marriott 2008 handbook part 1

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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 theylikely to be construed to constitute a contract, expressed or implied, betweencorporation and its hotel or any of its associates. This handbook supersedes anypreviously issued booklets.

I acknowledge that I have received, read and understood the contents of thehandbook and that I agree to abide by the Company standards described therein.

This handbook is not a substitute for Marriott International Inc. policies or anyover-riding local standard operating procedures.

Associate Name:

Signature:

Position:

Department:

Date:

Tear along perforation to detach and return to your Human ResourcesDepartment.

✂

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UK Associate Handbook 2008Marriott Confidential and Proprietary Information

Marriott is, and always has been, an equalopportunities employer in all aspects ofemployment. The Company is fully committed toproviding a good and harmonious workingenvironment that offers equal treatment andequal opportunities for all its associates, andwhere every associate is treated with appropriaterespect and dignity.

This means that it is the Company’s policy thatthere should be no unlawful discrimination,harassment or less favourable treatment orvictimisation of any associate, job applicant,customer, provider of services or member of thepublic, whether in connection with recruitment,placement, training, benefits, terms andconditions, or promotion (or otherwise), eitherdirectly or indirectly, on grounds of race,nationality, ethnic origin, gender, genderreassignment, marital or family status, disability,trade union membership or activity, sexualorientation, religion or religious beliefs, or age.

A failure by anyone to comply with theCompany’s equal opportunities policy willconstitute potential grounds for disciplinary actionup to and including dismissal.

Equal OpportunitiesStatement

UK Associate Handbook 2008 iiiMarriott Confidential and Proprietary Information

Absence During Working Hours 67

Accidents 63

Adoptive Parents 36

Approved Absence 33

Ashridge Virtual Learning Resource 24

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 69

Bomb Procedures 65

Business Code of Conduct and 60

Business Integrity

Cash and Key Security 13

Company Sick Pay 32

Compassionate Leave 34

Confidentiality of Records 16

Contract of Employment 11

Core Training 24

Crisis Management 67

Cross Training 20

Daily Briefing/Stand up Meeting 69

Disciplinary 46

Fire Procedures 64

Gross Misconduct 52

Guarantee of Fair Treatment/Grievance 54

Procedure

Guest Response Programme 71

Harassment 57

Health and Safety 62

Holidays/Vacation 26

Hours of Work 13

In the Beginning 19

Jury Service 33

Keys 66

Lockers 66

Lost Property 66

Management Development Tools 24

Marriott Brands 6

Marriott Values 4

Marriott Websites/Intranets 72

Marriott Vision 4

Maternity Pay and Leave 34

Meetings 70

contents

ii UK Associate Handbook 2008Marriott Confidential and Proprietary Information

Contents

Section 1: Welcome to Marriott 1

Section 2: You are Key to Our 3Business

Section 3: Marriott Hotels, Resorts 5& Suites

Section 4: Your Employment with 10Marriott

Section 5: Developing you Through 17Learning

Section 6: Achieving Success 21

Section 7: Hotel and Company 25Policies and Procedures

Section 8: Creating the Right 39Work Environment

Section 9: Keeping our Work 61Environment Safe

Section 10: How to Contribute and 68be Informed

Section 11: Useful Contact Details 73

Section 12: Marriott Acronyms and 74Terminology

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iv UK Associate Handbook 2008Marriott Confidential and Proprietary Information

Notice Periods 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

Time off for Dependants/Family 36Emergencies

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 40and Guidelines

contents

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2 UK Associate Handbook 2008Marriott Confidential and Proprietary Information

Welcome to the 2008 Associate Handbook. Whether you are a new joiner, or an established memberof our team, we are delighted to have you on board.

The future success of Marriott depends on how well we are able to meet and exceed the needs of ourguests, and every role contributes to providing all our customers with a memorable experience. Onlywith you, as part of a great team, can we ensure that we build repeat business, stay ahead of ourcompetition and continue to win awards such as those listed below:

FORTUNE MAGAZINE – MARRIOTTListed in “Top 100 Companies to work for”

BUSINESS ETHICS – MARRIOTTOnly Hotel Company on “100 Best Corporate Citizens List”

BUSINESS TRAVELLER MAGAZINE – MARRIOTTBest Hotel Chain in the World

BLACK ENTERPRISE MAGAZINE – MARRIOTTListed in the 40 best Companies for Diversity

Whilst we are very keen on providing the best possible guest experience for our customers, we equallyrecognise the importance of looking after our associates and we are delighted that this has beenrecognised 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 aconsiderate, productive, meaningful and safe work environment and that we all continue to enjoymaximum 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 youagain for choosing us as your employer.

With very best wishes

Jürgen GiesbertExecutive Vice President – UKIMEAMarriott International

Welcome to Marriott in the UK

section 1

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As a key member of the Marriott team you playan important role in the success of our business,which operates the broadest portfolio ofhospitality brands in the world to suit every need.

No matter where you work, you represent theMarriott name. Your quality of service andstandards of integrity define our reputation forexcellence. We want to make Marriott not onlythe best place to stay, but also the best place towork. Each of us has a responsibility to maintainMarriott’s great team of associates and greatworkplace.

In order for our business to continue to besuccessful, you should consistently strive todevelop your skills and knowledge to ensure thateach guest has an enjoyable and unforgettablestay.

As each of us is successful in what we do asindividuals, the Company will continue to besuccessful. This, in turn, will lead to new andexciting opportunities for you within theCompany; we can work together to achieve yourgoals.

2.1 Marriott Vision

TO BE THE NUMBER ONE LODGINGCOMPANY IN THE WORLD

2.2 Marriott ValuesCompany values are essential because theyprovide the foundation and roots of everything wedo. They provide focus for us in the way weinteract with guests and with each other. The

more associates live and breathe the valuesthrough their working lives, the nearer we get toour vision.

Core Values are the ideals that serve as thefoundation of all aspects of Marriott’s ‘Spirit toServe’.

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 andmanagement associates

The Spirit to Serve - the Customer is evident inthe adage, ‘the customer is always right,’ a hands-on management style i.e. ‘manage by walkingaround,’ by attention to detail and by openness toinnovation and creativity in serving customers.

The Spirit to Serve - the Community isdemonstrated every day by associate andcorporate support of local, national, andinternational initiatives and programmes.Serving the community is an important part ofdoing business ‘the Marriott Way.’

You are Key to our Business

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UK Associate Handbook 2008 7Marriott Confidential and Proprietary Information

3.5 Ritz-Carlton Hotel Company

The Ritz-Carlton Hotel Company are a worldwidesymbol for the finest in accommodations, diningand service. They offer signature serviceamenities including fine dining, 24 hour roomservice, twice-daily housekeeping, fitness centres,business centres and full concierge services.

3.6 Marriott Vacation Club International

Marriott Vacation Club International is a leadingdeveloper and operator of vacation ownershipresorts worldwide. MVCI resorts feature spaciousvillas designed to provide high qualityaccommodation in a relaxed resort atmosphere.Each villa features a spacious living and diningarea, master bedroom and bath, private balcony,kitchen and laundry area.

3.7 Marriott Executive Apartments

Marriott Executive Apartments is a corporatehousing brand designed to meet the needs ofbusiness executives on assignments of more than30 days, offering travellers residentialaccommodation with hotel-like amenities.

3.8 ExecuStay By Marriott

ExecuStay By Marriott provides fully furnishedcorporate housing to executives and travellerswho need temporary accommodation for amonth or longer. The apartments are individuallyselected, attractively furnished and customised tosatisfy each individual. Residents enjoy flexiblelease terms and options and a consistently highlevel of service.

Marriott Brands Worldwide

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Marriott have a number of brands worldwide,offering different types and levels ofaccommodation in a huge variety of destinationsover 69 countries. Not all of these are available inthe UK, where we focus predominantly on Marriottand Renaissance Hotels and Resorts.

3.1 Marriott Hotels, Resorts and Suites

‘Marriott Hotels & Resorts’ provides consistent,dependable and genuinely caring experiences toguests on their terms. Most hotels feature fullyequipped fitness centres, gift shops, swimmingpools, concierge levels, business centres andmeeting facilities. This is the flagship brand ofquality, 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. Theyprovide business and leisure travellers a deluxelevel of comfort and personal service on theirterms.

3.3 Renaissance Hotels & Resorts

‘Renaissance Hotels & Resorts’ is a quality-tierfull-service brand providing guests with theambiance of a boutique. Brand signatures includeinterior design, a ‘street’ restaurant and savvyservice. Features include a business library andcentre, swimming pool, fitness centre andconference and banqueting facilities.

3.4 Courtyard By Marriott

Courtyard is the moderately priced lodging brandthat was ‘designed by business travellers forbusiness travellers.’ Courtyard provides travellerswith the conveniences that make business andpleasure travel easy and allows them to relax andprepare for the day ahead. Courtyard hotelsusually feature a restaurant, lounge, meetingspace and exercise room.

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3.13 Horizons By Marriott

Horizons by Marriott Vacation Club offers value-orientated vacation ownership resortcommunities that emphasise fun amenities andactivities for the entire family. Horizons’ spaciousand functional two-bedroom, two baths villasfeature a private patio/balcony, comfortable livingand dining areas, fully equipped kitchen,washer/dryer and more.

3.14 Marriott Grand Residence Club

These resorts offer studio, two or three bedroomaccommodation on a 21 day to 13 weekownership interest, depending on their location.They combine the advantages of second homeownership with the services and amenities of afine hotel, as well as the benefit of exchange toworldwide destinations.

3.15 Residence Inn By Marriott

Residence Inn is designed as ‘home away fromhome’ for travellers staying five or more nights,incorporating a residential atmosphere withspacious accommodation. Guest suites feature afully equipped kitchen, space for entertaining ormeeting and plenty of work space. Servicesinclude daily housekeeping, 24 hour staffing,complimentary hot breakfast buffet, eveningsocial hours and personalised grocery shopping.

3.16 How To Access AdditionalInformation There is much more information available aboutthe variety of brands within Marriott InternationalInc. on the Internet. The website address isdetailed below. Please take the time to exploreour brands further; you will learn a huge amount!You may even want to start planning yourholidays, as our associates, and their friends andfamily, are able to obtain a considerableaccommodation discount at the majority of ourproperties, subject to availability! See the BenefitsGuide for more detail on this.

marriott.co.uk

Marriott Brands Worldwide

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3.9 Marriott Conference Centres

Marriott operates centres specialising in highlyeffective small to mid sized meetings. Theyprovide the latest audio-visual communicationstechnology, experiential learning facilities,gourmet conference dining, golf andrecreational/fitness venues. This is a quality-tierbrand and only available in the USA.

3.10 Fairfield Inn By Marriott

Fairfield Inn appeals to mid-tier business andleisure travellers looking for consistent, qualitylodging at an affordable price. Fairfield Innlocations feature spacious guest rooms, dailycomplimentary continental breakfast andswimming pools. Fairfield Inn and Suitesproperties also include uniquely designed suites,an exercise room and enhanced amenities.

3.11 Springhill Suites By Marriott

SpringHill Suites is a moderately priced all-suitelodging brand that provides unexpected value witha unique blend of added space and smartfunctionality. Launched in 1998, all SpringHillSuites are up to 25% larger than standard hotelrooms. Features include complimentarycontinental breakfast, self-service business centre,high speed internet access, exercise room, indoorpool and whirlpool spa (most locations).

3.12 TownePlace Suites By Marriott

Launched in 1997, TownePlace Suites offersextended-stay travellers a comfortable residentialatmosphere at a moderate price with all theconveniences of home. All TownePlace Suites’properties offer a housekeeping service. Theseare only available in the USA.

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The purpose of this handbook is to explain andclarify the main terms of employment and otherpolicies and practices relating to all associates.Every associate has an offer letter and/or awritten contract of employment which will, incertain matters, refer to this handbook forguidance. This section will help explain theseconditions, policies and practices and aims toanswer any questions that you may have.

This handbook is applicable to Marriott hotels andcorporate offices in the United Kingdom. It isintended to clarify what is expected of you and, inturn, what you are entitled to expect fromMarriott. In some instances policies andprocedures may vary and/or may be localised.Please consult your Human Resourcesrepresentative for further information.

This handbook is a statement of policy only and isnon-contractual, save where otherwise expresslystated or required as law.

Marriott reserves the right to modify, change,disregard, suspend, or cancel at any time, withoutwritten or verbal notice, all or part of thishandbook's contents as circumstances mayrequire.

4.1 Contract of EmploymentAs a new associate you will be given a copy ofyour Contract of Employment within your firsteight weeks of employment with the Company.One copy of the contract will be kept in yourpersonnel file. The second copy is for your ownrecords and should be stored in a safe place.

Your contract and this handbook, taken together,contain all relevant details of the main terms andconditions of your employment. In broad terms,the Handbook sets out the terms commonlyapplicable to all associates, and your contractdeals with those terms which are particular toyou. If there is any inconsistency between thishandbook and your contract, your contract willprevail.

It is important to understand your terms andconditions of employment. Please ensure you readthe details of your contract before you sign it and, ifyou have any questions, do not hesitate to contactyour Manager/Head of Department or HumanResources department for clarification.

It is imperative that you do sign and return thecontract of employment and accompanyingassociate handbooks.

4.2 ReferencesThe offer of employment to you is conditional uponreceiving two satisfactory references.

In the event that your employment commencesand we subsequently receive an unsatisfactoryreference, we reserve the right to terminate youremployment.

In many hotels, associates will also be asked tocomplete a medical screening questionnaire. Allthe above requested information will be storedon your file under the terms of the DataProtection regulations.

Your Employment with Marriott

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4.5 Hours of WorkYour normal hours of work are clearly defined inyour contract. However, due to the nature of ourbusiness, busy periods, and therefore yourworking hours, may vary. You may therefore, fromtime to time, be asked to reduce or increase thesehours, or even to work in a different area of thehotel.

Any such additional work will be unpaid, unlessyou qualify for overtime under the terms of yourcontract.

Any request to change your working hours inaccordance with our business requirements willbe a reasonable request and will be discussedwith you in advance.

As much notice as possible will be given of yourdaily schedule and rest days.

A copy of your weekly roster will normally bedisplayed on your departmental notice board.Once produced, any manual changes to theweekly roster must only be made with your Headof Department’s consent.

4.6 UniformWe want all our associates to feel good aboutworking for us and to present a professionalimage to our guests. Therefore:• You will be provided with a Company uniform

(where applicable) for which you will be askedto sign to confirm receipt when the uniform isissued to you.

• It is extremely important that the clothes thatyou wear whilst working, or your provideduniform, are presentable and well maintained.

• It is expected that you keep your uniform smartand clean.

• You are responsible for your uniform, so if it islost or damaged, other than reasonableexpected wear-and-tear, you will be required topay for it. For the costs of replacing youruniform in such circumstances, please see yourHR team.

The uniform remains the property of theCompany and upon leaving should be returnedto the Company.

In relation to your standard of appearance, youmust adhere to all required standards as per theGrooming and Dress Standards RSOP issued to youwith your offer letter, and available from your HRdepartment. Failure to adhere to these standardsmay result in disciplinary action being taken againstyou.

4.7 Cash and Key SecurityAll associates who have responsibility for thesafekeeping of cash and keys must make sure thatthey always adhere to all cash and key policies andprocedures as instructed by their Head ofDepartment. They must ensure that any shortageswith a float or lost keys are reported as soon aspossible to their Head of Department or the DutyManager. Staff involved in cash handling must signa ‘Security Declaration’ appropriate to theirproperty. A copy of this document will be placed inthe associate’s file.

Failure to adhere to cash and key security policiesand procedures may result in disciplinary actionbeing taken against you.


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4.3 PayMarriott is fully committed to complying with itsequal pay obligations as set out under the EqualPay Act 1970 and other relevant legislation.

Please refer to your contract and/orManager/Head of Department or HumanResources Department for details of the following:

• Your working hours, shift patterns andentitlements for breaks

• Overtime arrangements• Bank holidays and lieu day payment

You MUST have a bank account in order to be paidby us. This account must be held in your own name.Where a joint bank account is held, the payrolladministrator or a member of Human Resourcesmay request further proof of identity. We will not payby cash or cheque under any circumstances.Regrettably, we are unable to pay salaries into anyoneelse’s bank account. Oracle-hotel associates will bepaid on the 3rd Friday of each calendar month. Non-Oracle-hotel associates will be paid as detailed ontheir contract.

You must also have a valid National InsuranceNumber to receive payment. If you have atemporary NI number, this will only be valid for amaximum of 6 months.

If you have any queries concerning your pay, orhow it is calculated, please speak to your Head ofDepartment.

Pay rates for all associates will be reviewed annuallyand are based on your annual performance review,

or performance to date if you are a new starter. If youhave changed to a new position during the periodunder review, your review date will change in linewith your new role.

There is no contractual right to a pay increasefollowing a pay review. If your rate of pay ischanged, it will not be binding until you are notifiedof your new rate of pay in writing.

Your offer letter for the new position may adviseyou of when to expect your first annualperformance appraisal and pay review; this will bereviewed on an annual basis in January thereafter.

If you have gained a promotion during the sixmonth period prior to the pay review date, and thechange in position involved a pay rise, you maynot be entitled to a review of your salary until thefollowing year.

4.4 Wage DeductionsDeductions may be made from your salary, orany other sums due to you from the Company, tocover any amounts that are outstanding, eitherduring your employment or from your final pay.This includes deductions for lost or non-returneditems of uniform.

If you receive an underpayment or overpayment,we will notify you of the mistake as soon as webecome aware of it. In the case of overpayments,the Company reserves the right to either makethe appropriate deductions from the payment offuture wages or other payments due to youand/or to require immediate repayment of thesum owed.

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Rest Breaks at Work• An associate working for 6 hours or more is

entitled to a 20 minute break. This break neednot be paid.

Young People• Associates under the age of 18 are entitled to

longer and more frequent rest breaks. Pleasesee your Human Resources department forfurther details.

Night Workers• A ‘night worker’ is an associate who normally

works at least 3 hours of their shift during ‘nighttime’

• ‘Night time’ covers the hours of midnight to07.00am.

• The average length of a night worker’s shift overa 7 day period should not exceed 8 hours.

• ‘Night workers’ whose shift pattern is four 12hour shifts followed by 4 days off, fall withinthese average hours.

• ‘Night workers’ will be offered a free healthassessment to ensure their fitness to workduring night times.

RecordsAdequate records must be kept to demonstratecompliance with the regulations i.e. timesheets,payroll policy, etc.If it is part of local procedure, it is an associate’sresponsibility to sign in and out, to confirm theirhours of work.

Opt-OutAssociates may choose to work more than 48hours each week by signing a personal opt-out

agreement. However, Marriott believes 48 hoursworked each week to be a reasonable maximumand will review such ‘opt-outs’ from permanentassociates carefully and on an individual basis.

Please note that some hotels have an opt-outclause in their contract of employment, and somehotels have a Workforce Agreement. Associatesmay choose to opt-in if they wish to do so. Pleaserefer to your Human Resources representative forfurther information.

4.11 Requesting Flexibility To YourContractYou have the right to request changes to yourtimes, hours or place of work in respect of yourchildcare duties. To qualify, you must have 26weeks’ continuous employment and make aclaim 14 days before the child’s 6th birthday (or18th birthday if the child is disabled).

This right is extended to ‘Carers’. A ‘Carer’ willcover 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, pleasespeak with your Human Resources departmentwho will advise you of the procedure to follow andof our response procedure.

All requests will be appropriately considered, butthe Company has to take into account any extra


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4.8 Working NoticeIf you decide to terminate your employment withus, you are required to give the period of notice asoutlined below:

Level Length of Service NoticeAssociate/ Up to 3 months 1 weekManager 3 months to 4 years 4 weeks

5 years’ plus 1 extra week peryear of service upto a maximum of12 weeks

ExCom Up to 3 months 1 calendar month

3 months’ plus service 3 calendar months

Above ExCom Offer letter terms apply

On giving notice, you must adhere to the NoticePeriod Policy, available on MGS and from your HRdepartment, at all times. Failure to do so may affectyour working notice period, may result in disciplinaryaction and may affect a future reference.

After leaving Marriott’s employment, you should notreturn to your property for a period of 6 months,unless for a legitimate business reason or with prioragreement from your General Manager.

4.9 Re-hiring Policy It is the Company’s policy to provide equalemployment opportunity and thereforeassociates who have left the Company and re-apply to work with Marriott in UKIMEA shouldnot be excluded from the selection process, solong as they are eligible for consideration e.g. theirpast performance was satisfactory, their referencechecks are satisfactory etc. Prior employees mayre-apply at any time.

Please see the Re-hire Policy on MGS or your HRdepartment for further detail on this, and forinformation regarding re-hiring and its impacton date of continuous service and benefitsaccrual etc.

4.10 Working Time RegulationsThe Working Time Regulations 1998, provide a number of basic entitlements to people inemployment. However, they should not beconsidered as rigid as a number of exemptionsapply.

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 unlesschanges to shift patterns e.g. ‘late to early’prevent this from happening.

• If these rest breaks are not provided, equivalentrest will be allowed within a reasonabletimescale.

Weekly Rest Breaks• A rest period of at least 24 hours must be

provided each week, again unless there arechanges in shift patterns that prevent this fromhappening.

• Equivalent rest must be allowed within areasonable timescale if this break is not providedin any week.

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costs that may be incurred as a result of thepotential changes, as well as any potentiallydetrimental effects on the business, plannedstructural changes and the impact of such arequest on other associates within the team andthe service to customers.

If flexible working is granted, changes to yourterms are permanent. There is no guarantee thatchanges back will be automatically considered inthe future; however, personal circumstances willalways be taken into account.

4.12 Part-time WorkersPart-time employees, including job-sharers, willgenerally be treated no less or more favourablythan comparable full-timers in respect of theirterms and conditions of employment. Therefore,unless there are objectively justifiable businessgrounds, part-timers will receive, pro-rata whereappropriate, no less favourable: rates of pay,access to benefits, training and development,entitlement to holidays, entitlement to career-break schemes, contractual sick pay, maternity,paternity or adoptive pay and leave, treatment inthe selection criteria for promotion opportunities,transfers within the Company or benefits linkedwith redundancy.

4.13 TaxFor details of your local tax office, or an InlandRevenue telephone helpline for queries, pleasesee your payslip or your HR department.

It is each associate’s duty to inform the tax officeof any tips they receive and to pay any due taxaccordingly.

4.14 Confidentiality of Records/YourPersonal DataMarriott is committed to maintaining confidentialityof personnel information collected from you duringthe hiring process and throughout youremployment. Personnel records are stored on yourpersonnel file, available to HR staff, your directsupervisor and other hotel management, within thediscretion of HR.

This information may also be disclosed outsidethe Company when we are obligated to do sounder the law or in specific cases when weoutsource part of our HR function.

Your personnel information will also be processedby payroll, accounts payable, benefits and otherHR systems, including those located in the UnitedStates, in order to provide you with wages andbenefits and to allow us to manage the workforce.

If you wish to review and/or correct theinformation in your personnel file, or PS HRMSprofile if applicable, please contact your HRrepresentative.


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5.4 New Hire OrientationDuring your first month you will attend our NewHire Orientation programme, ‘In the Beginning’.During this course you will learn about thefollowing 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 ourBrand from other hotel brands.

• Your role in implementing the Brand servicestrategy.

• Specifics about how to navigate your wayaround your property.

5.5 Training and Development DeliveryMethodsThe agreed development needs of associates willbe achieved by implementing various learningmethods including coaching, cross-training,projects and training courses. The skills andexperience available within Marriott will be fullyutilised to enable all associates to achieve theirpotential to benefit the business and also theirown personal development.

Please see the Benefits Guide for more detail ontraining and development opportunities withinthe Company.

5.6 Evaluation and Validating ResultsAll training and development learning activity willbe assessed to consider its achievement ofobjectives. In addition, all actions will be evaluated toensure that they fit with strategic objectives and to

measure their effectiveness for the associate,department and the organisation, as well as theimpact they will have on business performance.

It is every associate’s responsibility to complete andreturn any evaluation forms given at the end of atraining session.

5.7 Tuition AidIn addition to the training you will receive withinyour property, the Company may also offer tuitionreimbursement to associates who seek, throughtheir own initiative and desire for self-improvement, education courses which mutuallybenefit the associates and the Company. This issubject to certain conditions and can bediscussed with your Human Resourcesdepartment.

Developing you Through Learning

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5.1 PurposeWe aim to communicate our approach to training,development and learning to you as an individual.

5.2 GoalsEvery associate will have a comprehensiveunderstanding of the duties of their role and theirresponsibilities within the organisation through athorough orientation programme that is co-ordinated by the Human Resources department.Each associate will have reached our minimumstandards of operation before they will berequired to carry out any tasks that may affect thesafety of, or service received by, a guest.

All associates will be committed to their ongoingdevelopment within their current role in orderthat they make a full contribution to the business.

There is a shared commitment to agree goals andreview development needs and opportunities forall associates at regular intervals.

5.3 Responsibilities

5.3.1 The General Manager and HumanResources DepartmentThe General Manager and Human Resourcesare responsible for ensuring that training anddevelopment will play an important part inbusiness strategy by providing theorganisation with the capabilities for theachievement of its goals. They will beresponsible for driving the group’s trainingstrategy and annual learning anddevelopment plans and for ensuring that theappropriate resource is allocated.

5.3.2 Managers at Every LevelThese are responsible for creating anenvironment where training, developmentand learning are recognised as an importantpart of the employment contract withassociates. Head of Departments will berequired to lead and coach their associatesand to evaluate the contribution of theirtraining investment individually. ExCommembers and Heads of Department are alsoresponsible for assisting with the successionplanning process throughout the Company.

5.3.3 All AssociatesIt is the responsibility of each associate toensure that they receive adequate trainingand performance support in order tocontribute to their full capacity in their currentjob. All associates are responsible for applyingnew skills and learnings to their job situation.

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5.8 Cross-TrainingIn order to develop your skills beyond yourdepartment, cross-training in other departments isavailable and encouraged for associates who arewilling to learn more about the variety of roleswithin their property. Please see your Head ofDepartment to discuss cross-trainingopportunities further.

5.9 Passports To SuccessPassports to Success are an operational traininginitiative launched in 2006. They are a progressivescheme enabling our associates to maximise theirdevelopment and assist with career progression.The goal of the program is to train non-management associates in the technical skills thatwill enable them to provide exceptional guestexperiences and enhance the success of their hotel.Disciplines covered at present by Passports toSuccess are Culinary and Purchasing, EventOperations, Restaurant/Bar/Room Service andRooms Operations.

For more information on this initiative, please speakwith your Head of Department.

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Being Savvy means knowing what the guestwants and knowing how to provide it forthem whilst serving with a style all of our own.

The 20 Savvy Service Basics enableassociates to adapt the Savvy principles intotheir daily working routines.

An introduction to Savvy Service forms part ofyour Orientation. Savvy training is provided atyour hotel.

6.3 Engaging AssociatesMarriott also believes in experiencing the successof engaging associates by concentrating on thefollowing:Leadership Excellence• Taking an interest in associates’ well-being• Communicating a clear vision for long term

success

Personal Growth• Providing challenging and stimulating work• Giving all associates excellent career

opportunities based on merit

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

Pride of Affiliation with a Great Company• Ensuring we, as a Company and within our

individual hotels, care a great deal aboutcustomer satisfaction

• Ensuring we, as a Company and within ourindividual hotels, have a reputation as a goodemployer

In order to support the values of our Company,associates need to be able to display certain skillsand qualities to help everyone in the jobs thatthey do.

• Hospitality• Teamwork• Quantity of Work• Quality of Work• Dependability/Reliability• Communication• Health & Safety/Loss Prevention• Total Quality Management• Initiative

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6.1 ProgressionBy developing our associates, Marriott is able tomaintain a competitive advantage over ourcompetitors, giving you more satisfaction in yourwork and assisting you in planning your long-termcareer.

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 Company ValuesCompany values are the beliefs we hold dear andwhich can have a great effect on improvingcustomer service and satisfaction. They aredescribed below:

6.2.1 Marriott Spirit to ServeSpirit to Serve is the Marriott brand term used todescribe our service culture and how each andevery one of us applies our values to deliverconsistent outstanding service to each otherand our guests.

The Spirit to Serve Daily Basics highlightsome of the key behaviours from thesesessions and remind us to practice them daily.These are applied in every Marriott hotelacross the world.With the Spirit to Sell, we identify what ourguests want and deliver this every time,benefiting both ourselves as individuals andas a company, as well as positively impactingour customers.

You will be introduced to the Spirit to Serveduring your orientation.

6.2.2 Renaissance SAVVY ServiceThe Renaissance brand comprises of threeproduct pillars: Expressive Destination, Delightful Luxury andSavvy Service

Savvy Service places greater emphasis onservice that makes our guests feel recognised,creates special touches and enhances aguest’s sense of status.

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6.4 Management Development Tools

6.4.1 Ashridge Virtual Learning ResourceThe Ashridge resource is an Internet basedlearning tool, accessible by managers toimplement into their departments.

The virtual online training resource contains50 learning guides on a variety ofmanagement topics. The learning guidescover a wide spectrum of management skills,competencies and techniques, designed toencourage individuals to learn at their ownpace.

6.4.2 Core TrainingPart of Marriott’s success is driven by itsdevelopment of associates. InternationalLodging continues to foster J. WillardMarriott’s philosophy of “People are numberone—their development, loyalty, interest andteam spirit”, through the International TrainingFund. This fund provides ‘core managementtraining programmes’ on an ongoing basis forall International managers. With over twentydifferent programmes offered by certifiedtrainers, professional external experts,property-based management, and others self-directed including internet-based learning,managers develop the skills and knowledgenecessary for outstanding hotel performance.

All managers should receive 40 hours trainingper annum and all Marriott training coursesare offered by certified trainers.

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7.1.4 Bank/Public Holiday EntitlementIn many hotels, Bank Holidays are aparticularly busy time. Therefore, anassociate must work this day if asked to do soby their Head of Department. Payment forBank Holiday working will be as per eachindividual’s contract of employment. Shouldan associate earn a day in lieu for working aBank/Public Holiday, this must be takenwithin 3 calendar months of the date of theBank/Public Holiday, unless agreed with theassociate’s Head of Department.

Part-time workers are also entitled to allstatutory Bank Holidays, on a pro-rata basis.

7.1.5 Holiday RequestsAll holiday requests should be made by fillingin a PAF (Payroll Action Form), or via Oraclefor Oracle-using hotels. All requests shouldideally be at least one month prior to theproposed holiday period, or as soon as isreasonably practicable thereafter.

Holiday days must not be assumed as tohave been signed off until they have beenofficially authorised by the Head ofDepartment/Manager and the signed PAFcopy returned back to the associate.All holiday requests are subject to theapproval of an associate’s Manager, and canbe refused if there is a legitimate businessneed e.g. very high business levels, otherassociates on holiday at the same time, notenough staff cover. Holidays are usuallyauthorised on a first come, first served basis.

If an associate does not return to work after aholiday on the day agreed with their HOD,disciplinary action may be taken against theassociate.

7.1.6 Extended LeaveRequests made by associates for more than 2weeks in duration at any given time may notbe authorised. Should an associate wish totake more than 2 weeks at any one time theyshould put the reasons for this in writing totheir Head of Department, where theirrequest will be considered and responded toaccordingly.

Each request will be seen on its own merits,and past history is not an indicator of futureacceptance.

7.1.7 Holiday During Notice Periods/onLeaving

An associate may request to take part of theirworking notice as unused holiday entitlementaccrued to that date. However, this requestmay be refused. Similarly, the Company mayinsist an associate use any unused holidayentitlement as part of their notice period, ifappropriate. Either way, the associate mustfill out a PAF in the usual manner.

If an associate leaves the Company, they willbe paid for any outstanding holidays accruedup to the date of their leaving, less tax andNational Insurance contributions.

If an associate leaves the Company havingtaken more than their accrued holiday up to

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7.1 Holidays/Vacations

7.1.1 Annual HolidaysAll policies and information relating to holidayprocedures, entitlement and calculation willbe issued to you during your Orientation.

You must also ensure that you are aware of,and adhere to, the CompanyHoliday/Vacation RSOP, available on MGSand from your HR department.

Abuse of the Company’s holiday procedureand pay entitlements will result in disciplinaryaction being taken against an associate.

7.1.2 Holiday EntitlementLevel Years’ service Number of work days’

holiday/vacationentitlement per

annum

Associate On commencement 20After 1 year’s service 21After 2 years’ service 22After 3 years’ service 23After 4 years’ service 24After 5 years’ service 25After 10 years’ service 27

Head of On commencement 23Department/ After 2 years’ service 24Manager After 5 years’ service 25

After 10 years’ service 27

ExCom On commencement 25After 10 years’ service 27

Above ExCom Offer letter terms apply

7.1.3 Entitlement ClarificationThe Company’s holiday year runs from 1stJanuary to 31st December.

If an associate joins the Company part-waythrough a year, their holiday entitlement ispro-rata’d for the rest of the year based oneach anticipated complete month of service,and full entitlement then commencesthereafter.

When an associate reaches a servicemilestone that increases their holidayentitlement, the holiday entitlement isincreased from the beginning of the followingholiday year.

All holiday entitlements must be taken in therelevant year and cannot be carried forwardto following years, and there is no payment inlieu for any untaken periods of holidayentitlement at the end of a holiday year.

The aforementioned holiday entitlements areall exclusive of Bank/ Public holidays, andare based on a 5-day week worker.

Part-time workers, or workers employed on a6-day contract or flexible-day contract, willhave their annual holiday entitlement pro-rata’d to give the equivalent of a 5-dayworker’s annual entitlement. When pro-rata’ing holiday entitlements, these arecalculated on days worked, rather than hours,and are always rounded to the nearest halfday.


Unpaid holiday will not be granted if anassociate still has any paid holiday entitlementremaining.

7.1.11 Holiday PayHoliday pay is based on normal basic pay atthe time the holiday is taken for all salariedassociates and hourly associates in non-Oracleusing properties. For hourly associates inOracle-using properties, holiday pay isdetermined by actual average hours workedover the previous 12 weeks. For all associates,holiday pay is defined as such on payslips.

7.1.12 Fixed HolidaysThe Company reserves the right to fix thetimings of holidays if there is an acceptablebusiness reason e.g. if it is necessary to closea department for a period of time.

Associates are also actively encouraged toensure they plan their holidays and use someof their holiday entitlement at quieter timesfor their department.

7.2 Sickness

7.2.1 Sickness Policy GuidelinesAll policies and information regardingsickness/absence procedures, entitlementand calculation will be issued to you duringyour orientation.

You must also ensure you are aware of, andadhere to, the Company Sickness/ AbsenceRSOP, available on MGS and from your HRdepartment.

Abuse of the Company’s sickness/absence procedure and pay entitlements willresult in disciplinary action being takenagainst an associate.

7.2.2 Absence Reporting ProcedureIf an associate is unable to attend work forany reason, the following procedure must befollowed:1. Contact the Duty Manager or Head of

Department at least 4 hours before yourshift is due to begin, or, if this is not possible,as soon as is reasonably practicable, unlessthere are exceptional circumstances.NOTE: Absence is authorised only if youspeak to the Duty Manager, Head ofDepartment, Night Manager or designatedother Manager for non-hotel associates. Amessage left with anyone else will not beaccepted.

2. The Manager will ask specific questionsregarding your absence, which will berecorded in the property’s Absence Log (orequivalent) and passed to your HOD andthe Human Resources Department.

3. If you do not know your return to workdate, you must keep in touch with yourHead of Department or the most seniormember of your department on duty atagreed intervals to keep the propertyinformed of your progress.

4. If you are absent for seven days or less, youmust complete a Self-certification form,which you should obtain from the HumanResources department or the most seniorperson on duty in your department. Thisform can be requested by the associate by


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the date of leaving, an appropriate sum inrelation to the overpayment of holiday paywill be deducted from their final salary and/orany other monies then owed by theCompany. In the event that such salary isinsufficient to cover the amount due forrepayment, the associate must immediatelyrepay to the Company any excess due.

7.1.8 Holiday During SicknessIf an associate has booked holiday but is sickprior to their planned vacation days, they willnot be required to take their planned days asvacation and will continue to be paid sicknessrates as per their sickness entitlement and asper policy i.e. as long as the full sicknessprocedure has been followed. However,should they wish to take, and be paid, theirholiday as per the previous vacation booked,they may do so and they will be paidstandard holiday pay instead of sick pay. Insuch circumstances, the associate mustadvise their Head of Department of theirpreferred choice, in writing.

If an associate returns from a vacation andsays that they have been sick during theirvacation, whilst we sympathise in such asituation, their holiday will continue to be paidas planned and the holiday days taken fromtheir overall annual entitlement.

If an associate is absent through sickness andthis is unpaid as it is for a period of 3 days orless, and the associate subsequently wishesto use up a vacation day so that they do notlose out financially, they may only take thesedays as paid holiday if approved by their HOD.

If an associate has prolonged sicknessabsence during a calendar year, and is unableto take their full allocation of holidayentitlement, they will not be entitled to carryover any unused holiday entitlement, norreceive any payment in lieu thereof.

7.1.9 Holiday During Disciplinary Proceduresor Suspension

Should an associate have previouslyrequested, and it been granted, holiday leave,and is then subject to disciplinaryaction/suspension, the holiday will behonoured, and the disciplinary procedurecommenced/re-commenced on anassociate’s return from leave. In such cases,response days/periods etc. will be extendedto take into account the appropriate holidayperiod.

Should an associate be subject to disciplinaryaction and subsequently request a holidayduring this period, this will not be grantedunless in exceptional circumstances.

7.1.10 Unpaid HolidayIf an associate has used up their full holidayentitlement and wishes to take furthervacation leave, they may, with their Head ofDepartment’s approval, take a period ofunpaid leave. However, this is to beconsidered the exception rather than thenorm, and this request may be refused by theHOD if business reasons will mean it wouldhave a detrimental impact on either thedepartment or the hotel as a whole.

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7.2.5 Sickness During Notice PeriodsIf an associate is sick during their workingnotice period, they will continue to be paidsickness rates as per their sicknessentitlement and as per policy, as long as theyfollow the full sickness procedure/policy.

Should it be found in such circumstances thatan associate is abusing the Company sicknesspolicy, as in all cases of sickness policy abuse,they will be subject to disciplinary action and itmay affect a future reference.

7.2.6 Contact Whilst on Sick LeaveAn associate on sick leave has an obligation toremain in regular contact with the propertyand provide information regarding the natureand progress of their illness.

7.2.7 Return to Work InterviewsA return to work interview will be completedfor any associate who has been on sicknessabsence for a period of one full day or more.The aim of the return to work interview is toascertain key facts in relation to theassociate’s absence in order to ensure data isrecorded, and to control sickness/ absencelevels within the property.

7.2.8 Occupational HealthAfter six weeks’ continuous absence, or afterrepeated incidences of short-term absence,an associate may be referred to OccupationalHealth in order that the property may obtainan independent assessment of the associate’sillness and likely return to work date. Thehotel HR team will first obtain consent of the

associate before contacting OccupationalHealth, and will explain the process to befollowed and each party’s obligations duringthis referral.

NB: Associates with a known recoverableillness such as a fracture, should not normallybe referred as the property will be aware oftheir likely return to work date.


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telephone to be sent to your home, orcompleted on the first day you return towork.

5. If you are absent for eight days or more, aswell as submitting the Self-certificationform, you may be asked to obtain aMedical Certificate (Form Med3) fromyour General Practitioner. This should besent to your Head of Department as soonas you receive it.

6. In cases of indefinite absence, your Headof Department, Line Manager or amember of the HR team will keep in touchand advise you of the property’s policy, aswell as your rights during your absence.

7. On your return to work date, or as soon asreasonably practicable, you will be given areturn to work interview with your Head ofDepartment or designated Deputy. Aconfidential record of this interview will bekept on your personal file.

8. If you have a query on any aspect of theCompany procedure on absence, pleaseconsult your Manager or HR department.

7.2.3 Absence Procedure andDocumentation

Absence – 1-7 DaysShould an associate be absent from work for aperiod of between 1-7 days, they are requiredto complete a Self-certification form in order toauthorise their absence. Failure to completeand return this form constitutes unauthorisedleave and will affect Company Sick Payarrangements and could lead to disciplinaryaction.

The associate should complete the Self-certification form on the first day of their returnto work or they may request for this form to beposted to their home address. The form mustbe completed in full, signed by the associateand their HOD and then forwarded to HumanResources for payroll purposes and to place onthe associate’s personal file.

Absence 8 days +After 8 days’ continuous absence, an associatemay be required to provide the property with amedical note from their GP as well as acompleted Self-certification form. This notemust be completed in full (front and back) andbe signed by the GP.

Long Term AbsenceOnce an associate has been absent for 4weeks or more, an absence meeting will beheld with the associate and a representativefrom Human Resources.

Sick NotesShould an associate wish to return to workwhilst they have a valid sick note, this will onlybe permitted if a new note is received fromtheir Doctor signing them back to work.Associates must ensure that repeat sick notesare sent direct to the property at least 24 hoursbefore the last sick note expires in order toensure 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.

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7.3 Unplanned Absence From Work You are required to inform your Head ofDepartment 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 priorto your shift start time.

Except in cases of sickness (as above), or plannedabsence (as below), an associate absent fromrostered duty will receive no payment for theabsence.

7.4 Jury ServiceIf you are called for Jury Service, or as a witness,you are required to inform your Head ofDepartment immediately. You will need to claimfor expenses and loss of earnings from the Clerkof the Court or be paid by your hotel. Proof ofdates you have been asked to attend Jury Servicemust be given to your Head of Department.Any compensation for loss of earnings must bepassed to your Head of Department who willforward it to your Human Resourcesrepresentative to help offset the salary paymentsmade during your absence.

Payment in relation to Jury Service is inaccordance with the Jury Service policy at yourhotel.

Please see your Human Resourcesrepresentative for more information should yoube called for Jury Service.

7.5 Public Duties7.5.1 Approved AbsencesYou will be permitted reasonable time off toperform approved public duties e.g. schoolgovernor, local councillor if this is an existingpolicy at your hotel. Normally this absencewill be unpaid.

7.5.2 Volunteer Members of the ArmedForcesIn addition to personal holiday entitlement,Volunteer members of the Armed forces areallowed one week’s (5 days for a full-timeworker) leave with pay to take part inService activities if this is an existing policyat your hotel.

A letter requesting your attendance at apublic training course e.g. Territorial Army,should be sent to your Human Resourcesrepresentative prior to commencement ofthe course. Paid leave will only be granted onauthorisation from the Head of Departmentwhere such a policy is in place at any hotel.


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7.2.9 Statutory Sick PaySSP is a statutory earnings replacement forassociates who are off work through illness,the rate of which is set by the Government. Itmust be paid by all employers provided thatemployees meet the qualifying conditions.

The first three days of sickness are calledwaiting days and SSP is not payable duringthese waiting days. Therefore, SSP will not bepaid for the first three days of absence. SSPwill be paid from the fourth day of absenceand is paid for a period of 28 weeks only.

7.2.10 Company Sick PayCompany Sick Pay will only be paid if allsickness absence procedures are followed,which include the following:

• Associate to have followed the AbsenceReporting procedures correctly.

• Associate to have completed theappropriate sickness certification proceduresfor their length of sickness.

• Associate to keep in regular contact witheither their HOD or HR department inrespect of their illness.

• Associate to attend absence meetings withtheir HOD as requested.

• Associate to co-operate with referrals toOccupational Health and ensure anydocumentation is returned as soon aspracticably possible and they attend anyscheduled appointments.

• Associate to have provided authorised sicknotes to cover their length of sicknessabsence.

• Associate to complete a return to workinterview upon their return to work.

• Associate to ensure that any accident atwork has been recorded in the accidentbook according to their local procedure.

Company sick pay will not be paid in thecircumstances described on page 47,paragraph 6, of section 8.3.1 of thishandbook.

Company sick pay is paid at your usual basicrate of pay and includes the SSP element.

Company Sick Pay entitlements aredependant on years of service, as per thetable 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




5 years plus Up to 13 weeks’ full pay and 13 weeks’ half pay

7.2.11 Registering with a DoctorYou are required to register with aDoctor/General Practitioner (GP) as soon asyou start employment, ideally one local toyour home address.

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A pregnant woman may start her maternityleave any time after the 11th week before theexpected week of delivery, and may returnany time prior to the end of her entitlement,after the 2 week period following the birth ofthe baby, provided she gives 28 days’ notice.

Please see your HR department for fullmaternity information, rights andentitlements.

7.7.4 Maternity Pay ArrangementsDuring maternity leave, women will receiveone 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 leastStatutory Maternity Pay (SMP) providedthey have a minimum of 26 weeks’continuous service up to and including the15th week before the baby is due, are stillpregnant at the start of the 11th weekbefore the baby is due (or have given birthby then), and their average weekly earningsare higher than the Lower Earning Limit forNI Contributions. If they do not satisfythese criteria, they will qualify for theaforementioned Maternity Allowance fromtheir local Social Security office. SMP ratesare set by the Government.

Statutory Maternity Pay rates are 90% ofaverage weekly earnings for the first 6 weeksand then SMP for the next 33 weeks, meaningpayment for a total of up to 39 weeks.

No further payments are made, even if theassociate takes Additional Maternity Leave,unless your hotel operates a local EnhancedMaternity Pay policy. Please see your HRteam for further details.

7.8 Paternity Pay and Leave

7.8.1 Paternity LeaveAssociates are entitled to Paternity Leave ifthey have, or expect to have, responsibility forthe child’s upbringing, are the biological fatherof the child or the mother’s husband/partnerand have worked continuously for Marriott for26 weeks by the end of the 15th week beforethe beginning of the week in which the babyis due.

Males should provide a self-certificate SC3 Formor provide a copy of their partner’s MATB1 formas evidence they meet these eligibility criteria.The SC3 Form is available from your HumanResources representative or on the intranet.

Males may take up 2 working weeks’ paidpaternity leave. This should be taken in eitherone week or 2-week blocks (not odd days)and should be within 56 days of the baby’sbirth.

The associate will continue to receive allcontractual benefits, except wages/salary,during this time.


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7.6 Compassionate LeaveSympathetic consideration will be given to allrequests for compassionate leave, particularly inthe case of the death or serious illness of a closerelative i.e. parent, spouse, sibling or child. Thegranting of such leave, and its payment, is at thediscretion of your Head of Department and inaccordance with any existing policy at your hotel.

7.7 Maternity Pay and Leave

7.7.1 Time Off For Antenatal CareA certificate of pregnancy and anappointment card should be shown to yourHead of Department and/or your HumanResources representative.

7.7.2 Maternity Leave EntitlementA MATB1 form, confirming your expected weekof delivery, must be given to your HRdepartment once you receive it.

All pregnant associates, no matter their lengthof service or weekly working hours, areentitled to Maternity Leave. The contract ofemployment continues during this time unlesseither party expressly ends it or it expires. Theassociate will continue to receive allcontractual benefits, except wages/salary,during this time.

Pregnant associates are entitled to 52 weeks’maternity leave.

7.7.3 Taking Maternity LeaveA pregnant woman is required to notify heremployer of her intention to take maternityleave by the 15th week before the expectedweek of delivery, unless this is not reasonablypracticable. She should advise the Companythat she is pregnant, the expected week ofdelivery, and when she wishes to commenceher maternity leave. A woman can changeher mind on this, as long as the Companyreceives 28 days’ notice of any changes tocommencement dates.

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longer-term arrangements. All associates will havethe right to request a reasonable amount of time off work to deal with an emergency.

A dependant is a partner, child or parent of anassociate, or someone who lives with theassociate as part of their family (e.g. a grandparentliving in the household).

Time off for family emergencies is unpaid andbelow gives circumstances under which anassociate can request time off: • If a dependant falls ill or has been involved in an

accident or assaulted, including where the victimis distressed mentally, rather than physicallyinjured.

• To make longer-term arrangements for adependant who is ill or injured.

• To deal with an unexpected disruption or breakdown in normal care arrangements.

Authorisation to take time off for dependants is atthe discretion of the General Manager.

All associates, regardless of length of service, willnormally have the right to take a reasonable periodof time off work, usually one or two days, to dealwith an emergency involving a dependant, and notbe disciplined, dismissed or victimised for doing so.

Further details about time off for familyemergencies, and the process to follow, areavailable from your Human Resourcesrepresentative.

7.12 RedundancyRedundancy within Marriott will only ever be aworst-case scenario and Marriott will strive toavoid compulsory redundancies whereverpossible before reaching this situation.

Associates who are unfortunate enough to bemade redundant from Marriott properties havenot only contributed to the success of theCompany, but are also potential future customersof Marriott and future ambassadors of Marriott asan employer. As such, their redundancy must behandled sensitively and professionally at all times,and their entitlements and the process followedshould be clear and effective for all.

In any redundancy situation, your HR team willensure that you are aware of your entitlementsand that all parties follow the UK RedundancyRSOP, available on MGS and from your HRdepartment.


7.8.2 Paternity PayMale associates taking paternity leave willreceive at least 3 days’ paid leave at normalpay, and the rest at Statutory Paternity Payrates, set by the Government.Please see your HR department for fullpaternity information, rights and entitlementsand your local Paternity Policy.

7.9 Parental LeaveThe Company offers Parental Leave to allassociates. The purpose of Parental Leave is toprovide parents with an opportunity to spendsome additional time with their children, at a timemost suitable to their family circumstances.

Parental Leave is a statutory entitlement for aperiod of up to 13 weeks’ unpaid leave away fromthe workplace, from birth until the fifth birthday,for each child you have. Parental Leave is usuallyunpaid.

In the case of adoption, Parental Leave must betaken within 5 years of adoption or until thechild’s 18th birthday, whichever is the sooner.

Leave for those with disabled children is up to theage of 18, and is extended to be a period of up to 18weeks’ leave.

Please speak with your HR department for full parental leave information, process, rights andentitlements.

7.10 Adoptive ParentsEligible associates can take paid leave when a childis newly placed for adoption. Adoption leave andpay will be available to individuals who adopt, or toone member of a couple where couples adoptjointly (the couple choose which partner takesadoption leave).

To qualify for adoption leave, an associate mustbe newly matched with a child for adoption by anapproved adoption agency, and must haveworked continuously for their employer for 26weeks leading into the week in which they arenotified of being matched with a child foradoption.

Adopters are entitled to up to 26 weeks’ OrdinaryAdoption Leave, followed immediately by up to26 weeks’ Additional Adoption Leave. Shouldthey meet all qualifying criteria, they will beentitled to Statutory Adoption Pay for up to 39weeks, at the rates set by the Government.

Associates are entitled to all contractual termsand conditions throughout their leave, apart fromwages/salary.

Please speak with your Human Resourcesrepresentative for full adoption leave information,rights and entitlements.

7.11 Time Off For Dependants/FamilyEmergenciesThere are times when an emergency may ariseinvolving a dependant. This may mean you needto take a short period of time off work in order todeal with a problem and make any necessary

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7.13 RetirementThe Marriott retirement age is 65 for men andwomen.

Marriott have a full Retirement Policy, availableon MGS and from your HR department. Thisdetails the full policy and procedure to follow asan associate is nearing retirement age, and yourHR team will guide you through this process asyou near your official retirement date, and will talkthrough all options available to you, including yourright to request an extension to your retirementdate.

Should you wish to retire before the age of 65,please see your HR team, who will talk throughthe procedure to follow in such circumstances.

7.14 Sabbatical Leave Marriott recognises that some associates maywish to take a career break from Marriott. Suchassociates have not only contributed to thesuccess of the Company but are also potentialfuture employees and future ambassadors ofMarriott as an employer. As such, their requestfor a career break must be recognised and treatedwith dignity and respect in the hope that they willre-join Marriott on their return, to the benefit ofboth associate and Company. Associatesconsidering such leave should refer to theSabbatical Leave policy on MGS or your HRdepartment for further reference.


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marriott 2008 handbook part 1

Documents

associate forum

associate engagement

associate entranceexit

associate assistance

associate opinion survey

marriott websitesintranets

marriott brands

marriott values