Rewards
Live
Live
Grow
Handbook 2008
UK Associate
Rewards
✂
UK Associate Handbook 2008 The contents of this handbook are presented as a matter of information only and, except where expressly stated otherwise, are not intended to create, nor are they likely to be construed to constitute a contract, expressed or implied, between corporation and its hotel or any of its associates. This handbook supersedes any previously issued booklets. I acknowledge that I have received, read and understood the contents of the handbook and that I agree to abide by the Company standards described therein. This handbook is not a substitute for Marriott International Inc. policies or any over-riding local standard operating procedures. Associate Name: Signature: Position: Department: Date: Tear along perforation to detach and return to your Human Resources Department.
Equal Opportunities Statement
Rewards
Live
LiveGrow Grow
Marriott is, and always has been, an equal opportunities employer in all aspects of employment. The Company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. This means that it is the Company’s policy that there should be no unlawful discrimination, harassment or less favourable treatment or victimisation of any associate, job applicant, customer, provider of services or member of the public, whether in connection with recruitment, placement, training, benefits, terms and conditions, or promotion (or otherwise), either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, gender reassignment, marital or family status, disability, trade union membership or activity, sexual orientation, religion or religious beliefs, or age. A failure by anyone to comply with the Company’s equal opportunities policy will constitute potential grounds for disciplinary action up to and including dismissal.
UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
contents
Rewards
Rewards
Live
LiveGrow Grow
contents
Rewards
Section 10: How to Contribute and be Informed
Contents
Section 1: Welcome to Marriott
1 Section 11: Useful Contact Details
Section 2: You are Key to Our Business
Section 4: Your Employment with Marriott
Section 5: Developing you Through Learning
73
3 Section 12: Marriott Acronyms and Terminology
Section 3: Marriott Hotels, Resorts & Suites
68
5
10
17
74
Absence During Working Hours
67
Daily Briefing/Stand up Meeting
69
Accidents
63
Disciplinary
46
Adoptive Parents
36
Fire Procedures
64
Approved Absence
33
Gross Misconduct
52
Ashridge Virtual Learning Resource
24
Guarantee of Fair Treatment/Grievance
54
Associate Assistance Helpline
40
Associate Engagement
23
Associate Entrance/Exit
67
Associate Forum
71
Associate Opinion Survey (AOS)
70
Associate Relations Committee (ARC)
70
Balanced Scorecard
Guest Response Programme
71
Harassment
57
Health and Safety
62
Holidays/Vacation
26
Hours of Work
13
69
In the Beginning
19
Bomb Procedures
65
Jury Service
33
Business Code of Conduct and
60
Keys
66
Lockers
66
Business Integrity
Section 6: Achieving Success
21
Section 7: Hotel and Company Policies and Procedures
25
Section 8: Creating the Right Work Environment
Section 9: Keeping our Work Environment Safe ii UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
39
61
Procedure
Cash and Key Security
13
Lost Property
66
Company Sick Pay
32
Management Development Tools
24
Compassionate Leave
34
Marriott Brands
6
Confidentiality of Records
16
Marriott Values
4
Contract of Employment
11
Marriott Websites/Intranets
72
Core Training
24
Marriott Vision
Crisis Management
67
Maternity Pay and Leave
34
Cross Training
20
Meetings
70
4
UK Associate Handbook 2008 iii Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
contents
Grow
14
Orientation
19
Parental Leave
36
Part Time Workers
16
Pass Outs
67
Passports to Success
20
Paternity Pay and Leave
35
Pay
12
Personal Data
16
Redundancy
37
References
11
Requesting Flexibility to your Contract
15
Retirement
38
Right of Appeal
53
Sabbatical leave
38
Savvy Service
22
Security Procedures
64
Sickness
29
Spirit to Serve
22
Statutory Sick Pay
32
Suspension
53
Tax
16
iv UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
Time off for Dependants/Family Emergencies
36
Training and Development
18
Tuition Aid
19
Uniform
13
Unplanned Absence from Work
33
Victimisation
60
Wage Deductions
12
Working Time Regulations
14
Workplace/Environment Rules and Guidelines
40
section 1
Notice Periods
Welcome to Marriott in the UK
Rewards
Welcome to Marriott in the UK
section 1
Rewards
Live
LiveGrow Grow
The future success of Marriott depends on how well we are able to meet and exceed the needs of our guests, and every role contributes to providing all our customers with a memorable experience. Only with you, as part of a great team, can we ensure that we build repeat business, stay ahead of our competition and continue to win awards such as those listed below: FORTUNE MAGAZINE – MARRIOTT Listed in “Top 100 Companies to work for” BUSINESS ETHICS – MARRIOTT Only Hotel Company on “100 Best Corporate Citizens List” BUSINESS TRAVELLER MAGAZINE – MARRIOTT Best Hotel Chain in the World BLACK ENTERPRISE MAGAZINE – MARRIOTT Listed in the 40 best Companies for Diversity Whilst we are very keen on providing the best possible guest experience for our customers, we equally recognise the importance of looking after our associates and we are delighted that this has been recognised by our being awarded the prestigious Investors in People award in 2007. By adhering to the Company policies in this handbook, you will help ensure that we all work in a considerate, productive, meaningful and safe work environment and that we all continue to enjoy maximum job satisfaction and thrive in our chosen careers. To find out about ways to progress in the Company and about the fantastic benefits available to you, please refer to the Benefits Guide 2008. May I take this opportunity to wish you a long, exciting and satisfying career with Marriott and thank you again for choosing us as your employer. With very best wishes
Jürgen Giesbert Executive Vice President – UKIMEA Marriott International 2 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
section 2
Welcome to the 2008 Associate Handbook. Whether you are a new joiner, or an established member of our team, we are delighted to have you on board.
You are Key to our Business
Rewards
Rewards
Live
LiveGrow
You are Key to our Business
section 2
Grow
No matter where you work, you represent the Marriott name. Your quality of service and standards of integrity define our reputation for excellence. We want to make Marriott not only the best place to stay, but also the best place to work. Each of us has a responsibility to maintain Marriott’s great team of associates and great workplace. In order for our business to continue to be successful, you should consistently strive to develop your skills and knowledge to ensure that each guest has an enjoyable and unforgettable stay. As each of us is successful in what we do as individuals, the Company will continue to be successful. This, in turn, will lead to new and exciting opportunities for you within the Company; we can work together to achieve your goals.
2.1 Marriott Vision TO BE THE NUMBER ONE LODGING COMPANY IN THE WORLD
2.2 Marriott Values Company values are essential because they provide the foundation and roots of everything we do. They provide focus for us in the way we interact with guests and with each other. The 4 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
more associates live and breathe the values through their working lives, the nearer we get to our vision. Core Values are the ideals that serve as the foundation of all aspects of Marriott’s ‘Spirit to Serve’. The Spirit to Serve - Associates • The unshakeable conviction that ‘our people are our most important asset’ • An environment that supports associate growth and personal development • A reputation for employing caring, dependable associates who are ethical and trustworthy • A home-like atmosphere and friendly workplace relationships • A performance reward system that recognises the important contributions of both hourly and management associates The Spirit to Serve - the Customer is evident in the adage, ‘the customer is always right,’ a handson management style i.e. ‘manage by walking around,’ by attention to detail and by openness to innovation and creativity in serving customers. The Spirit to Serve - the Community is demonstrated every day by associate and corporate support of local, national, and international initiatives and programmes. Serving the community is an important part of doing business ‘the Marriott Way.’
section 3
As a key member of the Marriott team you play an important role in the success of our business, which operates the broadest portfolio of hospitality brands in the world to suit every need.
Marriott Brands Worldwide
Rewards
Rewards
Live
LiveGrow
Marriott Brands Worldwide
Grow
section 3
Rewards
Marriott have a number of brands worldwide, offering different types and levels of accommodation in a huge variety of destinations over 69 countries. Not all of these are available in the UK, where we focus predominantly on Marriott and Renaissance Hotels and Resorts.
3.1 Marriott Hotels, Resorts and Suites
‘Marriott Hotels & Resorts’ provides consistent, dependable and genuinely caring experiences to guests on their terms. Most hotels feature fully equipped fitness centres, gift shops, swimming pools, concierge levels, business centres and meeting facilities. This is the flagship brand of quality, full-service hotels and resorts.”
3.2 JW Marriott Hotels & Resorts
‘JW Marriott Hotels & Resorts’ is the most elegant, luxurious brand to carry the Marriott name. They provide business and leisure travellers a deluxe level of comfort and personal service on their terms.
6 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
3.3 Renaissance Hotels & Resorts
3.5 Ritz-Carlton Hotel Company
3.7 Marriott Executive Apartments
‘Renaissance Hotels & Resorts’ is a quality-tier full-service brand providing guests with the ambiance of a boutique. Brand signatures include interior design, a ‘street’ restaurant and savvy service. Features include a business library and centre, swimming pool, fitness centre and conference and banqueting facilities.
The Ritz-Carlton Hotel Company are a worldwide symbol for the finest in accommodations, dining and service. They offer signature service amenities including fine dining, 24 hour room service, twice-daily housekeeping, fitness centres, business centres and full concierge services.
Marriott Executive Apartments is a corporate housing brand designed to meet the needs of business executives on assignments of more than 30 days, offering travellers residential accommodation with hotel-like amenities.
3.8 ExecuStay By Marriott 3.4 Courtyard By Marriott 3.6 Marriott Vacation Club International
Courtyard is the moderately priced lodging brand that was ‘designed by business travellers for business travellers.’ Courtyard provides travellers with the conveniences that make business and pleasure travel easy and allows them to relax and prepare for the day ahead. Courtyard hotels usually feature a restaurant, lounge, meeting space and exercise room.
Marriott Vacation Club International is a leading developer and operator of vacation ownership resorts worldwide. MVCI resorts feature spacious villas designed to provide high quality accommodation in a relaxed resort atmosphere. Each villa features a spacious living and dining area, master bedroom and bath, private balcony, kitchen and laundry area.
ExecuStay By Marriott provides fully furnished corporate housing to executives and travellers who need temporary accommodation for a month or longer. The apartments are individually selected, attractively furnished and customised to satisfy each individual. Residents enjoy flexible lease terms and options and a consistently high level of service.
UK Associate Handbook 2008 7 Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
Marriott Brands Worldwide
Grow
section 3
Rewards
3.9 Marriott Conference Centres
Marriott operates centres specialising in highly effective small to mid sized meetings. They provide the latest audio-visual communications technology, experiential learning facilities, gourmet conference dining, golf and recreational/fitness venues. This is a quality-tier brand and only available in the USA.
3.11 Springhill Suites By Marriott
SpringHill Suites is a moderately priced all-suite lodging brand that provides unexpected value with a unique blend of added space and smart functionality. Launched in 1998, all SpringHill Suites are up to 25% larger than standard hotel rooms. Features include complimentary continental breakfast, self-service business centre, high speed internet access, exercise room, indoor pool and whirlpool spa (most locations).
3.10 Fairfield Inn By Marriott
3.13 Horizons By Marriott
3.15 Residence Inn By Marriott
Horizons by Marriott Vacation Club offers valueorientated vacation ownership resort communities that emphasise fun amenities and activities for the entire family. Horizons’ spacious and functional two-bedroom, two baths villas feature a private patio/balcony, comfortable living and dining areas, fully equipped kitchen, washer/dryer and more.
Residence Inn is designed as ‘home away from home’ for travellers staying five or more nights, incorporating a residential atmosphere with spacious accommodation. Guest suites feature a fully equipped kitchen, space for entertaining or meeting and plenty of work space. Services include daily housekeeping, 24 hour staffing, complimentary hot breakfast buffet, evening social hours and personalised grocery shopping.
3.14 Marriott Grand Residence Club 3.12 TownePlace Suites By Marriott 3.16 How To Access Additional Information
Fairfield Inn appeals to mid-tier business and leisure travellers looking for consistent, quality lodging at an affordable price. Fairfield Inn locations feature spacious guest rooms, daily complimentary continental breakfast and swimming pools. Fairfield Inn and Suites properties also include uniquely designed suites, an exercise room and enhanced amenities.
Launched in 1997, TownePlace Suites offers extended-stay travellers a comfortable residential atmosphere at a moderate price with all the conveniences of home. All TownePlace Suites’ properties offer a housekeeping service. These are only available in the USA.
These resorts offer studio, two or three bedroom accommodation on a 21 day to 13 week ownership interest, depending on their location. They combine the advantages of second home ownership with the services and amenities of a fine hotel, as well as the benefit of exchange to worldwide destinations.
There is much more information available about the variety of brands within Marriott International Inc. on the Internet. The website address is detailed below. Please take the time to explore our brands further; you will learn a huge amount! You may even want to start planning your holidays, as our associates, and their friends and family, are able to obtain a considerable accommodation discount at the majority of our properties, subject to availability! See the Benefits Guide for more detail on this.
marriott.co.uk
8 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
UK Associate Handbook 2008 9 Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
Your Employment with Marriott
Grow
section 4
section 4
Your Employment with Marriott
Rewards
The purpose of this handbook is to explain and clarify the main terms of employment and other policies and practices relating to all associates. Every associate has an offer letter and/or a written contract of employment which will, in certain matters, refer to this handbook for guidance. This section will help explain these conditions, policies and practices and aims to answer any questions that you may have.
Your contract and this handbook, taken together, contain all relevant details of the main terms and conditions of your employment. In broad terms, the Handbook sets out the terms commonly applicable to all associates, and your contract deals with those terms which are particular to you. If there is any inconsistency between this handbook and your contract, your contract will prevail.
This handbook is applicable to Marriott hotels and corporate offices in the United Kingdom. It is intended to clarify what is expected of you and, in turn, what you are entitled to expect from Marriott. In some instances policies and procedures may vary and/or may be localised. Please consult your Human Resources representative for further information.
It is important to understand your terms and conditions of employment. Please ensure you read the details of your contract before you sign it and, if you have any questions, do not hesitate to contact your Manager/Head of Department or Human Resources department for clarification.
This handbook is a statement of policy only and is non-contractual, save where otherwise expressly stated or required as law. Marriott reserves the right to modify, change, disregard, suspend, or cancel at any time, without written or verbal notice, all or part of this handbook's contents as circumstances may require.
4.1 Contract of Employment As a new associate you will be given a copy of your Contract of Employment within your first eight weeks of employment with the Company. One copy of the contract will be kept in your personnel file. The second copy is for your own records and should be stored in a safe place.
It is imperative that you do sign and return the contract of employment and accompanying associate handbooks.
4.2 References The offer of employment to you is conditional upon receiving two satisfactory references. In the event that your employment commences and we subsequently receive an unsatisfactory reference, we reserve the right to terminate your employment. In many hotels, associates will also be asked to complete a medical screening questionnaire. All the above requested information will be stored on your file under the terms of the Data Protection regulations.
UK Associate Handbook 2008 11 Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
Your Employment with Marriott
Grow
section 4
Rewards 4.3 Pay
Marriott is fully committed to complying with its equal pay obligations as set out under the Equal Pay Act 1970 and other relevant legislation. Please refer to your contract and/or Manager/Head of Department or Human Resources Department for details of the following: • Your working hours, shift patterns and entitlements for breaks • Overtime arrangements • Bank holidays and lieu day payment You MUST have a bank account in order to be paid by us. This account must be held in your own name. Where a joint bank account is held, the payroll administrator or a member of Human Resources may request further proof of identity. We will not pay by cash or cheque under any circumstances. Regrettably, we are unable to pay salaries into anyone else’s bank account. Oracle-hotel associates will be paid on the 3rd Friday of each calendar month. NonOracle-hotel associates will be paid as detailed on their contract. You must also have a valid National Insurance Number to receive payment. If you have a temporary NI number, this will only be valid for a maximum of 6 months. If you have any queries concerning your pay, or how it is calculated, please speak to your Head of Department. Pay rates for all associates will be reviewed annually and are based on your annual performance review, 12 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
or performance to date if you are a new starter. If you have changed to a new position during the period under review, your review date will change in line with your new role. There is no contractual right to a pay increase following a pay review. If your rate of pay is changed, it will not be binding until you are notified of your new rate of pay in writing. Your offer letter for the new position may advise you of when to expect your first annual performance appraisal and pay review; this will be reviewed on an annual basis in January thereafter. If you have gained a promotion during the six month period prior to the pay review date, and the change in position involved a pay rise, you may not be entitled to a review of your salary until the following year.
4.4 Wage Deductions Deductions may be made from your salary, or any other sums due to you from the Company, to cover any amounts that are outstanding, either during your employment or from your final pay. This includes deductions for lost or non-returned items of uniform. If you receive an underpayment or overpayment, we will notify you of the mistake as soon as we become aware of it. In the case of overpayments, the Company reserves the right to either make the appropriate deductions from the payment of future wages or other payments due to you and/or to require immediate repayment of the sum owed.
Your normal hours of work are clearly defined in your contract. However, due to the nature of our business, busy periods, and therefore your working hours, may vary. You may therefore, from time to time, be asked to reduce or increase these hours, or even to work in a different area of the hotel.
• It is expected that you keep your uniform smart and clean. • You are responsible for your uniform, so if it is lost or damaged, other than reasonable expected wear-and-tear, you will be required to pay for it. For the costs of replacing your uniform in such circumstances, please see your HR team.
Any such additional work will be unpaid, unless you qualify for overtime under the terms of your contract.
The uniform remains the property of the Company and upon leaving should be returned to the Company.
Any request to change your working hours in accordance with our business requirements will be a reasonable request and will be discussed with you in advance.
In relation to your standard of appearance, you must adhere to all required standards as per the Grooming and Dress Standards RSOP issued to you with your offer letter, and available from your HR department. Failure to adhere to these standards may result in disciplinary action being taken against you.
4.5 Hours of Work
As much notice as possible will be given of your daily schedule and rest days. A copy of your weekly roster will normally be displayed on your departmental notice board. Once produced, any manual changes to the weekly roster must only be made with your Head of Department’s consent.
4.6 Uniform We want all our associates to feel good about working for us and to present a professional image to our guests. Therefore: • You will be provided with a Company uniform (where applicable) for which you will be asked to sign to confirm receipt when the uniform is issued to you. • It is extremely important that the clothes that you wear whilst working, or your provided uniform, are presentable and well maintained.
4.7 Cash and Key Security All associates who have responsibility for the safekeeping of cash and keys must make sure that they always adhere to all cash and key policies and procedures as instructed by their Head of Department. They must ensure that any shortages with a float or lost keys are reported as soon as possible to their Head of Department or the Duty Manager. Staff involved in cash handling must sign a ‘Security Declaration’ appropriate to their property. A copy of this document will be placed in the associate’s file. Failure to adhere to cash and key security policies and procedures may result in disciplinary action being taken against you. UK Associate Handbook 2008 13 Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
Your Employment with Marriott
Grow
section 4
Rewards 4.8 Working Notice
If you decide to terminate your employment with us, you are required to give the period of notice as outlined below: Level Associate/ Manager
ExCom
Length of Service Up to 3 months 3 months to 4 years 5 years’ plus
Up to 3 months 3 months’ plus service
Above ExCom
Notice 1 week 4 weeks 1 extra week per year of service up to a maximum of 12 weeks 1 calendar month 3 calendar months
Offer letter terms apply
On giving notice, you must adhere to the Notice Period Policy, available on MGS and from your HR department, at all times. Failure to do so may affect your working notice period, may result in disciplinary action and may affect a future reference. After leaving Marriott’s employment, you should not return to your property for a period of 6 months, unless for a legitimate business reason or with prior agreement from your General Manager.
4.9 Re-hiring Policy It is the Company’s policy to provide equal employment opportunity and therefore associates who have left the Company and reapply to work with Marriott in UKIMEA should not be excluded from the selection process, so long as they are eligible for consideration e.g. their past performance was satisfactory, their reference checks are satisfactory etc. Prior employees may re-apply at any time. 14 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
Please see the Re-hire Policy on MGS or your HR department for further detail on this, and for information regarding re-hiring and its impact on date of continuous service and benefits accrual etc.
4.10 Working Time Regulations The Working Time Regulations 1998, provide a number of basic entitlements to people in employment. However, they should not be considered as rigid as a number of exemptions apply.
KEY POINTS Maximum Weekly Working Time • An associate should work no more than an average of 48 hours per week, over 17 weeks. Daily Rest Breaks • A rest period of at least 11 hours should be provided between each working day unless changes to shift patterns e.g. ‘late to early’ prevent this from happening. • If these rest breaks are not provided, equivalent rest will be allowed within a reasonable timescale. Weekly Rest Breaks • A rest period of at least 24 hours must be provided each week, again unless there are changes in shift patterns that prevent this from happening. • Equivalent rest must be allowed within a reasonable timescale if this break is not provided in any week.
Rest Breaks at Work • An associate working for 6 hours or more is entitled to a 20 minute break. This break need not be paid.
agreement. However, Marriott believes 48 hours worked each week to be a reasonable maximum and will review such ‘opt-outs’ from permanent associates carefully and on an individual basis.
Young People • Associates under the age of 18 are entitled to longer and more frequent rest breaks. Please see your Human Resources department for further details.
Please note that some hotels have an opt-out clause in their contract of employment, and some hotels have a Workforce Agreement. Associates may choose to opt-in if they wish to do so. Please refer to your Human Resources representative for further information.
Night Workers • A ‘night worker’ is an associate who normally works at least 3 hours of their shift during ‘night time’ • ‘Night time’ covers the hours of midnight to 07.00am. • The average length of a night worker’s shift over a 7 day period should not exceed 8 hours. • ‘Night workers’ whose shift pattern is four 12 hour shifts followed by 4 days off, fall within these average hours. • ‘Night workers’ will be offered a free health assessment to ensure their fitness to work during night times. Records Adequate records must be kept to demonstrate compliance with the regulations i.e. timesheets, payroll policy, etc. If it is part of local procedure, it is an associate’s responsibility to sign in and out, to confirm their hours of work. Opt-Out Associates may choose to work more than 48 hours each week by signing a personal opt-out
4.11 Requesting Flexibility To Your Contract You have the right to request changes to your times, hours or place of work in respect of your childcare duties. To qualify, you must have 26 weeks’ continuous employment and make a claim 14 days before the child’s 6th birthday (or 18th birthday if the child is disabled). This right is extended to ‘Carers’. A ‘Carer’ will cover any associate who is, or expects to be, caring for an adult who: • is married to, or the partner or civil partner of an associate • is a “near-relative” of an associate, or • falls into neither category but lives at the same address as the associate. To request consideration for flexible working, please speak with your Human Resources department who will advise you of the procedure to follow and of our response procedure. All requests will be appropriately considered, but the Company has to take into account any extra UK Associate Handbook 2008 15 Marriott Confidential and Proprietary Information
Rewards
Live
LiveGrow
Your Employment with Marriott
section 4
Grow
If flexible working is granted, changes to your terms are permanent. There is no guarantee that changes back will be automatically considered in the future; however, personal circumstances will always be taken into account.
4.12 Part-time Workers Part-time employees, including job-sharers, will generally be treated no less or more favourably than comparable full-timers in respect of their terms and conditions of employment. Therefore, unless there are objectively justifiable business grounds, part-timers will receive, pro-rata where appropriate, no less favourable: rates of pay, access to benefits, training and development, entitlement to holidays, entitlement to careerbreak schemes, contractual sick pay, maternity, paternity or adoptive pay and leave, treatment in the selection criteria for promotion opportunities, transfers within the Company or benefits linked with redundancy.
4.13 Tax For details of your local tax office, or an Inland Revenue telephone helpline for queries, please see your payslip or your HR department. It is each associate’s duty to inform the tax office of any tips they receive and to pay any due tax accordingly. 16 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
4.14 Confidentiality of Records/Your Personal Data Marriott is committed to maintaining confidentiality of personnel information collected from you during the hiring process and throughout your employment. Personnel records are stored on your personnel file, available to HR staff, your direct supervisor and other hotel management, within the discretion of HR. This information may also be disclosed outside the Company when we are obligated to do so under the law or in specific cases when we outsource part of our HR function. Your personnel information will also be processed by payroll, accounts payable, benefits and other HR systems, including those located in the United States, in order to provide you with wages and benefits and to allow us to manage the workforce. If you wish to review and/or correct the information in your personnel file, or PS HRMS profile if applicable, please contact your HR representative.
section 5
costs that may be incurred as a result of the potential changes, as well as any potentially detrimental effects on the business, planned structural changes and the impact of such a request on other associates within the team and the service to customers.
Developing you Through Learning
Rewards
Rewards
Live
LiveGrow
Developing you Through Learning
Grow
section 5
Rewards 5.1 Purpose
We aim to communicate our approach to training, development and learning to you as an individual.
5.2 Goals Every associate will have a comprehensive understanding of the duties of their role and their responsibilities within the organisation through a thorough orientation programme that is coordinated by the Human Resources department. Each associate will have reached our minimum standards of operation before they will be required to carry out any tasks that may affect the safety of, or service received by, a guest. All associates will be committed to their ongoing development within their current role in order that they make a full contribution to the business. There is a shared commitment to agree goals and review development needs and opportunities for all associates at regular intervals.
5.3 Responsibilities 5.3.1 The General Manager and Human Resources Department The General Manager and Human Resources are responsible for ensuring that training and development will play an important part in business strategy by providing the organisation with the capabilities for the achievement of its goals. They will be responsible for driving the group’s training strategy and annual learning and development plans and for ensuring that the appropriate resource is allocated. 5.3.2 Managers at Every Level These are responsible for creating an environment where training, development and learning are recognised as an important part of the employment contract with associates. Head of Departments will be required to lead and coach their associates and to evaluate the contribution of their training investment individually. ExCom members and Heads of Department are also responsible for assisting with the succession planning process throughout the Company. 5.3.3 All Associates It is the responsibility of each associate to ensure that they receive adequate training and performance support in order to contribute to their full capacity in their current job. All associates are responsible for applying new skills and learnings to their job situation.
18 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
5.4 New Hire Orientation During your first month you will attend our New Hire Orientation programme, ‘In the Beginning’. During this course you will learn about the following areas: • About Marriott International, including its rich culture, core values, history and heritage. • The importance of providing superior guest service and how to ensure guest loyalty. • An introduction to our Brand image, vision and service strategy, and what differentiates our Brand from other hotel brands. • Your role in implementing the Brand service strategy. • Specifics about how to navigate your way around your property.
5.5 Training and Development Delivery Methods
measure their effectiveness for the associate, department and the organisation, as well as the impact they will have on business performance. It is every associate’s responsibility to complete and return any evaluation forms given at the end of a training session.
5.7 Tuition Aid In addition to the training you will receive within your property, the Company may also offer tuition reimbursement to associates who seek, through their own initiative and desire for selfimprovement, education courses which mutually benefit the associates and the Company. This is subject to certain conditions and can be discussed with your Human Resources department.
The agreed development needs of associates will be achieved by implementing various learning methods including coaching, cross-training, projects and training courses. The skills and experience available within Marriott will be fully utilised to enable all associates to achieve their potential to benefit the business and also their own personal development. Please see the Benefits Guide for more detail on training and development opportunities within the Company.
5.6 Evaluation and Validating Results All training and development learning activity will be assessed to consider its achievement of objectives. In addition, all actions will be evaluated to ensure that they fit with strategic objectives and to UK Associate Handbook 2008 19 Marriott Confidential and Proprietary Information
Developing you Through Learning
section 5
Rewards
Live
LiveGrow Grow
In order to develop your skills beyond your department, cross-training in other departments is available and encouraged for associates who are willing to learn more about the variety of roles within their property. Please see your Head of Department to discuss cross-training opportunities further.
5.9 Passports To Success Passports to Success are an operational training initiative launched in 2006. They are a progressive scheme enabling our associates to maximise their development and assist with career progression. The goal of the program is to train nonmanagement associates in the technical skills that will enable them to provide exceptional guest experiences and enhance the success of their hotel. Disciplines covered at present by Passports to Success are Culinary and Purchasing, Event Operations, Restaurant/Bar/Room Service and Rooms Operations. For more information on this initiative, please speak with your Head of Department.
20 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
section 6
5.8 Cross-Training
Achieving Success
Rewards
Rewards
Live
LiveGrow
Achieving Success
Grow
section 6
Rewards 6.1 Progression
6.2 Company Values
By developing our associates, Marriott is able to maintain a competitive advantage over our competitors, giving you more satisfaction in your work and assisting you in planning your long-term career.
Company values are the beliefs we hold dear and which can have a great effect on improving customer service and satisfaction. They are described below:
Before long we hope that you will: • Understand more about your role and responsibilities • Have influence over your own personal development • Invest time each year using learning to develop your performance • Achieve fulfilment and enjoyment from your job each day
6.2.1 Marriott Spirit to Serve Spirit to Serve is the Marriott brand term used to describe our service culture and how each and every one of us applies our values to deliver consistent outstanding service to each other and our guests. The Spirit to Serve Daily Basics highlight some of the key behaviours from these sessions and remind us to practice them daily. These are applied in every Marriott hotel across the world. With the Spirit to Sell, we identify what our guests want and deliver this every time, benefiting both ourselves as individuals and as a company, as well as positively impacting our customers. You will be introduced to the Spirit to Serve during your orientation.
22 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
Being Savvy means knowing what the guest wants and knowing how to provide it for them whilst serving with a style all of our own.
• Ensuring we, as a Company and within our individual hotels, have a reputation as a good employer
The 20 Savvy Service Basics enable associates to adapt the Savvy principles into their daily working routines.
In order to support the values of our Company, associates need to be able to display certain skills and qualities to help everyone in the jobs that they do.
An introduction to Savvy Service forms part of your Orientation. Savvy training is provided at your hotel.
6.3 Engaging Associates Marriott also believes in experiencing the success of engaging associates by concentrating on the following: Leadership Excellence • Taking an interest in associates’ well-being • Communicating a clear vision for long term success
• Hospitality • Teamwork • Quantity of Work • Quality of Work • Dependability/Reliability • Communication • Health & Safety/Loss Prevention • Total Quality Management • Initiative
Personal Growth • Providing challenging and stimulating work • Giving all associates excellent career opportunities based on merit
6.2.2 Renaissance SAVVY Service The Renaissance brand comprises of three product pillars: Expressive Destination, Delightful Luxury and Savvy Service
Quality of Life at Work • Giving associates appropriate decision- making input and authority • Giving associates the resources required to perform jobs to a high quality • Ensuring all associates work well in teams
Savvy Service places greater emphasis on service that makes our guests feel recognised, creates special touches and enhances a guest’s sense of status.
Pride of Affiliation with a Great Company • Ensuring we, as a Company and within our individual hotels, care a great deal about customer satisfaction UK Associate Handbook 2008 23 Marriott Confidential and Proprietary Information
Achieving Success
section 6
Rewards
Live
LiveGrow Grow
6.4.1 Ashridge Virtual Learning Resource The Ashridge resource is an Internet based learning tool, accessible by managers to implement into their departments. The virtual online training resource contains 50 learning guides on a variety of management topics. The learning guides cover a wide spectrum of management skills, competencies and techniques, designed to encourage individuals to learn at their own pace. 6.4.2 Core Training Part of Marriott’s success is driven by its development of associates. International Lodging continues to foster J. Willard Marriott’s philosophy of “People are number one—their development, loyalty, interest and team spirit”, through the International Training Fund. This fund provides ‘core management training programmes’ on an ongoing basis for all International managers. With over twenty different programmes offered by certified trainers, professional external experts, property-based management, and others selfdirected including internet-based learning, managers develop the skills and knowledge necessary for outstanding hotel performance. All managers should receive 40 hours training per annum and all Marriott training courses are offered by certified trainers.
24 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
section 7
6.4 Management Development Tools
Hotel and Company Policies and Procedures
Rewards
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
7.1 Holidays/Vacations 7.1.1 Annual Holidays All policies and information relating to holiday procedures, entitlement and calculation will be issued to you during your Orientation. You must also ensure that you are aware of, and adhere to, the Company Holiday/Vacation RSOP, available on MGS and from your HR department. Abuse of the Company’s holiday procedure and pay entitlements will result in disciplinary action being taken against an associate. 7.1.2 Holiday Entitlement Level
Associate
Years’ service
Number of work days’ holiday/vacation entitlement per annum
On commencement After 1 year’s service After 2 years’ service After 3 years’ service After 4 years’ service After 5 years’ service After 10 years’ service
20 21 22 23 24 25 27
Head of Department/ Manager
On commencement After 2 years’ service After 5 years’ service After 10 years’ service
23 24 25 27
ExCom
On commencement After 10 years’ service
25 27
Above ExCom
Offer letter terms apply
26 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
7.1.3 Entitlement Clarification The Company’s holiday year runs from 1st January to 31st December. If an associate joins the Company part-way through a year, their holiday entitlement is pro-rata’d for the rest of the year based on each anticipated complete month of service, and full entitlement then commences thereafter. When an associate reaches a service milestone that increases their holiday entitlement, the holiday entitlement is increased from the beginning of the following holiday year. All holiday entitlements must be taken in the relevant year and cannot be carried forward to following years, and there is no payment in lieu for any untaken periods of holiday entitlement at the end of a holiday year. The aforementioned holiday entitlements are all exclusive of Bank/ Public holidays, and are based on a 5-day week worker. Part-time workers, or workers employed on a 6-day contract or flexible-day contract, will have their annual holiday entitlement prorata’d to give the equivalent of a 5-day worker’s annual entitlement. When prorata’ing holiday entitlements, these are calculated on days worked, rather than hours, and are always rounded to the nearest half day.
7.1.4 Bank/Public Holiday Entitlement In many hotels, Bank Holidays are a particularly busy time. Therefore, an associate must work this day if asked to do so by their Head of Department. Payment for Bank Holiday working will be as per each individual’s contract of employment. Should an associate earn a day in lieu for working a Bank/Public Holiday, this must be taken within 3 calendar months of the date of the Bank/Public Holiday, unless agreed with the associate’s Head of Department. Part-time workers are also entitled to all statutory Bank Holidays, on a pro-rata basis. 7.1.5 Holiday Requests All holiday requests should be made by filling in a PAF (Payroll Action Form), or via Oracle for Oracle-using hotels. All requests should ideally be at least one month prior to the proposed holiday period, or as soon as is reasonably practicable thereafter. Holiday days must not be assumed as to have been signed off until they have been officially authorised by the Head of Department/Manager and the signed PAF copy returned back to the associate. All holiday requests are subject to the approval of an associate’s Manager, and can be refused if there is a legitimate business need e.g. very high business levels, other associates on holiday at the same time, not enough staff cover. Holidays are usually authorised on a first come, first served basis.
If an associate does not return to work after a holiday on the day agreed with their HOD, disciplinary action may be taken against the associate. 7.1.6 Extended Leave Requests made by associates for more than 2 weeks in duration at any given time may not be authorised. Should an associate wish to take more than 2 weeks at any one time they should put the reasons for this in writing to their Head of Department, where their request will be considered and responded to accordingly. Each request will be seen on its own merits, and past history is not an indicator of future acceptance. 7.1.7 Holiday During Notice Periods/on Leaving An associate may request to take part of their working notice as unused holiday entitlement accrued to that date. However, this request may be refused. Similarly, the Company may insist an associate use any unused holiday entitlement as part of their notice period, if appropriate. Either way, the associate must fill out a PAF in the usual manner. If an associate leaves the Company, they will be paid for any outstanding holidays accrued up to the date of their leaving, less tax and National Insurance contributions. If an associate leaves the Company having taken more than their accrued holiday up to UK Associate Handbook 2008 27 Marriott Confidential and Proprietary Information
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
the date of leaving, an appropriate sum in relation to the overpayment of holiday pay will be deducted from their final salary and/or any other monies then owed by the Company. In the event that such salary is insufficient to cover the amount due for repayment, the associate must immediately repay to the Company any excess due. 7.1.8 Holiday During Sickness If an associate has booked holiday but is sick prior to their planned vacation days, they will not be required to take their planned days as vacation and will continue to be paid sickness rates as per their sickness entitlement and as per policy i.e. as long as the full sickness procedure has been followed. However, should they wish to take, and be paid, their holiday as per the previous vacation booked, they may do so and they will be paid standard holiday pay instead of sick pay. In such circumstances, the associate must advise their Head of Department of their preferred choice, in writing. If an associate returns from a vacation and says that they have been sick during their vacation, whilst we sympathise in such a situation, their holiday will continue to be paid as planned and the holiday days taken from their overall annual entitlement. If an associate is absent through sickness and this is unpaid as it is for a period of 3 days or less, and the associate subsequently wishes to use up a vacation day so that they do not lose out financially, they may only take these days as paid holiday if approved by their HOD. 28 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
If an associate has prolonged sickness absence during a calendar year, and is unable to take their full allocation of holiday entitlement, they will not be entitled to carry over any unused holiday entitlement, nor receive any payment in lieu thereof. 7.1.9 Holiday During Disciplinary Procedures or Suspension Should an associate have previously requested, and it been granted, holiday leave, and is then subject to disciplinary action/suspension, the holiday will be honoured, and the disciplinary procedure commenced/re-commenced on an associate’s return from leave. In such cases, response days/periods etc. will be extended to take into account the appropriate holiday period. Should an associate be subject to disciplinary action and subsequently request a holiday during this period, this will not be granted unless in exceptional circumstances. 7.1.10 Unpaid Holiday If an associate has used up their full holiday entitlement and wishes to take further vacation leave, they may, with their Head of Department’s approval, take a period of unpaid leave. However, this is to be considered the exception rather than the norm, and this request may be refused by the HOD if business reasons will mean it would have a detrimental impact on either the department or the hotel as a whole.
Unpaid holiday will not be granted if an associate still has any paid holiday entitlement remaining. 7.1.11 Holiday Pay Holiday pay is based on normal basic pay at the time the holiday is taken for all salaried associates and hourly associates in non-Oracle using properties. For hourly associates in Oracle-using properties, holiday pay is determined by actual average hours worked over the previous 12 weeks. For all associates, holiday pay is defined as such on payslips. 7.1.12 Fixed Holidays The Company reserves the right to fix the timings of holidays if there is an acceptable business reason e.g. if it is necessary to close a department for a period of time. Associates are also actively encouraged to ensure they plan their holidays and use some of their holiday entitlement at quieter times for their department.
7.2 Sickness 7.2.1 Sickness Policy Guidelines All policies and information regarding sickness/absence procedures, entitlement and calculation will be issued to you during your orientation. You must also ensure you are aware of, and adhere to, the Company Sickness/ Absence RSOP, available on MGS and from your HR department.
Abuse of the Company’s sickness/ absence procedure and pay entitlements will result in disciplinary action being taken against an associate. 7.2.2 Absence Reporting Procedure If an associate is unable to attend work for any reason, the following procedure must be followed: 1. Contact the Duty Manager or Head of Department at least 4 hours before your shift is due to begin, or, if this is not possible, as soon as is reasonably practicable, unless there are exceptional circumstances. NOTE: Absence is authorised only if you speak to the Duty Manager, Head of Department, Night Manager or designated other Manager for non-hotel associates. A message left with anyone else will not be accepted. 2. The Manager will ask specific questions regarding your absence, which will be recorded in the property’s Absence Log (or equivalent) and passed to your HOD and the Human Resources Department. 3. If you do not know your return to work date, you must keep in touch with your Head of Department or the most senior member of your department on duty at agreed intervals to keep the property informed of your progress. 4. If you are absent for seven days or less, you must complete a Self-certification form, which you should obtain from the Human Resources department or the most senior person on duty in your department. This form can be requested by the associate by UK Associate Handbook 2008 29 Marriott Confidential and Proprietary Information
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
telephone to be sent to your home, or completed on the first day you return to work. 5. If you are absent for eight days or more, as well as submitting the Self-certification form, you may be asked to obtain a Medical Certificate (Form Med3) from your General Practitioner. This should be sent to your Head of Department as soon as you receive it. 6. In cases of indefinite absence, your Head of Department, Line Manager or a member of the HR team will keep in touch and advise you of the property’s policy, as well as your rights during your absence. 7. On your return to work date, or as soon as reasonably practicable, you will be given a return to work interview with your Head of Department or designated Deputy. A confidential record of this interview will be kept on your personal file. 8. If you have a query on any aspect of the Company procedure on absence, please consult your Manager or HR department. 7.2.3 Absence Procedure and Documentation Absence – 1-7 Days Should an associate be absent from work for a period of between 1-7 days, they are required to complete a Self-certification form in order to authorise their absence. Failure to complete and return this form constitutes unauthorised leave and will affect Company Sick Pay arrangements and could lead to disciplinary action.
30 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
The associate should complete the Selfcertification form on the first day of their return to work or they may request for this form to be posted to their home address. The form must be completed in full, signed by the associate and their HOD and then forwarded to Human Resources for payroll purposes and to place on the associate’s personal file. Absence 8 days + After 8 days’ continuous absence, an associate may be required to provide the property with a medical note from their GP as well as a completed Self-certification form. This note must be completed in full (front and back) and be signed by the GP. Long Term Absence Once an associate has been absent for 4 weeks or more, an absence meeting will be held with the associate and a representative from Human Resources. Sick Notes Should an associate wish to return to work whilst they have a valid sick note, this will only be permitted if a new note is received from their Doctor signing them back to work. Associates must ensure that repeat sick notes are sent direct to the property at least 24 hours before the last sick note expires in order to ensure payment of Company Sick Pay (CSP) (if applicable - see Company Sick Pay section). 7.2.4 Sickness and Holiday For information on sickness and holiday, please see section 7.1.8.
7.2.5 Sickness During Notice Periods If an associate is sick during their working notice period, they will continue to be paid sickness rates as per their sickness entitlement and as per policy, as long as they follow the full sickness procedure/policy. Should it be found in such circumstances that an associate is abusing the Company sickness policy, as in all cases of sickness policy abuse, they will be subject to disciplinary action and it may affect a future reference.
associate before contacting Occupational Health, and will explain the process to be followed and each party’s obligations during this referral. NB: Associates with a known recoverable illness such as a fracture, should not normally be referred as the property will be aware of their likely return to work date.
7.2.6 Contact Whilst on Sick Leave An associate on sick leave has an obligation to remain in regular contact with the property and provide information regarding the nature and progress of their illness. 7.2.7 Return to Work Interviews A return to work interview will be completed for any associate who has been on sickness absence for a period of one full day or more. The aim of the return to work interview is to ascertain key facts in relation to the associate’s absence in order to ensure data is recorded, and to control sickness/ absence levels within the property. 7.2.8 Occupational Health After six weeks’ continuous absence, or after repeated incidences of short-term absence, an associate may be referred to Occupational Health in order that the property may obtain an independent assessment of the associate’s illness and likely return to work date. The hotel HR team will first obtain consent of the UK Associate Handbook 2008 31 Marriott Confidential and Proprietary Information
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
7.2.9 Statutory Sick Pay SSP is a statutory earnings replacement for associates who are off work through illness, the rate of which is set by the Government. It must be paid by all employers provided that employees meet the qualifying conditions. The first three days of sickness are called waiting days and SSP is not payable during these waiting days. Therefore, SSP will not be paid for the first three days of absence. SSP will be paid from the fourth day of absence and is paid for a period of 28 weeks only. 7.2.10 Company Sick Pay Company Sick Pay will only be paid if all sickness absence procedures are followed, which include the following: • Associate to have followed the Absence Reporting procedures correctly. • Associate to have completed the appropriate sickness certification procedures for their length of sickness. • Associate to keep in regular contact with either their HOD or HR department in respect of their illness. • Associate to attend absence meetings with their HOD as requested. • Associate to co-operate with referrals to Occupational Health and ensure any documentation is returned as soon as practicably possible and they attend any scheduled appointments. • Associate to have provided authorised sick notes to cover their length of sickness absence. 32 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
• Associate to complete a return to work interview upon their return to work. • Associate to ensure that any accident at work has been recorded in the accident book according to their local procedure. Company sick pay will not be paid in the circumstances described on page 47, paragraph 6, of section 8.3.1 of this handbook. Company sick pay is paid at your usual basic rate of pay and includes the SSP element. Company Sick Pay entitlements are dependant on years of service, as per the table below: Years’ service
Company Sick Pay entitlement per annum
All cases – first 3 wait days are not paid 0 – 6 months
No Company Sick Pay
6 ms – 1 year
Up to 2 weeks’ full pay and 2 weeks’ half pay
1 – 2 years
Up to 4 weeks’ full pay and 4 weeks’ half pay
2 – 3 years
Up to 6 weeks’ full pay and 6 weeks’ half pay
3 – 4 years
Up to 8 weeks’ full pay and 8 weeks’ half pay
4 – 5 years
Up to 10 weeks’ full pay and 10 weeks’ half pay
5 years plus
Up to 13 weeks’ full pay and 13 weeks’ half pay
7.2.11 Registering with a Doctor You are required to register with a Doctor/General Practitioner (GP) as soon as you start employment, ideally one local to your home address.
7.3 Unplanned Absence From Work You are required to inform your Head of Department or Duty Manager as soon as you can, if you are unable to attend work for any reason. Ideally, you will give at least 4 hours’ notice prior to your shift start time. Except in cases of sickness (as above), or planned absence (as below), an associate absent from rostered duty will receive no payment for the absence.
7.4 Jury Service If you are called for Jury Service, or as a witness, you are required to inform your Head of Department immediately. You will need to claim for expenses and loss of earnings from the Clerk of the Court or be paid by your hotel. Proof of dates you have been asked to attend Jury Service must be given to your Head of Department. Any compensation for loss of earnings must be passed to your Head of Department who will forward it to your Human Resources representative to help offset the salary payments made during your absence.
7.5 Public Duties 7.5.1 Approved Absences You will be permitted reasonable time off to perform approved public duties e.g. school governor, local councillor if this is an existing policy at your hotel. Normally this absence will be unpaid. 7.5.2 Volunteer Members of the Armed Forces In addition to personal holiday entitlement, Volunteer members of the Armed forces are allowed one week’s (5 days for a full-time worker) leave with pay to take part in Service activities if this is an existing policy at your hotel. A letter requesting your attendance at a public training course e.g. Territorial Army, should be sent to your Human Resources representative prior to commencement of the course. Paid leave will only be granted on authorisation from the Head of Department where such a policy is in place at any hotel.
Payment in relation to Jury Service is in accordance with the Jury Service policy at your hotel. Please see your Human Resources representative for more information should you be called for Jury Service.
UK Associate Handbook 2008 33 Marriott Confidential and Proprietary Information
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
7.6 Compassionate Leave Sympathetic consideration will be given to all requests for compassionate leave, particularly in the case of the death or serious illness of a close relative i.e. parent, spouse, sibling or child. The granting of such leave, and its payment, is at the discretion of your Head of Department and in accordance with any existing policy at your hotel.
7.7 Maternity Pay and Leave 7.7.1 Time Off For Antenatal Care A certificate of pregnancy and an appointment card should be shown to your Head of Department and/or your Human Resources representative. 7.7.2 Maternity Leave Entitlement A MATB1 form, confirming your expected week of delivery, must be given to your HR department once you receive it. All pregnant associates, no matter their length of service or weekly working hours, are entitled to Maternity Leave. The contract of employment continues during this time unless either party expressly ends it or it expires. The associate will continue to receive all contractual benefits, except wages/salary, during this time. Pregnant associates are entitled to 52 weeks’ maternity leave. 7.7.3 Taking Maternity Leave A pregnant woman is required to notify her employer of her intention to take maternity leave by the 15th week before the expected week of delivery, unless this is not reasonably practicable. She should advise the Company that she is pregnant, the expected week of delivery, and when she wishes to commence her maternity leave. A woman can change her mind on this, as long as the Company receives 28 days’ notice of any changes to commencement dates.
34 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
A pregnant woman may start her maternity leave any time after the 11th week before the expected week of delivery, and may return any time prior to the end of her entitlement, after the 2 week period following the birth of the baby, provided she gives 28 days’ notice. Please see your HR department for full maternity information, rights and entitlements. 7.7.4 Maternity Pay Arrangements During maternity leave, women will receive one of the following payments: • Maternity allowance from their local social security office • Statutory Maternity Pay from their Employer. All women are entitled to receive at least Statutory Maternity Pay (SMP) provided they have a minimum of 26 weeks’ continuous service up to and including the 15th week before the baby is due, are still pregnant at the start of the 11th week before the baby is due (or have given birth by then), and their average weekly earnings are higher than the Lower Earning Limit for NI Contributions. If they do not satisfy these criteria, they will qualify for the aforementioned Maternity Allowance from their local Social Security office. SMP rates are set by the Government.
No further payments are made, even if the associate takes Additional Maternity Leave, unless your hotel operates a local Enhanced Maternity Pay policy. Please see your HR team for further details.
7.8 Paternity Pay and Leave 7.8.1 Paternity Leave Associates are entitled to Paternity Leave if they have, or expect to have, responsibility for the child’s upbringing, are the biological father of the child or the mother’s husband/partner and have worked continuously for Marriott for 26 weeks by the end of the 15th week before the beginning of the week in which the baby is due. Males should provide a self-certificate SC3 Form or provide a copy of their partner’s MATB1 form as evidence they meet these eligibility criteria. The SC3 Form is available from your Human Resources representative or on the intranet. Males may take up 2 working weeks’ paid paternity leave. This should be taken in either one week or 2-week blocks (not odd days) and should be within 56 days of the baby’s birth. The associate will continue to receive all contractual benefits, except wages/salary, during this time.
Statutory Maternity Pay rates are 90% of average weekly earnings for the first 6 weeks and then SMP for the next 33 weeks, meaning payment for a total of up to 39 weeks. UK Associate Handbook 2008 35 Marriott Confidential and Proprietary Information
Rewards
Live
Hotel and Company Policies and Procedures
LiveGrow Grow
section 7
Rewards
7.8.2 Paternity Pay Male associates taking paternity leave will receive at least 3 days’ paid leave at normal pay, and the rest at Statutory Paternity Pay rates, set by the Government. Please see your HR department for full paternity information, rights and entitlements and your local Paternity Policy.
7.9 Parental Leave The Company offers Parental Leave to all associates. The purpose of Parental Leave is to provide parents with an opportunity to spend some additional time with their children, at a time most suitable to their family circumstances. Parental Leave is a statutory entitlement for a period of up to 13 weeks’ unpaid leave away from the workplace, from birth until the fifth birthday, for each child you have. Parental Leave is usually unpaid. In the case of adoption, Parental Leave must be taken within 5 years of adoption or until the child’s 18th birthday, whichever is the sooner. Leave for those with disabled children is up to the age of 18, and is extended to be a period of up to 18 weeks’ leave. Please speak with your HR department for full parental leave information, process, rights and entitlements.
7.10 Adoptive Parents Eligible associates can take paid leave when a child is newly placed for adoption. Adoption leave and pay will be available to individuals who adopt, or to one member of a couple where couples adopt jointly (the couple choose which partner takes adoption leave). To qualify for adoption leave, an associate must be newly matched with a child for adoption by an approved adoption agency, and must have worked continuously for their employer for 26 weeks leading into the week in which they are notified of being matched with a child for adoption. Adopters are entitled to up to 26 weeks’ Ordinary Adoption Leave, followed immediately by up to 26 weeks’ Additional Adoption Leave. Should they meet all qualifying criteria, they will be entitled to Statutory Adoption Pay for up to 39 weeks, at the rates set by the Government. Associates are entitled to all contractual terms and conditions throughout their leave, apart from wages/salary. Please speak with your Human Resources representative for full adoption leave information, rights and entitlements.
7.11 Time Off For Dependants/Family Emergencies
longer-term arrangements. All associates will have the right to request a reasonable amount of time off work to deal with an emergency. A dependant is a partner, child or parent of an associate, or someone who lives with the associate as part of their family (e.g. a grandparent living in the household). Time off for family emergencies is unpaid and below gives circumstances under which an associate can request time off: • If a dependant falls ill or has been involved in an accident or assaulted, including where the victim is distressed mentally, rather than physically injured. • To make longer-term arrangements for a dependant who is ill or injured. • To deal with an unexpected disruption or break down in normal care arrangements. Authorisation to take time off for dependants is at the discretion of the General Manager.
7.12 Redundancy Redundancy within Marriott will only ever be a worst-case scenario and Marriott will strive to avoid compulsory redundancies wherever possible before reaching this situation. Associates who are unfortunate enough to be made redundant from Marriott properties have not only contributed to the success of the Company, but are also potential future customers of Marriott and future ambassadors of Marriott as an employer. As such, their redundancy must be handled sensitively and professionally at all times, and their entitlements and the process followed should be clear and effective for all. In any redundancy situation, your HR team will ensure that you are aware of your entitlements and that all parties follow the UK Redundancy RSOP, available on MGS and from your HR department.
All associates, regardless of length of service, will normally have the right to take a reasonable period of time off work, usually one or two days, to deal with an emergency involving a dependant, and not be disciplined, dismissed or victimised for doing so. Further details about time off for family emergencies, and the process to follow, are available from your Human Resources representative.
There are times when an emergency may arise involving a dependant. This may mean you need to take a short period of time off work in order to deal with a problem and make any necessary 36 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
UK Associate Handbook 2008 37 Marriott Confidential and Proprietary Information
Hotel and Company Policies and Procedures
section 7
Rewards
Live
LiveGrow Grow
The Marriott retirement age is 65 for men and women. Marriott have a full Retirement Policy, available on MGS and from your HR department. This details the full policy and procedure to follow as an associate is nearing retirement age, and your HR team will guide you through this process as you near your official retirement date, and will talk through all options available to you, including your right to request an extension to your retirement date. Should you wish to retire before the age of 65, please see your HR team, who will talk through the procedure to follow in such circumstances.
7.14 Sabbatical Leave Marriott recognises that some associates may wish to take a career break from Marriott. Such associates have not only contributed to the success of the Company but are also potential future employees and future ambassadors of Marriott as an employer. As such, their request for a career break must be recognised and treated with dignity and respect in the hope that they will re-join Marriott on their return, to the benefit of both associate and Company. Associates considering such leave should refer to the Sabbatical Leave policy on MGS or your HR department for further reference.
38 UK Associate Handbook 2008 Marriott Confidential and Proprietary Information
section 8
7.13 Retirement
Creating the Right Work Environment
Rewards