MMI Team Member Handbook 07.2017
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eport’s accuracy. Background checks may include a criminal record check, although a criminal<br />
conviction 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 />
<strong>MMI</strong> 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<br />
of the Chief Executive Officer, President, Vice President of Operations, or District Manager. Such testing<br />
will be considered with other qualifications in an employment decision.<br />
Internal Promotions & Transfers<br />
<strong>MMI</strong> 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 />
<strong>MMI</strong> offers team members promotions to higher‐level positions when appropriate. Management<br />
prefers to promote from within and may first consider current team members with the necessary<br />
qualifications and skills to fill vacancies above the entry level, unless outside recruitment is considered<br />
to be in the 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<br />
General Manager or District Manager. Management may use its discretion to determine if a transfer is<br />
in the best interest of the team member and/or the Company.<br />
Nepotism, Employment of Relatives and Personal Relationships<br />
<strong>MMI</strong> 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,<br />
domestic partner, father, mother, father‐in‐law, mother‐in law, grandfather, grandmother, son, son‐inlaw,<br />
daughter, daughter‐in law, uncle, aunt, nephew, niece, brother, sister, brother‐in‐law, sister‐in‐law,<br />
step 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<br />
staff at a <strong>MMI</strong> affiliated facility with approval of the General Manager or District Manager. People so<br />
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