MMI Team Member Handbook 05.19.2017

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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. 22
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. 23
Page 1 and 2: TEAM MEMBER HANDBOOK This Team memb
Page 3 and 4: Payment of Wages 29 Tip Slips 29
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: The Company is authorized to verify
Page 25 and 26: Jewelry ‐ All jewelry must be dis
Page 27 and 28: Using your position with MMI, and y
Page 29 and 30: Non‐Exempt, Hourly Team members:
Page 31 and 32: Time worked while on call will be c
Page 33 and 34: • Memorial Day • Independence D
Page 35 and 36: To qualify to take family or medica
Page 37 and 38: National Guard or Reserves) at any
Page 39 and 40: Certification for Serious Injury or
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 05.19.2017

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