MMI Team Member Handbook

TEAM MEMBER HANDBOOK
This Team member Handbook is applicable for team members of MMI Hospitality Group, MMI Hotel Group, MMI
Dining Systems, and all subsidiaries.
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TABLE OF CONTENTS
INTRODUCTION
MMI CODE OF CONDUCT 6
DIVERSITY
Equal Employment Opportunity Statement 8
Anti‐harassment Policy and Complaint Procedure 8
Americans with Disabilities Act (ADA) & Amendments Act (ADAAA) 10
EMPLOYMENT
Team member Classification Categories 11
Background and Reference Checks 11
Testing 12
Internal Transfers/Promotions 12
Nepotism, Employment of Relatives and Personal Relationships 12
Team member Conduct 13
Separation of Employment 14
WORKPLACE SAFETY
Drug‐Free Workplace 16
Violence in the Workplace 17
Safety 18
Weapons Policy 19
Vehicle Policy 20
Smoking Policy 21
WORKPLACE EXPECTATIONS
Confidentiality 22
Conflicts of Interest 22
Outside Employment 22
Attendance and Punctuality 23
Attire and Grooming 23
Use of Facilities 25
Electronic Communication and Internet Use 26
Social Media—Acceptable Use 26
Solicitations, Distributions and Posting of Materials 27
Team member Personnel Files 27
Intellectual Property 27
COMPENSATION
Performance and Salary Reviews 28
Payment of Wages 28
Tip Slips 29
Time Reporting 29
Meal/Rest Periods 29
Overtime Pay 30
On‐Call Pay 30
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Team member Travel and Reimbursement 30
TIME OFF/LEAVES OF ABSENCE
Standard Work Week 32
Holiday Pay 32
Vacation 33
Sick Leave 33
Family and Medical Leave (FMLA) 34
Leave of Absence 39
Jury Duty 39
Voting Leave 40
Military Leave of Absence 40
BENEFITS
Medical, Dental, and Vision Insurance 41
Group Term Life Insurance 41
Flexible Spending Account 41
Short‐Term Disability Benefits 41
Long‐Term Disability Benefits 42
401(k) Plan 42
Recognition of Service 42
Complimentary Rooms 42
Workers’ Compensation Benefits 43
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INTRODUCTION
If there is one thing we know how to do in the South, it’s how to make a guest feel welcome.
“Hospitality” goes beyond how we treat our guests, however. We make sure our Team Members,
Owners, and vendors all feel cared for, and we have the track records to prove it.
On May 19th, 1956, MMI opened its first property — a Holiday Inn in Meridian, Mississippi. It may seem
like a humble beginning, but this was just the first step down a long and successful road for Mike
Sturdivant, his uncle, J.C. Wilbourne, and his old Harvard Business School roommate, Earle Jones.
Looking back on our history, it seems fitting that MMI started by bringing together family and old
friends. Even then, MMI was a visionary company. Holiday Inn was a very young chain, but Mike saw
the potential for something huge. The industry has changed a lot since then, but some things have
stayed the same. MMI is still a leader and innovator in the industry and we still believe in good oldfashioned
Southern hospitality.
Today, MMI has grown into two distinct, yet fully interdependent and complementing divisions; MMI
Hotel Group and MMI Dining Systems. Together, the two divisions own, manage or serve over 50
locations in the Southeastern U.S. We’re happy to know that every day tens of thousands of guests can
experience the same comfort, satisfaction, and personal service that all started in one small hotel in
Meridian, Mississippi.
From the very beginning, MMI has been more than just a business. We were a family, first. Our business
has grown quite a bit since that first day in 1956, and our family has grown right along with it.
Handshakes are passed on and hugs run rampant, and as we continue to grow, we promise that this will
never change. It’s no secret that the Sturdivant and Jones families are undeniably indebted and highly
grateful to our extended family of MMI Team Members. We’ve been rewarded with amazing
commitment to our company, and we’re proud of the tenure of so many positions within the
organization.
Whether you have just joined our staff or have been with the MMI Family for a while, we are confident
that you will find our company a dynamic and rewarding place in which to work, and we look forward to
a productive and successful association. We consider the Team Members of MMI to be one of its most
valuable resources. This handbook has been written to serve as the guide for the employer/team
member relationship.
There are several things to keep in mind about this handbook. First, it contains only general information
and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or
exceptions to, the general policies and procedures described. For that reason, if you have any questions
concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should
address your specific questions to Human Resources. Neither this handbook nor any other company
document confers any contractual right; either express or implied, to remain in the company's employ.
Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for
any specific time and may be terminated at will with or without cause and without prior notice by the
company, or you may resign for any reason at any time.
The procedures, practices, policies and benefits described here may be modified or discontinued from
time to time. We will try to inform you of any changes as they occur.
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MMI Leadership Philosophy
“Leadership from the bottom up” may seem to be an unusual organizational structure. Yet at MMI, it
reveals a management philosophy proven by over half a century of success and growth.
First, the MMI organizational chart is an inverted pyramid. This ensures that those whose everyday job is
guest/customer interaction and service are, in turn, supported by the others below them, in sequence.
And secondly, this ensures that at every facility, in every department, in every job, MMI Team Members
have buy‐in and authorship in all corporate plans and goals.
Every company seeks to make a profit — a return on investment. In that respect MMI is like any other
business.
To MMI, investment means empowerment: resources applied to people as well as bricks and mortar.
This investment provides the vision to the future of our industry, the courage to set the goals that the
future demands of those who will remain profitable, and the disciplined and creative leadership
necessary to reach those goals. To MMI, investment builds a confident partnership. We have been
strengthened by over 50 years of commitment to this industry. Thus, we have grown. We are ready for
tomorrow.
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CODE OF CONDUCT
The MMI Code of Conduct summarizes our Core Values and addresses certain undesired behaviors.
MMI’s success is dependent on the trust and confidence we earn from our Team Members, guests, and
investors. We gain credibility by adhering to our commitments, displaying honesty and integrity and
reaching company goals solely through honorable conduct. It is easy to say what we must do, but the
proof is in our actions. Ultimately, we will be judged on what we do.
When considering any action, it is wise to ask: will this build trust and credibility for MMI? Will it help
create a working environment in which MMI can succeed over the long term? Is the commitment I am
making one I can follow through with? The only way we will maximize trust and credibility is by
answering “yes” to those questions and by working every day to build our trust and credibility.
MMI Core Values
Be honest, fair and trustworthy in all your MMI activities and relationships. Treat others as you
would like to be treated.
Maintain the highest standard of personal and professional conduct in our dealings with guests,
customers and our fellow Team Members.
Maintain confidentiality of the Company’s confidential information, as well as that entrusted to
us by our guests, customers, and Team Members.
Respect the rights of each Team Member.
Establish a culture where ethical conduct is recognized, expected, and respected.
Strive to create a safe workplace.
Avoid all conflicts of interest between work and personal activities.
Recognize and abide by all laws and regulations governing the policies and activities of our
business conduct.
Help make our communities a better place to live, work and grow.
We are in the hospitality business. We can build enduring relationships and create value by
anticipating our guest’s needs and by serving them better each time we interact.
Rules are necessary for any business to operate in an orderly and efficient manner. In most cases, your
own good judgment will tell you what the right thing to do is. To ensure orderly operations and provide
the best possible work environment, MMI expects team members to follow rules of conduct that will
protect the interests and safety of all team members, guests and the organization.
It is not possible to list all forms of behavior that are considered unacceptable in the workplace. The
following are examples of infractions of rules of conduct that may result in disciplinary action, up to and
including termination of employment. The list is not intended to be exhaustive.
1. Reporting to work under the influence of alcohol or illegal drugs.
2. Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while
on duty or while operating employer‐owned vehicles or equipment.
3. Misrepresentations on your employment application.
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4. Stealing from either fellow Team Members, guests, or from the Company; including theft or
misappropriation of lost and found items.
5. Refusal to do work assigned.
6. Violations of our No Solicitations policy.
7. Sexual or other unlawful or unwelcome harassment of any kind; or aiding and abetting in such
harassment.
8. Possession or use of a firearm or other deadly weapon on Company property.
9. Gambling on Company property.
10. Punching another Team Member’s timecard or permitting someone to punch your time card.
11. Intentionally reporting incorrect data, falsifying, or altering Company records or publications.
12. Willful destruction or defacing of Company property or another Team Member’s property.
13. Sleeping on the job.
14. Adding a service charge to a guest bill or account without permission of the guest or of a
supervisor.
15. Unauthorized use of computers, telephones, mail system or other employer‐owned equipment.
16. Unauthorized disclosure of business "secrets" or confidential information.
17. Accepting gifts, incentives, or kickbacks from suppliers and/or vendors.
18. Violence (even if provoked) against fellow Team Members, guests, or vendors on Company
property.
19. Abusive or threatening language to Team Members, guests, or vendors.
20. Insubordination, including refusal to perform service with the job or refusal to obey any
reasonable order given by a Team Member’s supervisor or by management.
21. Disrespectful conduct including, coercion, intimidation, or threats against guests, supervisors, or
fellow Team Members. Failure to give a high degree of service or courtesy of any guest.
22. Unauthorized presence at guest functions, in guest areas or on premises, including guest rooms,
dining rooms, bar, lounge or swimming pool. Inappropriate social contact with guests.
23. Beyond the extent of legal protection, allowing personal financial obligations to become
Company obligations – such as excessive garnishments.
24. Engaging in or knowledge of activities on or off the premises which could be considered a
discredit to the Company or its team members.
25. Failure to report a worker’s compensation accident to your supervisor.
26. Taking or eating food or beverages from the restaurant, kitchen, or dining room without a prior
ticket being issued.
27. Rudeness to guests.
Team Members are encouraged to talk to their supervisors, managers, or other appropriate personnel
about any observed behavior that is in violation of this Code of Conduct. Team Members may also
utilize our Ethics Point Hotline. You can visit www.ethicspoint.com to file an online complaint or call
the toll‐free hotline at 1‐888‐337‐3096.
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DIVERSITY
Equal Employment Opportunity Statement
MMI provides equal employment opportunities (EEO) to all team members and applicants for
employment without regard to race, color, religion, gender, sexual orientation, national origin, age,
disability, genetic information, marital status, or status as a covered veteran in accordance with
applicable federal, state and local laws. MMI complies with applicable state and local laws governing
nondiscrimination in employment in every location in which the company has facilities. This policy
applies to all terms and conditions of employment, including hiring, placement, promotion, termination,
layoff, recall, transfer, leaves of absence, compensation and training.
MMI expressly prohibits any form of unlawful team member harassment based on race, color, religion,
gender, sexual orientation, national origin, age, genetic information, disability or veteran status.
Improper interference with the ability of MMI team members to perform their expected job duties is
absolutely not tolerated.
MMI’s Anti‐Harassment Policy and Complaint Procedure
MMI is committed to a work environment in which all individuals are treated with respect and dignity.
Each individual has the right to work in a professional atmosphere that promotes equal employment
opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, MMI
expects that all relationships among persons in the office will be business‐like and free of bias, prejudice
and harassment.
It is the policy of MMI to ensure equal employment opportunity without discrimination or harassment
on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, genetic
information, marital status, or status as a covered veteran. MMI prohibits any such discrimination or
harassment.
MMI encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of
MMI to promptly and thoroughly investigate such reports. MMI prohibits retaliation against any
individual who reports discrimination or harassment or who participates in an investigation of such
reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the
purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity
Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature when, for example a) submission to such conduct is made either
explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of
such conduct by an individual is used as the basis for employment decisions affecting such individual; or
c) such conduct has the purpose or effect of unreasonably interfering with an individual's work
performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not‐so‐subtle behaviors and may involve
individuals of the same or different gender. Depending on the circumstances, these behaviors may
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include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal
abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies;
leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of
sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this
policy, harassment is verbal, written or physical conduct that degrades or shows hostility or aversion
toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin,
age, disability, marital status, citizenship, genetic information or any other characteristic protected by
law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an
intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably
interfering with an individual's work performance; or c) otherwise adversely affects an individual's
employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile
acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion
toward an individual or group and that is placed on walls or elsewhere on the employer's premises or
circulated in the workplace, on company time or using company equipment via e‐mail, phone (including
voice messages), text messages, tweets, blogs, social networking sites or other means. Please keep in
mind, that what may seem like innocent fun to one person may be offensive to another.
Additionally, MMI discourages relationships and conduct which easily may be mistaken for, and which
may lead to, illegal harassment. So, the Company discourages sexual relationships between team
members who are not married to each other, and forbids them between supervisors and subordinates.
Such relationships tend to create unprofessional impressions and rumors (e.g. favoritism); when they
end, the disappointed but persistent party risks a claim of sexual harassment.
Individuals and Conduct Covered
These policies apply to all applicants and team members, whether related to conduct engaged in by
fellow team members or someone not directly connected to MMI (e.g., a guest, customer, outside
vendor, or consultant).
Conduct prohibited by these policies is unacceptable in the workplace and in any work‐related setting
outside the workplace, such as during business trips, business meetings and business‐related social
events.
Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement or
who believe they have witnessed such conduct should discuss their concerns with their immediate
supervisor, Human Resources or any member of management. Team Members also have the option of
reporting violations to EthicsPoint, an anonymous hotline. You can visit www.ethicspoint.com to file an
online complaint or call the toll‐free hotline at 1‐888‐337‐3096.
When possible, MMI encourages individuals who believe they are being subjected to such conduct to
promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued.
Often this action alone will resolve the problem. MMI recognizes, however, that an individual may
prefer to pursue the matter through complaint procedures.
MMI encourages the prompt reporting of complaints or concerns so that rapid and constructive action
can be taken before relationships become irreparably strained. Therefore, although no fixed reporting
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period has been established, early reporting and intervention have proven to be the most effective
method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The
investigation may include individual interviews with the parties involved and, where necessary, with
individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with
adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an
investigation of a claim of harassment or discrimination is a serious violation of this policy and, like
harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be
reported immediately and will be promptly investigated and addressed. Misconduct constituting
harassment, discrimination or retaliation will be dealt with appropriately.
If a party to a complaint does not agree with its resolution, that party may appeal to MMI's Director of
Human Resources.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of
appropriate disciplinary action.
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known
as the ADAAA, are federal laws that prohibit employers with 15 or more team members from
discriminating against applicants and individuals with disabilities and that when needed provide
reasonable accommodations to applicants and team members who are qualified for a job, with or
without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of MMI to comply with all federal and state laws concerning the employment of persons
with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment
Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against
qualified individuals with disabilities in regard to application procedures, hiring, advancement,
discharge, compensation, training or other terms, conditions and privileges of employment.
The company will reasonably accommodate qualified individuals with a disability so that they can
perform the essential functions of a job unless doing so causes a direct threat to these individuals or
others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if
the accommodation creates an undue hardship to MMI. Contact the Human Resource department with
any questions or requests for accommodation.
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EMPLOYMENT
Team member Classification Categories
All team members are designated as either nonexempt or exempt under state and federal wage and
hour laws. The following is intended to help team members understand employment classifications and
team members’ employment status and benefit eligibility. These classifications do not guarantee
employment for any specified period of time.
Nonexempt team members are team members whose work is covered by the Fair Labor Standards Act
(FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime.
Exempt team members are generally managers or professional, administrative or technical staff who
ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt team members hold
jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.
MMI has established the following categories for both nonexempt and exempt team members:
Regular, full time: Team members who are not in a temporary status and who are regularly
scheduled to work the company’s full‐time schedule of 30 hours or more per week. Generally,
these team members are eligible for the full benefits package, subject to the terms, conditions
and limitations of each benefits program.
Regular, part time: Team members who are not in a temporary status and who are regularly
scheduled to work less than the full‐time schedule. Regular, part‐time team members are
eligible for some of the benefits offered by the company subject to the terms, conditions and
limitations of each benefits program.
Seasonal: Team members who are employed for a specific seasonal period not to exceed 120
days, regardless of the number of hours worked per week.
Temporary and seasonal workers are not eligible for company benefits unless specifically stated
otherwise in company policy or are deemed eligible according to plan documents.
Background and Reference Checks
To ensure that individuals who join MMI are well qualified and to ensure that MMI maintains a safe and
productive work environment, it is our policy to conduct pre‐employment background checks on all
applicants who accept an offer of employment. Background checks may include verification of any
information on the applicant’s resume or application form.
All offers of employment are conditioned on receipt of a background check report that is acceptable to
MMI. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the
Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are
kept confidential and are only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead MMI to deny employment, a copy of the
report will be provided to the applicant, and the applicant will have the opportunity to dispute the
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eport’s accuracy. Background checks may include a criminal record check, although a criminal
conviction does not automatically bar an applicant from employment.
Additional checks such as a driving record or credit report may be made on applicants for particular job
categories if appropriate and job related.
MMI also reserves the right to conduct a background check for current team members to determine
eligibility for promotion or reassignment in the same manner as described above.
Testing
Testing validated under Federal guidelines may be implemented for specific positions at the discretion
of the Chief Executive Officer, President, Vice President of Operations, or District Manager. Such testing
will be considered with other qualifications in an employment decision.
Internal Promotions & Transfers
MMI believes that promoting from within, whenever and wherever possible, to be the most effective
means of recognizing and benefiting from team member talent.
MMI offers team members promotions to higher‐level positions when appropriate. Management
prefers to promote from within and may first consider current team members with the necessary
qualifications and skills to fill vacancies above the entry level, unless outside recruitment is considered
to be in the company’s best interest.
A transfer is defined as the movement of a team member from one facility to another. Transfer, under
the provisions of this definition, must be authorized, approved, directed, and coordinated by the
General Manager or District Manager. Management may use its discretion to determine if a transfer is
in the best interest of the team member and/or the Company.
Nepotism, Employment of Relatives and Personal Relationships
MMI wants to ensure that corporate practices do not create situations such as conflict of interest or
favoritism. This extends to practices that involve team member hiring, promotion and transfer. Close
relatives, partners, those in a dating relationship or members of the same household are not permitted
to be in positions that have a reporting responsibility to each other without approval from the Chief
Executive Officer, President, or Board of Directors. Close relatives are defined as husband, wife,
domestic partner, father, mother, father‐in‐law, mother‐in law, grandfather, grandmother, son, son‐inlaw,
daughter, daughter‐in law, uncle, aunt, nephew, niece, brother, sister, brother‐in‐law, sister‐in‐law,
step relatives, cousins and domestic partner relatives.
Married couples or couples living in a spousal relationship cannot be employed at the same location
without approval from the Chief Executive Officer, President, or Board of Directors. All team members
must be sensitive to the hazards of entering into personal relationships with fellow team members.
Function and effectiveness of team members, supervisors and managers, cannot be compromised or
potentially compromised through such association. Further, any other relationship between team
members that results in a negative effect on job performance will be cause for corrective action.
Seasonal employment is authorized for children of sixteen (16) years and older of non‐management
staff at a MMI affiliated facility with approval of the General Manager or District Manager. People so
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employed will not work in the same department as their parent if employed at the same facility or in a
supervisory role.
MMI reserves the right to apply this policy to situations where there is a conflict or the potential for
conflict because of the relationship between team members, even if there is no direct‐reporting
relationship or authority involved.
Team member Conduct
Every team member is expected to conduct him or herself in a manner that reflects credit to the overall
facility operations both on and off the job. Team member actions that adversely affect the image or
reputation of the facility or severely affect its performance may become causes for discipline and/or
termination.
Normally, any disciplinary action should be administered in the presence of the team member or
communication by telephone or in writing. Performance Reports should be used to record written
corrections. All personnel having supervisory responsibilities will use the warning report system to
express improvement needs and shortcomings to the team member. The purpose of written warnings is
to advise the team member that he or she has the capacity to retain his or her job if he or she is willing
to put forth their best efforts.
Outlined below are the recommended steps of our discipline policy and procedure. MMI reserves the
right to combine or skip steps in this process depending on the facts of each situation and the nature of
the offense. The level of disciplinary intervention may also vary. Some of the factors that will be
considered are whether the offense is repeated despite coaching, counseling and/or training; the team
member's work record; and the impact the conduct and performance issues have on our organization.
The following outlines MMI’s recommended discipline process:
Verbal warning: A supervisor verbally counsels a team member about an issue of concern, and a
written record of the discussion is placed in the team member's file for future reference.
Written warning: Written warnings are used for behavior or violations that a supervisor
considers serious or in situations when a verbal warning has not corrected unacceptable
behavior. Written warnings are placed in a team member’s personnel file. Team members
should recognize the grave nature of the written warning.
Performance Improvement Plan: Whenever a team member has been involved in a disciplinary
situation that has not been readily resolved or when he/she has demonstrated an inability to
perform assigned work responsibilities efficiently, the team member may be given a final
warning or placed on a performance improvement plan (PIP). PIP status will last for a
predetermined amount of time not to exceed 90 days. Within this time period, the team
member must demonstrate a willingness and ability to meet and maintain the conduct and/or
work requirements as specified by the supervisor and the organization. At the end of the
performance improvement period, the performance improvement plan may be closed or, if
established goals are not met, dismissal may occur.
Team members will be asked to sign all written warnings noted above to acknowledge the receipt of
such warning. The signature required by the team member does not indicate that the team member
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agrees with the disciplinary action, only that the warning was received. Failure to sign may result in
further disciplinary action or discharge.
MMI reserves the right to determine the appropriate level of discipline for any inappropriate conduct,
including oral and written warnings, suspension with or without pay, demotion and discharge.
In the event of an internal investigation, team members will be expected to cooperate with Human
Resources and management to resolve any issues. Failure to cooperate with an internal investigation
may include disciplinary action or discharge.
Separation of Employment
Separation of employment can occur for several different reasons.
Resignation: Although we hope your employment with us will be a mutually rewarding
experience, we understand that varying circumstances cause team members to voluntarily
resign employment. Resigning team members are encouraged to provide two weeks’ notice,
preferably in writing, to facilitate a smooth transition out of the organization. Management
reserves the right to provide a team member with two weeks’ pay in lieu of notice in situations
where job or business needs warrant such action. If a team member provides less notice than
requested, the employer may deem the individual to be ineligible for rehire depending on the
circumstances regarding the notice given. Team members who voluntarily resign are entitled to
salary or wages due and any unused accrued vacation earned during the preceding year of
employment which will be paid by regular paycheck on the next pay day.
Retirement: Team members who wish to retire are required to notify their department director
and the Human Resource department in writing at least one (1) month before the planned
retirement date. Team members who retire are entitled to salary or wages due and any unused
accrued vacation earned during the preceding year of employment which will be paid by regular
paycheck on the next pay day.
Job abandonment: Team members who fail to report to work or contact their supervisor for
three (3) consecutive workdays shall be considered to have abandoned the job without notice,
effective at the end of their normal shift on the third day. The supervisor shall notify the Human
Resource department at the expiration of the third workday and initiate the paperwork to
terminate the team member. Team members who are separated due to job abandonment are
entitled only to salary or wages due which will be paid by regular paycheck on the next pay day.
Termination: Team members who are involuntarily terminated are entitled only to salary or
wages due which will be paid by regular paycheck on the next pay day.
Reduction in Force (RIF): A necessary reduction in force may be due to reasons beyond the
control of and through no fault of the team member. The team member, after (1) one year of
satisfactory and continuous service may be entitled to final salary or wages due and pay for
unused accrued vacation. Both will be paid by regular paycheck on the next pay day. A team
member with less than one (1) year of service is entitled to salary or wages due which will be
paid by regular paycheck on the next pay day.
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The separating team member must return all company property at the time of separation, including
uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in
deductions from the final paycheck.
Separating team members will be asked to complete an Exit Interview Questionnaire. This report is
confidential and used for research purposes only.
Employer contributions to health insurance will stop on the last day of the month of employment.
Information regarding continued health coverage will be provided in COBRA notices mailed to the team
member’s home address.
Rehire
Former team members who left MMI in good standing and were classified as eligible for rehire may be
considered for reemployment. An application must be submitted to the hiring manager, and the
applicant must meet all minimum qualifications and requirements of the position, including any
qualifying exam, when required.
Team members who are rehired with a break in service of less than 13 weeks will be eligible for some
benefits immediately upon rehire. Team members with more than a 13 week break in service will begin
benefits as any other new hire. Previous tenure will not be considered in calculating longevity or leave
accruals.
An applicant or team member who is terminated or who resigned in lieu of termination from
employment due to a policy violation will be ineligible for rehire.
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WORKPLACE SAFETY
Drug‐Free Workplace
MMI has a longstanding commitment to provide a safe and productive work environment. Alcohol and
drug abuse pose a threat to the health and safety of team members and to the security of our
equipment and facilities. For these reasons, MMI is committed to the elimination of drug and/or alcohol
use and abuse in the workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or
drug use in the workplace. This policy applies to all team members and all applicants for employment of
MMI. The Human Resource department is responsible for policy administration.
Team Member Assistance and Drug‐Free Awareness
Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Team
members should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol.
This policy does not prohibit team members from the lawful use and possession of prescribed
medications. Team members must, however, consult with their doctors about the medications’ effect on
their fitness for duty and ability to work safely and promptly disclose any work restrictions to their
supervisor. Team members should not, however, disclose underlying medical conditions unless directed
to do so.
Work Rules
The following work rules apply to all team members:
Whenever team members are working, are operating any company vehicle, are present on
company premises, or are conducting related work off‐site, they are prohibited from:
o Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include
possession of drug paraphernalia).
o Being under the influence of alcohol or an illegal drug as defined in this policy.
The presence of any detectable amount of any illegal drug or illegal controlled substance in a
team member’s body while performing company business or while in a company facility is
prohibited.
MMI will not allow any team member to perform their duties while taking prescribed drugs that
are adversely affecting the team member’s ability to safely and effectively perform their job
duties. Team members taking a prescribed medication must carry it in the container labeled by a
licensed pharmacist or be prepared to produce it if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement
agency and may result in criminal prosecution.
Required Testing
The company retains the right to require the following tests:
Pre‐employment: All applicants must pass a drug test before beginning work or receiving an
offer of employment. Refusal to submit to testing will result in disqualification of further
employment consideration.
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Transportation Team members: All team members who drive a company‐owned vehicle and/or
transport guests/customers must pass an annual drug test to continue employment.
Reasonable suspicion: Team members are subject to testing based on observations of apparent
workplace use, possession or impairment. Human Resources must be consulted before sending
a team member for reasonable suspicion testing.
Post‐accident: Team members are subject to testing when they cause or contribute to accidents
that seriously damage a company vehicle, machinery, equipment or property and/or result in an
injury to themselves or another team member requiring off‐site medical attention. In any of
these instances, the investigation and subsequent testing must take place within two (2) hours
following the accident, if not sooner.
Consequences
Applicants who refuse to cooperate in a drug test or who test positive will not be hired.
Team members who refuse to cooperate in required tests or who use, possess, buy, sell,
manufacture or dispense an illegal drug in violation of this policy will be terminated.
Team members will be paid for time spent in alcohol/drug testing and then suspended pending the
results of the drug/alcohol test.
Confidentiality
Information and records relating to positive test results, drug and alcohol dependencies and legitimate
medical explanations provided to the medical review officer (MRO) shall be kept confidential to the
extent required by law and maintained in secure files separate from normal personnel files.
Inspections
MMI reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All
team members, contract team members and visitors may be asked to cooperate in inspections of their
persons, work areas and property that might conceal a drug, alcohol or other contraband. Team
members who possess such contraband or refuse to cooperate in such inspections are subject to
appropriate discipline up to and including discharge.
Crimes Involving Drugs
MMI prohibits all team members from manufacturing, distributing, dispensing, possessing or using an
illegal drug in or on company premises or while conducting company business. Team members are also
prohibited from misusing legally prescribed or over‐the‐counter (OTC) drugs. Law enforcement
personnel shall be notified, as appropriate, when criminal activity is suspected.
Violence in the Workplace
All team members, guests, customers, vendors and business associates must be treated with courtesy
and respect at all times. Team members are expected to refrain from conduct that may be dangerous to
others. To ensure a safe workplace and to reduce the risk of violence, all team members should review
and understand all provisions of this workplace violence policy.
Prohibited Conduct
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MMI does not tolerate any conduct that threatens, intimidates or coerces another team member,
customer, vendor or business associate. MMI resources may not be used to threaten, stalk or harass
anyone at the workplace or outside the workplace. Team members are prohibited from making threats
or engaging in violent activities. The list of behaviors, while not inclusive, provides examples of conduct
that is prohibited:
Causing physical injury to another person.
Making threatening remarks.
Aggressive or hostile behavior that creates a reasonable fear of injury to another person or
subjects another individual to emotional distress.
Intentionally damaging employer property or property of another team member.
Possession of a weapon while on company property or while on company business.
Committing acts motivated by, or related to, sexual harassment or domestic violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities
should be reported as soon as possible to a supervisor, security personnel, Human Resources, or any
member of senior management. When reporting a threat or incident of violence, the team member
should be as specific and detailed as possible. Team members should not place themselves in peril, nor
should they attempt to intercede during an incident.
Team members should promptly inform the Human Resource department of any protective or
restraining order that they have obtained that lists the workplace as a protected area. Team members
are encouraged to report safety concerns with regard to intimate partner violence. MMI will not
retaliate against team members making good‐faith reports.
MMI will promptly and thoroughly investigate all reports of threats of violence or incidents of actual
violence and of suspicious individuals or activities. The identity of the individual making a report will be
protected as much as possible. MMI will not retaliate against team members making good‐faith reports
of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the
integrity of its investigation, MMI may suspend team members suspected of workplace violence or
threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of
these guidelines will be subject to prompt disciplinary action up to and including termination of
employment.
MMI encourages team members to bring their disputes to the attention of their supervisors or Human
Resources before the situation escalates. MMI will not discipline team members for raising such
concerns.
Safety
It is the responsibility of each team member to conduct all tasks in a safe and efficient manner
complying with all local, state and federal safety and health regulations and program standards, and
with any special safety concerns for use in a particular area or with a client.
Although most safety regulations are consistent throughout each department and program, each team
member has the responsibility to identify and familiarize her/himself with the emergency plan for
his/her working area. Each facility shall have posted an emergency plan detailing procedures in handling
emergencies such as fire, weather‐related events and medical crises.
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It is the responsibility of the team member to complete an Accident and Incident Report for each safety
and health infraction that occurs by a team member or that the team member witnesses. Failure to
report such an infraction may result in team member disciplinary action, including termination.
Furthermore, management requires that every person in the organization assumes the responsibility of
individual and organizational safety. Failure to follow company safety and health guidelines or engaging
in conduct that places the team member, client or company property at risk can lead to team member
disciplinary action and/or termination.
Weapons Policy
MMI believes it is important to establish a clear policy that specifically addresses weapons in the
workplace. MMI prohibits all team members who enter an MMI property/facility from carrying a
handgun, firearm, or weapons of any kind on the property regardless of whether the person is licensed
to carry a weapon or not. This policy applies to all team members, contract or temporary team
members, and contractors on company property, regardless of whether or not they are licensed to carry
a concealed weapon. The only exceptions to this policy are law enforcement officers, security guards, or
other persons whom the Manager/Owner has given written consent to carry a weapon.
All team members are also prohibited from carrying a weapon while in the course and scope of doing
their job at MMI, whether they are on company property at the time or not and whether they are
licensed to carry a handgun or not. Team members may not carry a weapon covered by this policy while
performing any task on MMI’s behalf. The only exceptions to this policy will be persons whom their
Manager/Owner has given written consent to carry a weapon while performing specific tasks on MMI’s
behalf. This policy also prohibits weapons at any MMI property/facility‐sponsored function such as
parties or picnics.
Prohibited weapons include any form of weapons or explosives restricted under local, state, or federal
regulation. This includes all firearms, illegal knives or other weapons covered by the law. Legal,
chemical dispensing devices such as pepper spray that are sold commercially for personal protection is
not covered by this policy.
MMI properties and/or facilities covered by this policy include without limitation all MMI owned or
leased buildings and surrounding areas such as sidewalks, walkways, driveways, and parking lots under
MMI ownership or control. MMI vehicles are covered by this policy at all times regardless of whether
they are on MMI property at the time.
MMI reserves the right to conduct searches of any person, vehicle or object that enters onto MMI
managed properties or facilities. Pursuant to this provision, MMI is authorized to search lockers, desks,
purses, briefcases, baggage, tool boxes, lunch sacks, clothing, vehicles parked on property and any other
item in which a weapon may be hidden. Additionally, MMI may search a company owned vehicle and
any vehicle owned by a team member that is being used to conduct business for MMI, regardless of
whether the vehicle is located on the property at the time. Searches may be conducted by MMI
Management or local authorities. To the extent the search is requested by MMI Management and if the
team member refuses a search, such refusal may result in termination. MMI reserves the right to
conduct searches on its property or authorize searches by law enforcement on its property without the
team member present.
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Failure to abide by all terms and conditions of the policies described above may result in discipline up to
and including termination. This policy shall not be construed to create any duty or obligation on the part
of MMI to take any actions beyond those required of an employer by existing law. If you become aware
of anyone violating this policy, please report it to your supervisor or the Director of Human Resources
immediately.
Vehicle Policy
MMI provides vehicles for business use to allow designated team members to drive on companydesignated
business or to reimburse team members for business use of personal vehicles according to
the guidelines below. MMI retains the right to amend or terminate this policy at any time. (The term
"vehicle," as used in these guidelines, includes, but is not limited to, cars, trucks, backhoes, front‐end
loaders, graders and any motorized watercraft.)
In order for the Company to comply with its obligations under our insurance policy, the following
measures must be followed in regards to Company owned vehicles:
No team member under the age of 18 is permitted to drive a company vehicle.
No team member will be permitted to drive the vehicle of a guest.
A motor vehicle report will be obtained which must verify a satisfactory safe driving record if the
team member is to continue driving a company vehicle. Team members approved to drive on
company business are required to inform their supervisor of any changes that may affect either
their legal or physical ability to drive or their continued insurability.
Each registered driver of a company owned auto or cargo vehicle must have and be in
possession of an up‐to‐date driver’s license while driving a company owned vehicle. Violation of
this policy will be used as grounds for termination of both the driver and the person who
authorized or directed the operator to drive the vehicle.
Team members who drive a vehicle on company business must, in addition to meeting the
approval requirements above, exercise due diligence to drive safely and to maintain the security
of the vehicle and its contents. Team members are also responsible for any driving infractions or
fines as a result of their driving.
Authorization to use a personally owned vehicle for Company business is granted under the following
conditions:
The team member‐driver shall comply with all motor vehicle laws and regulations of the state or
states in which the team member travels on Company business including laws and regulations
covering vehicle registration, driver’s license and state vehicle inspections.
It is Company policy that team members who drive or ride as passengers while on Company
business will use available passenger restraints at all times when the vehicle is in motion.
The vehicle to be used for driving on Company business shall be insured for at least the
minimum of $25,000 for bodily injury and $25,000 for property damage.
The Company will reimburse the team member‐driver for authorized mileage on Company
business within a calendar year at the then prevailing rates or a fixed monthly allowance. The
Company will also pay bridge, ferry, and road tolls and parking charges when these expenses are
incurred while the vehicle is being used on Company business.
The team member‐driver shall keep accurate records and submit reports as required by the
Company covering mileage, expenses and accidents if paid on a mileage rate.
The Company shall be notified immediately of any/all accidents in which the driver is involved
while driving the vehicle on Company business. The driver must submit all moving violation
citations to the Company within 30 days of receipt.
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The Company is authorized to verify the accident and motor vehicle record of any team
member‐driver.
If the personally owned vehicle covered by this agreement is not owned by the team memberdriver,
a Personally Owned Vehicle Business Use Agreement must be signed and submitted to
your General Manager/District Manager.
This authorization may be terminated by the Company at any time.
Smoking Policy
It is the policy of MMI to prohibit smoking on all interior company premises in order to provide and
maintain a safe and healthy work environment for all team members. The law defines smoking as the
"act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind."
The smoke‐free workplace policy applies to:
All interior areas of company buildings.
All company‐sponsored off‐site conferences and meetings.
All vehicles owned or leased by the company.
All visitors (customers and vendors) to the company premises.
All contractors and consultants and/or their team members working on the company premises.
All team members, temporary team members and student interns.
Smoking is permitted in designated smoking areas only. Smoking is prohibited within 25 feet of a public
entrance to any MMI facility.
This Smoke‐Free Workplace policy will include “vaping”, or the use of electronic cigarettes. Vaping is
only permitted where smoking would be allowed.
Team members who violate the smoking policy will be subject to disciplinary action up to and including
immediate discharge.
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WORKPLACE EXPECTATIONS
Confidentiality
Our guests, clients and other parties with whom we do business entrust MMI with important
information relating to their businesses. It is our policy that all information considered confidential will
not be disclosed to external parties or to team members without a “need to know.” If a team member
questions whether certain information is considered confidential, he/she should first check with his/her
immediate supervisor.
This policy is intended to alert team members to the need for discretion at all times and is not intended
to inhibit normal business communications.
All inquiries from the media must be referred to Micajah Sturdivant, President of MMI Hotel Group, or
Ronnie Cockayne, President of MMI Dining Systems.
Conflicts of Interest
Team members must avoid any relationship or activity that might impair, or even appear to impair, their
ability to make objective and fair decisions when performing their jobs. At times, a team member may
be faced with situations in which business actions taken on behalf of MMI may conflict with the team
member’s own personal interests. Company property, information or business opportunities may not be
used for personal gain.
Conflicts of interest could arise in the following circumstances:
Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier
or contractor, regardless of the nature of the employment, while employed with MMI.
Hiring or supervising family members or closely related persons.
Serving as a board member for an outside commercial company or organization.
Owning or having a substantial interest in a competitor, supplier or contractor.
Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or
supplier, unless equally available to all company team members.
Team members with a conflict‐of‐interest question should seek advice from management. Before
engaging in any activity, transaction or relationship that might give rise to a conflict of interest, team
members must seek review from their manager or the Human Resource department.
Outside Employment
Team members are permitted to engage in outside work or to hold other jobs, subject to certain
restrictions as outlined below.
Activities and conduct away from the job must not compete with, conflict with or compromise the
company interests or adversely affect job performance and the ability to fulfill all job responsibilities.
Team members are prohibited from performing any services for customers on nonworking time that are
normally performed by MMI. This prohibition also extends to the unauthorized use of any company
tools or equipment and the unauthorized use or application of any confidential information. In addition,
team members are not to solicit or conduct any outside business during paid working time.
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Team members are cautioned to carefully consider the demands that additional work activity will create
before accepting outside employment. Outside employment will not be considered an excuse for poor
job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or
different hours. If MMI determines that a team member’s outside work interferes with performance,
the team member may be asked to terminate the outside employment.
Team members who have accepted outside employment may not use paid sick leave to work on the
outside job. Fraudulent use of sick leave will result in disciplinary action up to and including termination.
Attendance and Punctuality
Vacation and holidays must be scheduled with one’s supervisor in advance. Sick leave may be used in
the case of emergency or sudden illness without prior scheduling. Patterns of absenteeism or tardiness
may result in discipline even if the team member has not yet exhausted available paid time off.
Absences due to illnesses or injuries that qualify under the Family and Medical Leave Act (FMLA) will not
be counted against a team member’s attendance record. Medical documentation within the guidelines
of the FMLA may be required in these instances.
Not reporting to work and not calling to report the absence is a no‐call/no‐show and is a serious matter.
The first instance of a no call/no show will result in a written warning. The second separate offense may
result in termination of employment with no additional disciplinary steps. A no call/no show lasting
three days may be considered job abandonment and may be deemed a team member’s voluntary
resignation of employment.
Attire and Grooming
While your smile is the most important thing you can wear to work, it is important for all team members
to project a professional image while at work by being appropriately attired. MMI team members are
expected to be neat, clean and well‐groomed while on the job. Clothing must be consistent with the
standards for a business environment and must be appropriate to the type of work being performed.
MMI will provide uniforms to certain team members where applicable. Appropriate uniforms will be
issued on a loan‐type basis to the new team members as soon as possible after hiring. The team
member must sign the uniform policy and receipt forms. Unserviceable uniforms will be replaced on a
direct exchange (one‐for‐one) basis. Additionally, MMI realizes that a clean and neat uniform can make
the most important first impression of quality and efficiency on our guests. Therefore, the company will
compensate non‐exempt team members issued uniforms for laundering services at the rate of $0.10 per
hour. This is included in the hourly wage paid by the facility.
MMI has a deep concern for the safety and security of all our guests and team members. Therefore, to
help insure our team members’ safety, selected job positions require that team members only wear
shoes sold by “Suregrip” while team members are in any of these positions. All other team members
are expected to provide their own shoes in styles specified by management. For team members that are
required to wear “Suregrip”, MMI will pay $40.00 toward the first pair and one replacement pair every
twelve (12) months.
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Think Appearance
If you look good, you feel good. Creating thoughtful and meaningful interactions is what MMI is all
about, which is why it is important for our associates to have a clean and neat appearance. Wearing
the appropriate uniform helps our guests identify us as helpful and knowledgeable staff.
Your department supervisor will distribute the appropriate uniform based on the position you were
hired for. In cases where team members are not supplied a full uniform, they will be expected to
conform to grooming standards and dress appropriately for the job. The uniform must be worn in its
entirety when the team member is anywhere on company grounds or in any way visible to the public.
This includes periods prior to and following clocking in or out, in parking lots, or going to or from the
break room.
Nametags ‐ In order to continue meaningful interactions with our guests, some of our departments
require nametags to be worn. If you are required to wear a nametag, the name on the tag should be
your legal name. Company issued nametags should be worn with uniforms at all times when on duty.
Team members should remove their nametags when they are off site and off duty. Lost or stolen
nametags should be replaced immediately. Uniforms may not be accessorized by other than wearing
company issued pins or tags. This includes the wearing of political or humorous buttons.
Non‐uniform pieces ‐ The uniform for some positions require the team member to select
complimentary clothing on their own. We do not allow excessively faded, tight, frayed, unhemmed, or
patched clothing. Fitted or relaxed pants are acceptable, but baggy pants that expose undergarments
are not permitted. The following types of pants or tops are not allowed: jeans/denim, shorts, skorts,
stirrups, leggings, stretch pants, sweat/wind pants, jumpsuits, spaghetti straps, halter or tank tops.
Team members are not allowed to expose their mid‐drifts or undergarments at any time.
If a shirt is worn under a uniform, it must be plain white and should not hang out at the waistline.
Summer season ‐ When weather or job conditions allow, men and women may wear shorts and
women may wear skirts. Shorts and skirts must be of an appropriate length. Skirts and dresses should
be no more than three inches above the midpoint of the knee in length. We do not allow skirts or shorts
to be excessively short, tight, baggy, faded, unhemmed or patched. Please ask your supervisor for
specifics.
Hats ‐ Only company logo hats should be worn while on duty. A hat may or may not be issued as part
of your uniform depending on your position.
Shoes will be functional, clean, polished, and appropriate to the business environment. They will
provide the wearer with good balance. Men will wear coordinating socks. In office settings, dress
sandals may be worn but must have leather soles.
Body Art ‐ If you have a tattoo, it must be covered while on duty. If a tattoo cannot be covered and
remains visible (head, neck, face, hands, or fingers) it must not be offensive. Management reserves the
right to change or modify this policy at any time.
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Jewelry ‐ All jewelry must be discrete and unobtrusive. One earring (not to exceed more than one
inch) per ear is permissible for women which should be worn in the earlobe. Men shall not wear
earrings. One snug fitting bracelet or watch per arm is acceptable. Rings may be worn, not to exceed
two per hand, and must have small settings.
Sunglasses ‐ The wearing of sunglasses by team members is permitted only in specified areas, and only
outdoors. The glasses must be conservative and functional. In certain working areas, safety glasses may
be mandatory.
Hair must be arranged neatly, be clean, and be unremarkable in color, texture, or style. No accessories
other than an approved hair pin may be worn in the hair. Male associates’ hair must be above the collar
in length if they are engaged in a guest service position. If head hair exceeds collar length, it must be
pulled back in a ponytail or tucked up under a company‐approved hat when working around
equipment/machinery or food.
Hair may not exhibit oils or ointments. Males must keep beards and goatees neatly trimmed, with
conservative mustaches no longer than the corner of the mouth and sideburns no longer than the
midpoint of the ear. A conservative, neatly trimmed mustache is permitted. All determinations of
acceptable hair styles are made by departmental supervisors, including determinations involving
medical issues.
Fingernails shall not extend more than one‐quarter inch beyond the tine of the finger, and fingernail
jewelry is prohibited. Colored nail polish is prohibited for men.
Perfumes and colognes may not be worn in guest contact jobs. All team members must bathe regularly
and display a clean, well‐scrubbed appearance. The use of deodorants, personal products, and mouth
washes is necessary.
Cosmetics must be subtle. No extreme or dramatic coloration is permitted.
For reasons of health, safety, or regulation, individual departments will adhere to additional standards
governing team member dress and grooming. These are specific to each department and are
communicated both in writing and verbally.
Any violations of the dress policy will result in discipline, any action including the possible termination of
employment.
Any uniforms provided to a team member must be returned upon separation from employment. This
includes nametags.
Use of Facilities
We are here to server our guests’ needs. The recreational facilities at our locations are for our guests
only. There may be authorized exceptions for staff meal periods, but generally uniformed team
members are not to make use of the public dining areas, lounge, or other facilities. This includes times
when you are “off‐duty”. We don’t want to leave our guests with the impression that our service needs
are more important than theirs.
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Electronic Communication Resource Abuse
MMI provides electronic communication and recordkeeping devices and systems for business use and
for limited, necessary, personal use – for example, making transportation, financial or familial
arrangements to facilitate attendance and good job performance. MMI expects that all such resources
will be used lawfully, consistent with those purposes.
All of us have been shocked, offended or embarrassed by what people thoughtlessly communicate in e‐
mails, text messages and through social media. A good rule of thumb is to pause before following that
impulse, and to do electronically only what you would do if you were writing the same message in a
formal business letter. Here are some examples of abuses that probably would attract management
attention and provoke disciplinary action if found unreasonable and legally unprotected:
Communicating in ways that should reasonably be expected to violate others’ rights, subjecting
MMI to a legal claim, such as making a maliciously false, defamatory statement about someone
else, or committing unlawful harassment against someone else;
Otherwise violating another’s legal rights, such as stealing or disclosing intellectual property
(including guest personal and financial data, trade secrets and other confidential business
information) that is not exclusively yours;
Without authorization, purporting to commit MMI to a legal obligation, or otherwise purporting
to speak for MMI on an important matter – for example, expressing what you believe to be
MMI’s support for, or opposition to, a proposed, nearby real estate development, or insulting a
guest who left no tip;
Using your position with MMI, and your access to its communication resources, to cheat or
defraud someone else – for example, running a vacation booking scam or soliciting personal
payment for providing MMI services or accommodations;
Carelessly or recklessly exposing MMI’s system or device to hacking, for example, by ignoring
suspicious indicators such as phishing e‐mails, pop‐ups or downloads;
Concealing or misrepresenting your knowledge of such activity by others with access to MMI’s
systems and devices; for example, if you reasonably suspect that a co‐worker is stealing
customer charge card data, report it, immediately.
Social Media Abuse
In some cases, your use of your own communication system or device might justify management
attention and adverse consequences. For example, insulting a cheapskate guest via social media is a bad
idea, regardless of whose device you use to do it. People who cannot resist such impulses probably
should not be in the hospitality business. Once you put something on an insecure site, it’s susceptible to
worldwide, eternal distribution. Don’t be surprised if it comes to management’s attention. We have a
right to notice what you put out there.
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Workplace Solicitations, Distributions and Postings
When we are being paid to work, MMI expects us to work, not to socialize or solicit for others. That may
be done before and after work, during paid breaks and unpaid meal times. But even during non‐work
time, avoid posting or distributing materials (flyers, pictures, banners, notices, etc.) in areas where work
is performed during work time. None of us should be put in the position of having to complain to
management about a co‐worker’s use of work time and locations to promote, for example, school candy
sales, raffles to support cheerleading squads or athletic teams, etc. And, more specifically:
Non team members may not solicit team members or distribute literature of any kind on
company premises at any time – for example, leafleting vehicles in our parking lot;
Team members may only admit non team members to work areas with management approval
or as part of a company‐sponsored program. These visits should not disrupt workflow. A team
member must accompany the non team member at all times. Former team members are not
permitted onto company property except for official company business.
If you believe that you have a project or message that has business value and you would like MMI to
publicize it, contact HR. Don’t do it on your own.
Team Member Personnel Files
Team member files are maintained at each location for each team member and are considered
confidential. Personnel file access by current team members and former team members upon request
will generally be permitted within three days of the request unless otherwise required under state law.
Personnel files are to be reviewed in the presence of the General Manager or District Manager.
Personnel files may not be taken outside the facility.
Representatives of government or law enforcement agencies, in the course of their duties, may be
allowed access to file information when applicable.
Respect for Intellectual Property Rights
Every one of us learns something valuable by doing our job well. Sometimes, we invent ways to do
things better, or to do something entirely new. Legally, the employer owns all such information. If it
has competitive value and is not generally known to competitors, such information may be protected as
a trade secret – for example, a list of customer preferences and booking histories. Recorded
information (writings, software code, etc.) may be protected by copyright laws. MMI policy is not to
hire someone if MMI is aware of an enforceable obligation to a prior employer that would bar or hinder
employment with MMI. MMI also strives to keep our confidential business information confidential. A
team member who conceals or misrepresents such an obligation to a prior employer may be dismissed
for doing so, as may a team member who violates MMI’s legal rights regarding such information. In
extreme cases, MMI may be compelled to take legal action against a team member or former team
member who has taken or disclosed MMI’s intellectual property. If you have any question about your
right to use or to disclose MMI’s confidential business information or other intellectual property, you
should consult HR before you do either.
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COMPENSATION
Performance and Salary Review
A program to review and analyze team members’ annual performance will be established and
maintained at each property. Team members will receive a performance review on the established date
each year. The performance appraisal will be discussed, and both the team member and manager will
sign the form to ensure that all strengths, areas for improvement and job goals for the next review
period have been clearly communicated. Performance evaluation forms will be retained in the team
member’s personnel file.
Merit increases are based on the team member’s job performance and when company performance and
financials allow. A performance review does not always result in an automatic salary increase. The team
member’s overall performance and salary level relative to his/her position responsibilities are evaluated
to determine if a salary increase would be warranted.
Budget allocations for merit increases are planned for and allocated before the start of each calendar
year. The annual salary increase program is designed to assist management in planning and allocating
merit and promotional increases that reward individual performance, that are market competitive and
that are internally equitable.
Salary adjustments are occasionally requested or warranted at times other than the team member’s
scheduled annual salary reviews. Out‐of‐cycle salary increases must be preapproved by the department
manager, HR and the company president. Human Resources will review all salary increase/adjustment
requests to ensure internal equity and compliance with company policies and guidelines.
Payment of Wages
Salary and wages will be paid twice each month. Pay periods are as follows:
Non‐Exempt, Hourly Team members:
Time worked from the 1 st of the month through the 15 th of the month will be paid on or before
24 th of each month. For example, time worked January 1 st – January 15 th will be paid on January
24 th .
Time worked from 16 th of the month through the end of the month will be paid on or before the
9 th of the following month. For example, time worked January 16 th ‐January 31 st will be paid on
February 9 th .
Team members may be paid by check or through direct deposit of funds to either a savings or checking
account at the financial institution of their choice.
In the event of a lost payment, the Payroll Manager must be notified in writing as soon as possible and
before a replacement check can be issued. In the event the lost paycheck is recovered and the company
identifies the endorsement as that of the team member, the team member must remit the amount of
the replacement check to the company within 24 hours of the time it is demanded.
If a team member's marital status changes or the number of exemptions previously claimed increases or
decreases, a new Form W‐4 must be submitted to the Payroll Manager.
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There will be no pay advances or loans to team members without the approval of the Vice President of
Operations or the District Manager.
Payroll and/or personal checks will not be cashed by the Facility for team members and/or supervising
or management personnel.
Tip Slips
All tips, including cash tips, are considered taxable income. The Internal Revenue Service requires that
all tips be reported.
Time Reporting
A work hour is any hour of the day that is worked and should be recorded to the nearest tenth of an
hour. The workday is defined as the 24‐hour period starting at 12:00 a.m. and ending at 11:59 p.m. The
workweek covers seven consecutive days beginning on Monday and ending on Sunday.
Overtime is defined as hours worked by an hourly or nonexempt team member in excess of 40 hours in
a workweek and should be recorded to the nearest tenth of an hour. Overtime must be approved in
advance by the manager to whom the team member reports.
Each team member will record time worked on a timecard or in a timebook or through an electronic
data entry device. Team members, with the exception of bona fide department heads called in by their
supervisor or person designated by their supervisor for non‐scheduled work, will be paid a minimum of
four (4) hours of wages. Exempt from this minimum requirement are those non‐work meetings and
functions where attendance is voluntary. If attendance is required immediately before, immediately
after, or during a regular work shift at non‐work functions, those team members “at work” will be paid
on their regular hourly basis.
Team members for whom a tip credit is taken will be paid no less than the established minimum wage
rate when attending meetings.
Team members are not expected to perform any duties related to their jobs unless they have properly
“clocked in”.
Each property/facility will establish a standard or normal work schedule for each team member in each
department. The work schedule will specify hours per day and days per week that each team member is
required to work.
Meal/Rest Periods
The scheduling of meal periods at MMI is set by the team member’s immediate manager with the goal
of providing the least possible disruption to company operations.
Mandatory Meal Period
Team member meal periods are important to company productivity and team member health. Team
members who work at least six (6) consecutive hours will be provided a meal break not to exceed 60
minutes. The meal period will not be included in the total hours of work per day and is not
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compensable. Nonexempt team members are to be completely relieved of all job duties while on meal
breaks and must clock out for meal periods.
Rest Breaks
Salaried team members, as they are paid a weekly salary regardless of the hours they work, may choose
to take breaks as needed. Nonexempt team members are permitted a 15‐minute rest break for each
four hours of work. Nonexempt team members on rest breaks are not required to clock in and clock out
because this time is considered “time worked” and is compensable.
Impermissible Use of Meal Period and/or Rest Breaks
Neither the lunch period nor the rest break(s) may be used to account for a team member's late arrival
or early departure or to cover time off for other purposes—for example, rest breaks may not be
accumulated to extend a meal period, and rest breaks may not be combined to allow one half‐hour long
break.
Overtime Pay (nonexempt team members)
Nonexempt team members who exceed 40 hours of work time in a workweek will be paid overtime at
the rate of one and half times their hourly rate. It is important to note that the 40 hours is calculated on
actual time worked and does not include paid leave, such as holiday, sick or vacation pay.
A workweek is defined as a consecutive seven (7) day period. For MMI facilities, that period begins at
12:00 a.m. on Monday morning and ends at 11:59 p.m. on Sunday night.
On‐Call Pay (nonexempt team members)
An on‐call team member who is called back to work outside his or her normal work schedule shall be
paid for the time worked or a minimum of two (2) hours, whichever is greater.
Time worked while on call will be calculated at the team member’s regular rate of pay. If a team
member is called back to work, he or she will be paid for travel time. If an on‐call team member is not
called back, no pay will be earned. Overtime compensation is applicable only when total hours worked
exceed 40 hours in a workweek.
Team member Travel and Reimbursement
Team members will be reimbursed for reasonable expenses incurred in connection with approved travel
on behalf of the company.
Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care
to avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the
travel policies, the most conservative course of action should be adopted.
Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for
reimbursement before making travel arrangements. Upon completion of the trip, and within 30 days,
the traveler must submit a Travel Reimbursement Form and supporting documentation to obtain
reimbursement of expenses. For more details, refer to the company intranet for detailed travel policies,
procedures and authorization and reimbursement forms.
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Exempt team members will be paid their regular salary for weeks in which they travel. Nonexempt team
members will be paid for travel time in accordance with federal and state wage payment laws.
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TIME OFF/LEAVES OF ABSENCE
Standard Work Week
MMI will determine a team member’s Average Work Week by dividing the total hours worked by the
team member for the preceding year by 52.
Example #1:
If a team member worked 1,300 hours during their anniversary year, the following
calculation would apply:
1,300 / 52 = 25 hours; this team member’s average work week would be 25 hours.
Example #2:
If a team member worked 1,950 hours during their anniversary year, the following
calculation would apply:
1,950 / 52 = 37.5 hours; this team member’s average work week would be 37.5 hours.
MMI will determine a team member’s average work day by dividing the average work week by 5 (the
number of days in a work week). Using the 2 examples above, the following calculations would apply:
Example 1:
Example 2:
25 hours / 5 days = 5 average hours per day
37.5 hours / 5 days = 7.5 average hours per day
Holiday, Vacation and Sick leave pay will be based on an average week and/or average work day for
each individual team member.
The one exception to this will be the Christmas holiday pay. All team members, regardless of status, will
receive 7.5 hours times the rate of pay for the Christmas holiday pay.
For holiday, vacation, and sick leave pay computations, the maximum allowable work week for hourly
team members will be 37.5 hours and the maximum allowable average work day for hourly team
members will be 7.5 hours. The minimum allowable average work day for benefit computation will be 4
hours.
In the case of tipped team members, their rate of pay for fringe benefit computation will be based on
their normal hourly rate of pay without regard to received tips or tips reported to the employer. Team
members for whom a tip credit is taken will have their holiday, vacation, and sick pay calculated at the
minimum wage rate.
Holiday Pay
Full‐time team members with one or more years of continuous service will be entitled to holidays and
special days off with pay. MMI recognizes six (6) paid holidays each year:
Team member’s Birthday
Team member’s Anniversary with the Company
Easter
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Independence Day
Labor Day
Christmas Day
All team members, regardless of status, will receive the Christmas Day holiday. This holiday will be paid
at 7.5 hours regardless of the team member’s average daily work hours. This holiday pay will be issued
on a separate check for all team members.
Since the majority of our properties/facilities remain open on holidays, the department head will
schedule an alternate day for those team members that have to work the holiday. The alternate day
must be scheduled and used within thirty (30) working days of the holiday/special days off. Those team
members employed at a school system that may not be open during holidays or summer months may
receive an exception to this policy. If the holiday/special day falls at a time when your location is closed,
the team member may take the holiday on the first pay period upon return to work.
Personal time may be granted to team members who desire to observe a religious holiday that is not
recognized by the company.
Vacation
After one year of continuous employment, Full‐time team members may accrue five (5) days of
vacation. Full‐time team members are those averaging 30‐plus hours per week. After two years of
service, full‐time team members may accrue ten (10) days of vacation. After ten years of service, fulltime
team members may accrue up to fifteen (15) days of vacation. Vacation accrual begins on the first
day of eligibility. Vacation is earned during one year and taken in the following year. Vacation is accrued
according to the schedule in this policy. Vacation can be used only after it is earned. Vacation leave will
not be earned during an unpaid leave of absence. Vacation time cannot be carried over from year to
year.
To schedule vacation time, team members should submit a completed Team member Vacation, Sick &
Holiday Request form to their supervisor at least two weeks before the requested leave. Team members
must ensure that they have enough accrued leave available to cover the dates requested. Requests will
be approved based on a number of factors, including department operating and staffing requirements.
The supervisor should return the leave request to the team member within three business days of the
date it is submitted indicating that the request has been approved or denied. If the request for vacation
leave is denied, the supervisor should provide an appropriate reason on the form returned to the team
member.
Vacation will be paid at the team member’s base rate at the time the leave is taken. Vacation pay is not
included in overtime calculation and does not include any special forms of compensation such as
incentives, commissions, bonuses or shift differentials. If a holiday falls during the team member’s
vacation, the day will be charged to holiday pay rather than to vacation pay.
Leave taken beyond a team member’s available vacation balance may be unpaid unless otherwise
required under state or federal law.
Sick Leave
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After 90 days of employment, all full‐time team members accrue sick leave from the date of hire. Sick
leave is accrued at the rate of 1 ½ days per month, not to exceed 14 days. Three (3) of these days may
be used as Personal Days.
Sick leave may be used for a team member's personal illness, well‐care, and medical and dental
appointments. Sick leave may also be used for illness and well‐care in a team member's immediate
family.
Sick leave may not be used before accrual. If sick leave is exhausted, any available vacation hours will be
used in its place. A team member who has a sick leave absence in excess of three consecutive working
days must present medical documentation for the absence. Team members are not paid for unused sick
leave upon termination of employment.
At the anniversary of employment, a full‐time non‐exempt team member may receive a $200 bonus if
no sick or personal leave has been taken in the prior 12 months. This incentive payment will be included
in the earliest possible payroll following the team member’s anniversary date and will be subject to
normal payroll deductions.
Family and Medical Leave Act
Upon hire, MMI provides all new team members with notices required by the U.S. Department of Labor
(DOL) on Team member Rights and Responsibilities Under the Family and Medical Act .
The function of this policy is to provide team members with a general description of their FMLA rights. In
the event of any conflict between this policy and the applicable law, team members will be afforded all
rights required by law.
If you have any questions, concerns or disputes with this policy, you must contact the Director of Human
Resources in writing.
General Provisions
Under this policy, MMI will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care
for a covered service member with a serious injury or illness) during a 12‐month period to eligible team
members. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the
circumstances of the leave and as specified in this policy.
Eligibility
To qualify to take family or medical leave under this policy, the team member must meet the following
conditions:
The team member must have worked for the company for 12 months or 52 weeks. The 12
months or 52 weeks need not have been consecutive. Separate periods of employment will be
counted, provided that the break in service does not exceed seven years. Separate periods of
employment will be counted if the break in service exceeds seven years due to National Guard
or Reserve military service obligations or when there is a written agreement stating the
employer’s intention to rehire the team member after the service break. For eligibility purposes,
a team member will be considered to have been employed for an entire week even if the team
member was on the payroll for only part of a week or if the team member is on leave during the
week.
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The team member must have worked at least 1,250 hours during the 12‐month period
immediately before the date when the leave is requested to commence. The principles
established under the Fair Labor Standards Act (FLSA) determine the number of hours worked
by a team member. The FLSA does not include time spent on paid or unpaid leave as hours
worked. Consequently, these hours of leave should not be counted in determining the 1,250
hours eligibility test for a team member under FMLA.
The team member must work in a work site where 50 or more team members are employed by
the company within 75 miles of that office or work site. The distance is to be calculated by using
available transportation by the most direct route.
Type of Leave Covered
To qualify as FMLA leave under this policy, the team member must be taking leave for one of the
reasons listed below:
The birth of a child and in order to care for that child.
The placement of a child for adoption or foster care and to care for a newly placed child.
To care for a spouse, child or parent with a serious health condition
The serious health condition (described below) of the team member.
A team member may take leave because of a serious health condition that makes the team
member unable to perform the functions of the team member's position.
A serious health condition is defined as a condition that requires inpatient care at a hospital,
hospice or residential medical care facility, including any period of incapacity or any subsequent
treatment in connection with such inpatient care or as a condition that requires continuing care
by a licensed health care provider.
This policy covers illnesses of a serious and long‐term nature, resulting in recurring or lengthy
absences. Generally, a chronic or long‐term health condition that would result in a period of
three consecutive days of incapacity with the first visit to the health care provider within seven
days of the onset of the incapacity and a second visit within 30 days of the incapacity would be
considered a serious health condition. For chronic conditions requiring periodic health care visits
for treatment, such visits must take place at least twice a year.
Team members with questions about what illnesses are covered under this FMLA policy or
under the company's sick leave policy are encouraged to consult with the Director of Human
Resources.
If a team member takes paid sick leave for a condition that progresses into a serious health
condition and the team member requests unpaid leave as provided under this policy, the
company may designate all or some portion of related leave taken as leave under this policy, to
the extent that the earlier leave meets the necessary qualifications.
Qualifying exigency leave for families of members of the National Guard or Reserves or of a
regular component of the Armed Forces when the covered military member is on covered active
duty or called to covered active duty.
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A team member whose spouse, son, daughter or parent has been notified of an impending call
or order to covered active military duty or who is already on covered active duty may take up to
12 weeks of leave for reasons related to or affected by the family member’s call‐up or service.
The qualifying exigency must be one of the following: a) short‐notice deployment, b) military
events and activities, c) child care and school activities, d) financial and legal arrangements, e)
counseling, f) rest and recuperation, g) post‐deployment activities, and h) additional activities
that arise out of active duty, provided that the employer and team member agree, including
agreement on timing and duration of the leave.
Covered active duty means:
o In the case of a member of a regular component of the Armed Forces, duty during the
deployment of the member with the Armed Forces to a foreign country.
o In the case of a member of a reserve component of the Armed Forces, duty during the
deployment of the member with the Armed Forces to a foreign country under a call or
order to active duty under a provision of law referred to in Title 10 U.S.C. §101(a)(13)(B).
The leave may commence as soon as the individual receives the call‐up notice. (Son or daughter
for this type of FMLA leave is defined the same as for child for other types of FMLA leave except
that the person does not have to be a minor.) This type of leave would be counted toward the
team member’s 12‐week maximum of FMLA leave in a 12‐month period.
Military caregiver leave (also known as covered service member leave) to care for an injured or
ill service member or veteran.
An team member whose son, daughter, parent or next of kin is a covered service member may
take up to 26 weeks in a single 12‐month period to take care of leave to care for that service
member.
Next of kin is defined as the closest blood relative of the injured or recovering service member.
The term covered service member means:
o A member of the Armed Forces (including a member of the National Guard or Reserves)
who is undergoing medical treatment, recuperation or therapy or is otherwise in
outpatient status, or is otherwise on the temporary disability retired list, for a serious
injury or illness.
o A veteran who is undergoing medical treatment, recuperation or therapy for a serious
injury or illness and who was a member of the Armed Forces (including a member of the
National Guard or Reserves) at any time during the period of five years preceding the
date on which the veteran undergoes that medical treatment, recuperation or therapy.
The term serious injury or illness means:
o In the case of a member of the Armed Forces (including a member of the National Guard
or Reserves), an injury or illness that was incurred by the member in line of duty on
active duty in the Armed Forces (or that existed before the beginning of the member’s
active duty and was aggravated by service in line of duty on active duty in the Armed
Forces) and that may render the member medically unfit to perform the duties of the
member’s office, grade, rank or rating.
o In the case of a veteran who was a member of the Armed Forces (including a member of
the National Guard or Reserves) at any time during a period when the person was a
covered service member, a qualifying (as defined by the Secretary of Labor) injury or
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illness that was incurred by the member in line of duty on an active duty in the Armed
Forces (or that existed before the beginning of the member’s active duty and was
aggravated by service in line of duty on active duty in the Armed Forces) and that
manifested itself before or after the member became a veteran.
Amount of Leave
An eligible team member may take up to 12 weeks for the first five FMLA circumstances above (under
heading “Type of Leave Covered”) under this policy during any 12‐month period. The company will
measure the 12‐month period as a rolling 12‐month period measured backward from the date a team
member uses any leave under this policy. Each time a team member takes leave, the company will
compute the amount of leave the team member has taken under this policy in the last 12 months and
subtract it from the 12 weeks of available leave, and the balance remaining is the amount of time the
team member is entitled to take at that time.
An eligible team member can take up to 26 weeks for the FMLA military caregiver leave circumstance
above during a single 12‐month period. For this military caregiver leave, the company will measure the
12‐month period as a rolling 12‐month period measured forward. FMLA leave already taken for other
FMLA circumstances will be deducted from the total of 26 weeks available.
If a husband and wife both work for the company and each wishes to take leave for the birth of a child,
adoption or placement of a child in foster care, or to care for a parent (but not a parent "in‐law") with a
serious health condition, the husband and wife may only take a combined total of 12 weeks of leave. If a
husband and wife both work for the company and each wishes to take leave to care for a covered
injured or ill service member, the husband and wife may only take a combined total of 26 weeks of
leave.
Team member Status and Benefits During Leave
While a team member is on leave, the company will continue the team member's health benefits during
the leave period at the same level and under the same conditions as if the team member had continued
to work.
If the team member chooses not to return to work for reasons other than a continued serious health
condition of the team member or the team member's family member or a circumstance beyond the
team member's control, the company will require the team member to reimburse the company the
amount it paid for the team member's health insurance premium during the leave period.
Under current company policy, the team member pays a portion of the health care premium. While on
paid leave, the employer will continue to make payroll deductions to collect the team member's share of
the premium. While on unpaid leave, the team member must continue to make this payment, either in
person or by mail. The payment must be received in the Accounting Department by the first day of each
month. If the payment is more than 30 days late, the team member's health care coverage may be
dropped for the duration of the leave. The employer will provide 15 days' notification prior to the team
member's loss of coverage.
If the team member contributes to a life insurance or disability plan, the employer will continue making
payroll deductions while the team member is on paid leave. While the team member is on unpaid leave,
the team member may request continuation of such benefits and pay his or her portion of the
premiums, or the employer may elect to maintain such benefits during the leave and pay the team
member's share of the premium payments. If the team member does not continue these payments,
coverage may terminate during the leave. If the employer maintains coverage, the employer may
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ecover the costs incurred for paying the team member's share of any premiums, whether or not the
team member returns to work.
Team member Status After Leave
A team member who takes leave under this policy may be asked to provide a fitness for duty (FFD)
clearance from the health care provider.
Use of Paid and Unpaid Leave
All paid vacation, personal and sick leave runs concurrently with FMLA leave.
Disability leave for the birth of a child and for a team member's serious health condition, including
workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will
run concurrently with FMLA.
Intermittent Leave or a Reduced Work Schedule
The team member may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take
a day periodically when needed over the year) or, under certain circumstances, may use the leave to
reduce the workweek or workday, resulting in a reduced‐hour schedule. In all cases, the leave may not
exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12‐
month period).
Certification for the Team member’s Serious Health Condition
The company will require certification for the team member’s serious health condition. The team
member must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
Certification for the Family Member’s Serious Health Condition
The company will require certification for the family member’s serious health condition. The team
member must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
Certification of Qualifying Exigency for Military Family Leave
The company will require certification of the qualifying exigency for military family leave. The team
member must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.
Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave
The company will require certification for the serious injury or illness of the covered service member.
The team member must respond to such a request within 15 days of the request or provide a
reasonable explanation for the delay. Failure to provide certification may result in a denial of
continuation of leave.
Recertification
The company may request recertification for the serious health condition of the team member or the
team member’s family member when circumstances have changed significantly, or if the employer
receives information casting doubt on the reason given for the absence, or if the team member seeks an
extension of his or her leave. Otherwise, the company may request recertification for the serious health
condition of the team member or the team member’s family member every six months in connection
with an FMLA absence.
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Procedure for Requesting FMLA Leave
All team members requesting FMLA leave must provide Human Resources with verbal or written notice
of the need for the leave. Within five business days after the team member has provided this notice,
Human Resources will provide the team member with the DOL Notice of Eligibility and Rights. When the
need for the leave is foreseeable, the team member must provide the employer with at least 30 days'
notice. When a team member becomes aware of a need for FMLA leave less than 30 days in advance,
the team member must provide notice of the need for the leave either the same day or the next
business day. When the need for FMLA leave is not foreseeable, the team member must comply with
the company’s usual and customary notice and procedural requirements for requesting leave.
Designation of FMLA Leave
Within five business days after the team member has submitted the appropriate certification form,
Human Resources will provide the team member with a written response to the team member’s request
for FMLA leave.
Intent to Return to Work from FMLA Leave
The company may require a team member on FMLA leave to report periodically on the team member’s
status and intent to return to work.
Leave of Absence
A leave of absence is considered a privilege offered to team members by management/owners. A leave
of absence is an extended time off, subject to approval, and without pay.
With a relatively small staff and a lack of part‐time team members, it is difficult to grant a leave of
absence for an extended period of time. On the other hand, team members should be encouraged to
return and every effort will be made to find a job for them. However, the facility cannot guarantee reemployment.
Each case must be worked out on its own merits between the department head and the
team member.
Further, the leave of absence must be authorized in writing by the Manager. Following the authorized
leave of absence, and if re‐employed, the team member’s original date of employment will be adjusted
to reflect the time off to re‐establish seniority and anniversary date of employment. Team members on
leave of absence must contact the Manager on a monthly basis in writing and inform the Manager of
their need for continuing the leave of absence. Leaves of absence in excess of six (6) months cannot be
granted without approval from the Vice President of Operations or District Manager.
Jury Duty
Each team member is encouraged, when called, to perform as a juror or to testify in criminal or civil
actions. Upon receipt of notification from the state or federal courts of an obligation to serve on a jury,
team members must notify their supervisor and provide him/her with a copy of the jury summons.
Because the team member will be paid by the court for service, an excused absence without pay will be
authorized by the facility. If the pay received from the court does not equal the team member’s regular
pay for the same number of hours, the facility will make up the difference. Each facility is responsible to
determine the number of hours involved and the rate of pay in order to comply with this policy.
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Voting Leave
All team members should be able to vote either before or after regularly assigned work hours. However,
when this is not possible due to work schedules, team members will receive time off during the work
day to vote. Time off for voting should be reported and coded appropriately on timekeeping records.
Military Leave of Absence
MMI is committed to protecting the job rights of team members absent on military leave. In accordance
with federal and state law, it is the company’s policy that no team member or prospective team
member will be subjected to any form of discrimination on the basis of that person's membership in or
obligation to perform service for any of the Uniformed Services of the United States. Specifically, no
person will be denied employment, reemployment, promotion or other benefit of employment on the
basis of such membership. Furthermore, no person will be subjected to retaliation or adverse
employment action because such person has exercised his or her rights under applicable law or
company policy. If any team member believes that he or she has been subjected to discrimination in
violation of company policy, the team member should immediately contact Human Resources.
Team members taking part in a variety of military duties are eligible for benefits under this policy. Such
military duties include leaves of absence taken by members of the uniformed services, including
Reservists and National Guard members, for training, periods of active military service and funeral
honors duty, as well as time spent being examined to determine fitness to perform such service. Subject
to certain exceptions under the applicable laws, these benefits are generally limited to five years of
leave of absence.
Team members requesting leave for military duty should contact Human Resources to request leave as
soon as they are aware of the need for leave. For request forms and detailed information on eligibility,
team member rights while on leave and job restoration upon completion of leave, refer to the policies,
procedures and forms on InfoLink or contact Human Resources.
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BENEFITS
For more information regarding benefits programs, please refer to our Company Intranet, InfoLink, for
the company Summary Plan Descriptions or contact the Human Resource department.
Medical, Dental, and Vision Insurance
The company currently offers regular full‐time team members that average a minimum of 30 hours per
week enrollment in medical, dental, and vision coverage after they have been employed for 60 days.
Please refer to the Summary Plan Descriptions on InfoLink for more details.
Once made, elections are fixed for the remainder of the plan year. Changes in family status, as defined
in the Plan document, allow team members to make midyear changes in coverage consistent with the
family status change. Please contact the Human Resource department to determine if a family status
change qualifies under the Plan document and IRS regulations.
At the end of each calendar year during open enrollment, team members may make changes to their
medical, dental, and vision insurance elections for the following calendar year.
The Human Resource department is available to answer benefits plan questions and assist in enrollment
as needed.
Group Life Insurance
The company offers regular full‐time team members who have been employed by MMI for 60 days an
optional group term life policy along with an accidental death and dismemberment policy. You may elect
the coverage amount of this benefit from $10,000 to $200,000; not to exceed 4 times your annual
salary.
Flexible Spending Account
As part of the company's Flexible Benefits Plan, we currently offer a team member‐funded flexible
spending account (FSA) to regular full‐time team members after 60 days of employment. Plan
participants may elect an annual amount of flexible dollars to pay for eligible health care expenses,
including medical or dental insurance deductibles, copayments, and out‐of‐pocket costs for vision care
and other types of care.
Any funds left in the FSA account at the end of the plan year are forfeited and cannot be rolled over.
However, our plan has a 2 ½ month grace period that allows participants to accrue expenses through
March 15 of the following year for allowable reimbursement.
Short‐Term Disability Benefits
MMI offers a self‐funded Short Term Disability benefit to Management team members. Eligible team
members will continue to receive their salary up to three (3) months in the event of a short term
disability. All vacation and sick time must be used first. If, at the end of the six (6) months, he/she is
unable to return to work, the team member may apply for benefits under Long Term Disability if
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elected. All hourly team members are offered STD coverage through a third party provider. After
fourteen (14) days the weekly benefit is 40% or 60% of the team member’s salary for up to six (6)
months. The benefit is determined by the team member’s election at enrollment.
Long‐Term Disability Benefits
After 60 days of service, MMI offers all regular full‐time team members (i.e., regular full‐time team
members who are regularly scheduled to work a minimum of 30 hours per week) a voluntary long‐term
disability (LTD) base plan. This noncontributory base plan provides for monthly LTD benefits of 50% of
basic monthly earnings to a maximum benefit of $1,000 per month, less any other offsets.
401(k) Plan
Saving isn’t always easy. However, it is still important if we expect to achieve some of the dreams each
of us have for the years ahead. MMI offers eligible team members to participate in our company
sponsored 401K retirement plan after six months of employment. Eligible team members include any
regular full‐time or part‐time team members scheduled to work 20 hours or more per week and who are
21 years of age or older. Benefits of the 401K retirement plan include:
Pre‐tax contributions from your paycheck.
Earnings grow tax free.
Company discretionary match (as determined by the Board of Directors),
Financial hardship withdrawals allowed,
Plan loans allowed.
Further details about the Plan may be obtained from the Human Resource department and the Plan
document.
Recognition of Service
MMI values loyal and faithful service. Therefore, MMI will recognize and reward tenure in 5 year
increments to team members with continuous service.
• Five Years ‐ $400 Value Gift Card
• Ten Years ‐ $500 Value Gift Card
• Fifteen Years – Choice of gift $300 Value Gift Card
• Twenty Years – Cruise for two or three dayvacation for two with airfare and hotel not to exceed
$1,500.
• Twenty Five Years ‐ $1,000 Gift Card
• Thirty Years – Vacation for two, anywhere in the continental US and four nights lodging not to
exceed $2,500 combined, and $500 in cash
• Thirty Five Years ‐ $1,500 Gift Card
• Forty Years – Vacation for two, including round trip airfare, five nights lodging (not to exceed
$2,800 combined), and $700 in cash
Complimentary Rooms
MMI team members are eligible to receive complimentary accommodations at an MMI operated hotel.
Stays that include more than one room reservation will be subject to a $79 per room fee for owned
hotels or $99 per room fee at owned resort hotels. Stipulations include:
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The hotel must be located outside the city in which the team members employing facility is
located.
The benefit is for the reservation of the guest room only. It does not include meals, telephone
use, or any other expenses.
Accommodations are provided on a room available basis only. Seasonal and peak demand
periods may limit availability.
The total number of room nights available may be limited at some MMI‐associated hotels.
Reservations must be requested by the Department Manager and confirmed by the host’s General
Manager.
A team member’s friends and family are eligible to receive discounted accommodations at an MMI
operated hotel. Should the team member’s friends and family choose to stay at a hotel with
accommodations that include more than one room, the rental fee is applicable on a per room basis. The
discounted rate is set by the franchisor’s friends and family rate. If the hotel is a non‐franchised
product, the rate is set as follows:
Select Service Hotel $79.00
Full Service Hotel $79.00
Resort $99.00
Resort Condominium $99.00 per bedroom
Memorial Day through Labor Day is blacked out for discounted MMI team member’s friends and family
use at beach‐oriented resorts. Our franchised hotels also offer friends and family discounted rates;
however these rates may vary depending on the franchise and the hotel location. Contact Human
Resources for information on franchised rates.
MMI team members are also eligible to receive discounted rounds of golf at The King and Prince Golf
Course. The discounted rates are set as follows:
MMI Team member $25 cart fee
MMI Team member’s friends & family $25 cart fee (with team member in attendance), or
$54 greens fee + $25 cart fee (team member not in
attendance)
Stipulations include:
Any discounts to the proposed rate structure must be approved by a representative of the MMI
Corporate Office.
Team members are provided access to the clubhouse, driving range, and golf course. Ancillary
facilities (tennis courts, pool, etc.) and social rights are not available.
Pro shop items, food and beverage offerings are full price for everyone.
The total number of rounds available may be limited.
Season and peak demand periods may limit availability.
The team member should call the golf course in advance to book a tee time.
Workers’ Compensation Benefits
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The company is covered under statutory state workers' compensation laws. Team members who sustain
work‐related injuries must immediately notify their department supervisor.
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Team Member Handbook Acknowledgment and Receipt
MMI publishes this Handbook, and periodically revises it, to provide general guidance to basic
employment policies and procedures. It not intended to address every situation that could arise, or to
limit the discretion of MMI executives. This Handbook is published in digital format to several reasons,
including ease of revision. If you have a question and have not read the Handbook recently, you should
check for recent revisions, and then consult Human Resources if your question is not clearly and
completely answered.
MMI wants everyone who works here to have job satisfaction, here or somewhere else. When either
the team member or MMI is not satisfied with the relationship, either may end it, at any time, for any
reason, with or without notice, subject to applicable laws, if any. Only MMI’s President has authority to
make any agreement to the contrary, and all such agreements must be in writing.
Please read the following paragraph carefully and sign where provided:
I have read the preceding two paragraphs, as well as the entire Team member Handbook, on the date
indicated below. I understand that this handbook makes no legally binding promise to me and that it
does not alter the legal nature of our employment relationship, which is terminable at any time, at the
option of either party, in that party’s sole discretion, with or without advance notice.
________________________________________
Team member's Signature
________________________________________
Team member's Name (Print)
____________________
Date
TO BE PLACED IN TEAM MEMBER'S PERSONNEL FILE
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