TEAM MEMBER HANDBOOK_GA 07
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<strong>TEAM</strong> <strong>MEMBER</strong> <strong>HANDBOOK</strong><br />
This Team member Handbook is applicable for team members of MMI Hospitality Group, MMI Hotel Group, MMI<br />
Dining Systems, and all subsidiaries.<br />
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INTRODUCTION _________________________________________________________________________________________ 4<br />
CODE OF CONDUCT _____________________________________________________________________________ 6<br />
DIVERSITY _____________________________________________________________________________________ 8<br />
Equal Employment Opportunity Statement ___________________________________________________________________ 8<br />
MMI’s Anti‐Harassment Policy and Complaint Procedure _______________________________________________________ 8<br />
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) ____________________________________ 10<br />
EMPLOYMENT ________________________________________________________________________________ 11<br />
Team member Classification Categories _____________________________________________________________________ 11<br />
Background and Reference Checks _________________________________________________________________________ 11<br />
Testing ________________________________________________________________________________________________ 12<br />
Internal Promotions & Transfers ___________________________________________________________________________ 12<br />
Nepotism, Employment of Relatives and Personal Relationships_________________________________________________ 12<br />
Team member Conduct __________________________________________________________________________________ 13<br />
Separation of Employment _______________________________________________________________________________ 14<br />
WORKPLACE SAFETY ___________________________________________________________________________ 16<br />
Drug‐Free Workplace ____________________________________________________________________________________ 16<br />
Violence in the Workplace ________________________________________________________________________________ 17<br />
Safety ________________________________________________________________________________________________ 18<br />
Weapons Policy ________________________________________________________________________________________ 19<br />
Vehicle Policy __________________________________________________________________________________________ 20<br />
Smoking Policy _________________________________________________________________________________________ 21<br />
WORKPLACE EXPECTATIONS _____________________________________________________________________ 22<br />
Confidentiality _________________________________________________________________________________________ 22<br />
Conflicts of Interest _____________________________________________________________________________________ 22<br />
Outside Employment ____________________________________________________________________________________ 22<br />
Attendance and Punctuality ______________________________________________________________________________ 23<br />
Attire and Grooming ____________________________________________________________________________________ 23<br />
Think Appearance ______________________________________________________________________________________ 24<br />
Use of Facilities _________________________________________________________________________________________ 25<br />
Alcohol Purchase and Consumption Policy ___________________________________________________________________ 26<br />
Electronic Communication Resource Abuse __________________________________________________________________ 26<br />
Social Media Abuse _____________________________________________________________________________________ 27<br />
Workplace Solicitations, Distributions and Postings ___________________________________________________________ 27<br />
Team Member Personnel Files ____________________________________________________________________________ 27<br />
Respect for Intellectual Property Rights _____________________________________________________________________ 28<br />
COMPENSATION _______________________________________________________________________________ 28<br />
Performance and Salary Review ___________________________________________________________________________<br />
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Payment of Wages ______________________________________________________________________________________ 29<br />
Tip Slips _______________________________________________________________________________________________ 29<br />
Time Reporting _________________________________________________________________________________________ 30<br />
Meal/Rest Periods ______________________________________________________________________________________ 30<br />
Overtime Pay (nonexempt team members) __________________________________________________________________ 31<br />
On‐Call Pay (nonexempt team members) ___________________________________________________________________ 31<br />
Team member Travel and Reimbursement __________________________________________________________________ 31<br />
TIME OFF/LEAVES OF ABSENCE ___________________________________________________________________ 32<br />
Standard Work Week ____________________________________________________________________________________ 32<br />
Holiday Pay ____________________________________________________________________________________________ 32<br />
Vacation ______________________________________________________________________________________________ 33<br />
Sick Leave _____________________________________________________________________________________________ 34<br />
Family and Medical Leave Act _____________________________________________________________________________ 35<br />
Leave of Absence _______________________________________________________________________________________ 39<br />
Jury Duty ______________________________________________________________________________________________ 40<br />
Voting Leave ___________________________________________________________________________________________ 40<br />
Military Leave of Absence ________________________________________________________________________________ 40<br />
BENEFITS _____________________________________________________________________________________ 41<br />
Medical, Dental, and Vision Insurance ______________________________________________________________________ 41<br />
Group Life Insurance ____________________________________________________________________________________ 41<br />
Flexible Spending Account ________________________________________________________________________________ 41<br />
Short‐Term Disability Benefits ____________________________________________________________________________ 41<br />
Long‐Term Disability Benefits _____________________________________________________________________________ 42<br />
401(k) Plan ____________________________________________________________________________________________ 42<br />
Recognition of Service ___________________________________________________________________________________ 42<br />
Complimentary Rooms __________________________________________________________________________________ 42<br />
Workers’ Compensation Benefits __________________________________________________________________________ 43<br />
Team Member Handbook Acknowledgment and Receipt _______________________________________________________ 44<br />
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INTRODUCTION<br />
If there is one thing we know how to do in the South, it’s how to make a guest feel welcome. “Hospitality”<br />
goes beyond how we treat our guests, however. We make sure our Team Members, Owners, and vendors<br />
all feel cared for, and we have the track records to prove it.<br />
On May 19th, 1956, MMI opened its first property — a Holiday Inn in Meridian, Mississippi. It may seem<br />
like a humble beginning, but this was just the first step down a long and successful road for Mike<br />
Sturdivant, his uncle, J.C. Wilbourne, and his old Harvard Business School roommate, Earle Jones. Looking<br />
back on our history, it seems fitting that MMI started by bringing together family and old friends. Even<br />
then, MMI was a visionary company. Holiday Inn was a very young chain, but Mike saw the potential for<br />
something huge. The industry has changed a lot since then, but some things have stayed the same. MMI<br />
is still a leader and innovator in the industry and we still believe in good old‐ fashioned Southern<br />
hospitality.<br />
Today, MMI has grown into two distinct, yet fully interdependent and complementing divisions; MMI<br />
Hotel Group and MMI Dining Systems. Together, the two divisions own, manage or serve over 50 locations<br />
in the Southeastern U.S. We’re happy to know that every day tens of thousands of guests can experience<br />
the same comfort, satisfaction, and personal service that all started in one small hotel in Meridian,<br />
Mississippi.<br />
From the very beginning, MMI has been more than just a business. We were a family, first. Our business<br />
has grown quite a bit since that first day in 1956, and our family has grown right along with it. Handshakes<br />
are passed on and hugs run rampant, and as we continue to grow, we promise that this will never change.<br />
It’s no secret that the Sturdivant and Jones families are undeniably indebted and highly grateful to our<br />
extended family of MMI Team Members. We’ve been rewarded with amazing commitment to our<br />
company, and we’re proud of the tenure of so many positions within the organization.<br />
Whether you have just joined our staff or have been with the MMI Family for a while, we are confident<br />
that you will find our company a dynamic and rewarding place in which to work, and we look forward to<br />
a productive and successful association. We consider the Team Members of MMI to be one of its most<br />
valuable resources. This handbook has been written to serve as the guide for the employer/team member<br />
relationship.<br />
There are several things to keep in mind about this handbook. First, it contains only general information<br />
and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or<br />
exceptions to, the general policies and procedures described. For that reason, if you have any questions<br />
concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should<br />
address your specific questions to Human Resources. Neither this handbook nor any other company<br />
document confers any contractual right; either express or implied, to remain in the company's employ.<br />
Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for<br />
any specific time and may be terminated at will with or without cause and without prior notice by the<br />
company, or you may resign for any reason at any time.<br />
The procedures, practices, policies and benefits described here may be modified or discontinued from<br />
time to time. We will try to inform you of any changes as they occur.<br />
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MMI Leadership Philosophy<br />
“Leadership from the bottom up” may seem to be an unusual organizational structure. Yet at MMI, it<br />
reveals a management philosophy proven by over half a century of success and growth.<br />
First, the MMI organizational chart is an inverted pyramid. This ensures that those whose everyday job is<br />
guest/customer interaction and service are, in turn, supported by the others below them, in sequence.<br />
And secondly, this ensures that at every facility, in every department, in every job, MMI Team Members<br />
have buy‐in and authorship in all corporate plans and goals.<br />
Every company seeks to make a profit — a return on investment. In that respect MMI is like any other<br />
business.<br />
To MMI, investment means empowerment: resources applied to people as well as bricks and mortar. This<br />
investment provides the vision to the future of our industry, the courage to set the goals that the future<br />
demands of those who will remain profitable, and the disciplined and creative leadership necessary to<br />
reach those goals. To MMI, investment builds a confident partnership. We have been strengthened by<br />
over 50 years of commitment to this industry. Thus, we have grown. We are ready for tomorrow.<br />
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CODE OF CONDUCT<br />
The MMI Code of Conduct summarizes our Core Values and addresses certain undesired behaviors. MMI’s<br />
success is dependent on the trust and confidence we earn from our Team Members, guests, and investors.<br />
We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching<br />
company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in<br />
our actions. Ultimately, we will be judged on what we do.<br />
When considering any action, it is wise to ask: will this build trust and credibility for MMI? Will it help<br />
create a working environment in which MMI can succeed over the long term? Is the commitment I am<br />
making one I can follow through with? The only way we will maximize trust and credibility is by answering<br />
“yes” to those questions and by working every day to build our trust and credibility.<br />
MMI Core Values<br />
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Be honest, fair and trustworthy in all your MMI activities and relationships. Treat others as you<br />
would like to be treated.<br />
Maintain the highest standard of personal and professional conduct in our dealings with guests,<br />
customers and our fellow Team Members.<br />
Maintain confidentiality of the Company’s confidential information, as well as that entrusted to<br />
us by our guests, customers, and Team Members.<br />
Respect the rights of each Team Member.<br />
Establish a culture where ethical conduct is recognized, expected, and respected.<br />
Strive to create a safe workplace.<br />
Avoid all conflicts of interest between work and personal activities.<br />
Recognize and abide by all laws and regulations governing the policies and activities of our<br />
business conduct.<br />
Help make our communities a better place to live, work and grow.<br />
We are in the hospitality business. We can build enduring relationships and create value by<br />
anticipating our guest’s needs and by serving them better each time we interact.<br />
Rules are necessary for any business to operate in an orderly and efficient manner. In most cases, your<br />
own good judgment will tell you what the right thing to do is. To ensure orderly operations and provide<br />
the best possible work environment, MMI expects team members to follow rules of conduct that will<br />
protect the interests and safety of all team members, guests and the organization.<br />
It is not possible to list all forms of behavior that are considered unacceptable in the workplace. The<br />
following are examples of infractions of rules of conduct that may result in disciplinary action, up to and<br />
including termination of employment. The list is not intended to be exhaustive.<br />
1. Reporting to work under the influence of alcohol or illegal drugs.<br />
2. Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while<br />
on duty or while operating employer‐owned vehicles or equipment.<br />
3. Misrepresentations on your employment application.<br />
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4. Stealing from either fellow Team Members, guests, or from the Company; including theft or<br />
misappropriation of lost and found items.<br />
5. Refusal to do work assigned.<br />
6. Violations of our No Solicitations policy.<br />
7. Sexual or other unlawful or unwelcome harassment of any kind; or aiding and abetting in such<br />
harassment.<br />
8. Possession or use of a firearm or other deadly weapon on Company property.<br />
9. Gambling on Company property.<br />
10. Punching another Team Member’s timecard or permitting someone to punch your time card.<br />
11. Intentionally reporting incorrect data, falsifying, or altering Company records or publications.<br />
12. Willful destruction or defacing of Company property or another Team Member’s property.<br />
13. Sleeping on the job.<br />
14. Adding a service charge to a guest bill or account without permission of the guest or of a<br />
supervisor.<br />
15. Unauthorized use of computers, telephones, mail system or other employer‐owned equipment.<br />
16. Unauthorized disclosure of business "secrets" or confidential information.<br />
17. Accepting gifts, incentives, or kickbacks from suppliers and/or vendors.<br />
18. Violence (even if provoked) against fellow Team Members, guests, or vendors on Company<br />
property.<br />
19. Abusive or threatening language to Team Members, guests, or vendors.<br />
20. Insubordination, including refusal to perform service with the job or refusal to obey any<br />
reasonable order given by a Team Member’s supervisor or by management.<br />
21. Disrespectful conduct including, coercion, intimidation, or threats against guests, supervisors, or<br />
fellow Team Members. Failure to give a high degree of service or courtesy of any guest.<br />
22. Unauthorized presence at guest functions, in guest areas or on premises, including guest rooms,<br />
dining rooms, bar, lounge or swimming pool. Inappropriate social contact with guests.<br />
23. Beyond the extent of legal protection, allowing personal financial obligations to become<br />
Company obligations – such as excessive garnishments.<br />
24. Engaging in or knowledge of activities on or off the premises which could be considered a<br />
discredit to the Company or its team members.<br />
25. Failure to report a worker’s compensation accident to your supervisor.<br />
26. Taking or eating food or beverages from the restaurant, kitchen, or dining room without a prior<br />
ticket being issued.<br />
27. Rudeness to guests.<br />
Team Members are encouraged to talk to their supervisors, managers, or other appropriate personnel<br />
about any observed behavior that is in violation of this Code of Conduct. Team Members may also utilize<br />
our Ethics Point Hotline. You can visit www.ethicspoint.com to file an online complaint or call the tollfree<br />
hotline at 1‐888‐337‐3096.<br />
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DIVERSITY<br />
Equal Employment Opportunity Statement<br />
MMI provides equal employment opportunities (EEO) to all team members and applicants for<br />
employment without regard to race, color, religion, gender, sexual orientation, national origin, age,<br />
disability, genetic information, marital status, or status as a covered veteran in accordance with applicable<br />
federal, state and local laws. MMI complies with applicable state and local laws governing<br />
nondiscrimination in employment in every location in which the company has facilities. This policy applies<br />
to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff,<br />
recall, transfer, leaves of absence, compensation and training.<br />
MMI expressly prohibits any form of unlawful team member harassment based on race, color, religion,<br />
gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper<br />
interference with the ability of MMI team members to perform their expected job duties is absolutely not<br />
tolerated.<br />
MMI’s Anti‐Harassment Policy and Complaint Procedure<br />
MMI is committed to a work environment in which all individuals are treated with respect and dignity.<br />
Each individual has the right to work in a professional atmosphere that promotes equal employment<br />
opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, MMI<br />
expects that all relationships among persons in the office will be business‐like and free of bias, prejudice<br />
and harassment.<br />
It is the policy of MMI to ensure equal employment opportunity without discrimination or harassment on<br />
the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, genetic<br />
information, marital status, or status as a covered veteran. MMI prohibits any such discrimination or<br />
harassment.<br />
MMI encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of<br />
MMI to promptly and thoroughly investigate such reports. MMI prohibits retaliation against any individual<br />
who reports discrimination or harassment or who participates in an investigation of such reports.<br />
Definitions of Harassment<br />
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the<br />
purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity<br />
Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or<br />
physical conduct of a sexual nature when, for example a) submission to such conduct is made either<br />
explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of<br />
such conduct by an individual is used as the basis for employment decisions affecting such individual; or<br />
c) such conduct has the purpose or effect of unreasonably interfering with an individual's work<br />
performance or creating an intimidating, hostile or offensive working environment.<br />
Sexual harassment may include a range of subtle and not‐so‐subtle behaviors and may involve individuals<br />
of the same or different gender. Depending on the circumstances, these behaviors may<br />
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include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse<br />
of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering,<br />
whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually<br />
suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.<br />
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy,<br />
harassment is verbal, written or physical conduct that degrades or shows hostility or aversion toward an<br />
individual because of his/her race, color, religion, gender, sexual orientation, national origin, age,<br />
disability, marital status, citizenship, genetic information or any other characteristic protected by law or<br />
that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an<br />
intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably<br />
interfering with an individual's work performance; or c) otherwise adversely affects an individual's<br />
employment opportunities.<br />
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile<br />
acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion<br />
toward an individual or group and that is placed on walls or elsewhere on the employer's premises or<br />
circulated in the workplace, on company time or using company equipment via e‐mail, phone (including<br />
voice messages), text messages, tweets, blogs, social networking sites or other means. Please keep in<br />
mind, that what may seem like innocent fun to one person may be offensive to another.<br />
Additionally, MMI discourages relationships and conduct which easily may be mistaken for, and which<br />
may lead to, illegal harassment. So, the Company discourages sexual relationships between team<br />
members who are not married to each other, and forbids them between supervisors and subordinates.<br />
Such relationships tend to create unprofessional impressions and rumors (e.g. favoritism); when they end,<br />
the disappointed but persistent party risks a claim of sexual harassment.<br />
Individuals and Conduct Covered<br />
These policies apply to all applicants and team members, whether related to conduct engaged in by fellow<br />
team members or someone not directly connected to MMI (e.g., a guest, customer, outside vendor, or<br />
consultant).<br />
Conduct prohibited by these policies is unacceptable in the workplace and in any work‐related setting<br />
outside the workplace, such as during business trips, business meetings and business‐related social<br />
events.<br />
Complaint Process<br />
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who<br />
believe they have witnessed such conduct should discuss their concerns with their immediate supervisor,<br />
Human Resources or any member of management. Team Members also have the option of reporting<br />
violations to EthicsPoint, an anonymous hotline. You can visit www.ethicspoint.com to file an online<br />
complaint or call the toll‐free hotline at 1‐888‐337‐3096.<br />
When possible, MMI encourages individuals who believe they are being subjected to such conduct to<br />
promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued.<br />
Often this action alone will resolve the problem. MMI recognizes, however, that an individual may prefer<br />
to pursue the matter through complaint procedures.<br />
MMI encourages the prompt reporting of complaints or concerns so that rapid and constructive action<br />
can be taken before relationships become irreparably strained. Therefore, although no fixed reporting<br />
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period has been established, early reporting and intervention have proven to be the most effective<br />
method of resolving actual or perceived incidents of harassment.<br />
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The<br />
investigation may include individual interviews with the parties involved and, where necessary, with<br />
individuals who may have observed the alleged conduct or may have other relevant knowledge.<br />
Confidentiality will be maintained throughout the investigatory process to the extent consistent with<br />
adequate investigation and appropriate corrective action.<br />
Retaliation against an individual for reporting harassment or discrimination or for participating in an<br />
investigation of a claim of harassment or discrimination is a serious violation of this policy and, like<br />
harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be<br />
reported immediately and will be promptly investigated and addressed. Misconduct constituting<br />
harassment, discrimination or retaliation will be dealt with appropriately.<br />
If a party to a complaint does not agree with its resolution, that party may appeal to MMI's Director of<br />
Human Resources.<br />
False and malicious complaints of harassment, discrimination or retaliation may be the subject of<br />
appropriate disciplinary action.<br />
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)<br />
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as<br />
the ADAAA, are federal laws that prohibit employers with 15 or more team members from discriminating<br />
against applicants and individuals with disabilities and that when needed provide reasonable<br />
accommodations to applicants and team members who are qualified for a job, with or without reasonable<br />
accommodations, so that they may perform the essential job duties of the position.<br />
It is the policy of MMI to comply with all federal and state laws concerning the employment of persons<br />
with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment<br />
Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against<br />
qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge,<br />
compensation, training or other terms, conditions and privileges of employment.<br />
The company will reasonably accommodate qualified individuals with a disability so that they can perform<br />
the essential functions of a job unless doing so causes a direct threat to these individuals or others in the<br />
workplace and the threat cannot be eliminated by reasonable accommodation and/or if the<br />
accommodation creates an undue hardship to MMI. Contact the Human Resource department with any<br />
questions or requests for accommodation.<br />
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EMPLOYMENT<br />
Team member Classification Categories<br />
All team members are designated as either nonexempt or exempt under state and federal wage and hour<br />
laws. The following is intended to help team members understand employment classifications and team<br />
members’ employment status and benefit eligibility. These classifications do not guarantee employment<br />
for any specified period of time.<br />
Nonexempt team members are team members whose work is covered by the Fair Labor Standards Act<br />
(FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime.<br />
Exempt team members are generally managers or professional, administrative or technical staff who ARE<br />
exempt from the minimum wage and overtime provisions of the FLSA. Exempt team members hold jobs<br />
that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.<br />
MMI has established the following categories for both nonexempt and exempt team members:<br />
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Regular, full time: Team members who are not in a temporary status and who are regularly<br />
scheduled to work the company’s full‐time schedule of 30 hours or more per week. Generally,<br />
these team members are eligible for the full benefits package, subject to the terms, conditions<br />
and limitations of each benefits program.<br />
Regular, part time: Team members who are not in a temporary status and who are regularly<br />
scheduled to work less than the full‐time schedule. Regular, part‐time team members are eligible<br />
for some of the benefits offered by the company subject to the terms, conditions and limitations<br />
of each benefits program.<br />
Seasonal: Team members who are employed for a specific seasonal period not to exceed 120<br />
days, regardless of the number of hours worked per week.<br />
Temporary and seasonal workers are not eligible for company benefits unless specifically stated otherwise<br />
in company policy or are deemed eligible according to plan documents.<br />
Background and Reference Checks<br />
To ensure that individuals who join MMI are well qualified and to ensure that MMI maintains a safe and<br />
productive work environment, it is our policy to conduct pre‐employment background checks on all<br />
applicants who accept an offer of employment. Background checks may include verification of any<br />
information on the applicant’s resume or application form.<br />
All offers of employment are conditioned on receipt of a background check report that is acceptable to<br />
MMI. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the<br />
Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are<br />
kept confidential and are only viewed by individuals involved in the hiring process.<br />
If information obtained in a background check would lead MMI to deny employment, a copy of the report<br />
will be provided to the applicant, and the applicant will have the opportunity to dispute the<br />
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eport’s accuracy. Background checks may include a criminal record check, although a criminal conviction<br />
does not automatically bar an applicant from employment.<br />
Additional checks such as a driving record or credit report may be made on applicants for particular job<br />
categories if appropriate and job related.<br />
MMI also reserves the right to conduct a background check for current team members to determine<br />
eligibility for promotion or reassignment in the same manner as described above.<br />
Testing<br />
Testing validated under Federal guidelines may be implemented for specific positions at the discretion of<br />
the Chief Executive Officer, President, Vice President of Operations, or District Manager. Such testing will<br />
be considered with other qualifications in an employment decision.<br />
Internal Promotions & Transfers<br />
MMI believes that promoting from within, whenever and wherever possible, to be the most effective<br />
means of recognizing and benefiting from team member talent.<br />
MMI offers team members promotions to higher‐level positions when appropriate. Management prefers<br />
to promote from within and may first consider current team members with the necessary qualifications<br />
and skills to fill vacancies above the entry level, unless outside recruitment is considered to be in the<br />
company’s best interest.<br />
A transfer is defined as the movement of a team member from one facility to another. Transfer, under<br />
the provisions of this definition, must be authorized, approved, directed, and coordinated by the General<br />
Manager or District Manager. Management may use its discretion to determine if a transfer is in the best<br />
interest of the team member and/or the Company.<br />
Nepotism, Employment of Relatives and Personal Relationships<br />
MMI wants to ensure that corporate practices do not create situations such as conflict of interest or<br />
favoritism. This extends to practices that involve team member hiring, promotion and transfer. Close<br />
relatives, partners, those in a dating relationship or members of the same household are not permitted<br />
to be in positions that have a reporting responsibility to each other without approval from the Chief<br />
Executive Officer, President, or Board of Directors. Close relatives are defined as husband, wife, domestic<br />
partner, father, mother, father‐in‐law, mother‐in law, grandfather, grandmother, son, son‐in‐ law,<br />
daughter, daughter‐in law, uncle, aunt, nephew, niece, brother, sister, brother‐in‐law, sister‐in‐law, step<br />
relatives, cousins and domestic partner relatives.<br />
Married couples or couples living in a spousal relationship cannot be employed at the same location<br />
without approval from the Chief Executive Officer, President, or Board of Directors. All team members<br />
must be sensitive to the hazards of entering into personal relationships with fellow team members.<br />
Function and effectiveness of team members, supervisors and managers, cannot be compromised or<br />
potentially compromised through such association. Further, any other relationship between team<br />
members that results in a negative effect on job performance will be cause for corrective action.<br />
Seasonal employment is authorized for children of sixteen (16) years and older of non‐management staff<br />
at a MMI affiliated facility with approval of the General Manager or District Manager. People so<br />
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employed will not work in the same department as their parent if employed at the same facility or in a<br />
supervisory role.<br />
MMI reserves the right to apply this policy to situations where there is a conflict or the potential for<br />
conflict because of the relationship between team members, even if there is no direct‐reporting<br />
relationship or authority involved.<br />
Team member Conduct<br />
Every team member is expected to conduct him or herself in a manner that reflects credit to the overall<br />
facility operations both on and off the job. Team member actions that adversely affect the image or<br />
reputation of the facility or severely affect its performance may become causes for discipline and/or<br />
termination.<br />
Normally, any disciplinary action should be administered in the presence of the team member or<br />
communication by telephone or in writing. Performance Reports should be used to record written<br />
corrections. All personnel having supervisory responsibilities will use the warning report system to express<br />
improvement needs and shortcomings to the team member. The purpose of written warnings is to advise<br />
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<br />
their best efforts.<br />
Outlined below are the recommended steps of our discipline policy and procedure. MMI reserves the right<br />
to combine or skip steps in this process depending on the facts of each situation and the nature of the<br />
offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered<br />
are whether the offense is repeated despite coaching, counseling and/or training; the team member's<br />
work record; and the impact the conduct and performance issues have on our organization.<br />
The following outlines MMI’s recommended discipline process:<br />
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Verbal warning: A supervisor verbally counsels a team member about an issue of concern, and a<br />
written record of the discussion is placed in the team member's file for future reference.<br />
Written warning: Written warnings are used for behavior or violations that a supervisor considers<br />
serious or in situations when a verbal warning has not corrected unacceptable behavior. Written<br />
warnings are placed in a team member’s personnel file. Team members should recognize the<br />
grave nature of the written warning.<br />
Performance Improvement Plan: Whenever a team member has been involved in a disciplinary<br />
situation that has not been readily resolved or when he/she has demonstrated an inability to<br />
perform assigned work responsibilities efficiently, the team member may be given a final warning<br />
or placed on a performance improvement plan (PIP). PIP status will last for a predetermined<br />
amount of time not to exceed 90 days. Within this time period, the team member must<br />
demonstrate a willingness and ability to meet and maintain the conduct and/or work<br />
requirements as specified by the supervisor and the organization. At the end of the performance<br />
improvement period, the performance improvement plan may be closed or, if established goals<br />
are not met, dismissal may occur.<br />
Team members will be asked to sign all written warnings noted above to acknowledge the receipt of such<br />
warning. The signature required by the team member does not indicate that the team member<br />
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agrees with the disciplinary action, only that the warning was received. Failure to sign may result in further<br />
disciplinary action or discharge.<br />
MMI reserves the right to determine the appropriate level of discipline for any inappropriate conduct,<br />
including oral and written warnings, suspension with or without pay, demotion and discharge.<br />
In the event of an internal investigation, team members will be expected to cooperate with Human<br />
Resources and management to resolve any issues. Failure to cooperate with an internal investigation may<br />
include disciplinary action or discharge.<br />
Separation of Employment<br />
Separation of employment can occur for several different reasons.<br />
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Resignation: Although we hope your employment with us will be a mutually rewarding<br />
experience, we understand that varying circumstances cause team members to voluntarily resign<br />
employment. Resigning team members are encouraged to provide two weeks’ notice, preferably<br />
in writing, to facilitate a smooth transition out of the organization. Management reserves the right<br />
to provide a team member with two weeks’ pay in lieu of notice in situations where job or business<br />
needs warrant such action. If a team member provides less notice than requested, the employer<br />
may deem the individual to be ineligible for rehire depending on the circumstances regarding the<br />
notice given. Team members who voluntarily resign are entitled to salary or wages due and any<br />
unused accrued vacation earned during the preceding year of employment which will be paid by<br />
regular paycheck on the next pay day.<br />
Retirement: Team members who wish to retire are required to notify their department director<br />
and the Human Resource department in writing at least one (1) month before the planned<br />
retirement date. Team members who retire are entitled to salary or wages due and any unused<br />
accrued vacation earned during the preceding year of employment which will be paid by regular<br />
paycheck on the next pay day.<br />
Job abandonment: Team members who fail to report to work or contact their supervisor for three<br />
(3) consecutive workdays shall be considered to have abandoned the job without notice, effective<br />
at the end of their normal shift on the third day. The supervisor shall notify the Human Resource<br />
department at the expiration of the third workday and initiate the paperwork to terminate the<br />
team member. Team members who are separated due to job abandonment are entitled only to<br />
salary or wages due which will be paid by regular paycheck on the next pay day.<br />
Termination: Team members who are involuntarily terminated are entitled only to salary or wages<br />
due which will be paid by regular paycheck on the next pay day.<br />
Reduction in Force (RIF): A necessary reduction in force may be due to reasons beyond the control<br />
of and through no fault of the team member. The team member, after (1) one year of satisfactory<br />
and continuous service may be entitled to final salary or wages due and pay for unused accrued<br />
vacation. Both will be paid by regular paycheck on the next pay day. A team member with less<br />
than one (1) year of service is entitled to salary or wages due which will be paid by regular<br />
paycheck on the next pay day.<br />
The separating team member must return all company property at the time of separation, including<br />
uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in<br />
deductions from the final paycheck.<br />
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Separating team members will be asked to complete an Exit Interview Questionnaire. This report is<br />
confidential and used for research purposes only.<br />
Employer contributions to health insurance will stop on the last day of the month of employment.<br />
Information regarding continued health coverage will be provided in COBRA notices mailed to the team<br />
member’s home address.<br />
Rehire<br />
Former team members who left MMI in good standing and were classified as eligible for rehire may be<br />
considered for reemployment. An application must be submitted to the hiring manager, and the applicant<br />
must meet all minimum qualifications and requirements of the position, including any qualifying exam,<br />
when required.<br />
Team members who are rehired with a break in service of less than 13 weeks will be eligible for some<br />
benefits immediately upon rehire. Team members with more than a 13‐week break in service will begin<br />
benefits as any other new hire. Previous tenure will not be considered in calculating longevity or leave<br />
accruals.<br />
An applicant or team member who is terminated or who resigned in lieu of termination from employment<br />
due to a policy violation will be ineligible for rehire.<br />
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WORKPLACE SAFETY<br />
Drug‐Free Workplace<br />
MMI has a longstanding commitment to provide a safe and productive work environment. Alcohol and<br />
drug abuse pose a threat to the health and safety of team members and to the security of our equipment<br />
and facilities. For these reasons, MMI is committed to the elimination of drug and/or alcohol use and<br />
abuse in the workplace.<br />
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or<br />
drug use in the workplace. This policy applies to all team members and all applicants for employment of<br />
MMI. The Human Resource department is responsible for policy administration.<br />
Team Member Assistance and Drug‐Free Awareness<br />
Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Team<br />
members should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This<br />
policy does not prohibit team members from the lawful use and possession of prescribed medications.<br />
Team members must, however, consult with their doctors about the medications’ effect on their fitness<br />
for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Team<br />
members should not, however, disclose underlying medical conditions unless directed to do so.<br />
Work Rules<br />
The following work rules apply to all team members:<br />
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Whenever team members are working, are operating any company vehicle, are present on<br />
company premises, or are conducting related work off‐site, they are prohibited from:<br />
o Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include<br />
possession of drug paraphernalia).<br />
o Being under the influence of alcohol or an illegal drug as defined in this policy.<br />
The presence of any detectable amount of any illegal drug or illegal controlled substance in a team<br />
member’s body while performing company business or while in a company facility is prohibited.<br />
MMI will not allow any team member to perform their duties while taking prescribed drugs that<br />
are adversely affecting the team member’s ability to safely and effectively perform their job<br />
duties. Team members taking a prescribed medication must carry it in the container labeled by a<br />
licensed pharmacist or be prepared to produce it if asked.<br />
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement<br />
agency and may result in criminal prosecution.<br />
Required Testing<br />
The company retains the right to require the following tests:<br />
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Pre‐employment: All applicants must pass a drug test before beginning work or receiving an offer<br />
of employment. Refusal to submit to testing will result in disqualification of further employment<br />
consideration.<br />
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Transportation Team members: All team members who drive a company‐owned vehicle and/or<br />
transport guests/customers must pass an annual drug test to continue employment.<br />
Reasonable suspicion: Team members are subject to testing based on observations of apparent<br />
workplace use, possession or impairment. Human Resources must be consulted before sending a<br />
team member for reasonable suspicion testing.<br />
Post‐accident: Team members are subject to testing when they cause or contribute to accidents<br />
that seriously damage a company vehicle, machinery, equipment or property and/or result in an<br />
injury to themselves or another team member requiring off‐site medical attention. In any of these<br />
instances, the investigation and subsequent testing must take place within two (2) hours following<br />
the accident, if not sooner.<br />
Consequences<br />
Applicants who refuse to cooperate in a drug test or who test positive will not be hired.<br />
Team members who refuse to cooperate in required tests or who use, possess, buy, sell,<br />
manufacture or dispense an illegal drug in violation of this policy will be terminated.<br />
Team members will be paid for time spent in alcohol/drug testing and then suspended pending the results<br />
of the drug/alcohol test.<br />
Confidentiality<br />
Information and records relating to positive test results, drug and alcohol dependencies and legitimate<br />
medical explanations provided to the medical review officer (MRO) shall be kept confidential to the extent<br />
required by law and maintained in secure files separate from normal personnel files.<br />
Inspections<br />
MMI reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All<br />
team members, contract team members and visitors may be asked to cooperate in inspections of their<br />
persons, work areas and property that might conceal a drug, alcohol or other contraband. Team members<br />
who possess such contraband or refuse to cooperate in such inspections are subject to appropriate<br />
discipline up to and including discharge.<br />
Crimes Involving Drugs<br />
MMI prohibits all team members from manufacturing, distributing, dispensing, possessing or using an<br />
illegal drug in or on company premises or while conducting company business. Team members are also<br />
prohibited from misusing legally prescribed or over‐the‐counter (OTC) drugs. Law enforcement personnel<br />
shall be notified, as appropriate, when criminal activity is suspected.<br />
Violence in the Workplace<br />
All team members, guests, customers, vendors and business associates must be treated with courtesy and<br />
respect at all times. Team members are expected to refrain from conduct that may be dangerous to<br />
others. To ensure a safe workplace and to reduce the risk of violence, all team members should review<br />
and understand all provisions of this workplace violence policy.<br />
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Prohibited Conduct<br />
MMI does not tolerate any conduct that threatens, intimidates or coerces another team member,<br />
customer, vendor or business associate. MMI resources may not be used to threaten, stalk or harass<br />
anyone at the workplace or outside the workplace. Team members are prohibited from making threats or<br />
engaging in violent activities. The list of behaviors, while not inclusive, provides examples of conduct that<br />
is prohibited:<br />
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Causing physical injury to another person.<br />
Making threatening remarks.<br />
Aggressive or hostile behavior that creates a reasonable fear of injury to another person or<br />
subjects another individual to emotional distress.<br />
Intentionally damaging employer property or property of another team member.<br />
Possession of a weapon while on company property or while on company business.<br />
Committing acts motivated by, or related to, sexual harassment or domestic violence.<br />
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities<br />
should be reported as soon as possible to a supervisor, security personnel, Human Resources, or any<br />
member of senior management. When reporting a threat or incident of violence, the team member should<br />
be as specific and detailed as possible. Team members should not place themselves in peril, nor should<br />
they attempt to intercede during an incident.<br />
Team members should promptly inform the Human Resource department of any protective or restraining<br />
order that they have obtained that lists the workplace as a protected area. Team members are encouraged<br />
to report safety concerns with regard to intimate partner violence. MMI will not retaliate against team<br />
members making good‐faith reports.<br />
MMI will promptly and thoroughly investigate all reports of threats of violence or incidents of actual<br />
violence and of suspicious individuals or activities. The identity of the individual making a report will be<br />
protected as much as possible. MMI will not retaliate against team members making good‐faith reports<br />
of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the<br />
integrity of its investigation, MMI may suspend team members suspected of workplace violence or threats<br />
of violence, either with or without pay, pending investigation.<br />
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of<br />
these guidelines will be subject to prompt disciplinary action up to and including termination of<br />
employment.<br />
MMI encourages team members to bring their disputes to the attention of their supervisors or Human<br />
Resources before the situation escalates. MMI will not discipline team members for raising such concerns.<br />
Safety<br />
It is the responsibility of each team member to conduct all tasks in a safe and efficient manner complying<br />
with all local, state and federal safety and health regulations and program standards, and with any special<br />
safety concerns for use in a particular area or with a client.<br />
Although most safety regulations are consistent throughout each department and program, each team<br />
member has the responsibility to identify and familiarize her/himself with the emergency plan for his/her<br />
working area. Each facility shall have posted an emergency plan detailing procedures in handling<br />
emergencies such as fire, weather‐related events and medical crises.<br />
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It is the responsibility of the team member to complete an Accident and Incident Report for each safety<br />
and health infraction that occurs by a team member or that the team member witnesses. Failure to report<br />
such an infraction may result in team member disciplinary action, including termination.<br />
Furthermore, management requires that every person in the organization assumes the responsibility of<br />
individual and organizational safety. Failure to follow company safety and health guidelines or engaging<br />
in conduct that places the team member, client or company property at risk can lead to team member<br />
disciplinary action and/or termination.<br />
Weapons Policy<br />
MMI believes it is important to establish a clear policy that specifically addresses weapons in the<br />
workplace. MMI prohibits all team members who enter an MMI property/facility from carrying a handgun,<br />
firearm, or weapons of any kind on the property regardless of whether the person is licensed to carry a<br />
weapon or not. This policy applies to all team members, contract or temporary team members, and<br />
contractors on company property, regardless of whether or not they are licensed to carry a concealed<br />
weapon. The only exceptions to this policy are law enforcement officers, security guards, or other persons<br />
whom the Manager/Owner has given written consent to carry a weapon.<br />
All team members are also prohibited from carrying a weapon while in the course and scope of doing their<br />
job at MMI, whether they are on company property at the time or not and whether they are licensed to<br />
carry a handgun or not. Team members may not carry a weapon covered by this policy while performing<br />
any task on MMI’s behalf. The only exceptions to this policy will be persons whom their Manager/Owner<br />
has given written consent to carry a weapon while performing specific tasks on MMI’s behalf. This policy<br />
also prohibits weapons at any MMI property/facility‐sponsored function such as parties or picnics.<br />
Prohibited weapons include any form of weapons or explosives restricted under local, state, or federal<br />
regulation. This includes all firearms, illegal knives or other weapons covered by the law. Legal, chemical<br />
dispensing devices such as pepper spray that are sold commercially for personal protection is not covered<br />
by this policy.<br />
MMI properties and/or facilities covered by this policy include without limitation all MMI owned or leased<br />
buildings and surrounding areas such as sidewalks, walkways, driveways, and parking lots under MMI<br />
ownership or control. MMI vehicles are covered by this policy at all times regardless of whether they are<br />
on MMI property at the time.<br />
MMI reserves the right to conduct searches of any person, vehicle or object that enters onto MMI<br />
managed properties or facilities. Pursuant to this provision, MMI is authorized to search lockers, desks,<br />
purses, briefcases, baggage, tool boxes, lunch sacks, clothing, vehicles parked on property and any other<br />
item in which a weapon may be hidden. Additionally, MMI may search a company owned vehicle and any<br />
vehicle owned by a team member that is being used to conduct business for MMI, regardless of whether<br />
the vehicle is located on the property at the time. Searches may be conducted by MMI Management or<br />
local authorities. To the extent the search is requested by MMI Management and if the team member<br />
refuses a search, such refusal may result in termination. MMI reserves the right to conduct searches on<br />
its property or authorize searches by law enforcement on its property without the team member present.<br />
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Failure to abide by all terms and conditions of the policies described above may result in discipline up to<br />
and including termination. This policy shall not be construed to create any duty or obligation on the part<br />
of MMI to take any actions beyond those required of an employer by existing law. If you become aware<br />
of anyone violating this policy, please report it to your supervisor or the Director of Human Resources<br />
immediately.<br />
Vehicle Policy<br />
MMI provides vehicles for business use to allow designated team members to drive on companydesignated<br />
business or to reimburse team members for business use of personal vehicles according to the<br />
guidelines below. MMI retains the right to amend or terminate this policy at any time. (The term "vehicle,"<br />
as used in these guidelines, includes, but is not limited to, cars, trucks, backhoes, front‐end loaders,<br />
graders and any motorized watercraft.)<br />
In order for the Company to comply with its obligations under our insurance policy, the following<br />
measures must be followed in regards to Company owned vehicles:<br />
No team member under the age of 18 is permitted to drive a company vehicle.<br />
No team member will be permitted to drive the vehicle of a guest.<br />
A motor vehicle report will be obtained which must verify a satisfactory safe driving record if the<br />
team member is to continue driving a company vehicle. Team members approved to drive on<br />
company business are required to inform their supervisor of any changes that may affect either<br />
their legal or physical ability to drive or their continued insurability.<br />
Each registered driver of a company owned auto or cargo vehicle must have and be in possession<br />
of an up‐to‐date driver’s license while driving a company owned vehicle. Violation of this policy<br />
will be used as grounds for termination of both the driver and the person who authorized or<br />
directed the operator to drive the vehicle.<br />
Team members who drive a vehicle on company business must, in addition to meeting the<br />
approval requirements above, exercise due diligence to drive safely and to maintain the security<br />
of the vehicle and its contents. Team members are also responsible for any driving infractions or<br />
fines as a result of their driving.<br />
Authorization to use a personally owned vehicle for Company business is granted under the following<br />
conditions:<br />
The team member‐driver shall comply with all motor vehicle laws and regulations of the state or<br />
states in which the team member travels on Company business including laws and regulations<br />
covering vehicle registration, driver’s license and state vehicle inspections.<br />
It is Company policy that team members who drive or ride as passengers while on Company<br />
business will use available passenger restraints at all times when the vehicle is in motion.<br />
The vehicle to be used for driving on Company business shall be insured for at least the minimum<br />
of $25,000 for bodily injury and $25,000 for property damage.<br />
The Company will reimburse the team member‐driver for authorized mileage on Company<br />
business within a calendar year at the then prevailing rates or a fixed monthly allowance. The<br />
Company will also pay bridge, ferry, and road tolls and parking charges when these expenses are<br />
incurred while the vehicle is being used on Company business.<br />
The team member‐driver shall keep accurate records and submit reports as required by the<br />
Company covering mileage, expenses and accidents if paid on a mileage rate.<br />
The Company shall be notified immediately of any/all accidents in which the driver is involved<br />
while driving the vehicle on Company business. The driver must submit all moving violation<br />
citations to the Company within 30 days of receipt.<br />
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The Company is authorized to verify the accident and motor vehicle record of any team<br />
member‐driver.<br />
If the personally owned vehicle covered by this agreement is not owned by the team memberdriver,<br />
a Personally Owned Vehicle Business Use Agreement must be signed and submitted to<br />
your General Manager/District Manager.<br />
This authorization may be terminated by the Company at any time.<br />
Smoking Policy<br />
It is the policy of MMI to prohibit smoking on all interior company premises in order to provide and<br />
maintain a safe and healthy work environment for all team members. The law defines smoking as the "act<br />
of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind."<br />
The smoke‐free workplace policy applies to:<br />
All interior areas of company buildings.<br />
All company‐sponsored off‐site conferences and meetings.<br />
All vehicles owned or leased by the company.<br />
All visitors (customers and vendors) to the company premises.<br />
All contractors and consultants and/or their team members working on the company premises.<br />
All team members, temporary team members and student interns.<br />
Smoking is permitted in designated smoking areas only. Smoking is prohibited within 25 feet of a public<br />
entrance to any MMI facility.<br />
This Smoke‐Free Workplace policy will include “vaping”, or the use of electronic cigarettes. Vaping is only<br />
permitted where smoking would be allowed.<br />
Team members who violate the smoking policy will be subject to disciplinary action up to and including<br />
immediate discharge.<br />
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WORKPLACE EXPECTATIONS<br />
Confidentiality<br />
Our guests, clients and other parties with whom we do business entrust MMI with important information<br />
relating to their businesses. It is our policy that all information considered confidential will not be<br />
disclosed to external parties or to team members without a “need to know.” If a team member questions<br />
whether certain information is considered confidential, he/she should first check with his/her immediate<br />
supervisor.<br />
This policy is intended to alert team members to the need for discretion at all times and is not intended<br />
to inhibit normal business communications.<br />
All inquiries from the media must be referred to Micajah Sturdivant, President of MMI Hotel Group, or<br />
Ronnie Cockayne, President of MMI Dining Systems.<br />
Conflicts of Interest<br />
Team members must avoid any relationship or activity that might impair, or even appear to impair, their<br />
ability to make objective and fair decisions when performing their jobs. At times, a team member may be<br />
faced with situations in which business actions taken on behalf of MMI may conflict with the team<br />
member’s own personal interests. Company property, information or business opportunities may not be<br />
used for personal gain.<br />
Conflicts of interest could arise in the following circumstances:<br />
Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier<br />
or contractor, regardless of the nature of the employment, while employed with MMI.<br />
Hiring or supervising family members or closely related persons.<br />
Serving as a board member for an outside commercial company or organization.<br />
Owning or having a substantial interest in a competitor, supplier or contractor.<br />
Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or<br />
supplier, unless equally available to all company team members.<br />
Team members with a conflict‐of‐interest question should seek advice from management. Before<br />
engaging in any activity, transaction or relationship that might give rise to a conflict of interest, team<br />
members must seek review from their manager or the Human Resource department.<br />
Outside Employment<br />
Team members are permitted to engage in outside work or to hold other jobs, subject to certain<br />
restrictions as outlined below.<br />
Activities and conduct away from the job must not compete with, conflict with or compromise the<br />
company interests or adversely affect job performance and the ability to fulfill all job responsibilities.<br />
Team members are prohibited from performing any services for customers on nonworking time that are<br />
normally performed by MMI. This prohibition also extends to the unauthorized use of any company tools<br />
or equipment and the unauthorized use or application of any confidential information. In addition, team<br />
members are not to solicit or conduct any outside business during paid working time.<br />
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Team members are cautioned to carefully consider the demands that additional work activity will create<br />
before accepting outside employment. Outside employment will not be considered an excuse for poor job<br />
performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or<br />
different hours. If MMI determines that a team member’s outside work interferes with performance, the<br />
team member may be asked to terminate the outside employment.<br />
Team members who have accepted outside employment may not use paid sick leave to work on the<br />
outside job. Fraudulent use of sick leave will result in disciplinary action up to and including termination.<br />
Attendance and Punctuality<br />
Vacation and holidays must be scheduled with one’s supervisor in advance. Sick leave may be used in the<br />
case of emergency or sudden illness without prior scheduling. Patterns of absenteeism or tardiness may<br />
result in discipline even if the team member has not yet exhausted available paid time off. Absences due<br />
to illnesses or injuries that qualify under the Family and Medical Leave Act (FMLA) will not be counted<br />
against a team member’s attendance record. Medical documentation within the guidelines of the FMLA<br />
may be required in these instances.<br />
Not reporting to work and not calling to report the absence is a no‐call/no‐show and is a serious matter.<br />
The first instance of a no call/no show will result in a written warning. The second separate offense may<br />
result in termination of employment with no additional disciplinary steps. A no call/no show lasting three<br />
days may be considered job abandonment and may be deemed a team member’s voluntary resignation<br />
of employment.<br />
Attire and Grooming<br />
While your smile is the most important thing you can wear to work, it is important for all team members<br />
to project a professional image while at work by being appropriately attired. MMI team members are<br />
expected to be neat, clean and well‐groomed while on the job. Clothing must be consistent with the<br />
standards for a business environment and must be appropriate to the type of work being performed.<br />
MMI will provide uniforms to certain team members where applicable. Appropriate uniforms will be<br />
issued on a loan‐type basis to the new team members as soon as possible after hiring. The team member<br />
must sign the uniform policy and receipt forms. Unserviceable uniforms will be replaced on a direct<br />
exchange (one‐for‐one) basis. Additionally, MMI realizes that a clean and neat uniform can make the most<br />
important first impression of quality and efficiency on our guests. Therefore, the company will<br />
compensate non‐exempt team members issued uniforms for laundering services at the rate of $0.10 per<br />
hour. This is included in the hourly wage paid by the facility.<br />
MMI has a deep concern for the safety and security of all our guests and team members. Therefore, to<br />
help insure our team members’ safety, selected job positions require that team members only wear shoes<br />
sold by “Suregrip” while team members are in any of these positions. All other team members are<br />
expected to provide their own shoes in styles specified by management. For team members that are<br />
required to wear “Suregrip”, MMI will pay $40.00 toward the first pair and one replacement pair every<br />
twelve (12) months.<br />
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Think Appearance<br />
If you look good, you feel good. Creating thoughtful and meaningful interactions is what MMI is all<br />
about, which is why it is important for our associates to have a clean and neat appearance. Wearing<br />
the appropriate uniform helps our guests identify us as helpful and knowledgeable staff.<br />
Your department supervisor will distribute the appropriate uniform based on the position you were hired<br />
for. In cases where team members are not supplied a full uniform, they will be expected to conform to<br />
grooming standards and dress appropriately for the job. The uniform must be worn in its entirety when<br />
the team member is anywhere on company grounds or in any way visible to the public. This includes<br />
periods prior to and following clocking in or out, in parking lots, or going to or from the break room.<br />
Nametags ‐ In order to continue meaningful interactions with our guests, some of our departments<br />
require nametags to be worn. If you are required to wear a nametag, the name on the tag should be your<br />
legal name. Company issued nametags should be worn with uniforms at all times when on duty. Team<br />
members should remove their nametags when they are off site and off duty. Lost or stolen nametags<br />
should be replaced immediately. Uniforms may not be accessorized by other than wearing company<br />
issued pins or tags. This includes the wearing of political or humorous buttons.<br />
Non‐uniform pieces ‐ The uniform for some positions require the team member to select complimentary<br />
clothing on their own. We do not allow excessively faded, tight, frayed, unhemmed, or patched clothing.<br />
Fitted or relaxed pants are acceptable, but baggy pants that expose undergarments are not permitted.<br />
The following types of pants or tops are not allowed: jeans/denim, shorts, skorts, stirrups, leggings, stretch<br />
pants, sweat/wind pants, jumpsuits, spaghetti straps, halter or tank tops. Team members are not allowed<br />
to expose their mid‐drifts or undergarments at any time.<br />
If a shirt is worn under a uniform, it must be plain white and should not hang out at the waistline.<br />
Summer season ‐ When weather or job conditions allow, men and women may wear shorts and women<br />
may wear skirts. Shorts and skirts must be of an appropriate length. Skirts and dresses should be no more<br />
than three inches above the midpoint of the knee in length. We do not allow skirts or shorts to be<br />
excessively short, tight, baggy, faded, unhemmed or patched. Please ask your supervisor for specifics.<br />
Hats ‐ Only company logo hats should be worn while on duty. A hat may or may not be issued as part of<br />
your uniform depending on your position.<br />
Shoes will be functional, clean, polished, and appropriate to the business environment. They will provide<br />
the wearer with good balance. Men will wear coordinating socks. In office settings, dress sandals may be<br />
worn but must have leather soles.<br />
Body Art ‐ If you have a tattoo, it must be covered while on duty. If a tattoo cannot be covered and remains<br />
visible (head, neck, face, hands, or fingers) it must not be offensive. Management reserves the right to<br />
change or modify this policy at any time.<br />
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Jewelry ‐ All jewelry must be discrete and unobtrusive. One earring (not to exceed more than one inch)<br />
per ear is permissible for women which should be worn in the earlobe. Men shall not wear earrings. One<br />
snug fitting bracelet or watch per arm is acceptable. Rings may be worn, not to exceed two per hand, and<br />
must have small settings.<br />
Sunglasses ‐ The wearing of sunglasses by team members is permitted only in specified areas, and only<br />
outdoors. The glasses must be conservative and functional. In certain working areas, safety glasses may<br />
be mandatory.<br />
Hair must be arranged neatly, be clean, and be unremarkable in color, texture, or style. No accessories<br />
other than an approved hair pin may be worn in the hair. Male associates’ hair must be above the collar<br />
in length if they are engaged in a guest service position. If head hair exceeds collar length, it must be pulled<br />
back in a ponytail or tucked up under a company‐approved hat when working around<br />
equipment/machinery or food.<br />
Hair may not exhibit oils or ointments. Males must keep beards and goatees neatly trimmed, with<br />
conservative mustaches no longer than the corner of the mouth and sideburns no longer than the<br />
midpoint of the ear. A conservative, neatly trimmed mustache is permitted. All determinations of<br />
acceptable hair styles are made by departmental supervisors, including determinations involving medical<br />
issues.<br />
Fingernails shall not extend more than one‐quarter inch beyond the tine of the finger, and fingernail<br />
jewelry is prohibited. Colored nail polish is prohibited for men.<br />
Perfumes and colognes may not be worn in guest contact jobs. All team members must bathe regularly<br />
and display a clean, well‐scrubbed appearance. The use of deodorants, personal products, and mouth<br />
washes is necessary.<br />
Cosmetics must be subtle. No extreme or dramatic coloration is permitted.<br />
For reasons of health, safety, or regulation, individual departments will adhere to additional standards<br />
governing team member dress and grooming. These are specific to each department and are<br />
communicated both in writing and verbally.<br />
Any violations of the dress policy will result in discipline, any action including the possible termination of<br />
employment.<br />
Any uniforms provided to a team member must be returned upon separation from employment. This<br />
includes nametags.<br />
Use of Facilities<br />
We are here to server our guests’ needs. The recreational facilities at our locations are for our guests only.<br />
There may be authorized exceptions for staff meal periods, but generally uniformed team members are<br />
not to make use of the public dining areas, lounge, or other facilities. This includes times when you are<br />
“off‐duty”. We don’t want to leave our guests with the impression that our service needs are more<br />
important than theirs.<br />
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Alcohol Purchase and Consumption Policy<br />
Team members are not allowed to order, consume or purchase alcohol at MMI owned or managed<br />
properties where alcohol is served or sold except where noted below.<br />
Team members whose job responsibilities require them to entertain clients or potential clients may<br />
consume a moderate amount of wine or beer during a sales meeting/meal.<br />
<br />
<br />
<br />
Team members who are traveling for business.<br />
Team members who are off duty and visiting a Company property that is not their regular place of<br />
employment may consume a moderate amount of alcohol. Please note for purposes of this policy,<br />
King and Prince Resort and Hampton Club at King and Prince Golf Course are considered the same<br />
place of employment.<br />
Any team member who has been granted a waiver by the Divisional President.<br />
For the purpose of this policy "Company property" includes all buildings, offices, facilities, grounds, parking<br />
lots, lockers, places and vehicles owned, leased or managed by MMI Hospitality Group or on any site on<br />
which the company is conducting business.<br />
Electronic Communication Resource Abuse<br />
MMI provides electronic communication and recordkeeping devices and systems for business use and for<br />
limited, necessary, personal use – for example, making transportation, financial or familial arrangements to<br />
facilitate attendance and good job performance. MMI expects that all such resources will be used lawfully,<br />
consistent with those purposes.<br />
All of us have been shocked, offended or embarrassed by what people thoughtlessly communicate in e‐ mails,<br />
text messages and through social media. A good rule of thumb is to pause before following that impulse, and<br />
to do electronically only what you would do if you were writing the same message in a formal business letter.<br />
Here are some examples of abuses that probably would attract management attention and provoke<br />
disciplinary action if found unreasonable and legally unprotected:<br />
<br />
<br />
<br />
Communicating in ways that should reasonably be expected to violate others’ rights, subjecting MMI<br />
to a legal claim, such as making a maliciously false, defamatory statement about someone else, or<br />
committing unlawful harassment against someone else;<br />
Otherwise violating another’s legal rights, such as stealing or disclosing intellectual property (including<br />
guest personal and financial data, trade secrets and other confidential business information) that is not<br />
exclusively yours;<br />
Without authorization, purporting to commit MMI to a legal obligation, or otherwise purporting to<br />
speak for MMI on an important matter – for example, expressing what you believe to be MMI’s support<br />
for, or opposition to, a proposed, nearby real estate development, or insulting a guest who left no tip;<br />
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Using your position with MMI, and your access to its communication resources, to cheat or defraud<br />
someone else – for example, running a vacation booking scam or soliciting personal payment for<br />
providing MMI services or accommodations;<br />
Carelessly or recklessly exposing MMI’s system or device to hacking, for example, by ignoring<br />
suspicious indicators such as phishing e‐mails, pop‐ups or downloads;<br />
Concealing or misrepresenting your knowledge of such activity by others with access to MMI’s<br />
systems and devices; for example, if you reasonably suspect that a co‐worker is stealing customer<br />
charge card data, report it, immediately.<br />
Social Media Abuse<br />
In some cases, your use of your own communication system or device might justify management attention<br />
and adverse consequences. For example, insulting a cheapskate guest via social media is a bad idea, regardless<br />
of whose device you use to do it. People who cannot resist such impulses probably should not be in the<br />
hospitality business. Once you put something on an insecure site, it’s susceptible to worldwide, eternal<br />
distribution. Don’t be surprised if it comes to management’s attention. We have a right to notice what you put<br />
out there.<br />
Workplace Solicitations, Distributions and Postings<br />
When we are being paid to work, MMI expects us to work, not to socialize or solicit for others. That may be<br />
done before and after work, during paid breaks and unpaid meal times. But even during non‐work time, avoid<br />
posting or distributing materials (flyers, pictures, banners, notices, etc.) in areas where work is performed<br />
during work time. None of us should be put in the position of having to complain to management about a coworker’s<br />
use of work time and locations to promote, for example, school candy sales, raffles to support<br />
cheerleading squads or athletic teams, etc. And, more specifically:<br />
<br />
<br />
Non team members may not solicit team members or distribute literature of any kind on company<br />
premises at any time – for example, leafleting vehicles in our parking lot;<br />
Team members may only admit non team members to work areas with management approval or as<br />
part of a company‐sponsored program. These visits should not disrupt workflow. A team member<br />
must accompany the non team member at all times. Former team members are not permitted onto<br />
company property except for official company business.<br />
If you believe that you have a project or message that has business value and you would like MMI to publicize<br />
it, contact HR. Don’t do it on your own.<br />
Team Member Personnel Files<br />
Team member files are maintained at each location for each team member and are considered confidential.<br />
Personnel file access by current team members and former team members upon request will generally be<br />
permitted within three days of the request unless otherwise required under state law. Personnel files are to<br />
be reviewed in the presence of the General Manager or District Manager. Personnel files may not be taken<br />
outside the facility.<br />
Representatives of government or law enforcement agencies, in the course of their duties, may be allowed<br />
access to file information when applicable.<br />
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Respect for Intellectual Property Rights<br />
Every one of us learns something valuable by doing our job well. Sometimes, we invent ways to do things<br />
better, or to do something entirely new. Legally, the employer owns all such information. If it has competitive<br />
value and is not generally known to competitors, such information may be protected as a trade secret – for<br />
example, a list of customer preferences and booking histories. Recorded information (writings, software code,<br />
etc.) may be protected by copyright laws. MMI policy is not to hire someone if MMI is aware of an enforceable<br />
obligation to a prior employer that would bar or hinder employment with MMI. MMI also strives to keep our<br />
confidential business information confidential. A team member who conceals or misrepresents such an<br />
obligation to a prior employer may be dismissed for doing so, as may a team member who violates MMI’s legal<br />
rights regarding such information. In extreme cases, MMI may be compelled to take legal action against a team<br />
member or former team member who has taken or disclosed MMI’s intellectual property. If you have any<br />
question about your right to use or to disclose MMI’s confidential business information or other intellectual<br />
property, you should consult HR before you do either.<br />
COMPENSATION<br />
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Performance and Salary Review<br />
A program to review and analyze team members’ annual performance will be established and maintained at<br />
each property. Team members will receive a performance review on the established date each year. The<br />
performance appraisal will be discussed, and both the team member and manager will sign the form to ensure<br />
that all strengths, areas for improvement and job goals for the next review period have been clearly<br />
communicated. Performance evaluation forms will be retained in the team member’s personnel file.<br />
Merit increases are based on the team member’s job performance and when company performance and<br />
financials allow. A performance review does not always result in an automatic salary increase. The team<br />
member’s overall performance and salary level relative to his/her position responsibilities are evaluated to<br />
determine if a salary increase would be warranted.<br />
Budget allocations for merit increases are planned for and allocated before the start of each calendar year.<br />
The annual salary increase program is designed to assist management in planning and allocating merit and<br />
promotional increases that reward individual performance, that are market competitive and that are internally<br />
equitable.<br />
Salary adjustments are occasionally requested or warranted at times other than the team member’s scheduled<br />
annual salary reviews. Out‐of‐cycle salary increases must be preapproved by the department manager, HR and<br />
the company president. Human Resources will review all salary increase/adjustment requests to ensure<br />
internal equity and compliance with company policies and guidelines.<br />
Payment of Wages<br />
Salary and wages will be paid twice each month. Pay periods are as follows:<br />
Non‐Exempt, Hourly Team members:<br />
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<br />
each month. For example, time worked January 1 st – January 15 th will be paid on January 24 th .<br />
Time worked from 16 th of the month through the end of the month will be paid on or before the 9 th of<br />
the following month. For example, time worked January 16 th ‐January 31 st will be paid on February 9 th .<br />
Team members may be paid by check or through direct deposit of funds to either a savings or checking account<br />
at the financial institution of their choice.<br />
In the event of a lost payment, the Payroll Manager must be notified in writing as soon as possible and before<br />
a replacement check can be issued. In the event the lost paycheck is recovered and the company identifies the<br />
endorsement as that of the team member, the team member must remit the amount of the replacement<br />
check to the company within 24 hours of the time it is demanded.<br />
If a team member's marital status changes or the number of exemptions previously claimed increases or<br />
decreases, a new Form W‐4 must be submitted to the Payroll Manager.<br />
There will be no pay advances or loans to team members without the approval of the Vice President of<br />
Operations or the District Manager.<br />
Payroll and/or personal checks will not be cashed by the Facility for team members and/or supervising or<br />
management personnel.<br />
Tip Slips<br />
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All tips, including cash tips, are considered taxable income. The Internal Revenue Service requires that all tips<br />
be reported.<br />
Time Reporting<br />
A work hour is any hour of the day that is worked and should be recorded to the nearest tenth of an hour. The<br />
workday is defined as the 24‐hour period starting at 12:00 a.m. and ending at 11:59 p.m. The workweek covers<br />
seven consecutive days beginning on Monday and ending on Sunday.<br />
Overtime is defined as hours worked by an hourly or nonexempt team member in excess of 40 hours in a<br />
workweek and should be recorded to the nearest tenth of an hour. Overtime must be approved in advance by<br />
the manager to whom the team member reports.<br />
Each team member will record time worked on a timecard or in a timebook or through an electronic data entry<br />
device. Team members, with the exception of bona fide department heads called in by their supervisor or<br />
person designated by their supervisor for non‐scheduled work, will be paid a minimum of four (4) hours of<br />
wages. Exempt from this minimum requirement are those non‐work meetings and functions where attendance<br />
is voluntary. If attendance is required immediately before, immediately after, or during a regular work shift at<br />
non‐work functions, those team members “at work” will be paid on their regular hourly basis.<br />
Team members for whom a tip credit is taken will be paid no less than the established minimum wage rate when<br />
attending meetings.<br />
Team members are not expected to perform any duties related to their jobs unless they have properly “clocked<br />
in”.<br />
Each property/facility will establish a standard or normal work schedule for each team member in each<br />
department. The work schedule will specify hours per day and days per week that each team member is<br />
required to work.<br />
Meal/Rest Periods<br />
The scheduling of meal periods at MMI is set by the team member’s immediate manager with the goal of<br />
providing the least possible disruption to company operations.<br />
Mandatory Meal Period<br />
Team member meal periods are important to company productivity and team member health. Team members<br />
who work at least six (6) consecutive hours will be provided a meal break not to exceed 60 minutes. The meal<br />
period will not be included in the total hours of work per day and is not compensable. Nonexempt team<br />
members are to be completely relieved of all job duties while on meal breaks and must clock out for meal<br />
periods.<br />
Rest Breaks<br />
Salaried team members, as they are paid a weekly salary regardless of the hours they work, may choose to<br />
take breaks as needed. Nonexempt team members are permitted a 15‐minute rest break for each four hours<br />
of work. Nonexempt team members on rest breaks are not required to clock in and clock out because this time<br />
is considered “time worked” and is compensable.<br />
Impermissible Use of Meal Period and/or Rest Breaks<br />
Neither the lunch period nor the rest break(s) may be used to account for a team member's late arrival or early 30<br />
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.<br />
Overtime Pay (nonexempt team members)<br />
Nonexempt team members who exceed 40 hours of work time in a workweek will be paid overtime at the rate<br />
of one and half times their hourly rate. It is important to note that the 40 hours is calculated on actual time<br />
worked and does not include paid leave, such as holiday, sick or vacation pay.<br />
A workweek is defined as a consecutive seven (7) day period. For MMI facilities, that period begins at 12:00<br />
a.m. on Monday morning and ends at 11:59 p.m. on Sunday night.<br />
On‐Call Pay (nonexempt team members)<br />
An on‐call team member who is called back to work outside his or her normal work schedule shall be paid for<br />
the time worked or a minimum of two (2) hours, whichever is greater.<br />
Time worked while on call will be calculated at the team member’s regular rate of pay. If a team member is<br />
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<br />
will be earned. Overtime compensation is applicable only when total hours worked exceed 40 hours in a<br />
workweek.<br />
Team member Travel and Reimbursement<br />
Team members will be reimbursed for reasonable expenses incurred in connection with approved travel on<br />
behalf of the company.<br />
Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to<br />
avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel<br />
policies, the most conservative course of action should be adopted.<br />
Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for<br />
reimbursement before making travel arrangements. Upon completion of the trip, and within 30 days, the<br />
traveler must submit a Travel Reimbursement Form and supporting documentation to obtain reimbursement<br />
of expenses. For more details, refer to the company intranet for detailed travel policies, procedures and<br />
authorization and reimbursement forms.<br />
Exempt team members will be paid their regular salary for weeks in which they travel. Nonexempt team<br />
members will be paid for travel time in accordance with federal and state wage payment laws.<br />
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TIME OFF/LEAVES OF ABSENCE<br />
Standard Work Week<br />
MMI will determine a team member’s Average Work Week by dividing the total hours worked by the team<br />
member for the preceding year by 52.<br />
Example #1:<br />
If a team member worked 1,300 hours during their anniversary year, the following<br />
calculation would apply:<br />
1,300 / 52 = 25 hours; this team member’s average work week would be 25 hours.<br />
Example #2:<br />
If a team member worked 1,950 hours during their anniversary year, the following<br />
calculation would apply:<br />
1,950 / 52 = 37.5 hours; this team member’s average work week would be 37.5 hours.<br />
MMI will determine a team member’s average work day by dividing the average work week by 5 (the number<br />
of days in a work week). Using the 2 examples above, the following calculations would apply:<br />
Example 1:<br />
Example 2:<br />
25 hours / 5 days = 5 average hours per day<br />
37.5 hours / 5 days = 7.5 average hours per day<br />
Holiday, Vacation and Sick leave pay will be based on an average week and/or average work day for each<br />
individual team member.<br />
The one exception to this will be the Christmas holiday pay. All team members, regardless of status, will receive<br />
7.5 hours times the rate of pay for the Christmas holiday pay.<br />
For holiday, vacation, and sick leave pay computations, the maximum allowable work week for hourly team<br />
members will be 37.5 hours and the maximum allowable average work day for hourly team members will be<br />
7.5 hours. The minimum allowable average work day for benefit computation will be 4 hours.<br />
In the case of tipped team members, their rate of pay for fringe benefit computation will be based on their<br />
normal hourly rate of pay without regard to received tips or tips reported to the employer. Team members for<br />
whom a tip credit is taken will have their holiday, vacation, and sick pay calculated at the minimum wage rate.<br />
Holiday Pay<br />
Full‐time Team Members with one or more years of continuous service will be entitled to holidays with pay.<br />
Holidays are paid based on the Team Member's average daily work hours. See the Standard Work Week<br />
policy for the calculation method of average daily work hours. MMI recognizes six (6) paid holidays each<br />
year:<br />
• Easter (or Good Friday)<br />
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• Memorial Day<br />
• Independence Day<br />
• Labor Day<br />
• Thanksgiving Day<br />
• Christmas Day<br />
Part‐Time and Seasonal/Temporary Team Members are also eligible to receive the Christmas Day holiday.<br />
Christmas holiday pay is paid at 7.5 hours for ALL Team Members, regardless of the Team Member's average<br />
daily work hours. Team Members must be hired before December 15t h of the current year to receive<br />
Christmas holiday pay.<br />
For the MMI Dining Systems Team Members that are employed in a school environment, the Memorial Day<br />
and Independence Day holidays will be swapped for Martin Luther King Day and President's Day. Therefore,<br />
full‐time Team Members at school accounts will recognize the following six (6) holidays each year:<br />
<br />
<br />
<br />
<br />
<br />
<br />
Martin Luther King Day<br />
President's Day<br />
Easter<br />
Labor Day<br />
Thanksgiving Day<br />
Christmas Day<br />
Since the majority of our properties/facilities remain open on holidays, the department head will<br />
schedule an alternate day off in observance of the holiday for those Team Members that have to work<br />
the holiday. The alternate day must be scheduled and used within thirty (30) working days of the<br />
recognized holiday.<br />
Personal time may be granted to Team Members who desire to observe a religious holiday that is not<br />
recognized by the company. For use of personal days, please refer to the Sick Leave policy.<br />
Vacation<br />
After one year of continuous employment, Full‐time team members may accrue five (5) days of vacation. Fulltime<br />
team members are those averaging 30‐plus hours per week. After two years of service, full‐time team<br />
members may accrue ten (10) days of vacation. After ten years of service, full‐ time team members may accrue<br />
up to fifteen (15) days of vacation. Vacation accrual begins on the first day of eligibility. Vacation is earned<br />
during one year and taken in the following year. Vacation is accrued according to the schedule in this policy.<br />
Vacation can be used only after it is earned. Vacation leave will not be earned during an unpaid leave of<br />
absence. Vacation time cannot be carried over from year to year.<br />
To schedule vacation time, team members should submit a completed Team member Vacation, Sick & Holiday<br />
Request form to their supervisor at least two weeks before the requested leave. Team members<br />
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must ensure that they have enough accrued leave available to cover the dates requested. Requests will be<br />
approved based on a number of factors, including department operating and staffing requirements. The<br />
supervisor should return the leave request to the team member within three business days of the date it is<br />
submitted indicating that the request has been approved or denied. If the request for vacation is denied, the<br />
supervisor should provide an appropriate reason on the form returned to the team member.<br />
Vacation will be paid at the team member’s base rate at the time the leave is taken. Vacation pay is not<br />
included in overtime calculation and does not include any special forms of compensation such as incentives,<br />
commissions, bonuses or shift differentials. If a holiday falls during the team member’s vacation, the day will<br />
be charged to holiday pay rather than to vacation pay.<br />
Leave taken beyond a team member’s available vacation balance may be unpaid unless otherwise required<br />
under state or federal law.<br />
Sick Leave<br />
After 90 days of employment, all full‐time team members accrue sick leave from the date of hire. Sick leave is<br />
accrued at the rate of 1 ½ days per month, not to exceed 14 days. Three (3) of these days may be used as<br />
Personal Days.<br />
Sick leave may be used for a Team Member's personal illness, well‐care, medical and dental appointments. Sick<br />
leave may also be used for illness and well‐care in a Team Member's immediate family. For the purpose of this<br />
policy only, immediate family is defined as the Team Member’s children, spouse, parents, grandparents,<br />
grandchildren or any person identified as a dependent on the employee’s most recent tax return.<br />
Sick leave may not be used before its accrual and will be paid only for regularly scheduled workdays. Duplicate<br />
pay will not be authorized on a paid holiday. Written medical documentation must be presented before sick<br />
leave pay will be authorized, with the exception of the use of Personal Days. This applies to sick days taken<br />
separately or consecutively.<br />
If sick leave is exhausted, any available vacation hours will be used in its place. Time off without pay will not be<br />
granted when there is available sick or vacation time. However, in the event a Team Member is unable to<br />
present medical documentation for the absence, and has already used the 3 personal days, the Team Member<br />
will be placed on time off without pay. Team Members are not paid for unused sick leave upon termination of<br />
employment.<br />
Please refer to the Standard Work Week policy for information on how sick leave pay will be applied for nonexempt<br />
Team Members.<br />
Non‐Sick Leave Incentive<br />
At the anniversary of employment, a full‐time non‐exempt Team Member may receive a $200 bonus if no sick<br />
or personal leave has been taken in the prior 12 months. This incentive payment will be included in the earliest<br />
possible payroll following the Team Member’s anniversary date and will be subject to normal payroll<br />
deductions.<br />
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Family and Medical Leave Act<br />
Upon hire, MMI provides all new team members with notices required by the U.S. Department of Labor (DOL)<br />
on Team member Rights and Responsibilities Under the Family and Medical Act .<br />
The function of this policy is to provide team members with a general description of their FMLA rights. In the<br />
event of any conflict between this policy and the applicable law, team members will be afforded all rights<br />
required by law.<br />
If you have any questions, concerns or disputes with this policy, you must contact the Director of Human<br />
Resources in writing.<br />
General Provisions<br />
Under this policy, MMI will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a<br />
covered service member with a serious injury or illness) during a 12‐month period to eligible team members.<br />
The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the circumstances of<br />
the leave and as specified in this policy.<br />
Eligibility<br />
To qualify to take family or medical leave under this policy, the team member must meet the following<br />
conditions:<br />
<br />
<br />
<br />
The team member must have worked for the company for 12 months or 52 weeks. The 12 months or<br />
52 weeks need not have been consecutive. Separate periods of employment will be counted, provided<br />
that the break in service does not exceed seven years. Separate periods of employment will be counted<br />
if the break in service exceeds seven years due to National Guard or Reserve military service<br />
obligations or when there is a written agreement stating the employer’s intention to rehire the team<br />
member after the service break. For eligibility purposes, a team member will be considered to have<br />
been employed for an entire week even if the team member was on the payroll for only part of a week<br />
or if the team member is on leave during the week.<br />
The team member must have worked at least 1,250 hours during the 12‐month period immediately<br />
before the date when the leave is requested to commence. The principles established under the Fair<br />
Labor Standards Act (FLSA) determine the number of hours worked by a team member. The FLSA does<br />
not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave<br />
should not be counted in determining the 1,250 hours eligibility test for a team member under FMLA.<br />
The team member must work in a work site where 50 or more team members are employed by the<br />
company within 75 miles of that office or work site. The distance is to be calculated by using available<br />
transportation by the most direct route.<br />
Type of Leave Covered<br />
To qualify as FMLA leave under this policy, the team member must be taking leave for one of the reasons<br />
listed below:<br />
<br />
<br />
The birth of a child and in order to care for that child.<br />
The placement of a child for adoption or foster care and to care for a newly placed child.<br />
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To care for a spouse, child or parent with a serious health condition<br />
The serious health condition (described below) of the team member.<br />
A team member may take leave because of a serious health condition that makes the team member unable<br />
to perform the functions of the team member's position.<br />
A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or<br />
residential medical care facility, including any period of incapacity or any subsequent treatment in connection<br />
with such inpatient care or as a condition that requires continuing care by a licensed health care provider.<br />
This policy covers illnesses of a serious and long‐term nature, resulting in recurring or lengthy absences.<br />
Generally, a chronic or long‐term health condition that would result in a period of three consecutive days of<br />
incapacity with the first visit to the health care provider within seven days of the onset of the incapacity and a<br />
second visit within 30 days of the incapacity would be considered a serious health condition. For chronic<br />
conditions requiring periodic health care visits for treatment, such visits must take place at least twice a year.<br />
Team members with questions about what illnesses are covered under this FMLA policy or under the<br />
company's sick leave policy are encouraged to consult with the Director of Human Resources.<br />
If a team member takes paid sick leave for a condition that progresses into a serious health condition and the<br />
team member requests unpaid leave as provided under this policy, the company may designate all or some<br />
portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the<br />
necessary qualifications.<br />
Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component<br />
of the Armed Forces when the covered military member is on covered active duty or called to covered active<br />
duty.<br />
A team member whose spouse, son, daughter or parent has been notified of an impending call or order to<br />
covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for<br />
reasons related to or affected by the family member’s call‐up or service. The qualifying exigency must be one<br />
of the following: a) short‐notice deployment, b) military events and activities, c) child care and school activities,<br />
d) financial and legal arrangements, e) counseling, f) rest and recuperation, g) post‐deployment activities, and<br />
h) additional activities that arise out of active duty, provided that the employer and team member agree,<br />
including agreement on timing and duration of the leave.<br />
Covered active duty means:<br />
<br />
<br />
In the case of a member of a regular component of the Armed Forces, duty during the<br />
deployment of the member with the Armed Forces to a foreign country.<br />
In the case of a member of a reserve component of the Armed Forces, duty during the<br />
deployment of the member with the Armed Forces to a foreign country under a call or order to<br />
active duty under a provision of law referred to in Title 10 U.S.C. §101(a)(13)(B).<br />
9<br />
The leave may commence as soon as the individual receives the call‐up notice. (Son or daughter for this type<br />
of FMLA leave is defined the same as for child for other types of FMLA leave except that the person does not<br />
have to be a minor.) This type of leave would be counted toward the team member’s 12‐week maximum of<br />
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<br />
member or veteran.<br />
A team member whose son, daughter, parent or next of kin is a covered service member may take up to 26<br />
weeks in a single 12‐month period to take care of leave to care for that service member.<br />
Next of kin is defined as the closest blood relative of the injured or recovering service member. The term<br />
covered service member means:<br />
<br />
<br />
A member of the Armed Forces (including a member of the National Guard or Reserves) who is undergoing<br />
medical treatment, recuperation or therapy or is otherwise in outpatient status, or is otherwise on the<br />
temporary disability retired list, for a serious injury or illness.<br />
A veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or illness and<br />
who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any<br />
time during the period of five years preceding the date on which the veteran undergoes that medical<br />
treatment, recuperation or therapy.<br />
The term serious injury or illness means:<br />
<br />
In the case of a member of the Armed Forces (including a member of the National Guard or Reserves), an<br />
injury or illness that was incurred by the member in line of duty on active duty in the Armed Forces (or<br />
that existed before the beginning of the member’s active duty and was aggravated by service in line of<br />
duty on active duty in the Armed Forces) and that may render the member medically unfit to perform the<br />
duties of the member’s office, grade, rank or rating.<br />
<br />
In the case of a veteran who was a member of the Armed Forces (including a member of the National<br />
Guard or Reserves) at any time during a period when the person was a covered service member, a<br />
qualifying (as defined by the Secretary of Labor) injury or illness that was incurred by the member in line<br />
of duty on an active duty in the Armed Forces (or that existed before the beginning of the member’s active<br />
duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested<br />
itself before or after the member became a veteran.<br />
Amount of Leave<br />
An eligible team member may take up to 12 weeks for the first five FMLA circumstances above (under heading<br />
“Type of Leave Covered”) under this policy during any 12‐month period. The company will measure the 12‐<br />
month period as a rolling 12‐month period measured backward from the date a team member uses any leave<br />
under this policy. Each time a team member takes leave, the company will compute the amount of leave the<br />
team member has taken under this policy in the last 12 months and subtract it from the 12 weeks of available<br />
leave, and the balance remaining is the amount of time the team member is entitled to take at that time.<br />
An eligible team member can take up to 26 weeks for the FMLA military caregiver leave circumstance above<br />
during a single 12‐month period. For this military caregiver leave, the company will measure the 12‐month<br />
period as a rolling 12‐month period measured forward. FMLA leave already taken for other FMLA<br />
circumstances will be deducted from the total of 26 weeks available.<br />
If a husband and wife both work for the company and each wishes to take leave for the birth of a child,<br />
adoption or placement of a child in foster care, or to care for a parent (but not a parent "in‐law") with a serious<br />
health condition, the husband and wife may only take a combined total of 12 weeks of leave. If a husband and<br />
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.<br />
Team member Status and Benefits During Leave<br />
While a team member is on leave, the company will continue the team member's health benefits during the<br />
leave period at the same level and under the same conditions as if the team member had continued to work.<br />
If the team member chooses not to return to work for reasons other than a continued serious health condition<br />
of the team member or the team member's family member or a circumstance beyond the team member's<br />
control, the company will require the team member to reimburse the company the amount it paid for the<br />
team member's health insurance premium during the leave period.<br />
Under current company policy, the team member pays a portion of the health care premium. While on paid<br />
leave, the employer will continue to make payroll deductions to collect the team member's share of the<br />
premium. While on unpaid leave, the team member must continue to make this payment, either in person or<br />
by mail. The payment must be received in the Accounting Department by the first day of each month. If the<br />
payment is more than 30 days late, the team member's health care coverage may be dropped for the<br />
duration of the leave. The employer will provide 15 days' notification prior to the team member's loss of<br />
coverage.<br />
If the team member contributes to a life insurance or disability plan, the employer will continue making payroll<br />
deductions while the team member is on paid leave. While the team member is on unpaid leave, the team<br />
member may request continuation of such benefits and pay his or her portion of the premiums, or the<br />
employer may elect to maintain such benefits during the leave and pay the team member's share of the<br />
premium payments. If the team member does not continue these payments, coverage may terminate during<br />
the leave. If the employer maintains coverage, the employer may recover the costs incurred for paying the<br />
team member's share of any premiums, whether or not the team member returns to work.<br />
Team member Status After Leave<br />
A team member who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance<br />
from the health care provider.<br />
Use of Paid and Unpaid Leave<br />
All paid vacation, personal and sick leave runs concurrently with FMLA leave.<br />
Disability leave for the birth of a child and for a team member's serious health condition, including workers'<br />
compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently<br />
with FMLA.<br />
Intermittent Leave or a Reduced Work Schedule<br />
The team member may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day<br />
periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the<br />
workweek or workday, resulting in a reduced‐hour schedule. In all cases, the leave may not exceed a total of<br />
12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12‐ month period).<br />
Certification for the Team member’s Serious Health Condition<br />
The company will require certification for the team member’s serious health condition. The team member<br />
must respond to such a request within 15 days of the request or provide a reasonable explanation for the<br />
delay. Failure to provide certification may result in a denial of continuation of leave.<br />
Certification for the Family Member’s Serious Health Condition<br />
The company will require certification for the family member’s serious health condition. The team member<br />
must respond to such a request within 15 days of the request or provide a reasonable explanation for the<br />
delay. Failure to provide certification may result in a denial of continuation of leave.
Certification of Qualifying Exigency for Military Family Leave<br />
The company will require certification of the qualifying exigency for military family leave. The team member<br />
must respond to such a request within 15 days of the request or provide a reasonable explanation for the<br />
delay. Failure to provide certification may result in a denial of continuation of leave.<br />
Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave<br />
The company will require certification for the serious injury or illness of the covered service member. The team<br />
member must respond to such a request within 15 days of the request or provide a reasonable explanation<br />
for the delay. Failure to provide certification may result in a denial of continuation of leave.<br />
Recertification<br />
The company may request recertification for the serious health condition of the team member or the team<br />
member’s family member when circumstances have changed significantly, or if the employer receives<br />
information casting doubt on the reason given for the absence, or if the team member seeks an extension of<br />
his or her leave. Otherwise, the company may request recertification for the serious health condition of the<br />
team member or the team member’s family member every six months in connection with an FMLA absence.<br />
Procedure for Requesting FMLA Leave<br />
All team members requesting FMLA leave must provide Human Resources with verbal or written notice of the<br />
need for the leave. Within five business days after the team member has provided this notice, Human<br />
Resources will provide the team member with the DOL Notice of Eligibility and Rights. When the need for the<br />
leave is foreseeable, the team member must provide the employer with at least 30 days' notice. When a team<br />
member becomes aware of a need for FMLA leave less than 30 days in advance, the team member must<br />
provide notice of the need for the leave either the same day or the next business day. When the need for<br />
FMLA leave is not foreseeable, the team member must comply with the company’s usual and customary notice<br />
and procedural requirements for requesting leave.<br />
Designation of FMLA Leave<br />
Within five business days after the team member has submitted the appropriate certification form, Human<br />
Resources will provide the team member with a written response to the team member’s request for FMLA<br />
leave.<br />
Intent to Return to Work from FMLA Leave<br />
The company may require a team member on FMLA leave to report periodically on the team member’s status<br />
and intent to return to work.<br />
Leave of Absence<br />
A leave of absence is considered a privilege offered to team members by management/owners. A leave of<br />
absence is an extended time off, subject to approval, and without pay.<br />
With a relatively small staff and a lack of part‐time team members, it is difficult to grant a leave of absence for<br />
an extended period of time. On the other hand, team members should be encouraged to return and every<br />
effort will be made to find a job for them. However, the facility cannot guarantee re‐ employment. Each case<br />
must be worked out on its own merits between the department head and the team member.<br />
Further, the leave of absence must be authorized in writing by the Manager. Following the authorized leave<br />
of absence, and if re‐employed, the team member’s original date of employment will be adjusted to reflect<br />
the time off to re‐establish seniority and anniversary date of employment. Team members on leave of absence<br />
must contact the Manager on a monthly basis in writing and inform the Manager of<br />
their need for continuing the leave of absence. Leaves of absence in excess of six (6) months cannot be granted<br />
without approval from the Vice President of Operations or District Manager.
Jury Duty<br />
Each team member is encouraged, when called, to perform as a juror or to testify in criminal or civil actions.<br />
Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, team members<br />
must notify their supervisor and provide him/her with a copy of the jury summons. Because the team member<br />
will be paid by the court for service, an excused absence without pay will be authorized by the facility. If the<br />
pay received from the court does not equal the team member’s regular pay for the same number of hours,<br />
the facility will make up the difference. Each facility is responsible to determine the number of hours involved<br />
and the rate of pay in order to comply with this policy.<br />
Voting Leave<br />
All team members should be able to vote either before or after regularly assigned work hours. However, when<br />
this is not possible due to work schedules, team members will receive time off during the work day to vote.<br />
Time off for voting should be reported and coded appropriately on timekeeping records.<br />
Military Leave of Absence<br />
MMI is committed to protecting the job rights of team members absent on military leave. In accordance with<br />
federal and state law, it is the company’s policy that no team member or prospective team member will be<br />
subjected to any form of discrimination on the basis of that person's membership in or obligation to perform<br />
service for any of the Uniformed Services of the United States. Specifically, no person will be denied<br />
employment, reemployment, promotion or other benefit of employment on the basis of such membership.<br />
Furthermore, no person will be subjected to retaliation or adverse employment action because such person<br />
has exercised his or her rights under applicable law or company policy. If any team member believes that he<br />
or she has been subjected to discrimination in violation of company policy, the team member should<br />
immediately contact Human Resources.<br />
Team members taking part in a variety of military duties are eligible for benefits under this policy. Such military<br />
duties include leaves of absence taken by members of the uniformed services, including Reservists and<br />
National Guard members, for training, periods of active military service and funeral honors duty, as well as<br />
time spent being examined to determine fitness to perform such service. Subject to certain exceptions under<br />
the applicable laws, these benefits are generally limited to five years of leave of absence.<br />
Team members requesting leave for military duty should contact Human Resources to request leave as soon<br />
as they are aware of the need for leave. For request forms and detailed information on eligibility, team<br />
member rights while on leave and job restoration upon completion of leave, refer to the policies, procedures<br />
and forms on InfoLink or contact Human Resources.
BENEFITS<br />
For more information regarding benefits programs, please refer to our Company Intranet, InfoLink, for the<br />
company Summary Plan Descriptions or contact the Human Resource department.<br />
Medical, Dental, and Vision Insurance<br />
The company currently offers regular full‐time team members that average a minimum of 30 hours per week<br />
enrollment in medical, dental, and vision coverage after they have been employed for 60 days. Please refer to<br />
the Summary Plan Descriptions on InfoLink for more details.<br />
Once made, elections are fixed for the remainder of the plan year. Changes in family status, as defined in the<br />
Plan document, allow team members to make midyear changes in coverage consistent with the family status<br />
change. Please contact the Human Resource department to determine if a family status change qualifies under<br />
the Plan document and IRS regulations.<br />
At the end of each calendar year during open enrollment, team members may make changes to their medical,<br />
dental, and vision insurance elections for the following calendar year.<br />
The Human Resource department is available to answer benefits plan questions and assist in enrollment as<br />
needed.<br />
Group Life Insurance<br />
The company offers regular full‐time team members who have been employed by MMI for 60 days an optional<br />
group term life policy along with an accidental death and dismemberment policy. You may elect the coverage<br />
amount of this benefit from $10,000 to $200,000; not to exceed 4 times your annual salary.<br />
Flexible Spending Account<br />
As part of the company's Flexible Benefits Plan, we currently offer a team member‐funded flexible spending<br />
account (FSA) to regular full‐time team members after 60 days of employment. Plan participants may elect an<br />
annual amount of flexible dollars to pay for eligible health care expenses, including medical or dental insurance<br />
deductibles, copayments, and out‐of‐pocket costs for vision care and other types of care.<br />
Any funds left in the FSA account at the end of the plan year are forfeited and cannot be rolled over. However,<br />
our plan has a 2 ½ month grace period that allows participants to accrue expenses through March 15 of the<br />
following year for allowable reimbursement.<br />
Short‐Term Disability Benefits<br />
MMI offers a self‐funded Short Term Disability benefit to Management team members. Eligible team members<br />
will continue to receive their salary up to three (3) months in the event of a short term disability. All vacation<br />
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<br />
team member may apply for benefits under Long Term Disability if<br />
41
elected. All hourly team members are offered STD coverage through a third party provider. After fourteen (14)<br />
days the weekly benefit is 40% or 60% of the team member’s salary for up to six (6) months. The benefit is<br />
determined by the team member’s election at enrollment.<br />
Long‐Term Disability Benefits<br />
After 60 days of service, MMI offers all regular full‐time team members (i.e., regular full‐time team members<br />
who are regularly scheduled to work a minimum of 30 hours per week) a voluntary long‐term disability (LTD)<br />
base plan. This noncontributory base plan provides for monthly LTD benefits of 50% of basic monthly earnings<br />
to a maximum benefit of $1,000 per month, less any other offsets.<br />
401(k) Plan<br />
Saving isn’t always easy. However, it is still important if we expect to achieve some of the dreams each of us<br />
have for the years ahead. MMI offers eligible team members to participate in our company sponsored 401K<br />
retirement plan after six months of employment. Eligible team members include any regular full‐time or parttime<br />
team members scheduled to work 20 hours or more per week and who are 21 years of age or older.<br />
Benefits of the 401K retirement plan include:<br />
Pre‐tax contributions from your paycheck.<br />
Earnings grow tax free.<br />
Company discretionary match (as determined by the Board of Directors),<br />
Financial hardship withdrawals allowed,<br />
Plan loans allowed.<br />
Further details about the Plan may be obtained from the Human Resource department and the Plan document.<br />
Recognition of Service<br />
MMI values loyal and faithful service. Therefore, MMI will recognize and reward tenure in 5 year increments<br />
to team members with continuous service.<br />
Five Years ‐ $400 Value Gift Card<br />
Ten Years ‐ $500 Value Gift Card<br />
Fifteen Years – Choice of a $300 Value Gift Card<br />
Twenty Years – Cruise for two or three‐day vacation for two with airfare and hotel not to exceed<br />
$1,500 and $350 spending money<br />
Twenty Five Years ‐ $1,000 Gift Card<br />
Thirty Years – Vacation for two, anywhere in the continental US and four nights lodging not to<br />
exceed $2,500 combined and $500 spending money.<br />
Thirty Five Years ‐ $1,500 Gift Card<br />
Forty Years – Vacation for two, including round trip airfare, five nights lodging not to exceed<br />
$2,800 combined and $700 spending money<br />
Complimentary Rooms<br />
MMI team members are eligible to receive complimentary accommodations at an MMI operated hotel. Stays<br />
that include more than one room reservation will be subject to a $79 per room fee for owned hotels or $99<br />
per room fee at owned resort hotels. Stipulations include:<br />
42
The hotel must be located outside the city in which the team members employing facility is located.<br />
The benefit is for the reservation of the guest room only. It does not include meals, telephone use, or<br />
any other expenses.<br />
Accommodations are provided on a room available basis only. Seasonal and peak demand periods may<br />
limit availability.<br />
The total number of room nights available may be limited at some MMI‐associated hotels.<br />
Reservations must be requested by the Department Manager and confirmed by the host’s General Manager.<br />
A team member’s friends and family are eligible to receive discounted accommodations at an MMI operated<br />
hotel. Should the team member’s friends and family choose to stay at a hotel with accommodations that<br />
include more than one room, the rental fee is applicable on a per room basis. The discounted rate is set by the<br />
franchisor’s friends and family rate. If the hotel is a non‐franchised product, the rate is set as follows:<br />
Select Service Hotel $79.00<br />
Full Service Hotel $79.00<br />
Resort $99.00<br />
Resort Condominium $99.00 per bedroom<br />
Memorial Day through Labor Day is blacked out for discounted MMI team member’s friends and family use at<br />
beach‐oriented resorts. Our franchised hotels also offer friends and family discounted rates; however these<br />
rates may vary depending on the franchise and the hotel location. Contact Human Resources for information<br />
on franchised rates.<br />
MMI team members are also eligible to receive discounted rounds of golf at The King and Prince Golf Course.<br />
The discounted rates are set as follows:<br />
MMI Team member $25 cart fee<br />
MMI Team member’s friends & family $25 cart fee (with team member in attendance), or<br />
$54 greens fee + $25 cart fee (team member not in<br />
attendance)<br />
Stipulations include:<br />
<br />
<br />
<br />
<br />
<br />
Any discounts to the proposed rate structure must be approved by a representative of the MMI<br />
Home Office.<br />
Team members are provided access to the clubhouse, driving range, and golf course. Ancillary<br />
facilities (tennis courts, pool, etc.) and social rights are not available.<br />
Pro shop items, food and beverage offerings are full price for everyone.<br />
The total number of rounds available may be limited.<br />
Season and peak demand periods may limit availability.<br />
The team member should call the golf course in advance to book a tee time.<br />
Workers’ Compensation Benefits<br />
The company is covered under statutory state workers' compensation laws. Team members who sustain work‐related<br />
injuries must immediately notify their department supervisor.<br />
43
Team Member Handbook Acknowledgment and Receipt<br />
MMI publishes this Handbook, and periodically revises it, to provide general guidance to basic<br />
employment policies and procedures. It not intended to address every situation that could arise, or to<br />
limit the discretion of MMI executives. This Handbook is published in digital format to several reasons,<br />
including ease of revision. If you have a question and have not read the Handbook recently, you should<br />
check for recent revisions, and then consult Human Resources if your question is not clearly and<br />
completely answered.<br />
MMI wants everyone who works here to have job satisfaction, here or somewhere else. When either the<br />
team member or MMI is not satisfied with the relationship, either may end it, at any time, for any reason,<br />
with or without notice, subject to applicable laws, if any. Only MMI’s President has authority to make any<br />
agreement to the contrary, and all such agreements must be in writing.<br />
Please read the following paragraph carefully and sign where provided:<br />
I have read the preceding two paragraphs, as well as the entire Team Member Handbook, on the date<br />
indicated below. I understand that this handbook makes no legally binding promise to me and that it does<br />
not alter the legal nature of our employment relationship, which is terminable at any time, at the option<br />
of either party, in that party’s sole discretion, with or without advance notice.<br />
___________________________________________________<br />
Team member's Signature<br />
___________________________________________________<br />
Team member's Name (Print)<br />
___________________________________________________<br />
Date<br />
TO BE PLACED IN <strong>TEAM</strong> <strong>MEMBER</strong>'S PERSONNEL FILE<br />
44