and accessories, and are experts in the use of all types
of equipment. They will be able to care for fine bed linens and table
linens. Their handiwork in ironing and folding linens will make them
look like they came straight from the pages of a Neiman-Marcus
catalog.
They should be capable of using both domestic and commercial
laundering equipment, pressing machines, and rotary irons. They
can care for shoes, purses, and coats in addition to clothing. They
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under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
know which clothes could be damaged by hanging and should be
folded. They will be familiar will the different types of hangers and
storage systems for clothing.
Any rip, snag, or worn-through area will be no problem for the
Laundry Specialist, as they will know how to repair anything—or
when to call a professional. They may even be able to monogram
clothing or accessories.
For the privilege and responsibility of caring for the most exquisite
of clothing, they may be paid from $30,000 to $45,000 a year.
Family Cook/Chef
Good food is essential to making Hale Koa house a home. The
family Chef understands this most basic of all needs and is able to
make it a reality. They are responsible for the meals and everything
this entails: menu planning, shopping, kitchen clean-up and
organization, and care and purchase of any necessary equipment
and supplies. Salaries generally run between $35,000 and $85,000
a year.
The best Chef is one who can meet any of the family’s wants and
needs. They are able to prepare food according to special dietary
needs, anything from home style to gourmet meals, or special
occasions, formal dinners, and cocktail parties. They will be
proficient in food presentation and be able to set an “inviting table.”
They should be flexible enough to work with kids or pets under their
feet or to work in coordination with a caterer. Indeed, flexibility is
key for a good Chef.
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Estate Manager
When a house and property is so large, the tasks are so many, and
the staff is so numerous that not even seven or ten people could
manage it all, an Estate Manager steps in. This is entirely an
administrative management position and it is such at Hale Koa.
This person will have expert knowledge of personnel and home
management, security, smart homes, computers, food service,
property care, and grounds expertise.
The Estate Manager may supervise many different properties that
are fully staffed, possibly making final decisions in hiring and firing
staff, and will undoubtedly be called upon to set the standards for
service throughout the home(s).
They will usually be responsible for any renovations on the
properties, hiring contractors, and researching and making
recommendations for any major purchases, i.e., investment
antiques, yachts, airplanes, polo ponies, the design of the
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under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
expansive new water garden, stables, or the wiring of the entire
house to make it a “Smart Home.”
The EM could also be the employer’s Personal Assistant, which
would entail the usual errands, money management, personal
shopping, and anything else the employer desires.
The Estate Manager should have a degree in business, accounting,
or MBA, and would understand and appreciate the need for
Professional Household Training and have an excellent
understanding of the “politics” of a home. They would have
excellent “people” and negotiation skills. This position is usually a
step up from the Administrative Household Manager and generally
commands between $85,000 and $180,000 a year with the usual
“corporate benefit” package included.
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 281 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Nanny
Any parent will tell you that their children are their life. Therefore,
the Nanny has in her care the most precious of all responsibilities.
Professional childcare providers take care of the children’s physical,
developmental, emotional, and behavioral needs. They can live-in
or live-out and receive salaries of $350 to $600 a week.
A Nanny must be completely devoted to the children in her care.
The children’s needs and safekeeping must come before anything
else. Frequently we will have children here at Hale Koa. Therefore,
they should not be given other responsibilities that would detract
from the quality of care given to the children. They are the most
intimate staff member in the home, as they must develop loving,
close relationships with their charges—unlike other staff, who are
trained to keep a professional distance from the family.
Nannies are responsible for feeding children nutritious meals and
providing adequate exercise, preferably in the form of invigorating
play! They are responsible for encouraging the younger children’s
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under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
developmental milestones in movement, such as reflexes and
locomotion; emotions, such as attachment and object permanence;
and intellect, such as talking and comprehension. They must give
their charges unconditional love and support, no matter how
challenging that may be, and they must instill proper discipline,
which should include celebrating good behavior in addition to
correcting misbehavior according to the parents’ instructions.
Nannies will have had a lot of practical childcare experience and
should have a degree in early childhood education, elementary
education, or a related field, and may have attended a year long
nanny school, or a two year vocational program. Above all, they
should be completely above reproach, with clean background
checks and driving records, and no destructive habits or emotional
problems.
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
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Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Day in the life – “Making it Happen”
Typical Wednesday
Time
0900
1000
1100
1200
1300
1400
1500
1600
1700
EM
HM
AHM
EH1
EH2
MG1
MG2
PA1
PA2
Admin
Compute
P/T
Lunch
Vendor
Contract
Walk
Meeting
Admin
Admin
Compute
P/T
Lunch
Vendor
Contract
Walk
Meeting
Admin
Admin
Bills
P/T
Lunch
Bills
Files
Files
Meeting
Admin
Admin
Walk
P/T
Lunch
Clean
Clean
Walk
Meeting
Kitchen
Admin
Walk
P/T
Lunch
Clean
Clean
Clean
Meeting
Walk
Gardens
Compute
P/T
Lunch
Vendor
Gardens
Walk
Meeting
Ponds
Admin
Compute
P/T
Lunch
Vendor
Contract
Walk
Meeting
Walk
Admin
Compute
P/T
Lunch
Travel
Compute
Town
Meeting
Admin
Admin
Compute
P/T
Lunch
Travel
Compute
Compute
Meeting
Admin
Time
0900
1000
1100
1200
1300
1400
1500
1600
1700
Chef1
Cook
Cook
P/T
Lunch
Prep
Cook
Cook
Admin
Serve
Chef2
Off
Off
Off
Off
Off
Off
Off
Off
Off
Sous1
Prep
Prep
P/T
Lunch
Clean
Prep
Prep
Prep
Plate
Sous2
Off
Off
Off
Off
Off
Off
Off
Off
Off
Tournant
Prep
Prep
P/T
Lunch
Clean
Prep
Prep
Prep
Clean
Tournant
Off
Off
Off
Off
Off
Off
Off
Off
Off
Laundry
Wash
Dry
P/T
Lunch
Fold
Iron
Dry Cl.
Dry Cl.
Organize
Gardenr
Shrubs
Shrubs
P/T
Lunch
Flo. beds
Flo. beds
Flo. beds
Ponds
Ponds
Gardenr
Pool
Sheds
P/T
Lunch
Patio
Tennis
Bocce
Skeet
Ponds
Time
0900
1000
1100
1200
1300
1400
Nanny
Cribs
Play
P/T
Lunch
Nap
Active
HK1
Zone 1
Zone 1
P/T
Lunch
Zone 1
Zone 1
HK2
Zone 2
Zone 2
P/T
Lunch
Zone 2
Zone 2
HK3
Zone 3
Zone 3
P/T
Lunch
Zone 3
Zone 3
HK4
Zone 4
Zone 4
P/T
Lunch
Zone 4
Zone 4
HK5
Zone 5
Zone 5
P/T
Lunch
Helper
Helper
Valet
Prince
Prince
P/T
Lunch
Prince
Prince
Valet
Princess
Princess
P/T
Lunch
Princess
Princess
Valet
Guest
Guest
P/T
Lunch
Guest
Guest
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 284 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Study
Play
Compute
1500
1600
1700
Zone 1
Theater
Theater
Zone 2
Bar
Bar
Zone 3
Kitchen
Kitchen
Zone 4
Zone 4
Zone 4
Helper
Helper
Helper
Prince
Prince
Prince
Princess
Princess
Princess
Guest
Guest
Guest
This is representative of a typical Wednesday only.
Service Matrix
The following chart allows us to estimate weekly hours needed for the
household system. Refinement of the schedule is accomplished by
Hale Koa management, the HM and EM as patterns are established
and as staff is integrated into their daily routine.
Admin,
Organize,
Planning,
etc…
The
Daily
Graces
Cleaning &
Special
Projects
Mainten.
Of
Items
Entertain
&
Social
Events
Cooking
&
Shopping
Clothing
&
Valet
Property
&
Grounds
Security
&
Safety
Transp.
&
Travel
E
M
H
M
A
H
M
E
H
1
E
H
2
M
G
1
M
G
2
P
A
1
P
A
2
C
H
1
C
H
2
S
o
1
S
o
2
T
o
1
T
o
2
L
a
u
G
a
1
G
a
2
N
a
n
H
K
1
H
K
2
H
K
3
H
K
4
H
K
5
1
0
1
0
3
5
5
5
5
5
1
0
1
0
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
3
3
1
5
5
5
5
3
3
5
5
5
5
5
5
5
5
5
1
1
1
2
0
2
0
5
5
1
1
5
5
5
5
5
5
3
0
5
5
1
0
2
0
2
0
2
0
2
0
2
0
2
2
1
1
1
5
5
2
2
5
5
5
5
5
5
5
5
5
1
1
1
1
1
1
0
1
0
4
1
0
1
0
5
5
1
0
1
0
1
0
1
0
1
0
1
0
1
0
1
0
5
5
1
0
1
0
1
0
1
0
1
0
5
5
3
3
5
5
2
5
2
5
2
5
2
5
2
5
2
5
3
3
3
3
3
1
1
1
1
3
3
3
3
3
3
3
7
7
2
3
3
8
3
3
3
5
2
2
0
2
0
3
3
2
0
2
0
5
5
7
7
5
5
3
3
3
1
2
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 285 of 286
Prince Abdullah Ibn Abdul Aziz Al Saud & Princess Hissa Al-Shalan
Property #47 of the Royal Family and Household of Saudi Arabia
Child Care
&
Edu.
Elder,
Guest
& Pet
Total
Hours
2
2
3
3
5
0
5
0
5
0
3
3
5
0
5
0
5
0
5
0
2
2
3
3
5
0
5
0
1
0
5
0
5
0
5
0
5
0
5
0
5
0
5
0
5
0
5
0
5
0
3
3
3
3
3
5
0
5
0
5
0
5
0
5
0
“Hale Koa” Kapiolani Mountain Range Estate
under the Laurel Household Management System – August 17, 2002
Digital impression pagination, page 286 of 286