MMI Team Member Handbook

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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. 26
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. 27
Page 1 and 2: TEAM MEMBER HANDBOOK This Team memb
Page 3 and 4: Team member Travel and Reimbursemen
Page 5 and 6: MMI Leadership Philosophy “Leader
Page 7 and 8: 4. Stealing from either fellow Team
Page 9 and 10: include unwanted sexual advances or
Page 11 and 12: EMPLOYMENT Team member Classificati
Page 13 and 14: employed will not work in the same
Page 15 and 16: The separating team member must ret
Page 17 and 18: Transportation Team members: All te
Page 19 and 20: It is the responsibility of the tea
Page 21 and 22: The Company is authorized to verify
Page 23 and 24: Team members are cautioned to caref
Page 25: Jewelry ‐ All jewelry must be dis
Page 29 and 30: There will be no pay advances or lo
Page 31 and 32: Exempt team members will be paid th
Page 33 and 34: Independence Day Labor Day Christma
Page 35 and 36: The team member must have worked at
Page 37 and 38: illness that was incurred by the me
Page 39 and 40: Procedure for Requesting FMLA Leave
Page 41 and 42: BENEFITS For more information regar
Page 43 and 44: The hotel must be located outside t
Page 45: Team Member Handbook Acknowledgment

MMI Team Member Handbook

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