Pier One Sydney Harbour Handbook 2018

PIER ONE SYDNEY HARBOUR HOTEL

Autograph Collection Associate Handbook

01

WELCOME
TO PIER ONE

SYDNEY
HARBOUR

WHO WE ARE

Built over 100 years ago as a working cargo
wharf and passenger transit point, Pier One
Sydney Harbour is rich in character where

the historic details of the past have been
intricately transformed into a modern
contemporary hotel.

Perched under one of Australia’s
greatest icons, the Sydney Harbour
Bridge, our hotel on the harbour is
designed for experience seekers.
Through a welcoming and playful
atmosphere, we create a unique
opportunity for guests to be themselves
and enjoy a quintessential Sydney

experience.

OUR SUITES

Admiral Suite Harbour View Balcony Suite Harbour View Suite

Floor-to-ceiling windows wrap all the The view can be enjoyed from a furnished A healthy abundance of natural sunlight is let in
way around, from the spacious living balcony, which reaches out into the water, and through your large glass windows, which you can
from floor-to-ceiling windows that wrap around bask in as you absorb the beautiful views. Indulge
area to the bathroom, where a
standalone tub has a front-row seat the entire interior, from the living room to the yourself further with your decadent open plan
decadent bathroom. This luxury suite is also bathroom, featuring a deep standalone tub, twin
to the water. A private deck is available for bridal parties and special events. rain shower with side jets, double brass bowl vanities,
perfect for enjoying sunny days and
and amenity kits from Apelles Apothecary.
crisp evenings.

Walsh Bay Suite Hickson Suite

Your sixty two square metre The expansive windows let in an
suite features your very own abundance of natural sunlight for
separate living room, and this
is the room where you can you to bask in. Continue your
lavish experience in your
absorb the breath taking
water views through the large grandiose ensuite bathroom,
windows. A luxurious day bed* which contains a luscious deep
completes your experience, bathtub for you to relax in. Your
separate lounge room has a sofa
allowing you to bask in the bed available for you to lay back
natural light as you absorb the
in as you absorb the views,
scenic beauty of Walsh Bay. completing the self indulgent

experience.

OUR GUEST ROOMS

Waterside Deluxe Heritage Deluxe

Your room contains a newly refurbished ensuite bathrooms, featuring You will be pleased to stay in the newly renovated Heritage King
a distinctive marble vanity, stainless steel features and plenty of Deluxe. This deluxe Sydney hotel room offers a combination of
comfort, luxury and value. The spacious forty one square metre
mirrors. Newly renovated, your spacious forty one square metre luxury
waterfront accommodation room is a third bigger than regular hotel rooms are a third larger than regular hotel rooms, offering you the
rooms, offering you the ultimate in roomy comfort and Harbour views, ultimate relaxation experience, with both a king size bed, and a
double sofa bed which can accommodate extra guests if need be.
and making your time in Sydney one to remember.

Waterside King/Twin Heritage Superior

These magnificent views You will be pleased to stay in
await through the large glass the newly renovated Heritage

windows, that also let in an Superior, which offers a
abundance of natural combination of comfort and
value. You can choose from a
healthy sunlight for guests to king size bed or twin in your
bask in. You can choose from
a king size bed or twin in your spacious room. You will be
extremely satisfied with our
spacious room, which newly refurbished ensuite
contains newly refurbished
ensuite bathrooms featuring bathrooms, featuring a
a distinctive marble vanity, distinctive marble
stainless steel features, and
vanity and stainless steel
plenty of mirrors. features, with plenty of mirrors.

OUR GUEST ROOMS

Heritage King/Twin Dog Friendly Rooms

You will be pleased to stay in the newly For many guests, dogs are not simply pets,
renovated Heritage King or Twin, which they’re part of the family. Pier One Sydney
offers a combination of comfort and value, Harbour welcomes canine guests in select
all within walking distance of the Harbour Waterside accommodations, where four-
Bridge, Opera House and Circular Quay. legged friends enjoy a bed and water and food
You can choose from a king size bed or twin bowls. Those who want to pamper their pet can
in your spacious room. You will be extremely opt for a minibar loaded with dog-friendly
satisfied with our newly refurbished suite snacks. Fresh air is never out of reach with The
bathrooms, featuring a distinctive marble Rocks, Circular Quay, and the pier moments
vanity and stainless steel features, with away. Please be advised, an exit cleaning fee

plenty of mirrors. of $90 per stay does apply

EATING & DRINKING

EATING & DRINKING

The Gantry Restaurant Pier One Bar

As proud earner of one Chef Hat Step into the Pier One Bar, and you’ll
from the Good Food Guide, we discover a vibrant hub, anchored by

invite you to experience the an impressively large zinc-clad bar
destination of sensory discovery centrepiece. Here our savvy

and effortless craftsmanship, bartenders blend effortless charm
perfectly set between Sydney and humour with a large dose of
Harbour and The Rocks precinct. storytelling as they handcraft your

cocktail of choice.

The Kerrigan

Dedicated to providing diners with an
array of mouth-watering barbeque

delights, the shack stand outs include
smoked pork ribs, juicy stacked

burgers, grilled striploin served in soft
tortillas and ‘Chook Wings’. Eat in or
take away, it is the perfect spot on
the pier to gather with friends and

watch the boats pass on through.

02

ABOUT
MARRIOTT
INTERNATIONAL

• The Marriott Story
• The Marriott Portfolio
• The Marriott vision and mission
• Marriott’s core values
• Take Care
• Explore Rate

THE MARRIOTT
STORY

THE MARRIOTT PORTFOLIO

THE MARRIOTT PORTFOLIO

CORE VALUES

1. PUT PEOPLE FIRST
Marriott take care of associates and lets them take
care of the customers. We want to give associates
opportunities to grow and succeed

2. PURSUE EXCELLENCE
This is a dedication to the customer that shows in
everything we do. We take pride in the details-
everyday, in every destination worldwide

3. EMBRACE CHANGE
We are driven to continually challenge the status quo
and anticipate our customer’s changing needs with
new brands, new global locations and new guest
experiences

4. ACT WITH INTEGRITY
We hold ourselves to uncompromising ethical and
legal standards. This extends to our day-to-day
business conduct, our employee policies

5. SERVE OUR WORLD
Our “Serve 360” makes the company stronger. Marriott
International focuses on fives global social issues:
poverty alleviation, the environment, community
workforce development, the wellbeing of children,
and global diversity and inclusion

‘PUTTING PEOPLE FIRST’

This is our founder’s philosophy and it has
made Marriott International a great place to
work for more than 85 years. Our people first
culture has consistently earned us awards and

recognition around the globe. Giving
associates opportunities to grow and succeed

is part of the company’s DNA

“Take care of associates
and they’ll take care of

your customers”
J.W Marriott

EXPLORE RATE

FOOD & BEVERAGE

At Pier One Sydney Harbour Hotel:
20% off Kerrigan + Gantry Degustation

35% off Gantry A La Carte
At Marriott Hotels in Australia, New Zealand and Pacific

35% off Food, Alcohol and In Room Dining
At Marriott Hotels Globally

20% off Food, Alcohol and In Room Dining

*Excludes Saturday nights, school holidays and special events at Surface Paradise Marriott
Resort & Spa. Excludes Harrisons by Spencer Patrick- Sheraton Grand Mirage Report Port
Douglas. Discount applies to max 8 guests (including associate). The associate must show

their discount card and valid ID card

ACCOMMODATION

At Marriott Properties:
- Use code MMP for Associate Rate
- Use code MMF for Friends & Family Rate
- Enter this code in the Corporate/Promotional

box on www.marriott.com

At Starwood Properties:
- For Associate Rate use this link
www.starwoodhotels.com/explore
- For Friends & Family Rate use this link
www.starwoodhotels.com/explorefriends

03 WORKING AT PIER ONE

ON BOARDING

The POSH team are “creators
of unique experiences”. By
understanding what this
means, we uncover
something that no one else

can own – for we are Sydney
siders bringing an authentic
Sydney experience to all of
our guests. In order to stand
apart, be noticed and be

remembered we offer
imaginative and playful
experiences that are exactly
like nothing else. As a member
of the Pier One team you
have the opportunity to
express yourself and bring

your passion to life.

INFORMATION ABOUT PAY

Pay Advice Hours of work

The working week is from Monday- Because you work in the
Sunday and your salary/earnings hospitality industry you may
will be paid into your personal bank
be required to work your
account by direct electronic rostered hours at any time of
transfer each fortnight. Within your the day or night and on any
first week you will receive your User day of the week, including
Public Holidays and special
ID and Password.
https://secure.adppayroll.com.au/ events.

Time + Attendance Wage

Everyone is required to Full Time Associates
clock in and out at the Are required to work 152hrs
beginning and each of
each shift. You must advise in any 4 week cycle.
your Supervisor/Manager if
at any time you’re unable Part Time Associates
to clock in or out. Any Will work reasonably predictable
overtime will be approved
by your Department Head. hours less than 38hrs per week
and receive, on a pro-rata basis,
equivalent pay and conditions to

those of a full time.

Casual Associates
Will work under the conditions

of the HIGA.

INFORMATION ABOUT PAY

Overtime Personal (Sick)/Carers Leave

There may be occasions when Full time associates may take personal leave once it has
you will be required to work been accrued (10 days per year). Part time associates
overtime. Approval for working are entitled to personal leave under the same conditions
overtime must always come on a pro-rata basis. Sick leave must be supported by a
from your Department Head medical certificate in order to be paid.
prior to the overtime worked.
Carers leave is available to associates if they require to
Public Holidays be the primary carer for members of their immediate
family or household who are sick and require care and
Associates are entitled to a support. Please note that carers leave can be taken per
day’s leave on Public Holidays. occasion in the event that accrued entitlements have
As the hotel still needs to be in been exhausted.
operation, not everyone can
take that day off, however this When you are ill and cannot report to work, you should
will be compensated with a notify your Manager/Supervisor or the Guest Service
day in lieu. Manager at least 2 hrs prior to commencement of your
shift. Email and text messages are not acceptable. Any
abuse of personal leave privileges may result in the
commencement of disciplinary procedures, up to
termination of employment.

INFORMATION ABOUT PAY

Maternity + Parental Leave

Female and male associates who have completed 12 months service with the hotel
are entitled to this leave. For more details and conditions, please see HR.

Bereavement Leave

Full time associates are entitled to take two days paid leave when faced with loss of an
immediate family member. Please see Human Resources for further details.

Marriott Birthday Holiday

Associates on a salary or under full time or part time employment, who have worked for
Marriott for a minimum of 12 months get their birthday off work. If a Marriott Birthday
Holiday is not taken by an associate on their birthday, it will be added to their annual
leave as an additional day.

Superannuation

Pier One Sydney contributes to an associates recognised superannuation scheme at
the applicable rate. Associates may also make voluntary contributions. Marriott’s

preferred superannuation fund is Intrust Super. See Human Resources for more details.

LOOKING THE PART

MEN’S NON-UNIFORMED ATTIRE

- A business suit and dress shirt or a coordinating blazer, dress shirt or mock collar
dress shirt, and slacks may be worn. A tie is optional, if worn it should be professional
in look and colour.
- Closed shoes, leather or leather-like in neutral colours, such as black, brown or
beige are permitted. Lace up loafer styles are acceptable.
- Hair length must not be longer than 1" below the shirt collar. Hair that extends
below the collar must be neatly pulled back and fastened at the base of the neck
at all times.
- Beards are permitted for all positions, beards and goatees must be neatly trimmed
and maintained, not exceed 1/2 inch in length.

MEN’S UNIFORMED ATTIRE

- All hourly or management associates for whom a uniform has been provided must
wear the appropriate uniform. Uniforms must be neat and clean at all times and
should be tucked in the trousers, unless uniform standards state otherwise.
- You must wear shoes that are appropriate for your job functions and meet the
department standards. Shoes must be in compliance with safety standards and not
extreme in style. Shoes should present a business-like appearance, be polished and
in good repair.
- Hats are worn only if they are part of the uniform.

MEN’S EARRINGS + TATTOOS

- Male associates may wear one stud-style earring per ear, no longer than 1/4 inch
in diameter. Bracelets and wristwatch may be worn if professional in style and
should not exceed three in total. No braided, string, fabric, cloth or ankle bracelets
are acceptable.
- Visible tattoos are permitted, but may not be offensive or contain nudity, profanity
or racial connotations. They must be limited to 3x3 square inches. Only one visible
tattoo is allowed and must only be located on the arms above the elbow, legs,
ankles or feet.

LOOKING THE PART

WOMEN’S NON-UNIFORMED ATTIRE

- A business style dress, skirt or full length pants may be worn with matching jacket,
dress blouse or professional top. All skirts should be of appropriate business like length
(no higher than 5cm above the knee) and fully lined. Spaghetti straps, evening style,
strapless or backless or tops, sundresses, split skirts, or skirts, and leggings are
prohibited. Sleeveless tops may not be worn in front of house areas.
- Open toe shoes are permitted, provided feet and nails are well groomed. Nail
polish on toes must be maintained with no chips. Solid colour dress boots in neutral
colours without excessive ornamentation are acceptable. Short boots may only been
worn with pants suits.
- Plain, simple hair accessories (barrettes, hair holders) are permitted as long as they
appear business like. Hair should not be excessively adorned or arranged with
ribbons, clips, wires, beads or glitter.

WOMEN’S UNIFORMED ATTIRE

- All hourly or management associates for whom a uniform has been provided must
wear the appropriate uniform. Uniforms must be neat and clean at all times.
- You must wear shoes that are appropriate for your job functions and meet the
department standards. Shoes must be in compliance with safety standards and not
extreme in style. Shoes should present a business-like appearance, be polished and
in good repair.
- Hats are worn only if they are part of the uniform.

WOMEN’S EARRINGS + TATTOOS

- Female associates may wear up to two stud-style earring per ear. Bracelets and
wristwatch may be worn if professional in style and should not exceed three in total.
No braided, string, fabric, cloth or ankle bracelets are acceptable.
- Visible tattoos are permitted, but may not be offensive or contain nudity, profanity
or racial connotations. They must be limited to 3x3 square inches. Only one visible
tattoo is allowed and must only be located on the arms above the elbow, legs,
ankles or feet.

INSIDER ACCESS

1. Associate Entrance
The associate entrance must be used at all times
to enter and exit the hotel. The Executive
Committee are the only exceptions who can
enter/exit through the front of the hotel.

2. Lockers
All full time and part time uniformed associates
are issued a locker on commencement of
employment. Please note, Human Resources,
security and an associate representative carry
out regular locker inspections.

3. Parcel pass + On premise pass
All parcels brought into the hotel by associates
that are similar or the same as Hotel
goods/products must be accompanied by a
parcel pass. A parcel pass is issued by the Guest
Service Manager and must be signed by the
Department Head. Items that are not supported
with a parcel pass may result in serious
disciplinary action. All associates must request
permission to be on Hotel premises more than 30
mins, prior and after their shift. An on premise
pass must be signed by the Department Head
and must be kept on them at all times.

MEET OUR EXECUTIVE COMMITEE

Kim Mahaffy Harry Singh Fiona Pereira
General Manager Director of Operations Director of Human

Resources

Carina Leong Gina Demetriou
Director of Finance Director of Sales & Marketing

MEET OUR LEADERSHIP TEAM

Tanmay Joshi William Huynh Sridhar Rajagopal James Heggie
Food & Beverage Manager Assistant Director of Finance Front Office Manager Restaurant General Manager

Monica Gutierrez Tom Gorringe Kartik Chaudhri Milan Kukreti
Revenue Manager Head Chef- Gantry Kitchen Bar Manager Executive Chef- Banquets Kitchen

RETURN TO WORK POLICY

If you sustain any injury, no matter how slight it is, you must report it to your
Manager and/or Manager on Duty as soon as possible.

All associates will have access to the record of injury form from the
L:\Public\HR Forms\Incident Report.

Associates can complete themselves or when they report it to the manager
on duty they will be assisted in completing the form.

A record of injury form must be filled with your Manager and/or the Manager
on Duty at the time of injury.

This form can either be emailed directly to HR by the injured associate or the
Duty Manager. HR will maintain an electronic register of all injuries.

WHEN SOMETHING’S UP

We Care About You Representation

We are committed to dealing with any At any stage, you are entitled to
problems which may arise for you in your have a representative working on
employment with us. If you think you have a
problem in your employment, please let your your behalf and we will work
Department Head know immediately so we can with you and that person to try
try to resolve it with you. If you don't feel you can and resolve the problem. You may
prefer to have a friend or family
approach your Department Head member with you as support and
please contact Human Resources.
we encourage you to do so.

Grievance Procedure

All employees will be given the opportunity to resolve any
grievance they may have concerning discrimination, working
conditions, fellow associates, supervisors or department heads.
Associates should discuss the grievance with their supervisor or

department head. If a solution that is satisfactory to both
parties cannot be reached, the associate is encouraged to

discuss the issue with a representative from
Human Resources. An investigation will be conducted a
response provided and will be treated confidentially. The associate
will not be victimised or disadvantaged in their employment as

a result of discussing their issue.

WHEN SOMETHING’S UP

HARASSMENT PREVENTION POLICY

The management of Pier One is committed to ensuring that our workplace is one where all associates can
complete their duties in an environment of mutual respect and fairness. Pier One's Harassment Policy has been
designed and implemented to achieve this end. Please familiarise yourself with the contents of this policy and
direct any questions to the Human Resources Department.

WHAT IS HARASSMENT?

Harassment is any unwanted or unwelcome behaviour by one person to another because of their sex, race,
colour, age, marital status, disability, sexuality, religion, pregnancy etc. Harassment in the workplace can take
any forms: verbal, non verbal, or physical. Although the list is not exhaustive, examples of harassment are:
- Sexual or suggestive remarks, propositions and acts.
- Violence including threats, threatening behaviour, intimidation and assaults.
- Offensive jokes, the use of profanities, obscene telephone calls, name calling.
- Displaying or circulating racist or sexual cartoons or literatures. Offensive hand or body gestures.
- Unnecessary physical contact such as pinching, patting, brushing up against a persons will, pushing, shoving.
- Indecent or sexual assault or attempted assault.
- The use of the internet as a medium for distributing inappropriate photographs or literature.

WHAT TO DO IF YOU ARE HARASSED?

1. Tell the person(s) you do not like what they are doing and request them to stop.
2. Immediately inform a Supervisor, Department Head or Human Resources.
Each complaint will be investigated impartially an appropriate action will be taken to minimise future
harassment.
Each complaint will be treated seriously, sympathetically and in the strictest confidence.

STAYING IN SYNC

Our disciplinary procedure is designed to enable the associate and his/her manager to identify and agree on
areas of misunderstanding, conflict or poor performance and together outline and agree on corrective
measures required preventing the same or similar difficulties in the future.

Step 1- Coaching + Counselling
Is an informal process where a manager/supervisor should meet with the associate and make the associate
aware of the poor performance or conduct, expectations of the associate, the steps needed for the associate
to improve and that any further poor performance or conduct may lead to further disciplinary action.

Step 2- Documented Verbal Warning
Issues in cases of repeated substandard performance or breaches of the terms and conditions of employment
or misconduct. Verbal warnings will remain in place for 6 months.

Step 3- First Written Warning
Issued in the case of persistent poor performance or repeated misconduct/breach of the terms and conditions
of employment where the associate has previously been warned in writing or in situations that warrants by
passing the previous step. Written warnings will remain in force for 12 months.

Step 4- Final Written Warning
Issued in cases of persistent poor performance and/or repeated misconduct/breaches of the terms and
conditions of employment misconduct where the associate has previously been warned in writing, where
instant dismissal is not warranted or in situations that warrant by passing the previous step(s).

Step 5- Dismissal
Dismissal may follow when the associate has failed to comply with the final written warning or in cases of serious
misconduct.

All warnings shall be fully documented and placed in associates personnel file

PERFORMANCE APPRAISALS

The performance review evaluates all areas of the associate's position and offers opportunity to receive
feedback and discuss future goals. It may also be used in considering transfer and promotion. A
performance review will be conducted at the end of the probation period:

Salaried Associates Award/ Agreement associates
- Phase 1 - One month after commencement - Probation Appraisal - 90 days after commencement
- Probation Appraisal - 90 days after commencement - 6 month Appraisal - 6 months after commencement
- Phase 2 - 1st August - Annual Appraisal - Anniversary of employment
- Phase 3/Annual - 1st February

SEPARATION

Associates wishing to terminate their employment must do so in writing addressed to the relevant department
head, stating their intention and their last day of work. An exit interview will be conducted for all associates
who resign from the hotel. The following minimum notice is required agreement covered associates who are full
time/part time:

1 week = Under 1yr of service - Casual associates are requested Any absence of 3 consecutive
2 weeks = 1-3 yrs of service to provide the same notice period work days without prior notice or
3 weeks = 3-5 yrs of service - Salaried associates are requested justification will be considered
4 weeks = over 5 yrs of service to give four weeks notice as walking out on the job with no
stipulated in their employment due notice to the hotel.
contract

REFER A FRIEND BIRTHDAY HOLIDAY

• 3 MONTHS - $150 Associates on salary either part time or
• 6 MONTHS - $150 full time, and have worked at the
• 1 YEAR - $700
Marriott a minimum of 12 months are
Conditions entitled to have their birthday off. If an
HR must be aware of employee referral and associate doesn't take the day off, it will
referee must complete a form. Both associates
must be working during the 3 time periods for add to their annual leave accrual.
the referee to receive their bonus.

PIER ONE BENEFITS TUITION REINBURSEMENT

The hotel supports associates to
enhance and broaden their knowledge
and skills. Full time/Part time associates

are eligible for tuition reimbursement
after one year of continuous service.
Associates must pass the course to be
reimbursed. To apply please meet with

Human Resources.

EMPLOYEE RECOGNITION

Exceptional Associate Awards $10 for 10 Program

Based on positive feedback and nominations from Associates receive $10 for every time
managers, we award associates with: their name is mentioned in a review
- Exceptional Associate of the Month
- Exceptional Supervisor of the Quarter Add $5 if there is a “wow” experience
- Exceptional Manager of the Quarter shared or 5 bubbles on Trip Advisor

Alice’s Marriott Award for Community Service

Presented to a Marriott business unit and its team of
associates in recognition of excellence and corporate
citizenship.
Recognises the desire of our company and associates to
carry on the commitment of our founders by giving our
energy, time and resources to help improve the lives of
others.

Willard Marriott Award of Excellence

Marriott highest associate recognition award
Presented each year to a select few, this award honours
associates for consistently exceeding expectations,
leading by example and enhancing the lives of their co-
workers, customers and neighbours
with their commitment to service excellence.

SOCIAL MEDIA + HOW TO USE IT

When using any social media platform on behalf of Pier One or Marriott, a Marriott affiliate or property or in a way that discloses
your connection with Marriott, you must:
• Not reveal confidential or proprietary information of Marriott, its owners, customers or business partners.
• Comply with applicable law, rules, regulations or ethical constraints.
• Follow all Marriott Policies including the Code of Business Conduct.
• Respect others and not attack or disparage Marriott, customers, vendors, competitors, or other associates, consultants or

contractors.
• Be consistent with the applicable Social Media Platform provider's terms of use-remember these are subject to change and

do change frequently.
• Not comment on stock prices, legal matters, business performance, strategy or rumours about Marriott.
• Not reveal who Marriott is doing business with or contemplating doing business (i.e do not check in on location based

websites when visiting other companies).
• Not violate any trademark, copyright, trade secret, other intellectual property or proprietary rights or license terms of Marriott

or any third party.

RELATIONSHIPS IN THE WORKPLACE

Marriott associates should maintain professional and business like relations with all
associates and all guests at all times. An intimate relationship between individuals

who have a direct or indirect supervisory relationship is inappropriate. If such a
situation develops, the involved associate in the supervisory role must
communicate this fact to his/her manager so that a transfer or

reassignment or alternative arrangements may be considered for either party.
Associates who fail to disclose or are not truthful about their workplace

relationships may be subject to disciplinary action, up to and including termination.

Employment of a family member or relative is encouraged as long as employment
doesn't create a line authority of one family member/relative over the other and

they are not in areas where conflicts of interest are likely to arise.

Marriott International provides a workplace free of favouritism and is committed to
protecting against liabilities associated with intimate personal relationships in the
workplace. Marriott has no desire to interfere with the private lives of its
associates, or their off duty conduct. However, where such conduct impacts the

work environment Marriott reserves the right to take whatever action is appropriate
in its discretion to protect the company's interests.

PERSONAL BEHAVIOUR AND RULES OF CONDUCT

1. Be exemplary of the Marriott hospitality- courteous, helpful, pleasant and smiling at all times.

2. Always behave in a decent manner.

3. Always stand alert when you are talking to a Guest, giving them eye contact.

4. Be friendly not familiar.

5. Never ask or make any gesture of soliciting for tips or gifts.

6. Except in the course of your duty, you are not to visit or loiter in other areas of the Hotel and
you should stay at your workplace only.

7. Unless authorised, you are not allowed to use Hotel articles or facilities provided to guests.

8. Always maintain the cleanliness and sanitary conditions of your workplace.

9. Distributing or posting written or printed notices of any kind or soliciting for contributions without
the prior consent of management is strictly prohibited.

10. Purchasing of any food or beverage items or any other articles from outside of the hotel for a
guest is to be done with permission from you manager.

11. Posting or removing material from noticeboards has to be authorised by your Department
Head.

SERIOUS MISCONDUCT

1. Committing a serious breach of a fundamental term of an employment contract.

2. Being guilty of any serious misconduct or neglect in the discharge of their duties or responsibilities.
.

3. Engaging in or are involved in conduct that causes imminent, or serious, risk to the health and safety of a person or the reputation,
viability or profitability of any associated entity of Marriott or any hotel managed by Marriott pursuant to a management
agreement.

4. Committing or attempting to commit any act of theft, fraud or dishonesty and wilfully damaging property or gambling at any
property managed by Marriott.

5. A refusal to carry out a lawful instruction including without limitation any failure to carry out a reasonable job assignment or job
request by supervisor/manager.

6. Entering a guest room without authorisation and removing any property from the premises without authorisation (including
property of other associates and guests).

7. Possessing a lethal weapon on any property managed by Marriott.

8. Being under the influence of alcohol or illegal drugs at work or unauthorised possession of alcohol or illegal drugs.

9. Inappropriately interacting with guests including arguing, fraternizing, being rude or using foul language with or in front of a guest.

10. Hitting, pushing or otherwise striking another person or engaging in any other disorderly conduct.

11. Wilfully falsify books or records including but not limited to employee applications, payroll and financial reports. Wilfully
disregarding or breaching any applicable policies, procedures or practices that include cash handling procedures.

12. Making false statements about another associate, a hotel or hotel service.

13. Breaching of any applicable rules, practices, procedures of policies including “Guidelines for Leaders”, “Information Protection
Awareness Guide”, “Business Code of Conduct”, “Associate Handbook”.

14. Being convicted of any criminal offence, other than an offence which does not affect your position as an associate.

Serious misconduct is unacceptable conduct that is so serious that it justifies the immediate termination of an associate’s
employment.

CORE ASSOCIATE TRAININGS

IN THE BEGINNING ESSENTIAL SKILLS FOR
MANAGERS + SUPERVISORS
This program is to introduce new associates to
the company, the brand and the hotel/region This training is a facilitated development
program designed to provide Marriott
SERVICE EXCELLENCE supervisors and managers with the
knowledge and skills necessary to
Associates learn how to use body language, successfully perform the supervisory and
actions and statements along with Marriott's managerial aspects of their jobs.
Principles of Hospitality and Guest Response
processes to provide excellent service for our MY-LEARNING
guests, and ultimately, to impact positive impact
on Guest Voice scores. Online program that allows you to access
core training programmes plus additional
LIVING OUR CORE VALUES ones for your growth and development.
• Get on Board
TakeCare - Go.Be.Happy introduces our • Harassment Prevention
workforce to Marriott's TakeCare Wellbeing • Preventing Human Trafficking
Program. TakeCare is about Me, My Co-Workers • Information Security and
and about My Company. • Protection Training
• Others (assigned by HR specific to each
EHS ONLINE TRAINING
department)
Hotel Employees Mutual Learning is an important
training tool which incorporates work health and
safety awareness and best practices within the
hotel.

CAREER DEVELOPMENT

IN HOUSE TRAINING

Department heads, managers, supervisors or Human Resources will organise training
programmes and courses to meet your training needs and to constantly upgrade
your knowledge and job skills.

CROSS TRAINING

This programme allows associates to gain knowledge from multiple departments,
which helps you develop in your career. Come and see Human Resources for more
details.

TRANSFER + PROMOTIONS

After 6 months of employment for front line associates, 12 months for managers and
18 months for directors you are eligible for a transfer or a promotion. Associates may
apply for a promotion/transfer if they satisfy the minimum objectives and
requirements for the position, meet the length of service required, have a satisfactory
performance appraisal record and no written disciplinary record. Interested
associates need to apply via an internal application form (available from Human
Resources).

04

SAFETY

Marriott works hard through its
corporate and operations
structure to provide the
equipment, design,

maintenance programs and
training programmes to provide

working conditions that allow
you to work safely.

"Our first responsibility is the safety of our associates and our guests"

• Report every accident or injury, NO MATTER HOW SLIGHT, to your Supervisor,
Manager and/or Guest Service Manager IMMEDIATELY. Failure to report an
accident is grounds for disciplinary action.

• Horseplay and running on the premises are strictly forbidden.
• Always ask for instructions before using any type of equipment with which you

are not entirely familiar.
• When lifting any object, crouch down, bend your knees and keep your back

as straight as possible. Lift gradually, avoid jerking or twisting. If it is too heavy,
get help.
• "CLEAN AS YOU GO“
• Follow the safe working methods outlined by your supervisor. They will help you
to avoid getting hurt or injure others.
• Report any unsafe conditions or practices to your supervisor and never leave a
hazardous area unattended.
• Use the safety devices and personal protective equipment provided.

WHAT “TO DO” IN THE CASE OF A FIRE:

Raise the alarm Evacuate the area

• Call emergency • Remain calm
• number/switchboard • Direct guests and colleagues
• Inform them of what's
• happening to a safe place
• Where you are and your name • Remember use stairs and
• Tell them the nature of the fire
assemble at designated

evacuation point to be

accounted for
• Do not use elevators

EMERGENCY PROCEUDRES

WHAT “NOT” TO DO IN THE CASE OF A FIRE

• Do not panic
• Do not use the elevators when evacuating
• Do not try and fight the fire on your own. It is not safe to do so
• Do not enter a smoke filled room

If a fire extinguisher is used or removed from its location, notify
your supervisor immediately so the extinguisher can be refilled
or replaced

FIRST AID KITS + ACCIDENTS WORKERS COMPENSATION
First aid kits are located in all major areas of the For your own benefit and in compliance with the Workers'
hotel. The main first aid supply is in The First Aid Compensation regulations, you must fill out the injury
Room. All injuries should be reported to your report with the Guest Service Manager or your Manager at
supervisor who will take you to the loss the time of injury. In NSW accidents to and from work are
prevention department/first aid room for first no longer applicable to and considered workers
aid assistance. Should you need a doctor's compensation.
attention, we will take you to nearest hospital.
In all emergency situations, associates should RETURN TO WORK PROGRAM
use the emergency number giving your name, All associates are covered by Worker's Compensation.
department, location and details. If it safe to When a person is injured at work the hotel has a duty of
do so, stand by and direct arriving care to try to help them return to work safely as soon as
emergency/loss prevention staff to the possible. Our aim, is if necessary to provide a return to work
problem. program, which involves providing suitable duties for the
injured associate in the workplace. If you have any health
related issues, that could affect your performance, it is a
requirement that you inform your supervisor/manager or
HR, who can take measures to accommodate any special
needs.

05 FAIR TREATMENT FOR ALL

GUARANTEE OF FAIR TREATMENT (GFT)

Marriott policy provides that every associate, regardless of position, is treated with respect and in a
fair and just manner at all times and that all associate concerns be given full consideration. All
persons will be considered for employment, promotion or training on the basis of qualifications
without regard to age, race, religion, sex, colour, sexual orientation or gender identity.

BUSINESS INTEGRITY LINE + EMPLOYEE RELATIONS LINE

Call the business integrity line (1-877-777-7489) if you would like to report integrity, legal or ethical
issues such as accounting irregularities, fraud, theft, bribery/corruption, conflict of interest,
falsification of company records and unauthorised disclosure of company record. The employee
associate line is designed to provide an avenue for expression of your thoughts and suggestions,
concerns, questions and problems. If the associate has concerns and doesn't feel comfortable with
or disappointed with the response from their immediate supervisor/manager, human resources or
general manager, they can obtain the employee assistance line (1-888-888-9188).

MARRIOTT'S POLICY TOWARDS THIRD PARTIES + SOLICITATION

Marriott will continue to offer wages, benefits, hours and working conditions that are competitive
with the hospitality industry in your area. We recognise and respect our associates' freedom of
choice regarding their right to organise or to refrain from organising activity. The company
complies with its legal obligations surrounding the right of associates to organise, including the
obligation to bargain in good faith with representative labour organisations, when our associates
have chosen to be represented. Solicitation of associates during work time by or on behalf of an
individual, organisation, club or society is prohibited.
The distribution of any literature, pamphlets or other material in a company work area is likewise
prohibited. Associates may not solicit others while they are in the workplace, engaged in the
performance of work tasks.

DAMAGE OR LOSS OF HOTEL OR GUEST PROPERTY

In case of damage or loss of hotel or guest property directly attributed to the negligence of an
associate, the hotel may decide to recover the total amount from the associate. the following
are guidelines for you to follow in some specific areas:

The place and equipment- If you notice any damage to any area of the hotel or become
aware of the equipment malfunction, please report it to your supervisor as soon as possible.

Suspicious people- If you notice any suspicious persons at the hotel, please contact your
Guest Service Manager or loss prevention office as soon as possible.

Internal documents- copying, removing or disclosing any internal documents and policies
without authorisation is considered a serious offence and may result in disciplinary action.
Some examples of internal documents include, but not limited to: records, reports, budgets,
policies and procedures. When in doubt please make sure you consult with your manager.

Computer systems- Only authorised associates are permitted to alter systems or computer
programs in any way. Tampering with computer systems might constitute a criminal case and
incur disciplinary action.

Restricted areas- Unless in the course of your duties, you are not permitted in maintenance
areas, storerooms, machinery rooms, lift wells, the roof top area or any other non-current work
areas.

Keys- All keys should be held and used only by authorised personnel. Possession or usage of
keys without authorisation is a serious offence. Do not hand keys to people you don't know.

ASSOCIATE ACKNOWLEDGEMENT

As an Associate of Marriott International I agree to faithfully perform my job
in a responsible manner. I further agree to read and learn all present and
future policies and procedures, rules and regulations that may be issued by

Marriott International.

I certify and acknowledge that I have read the Associate Handbook and
understand and agree to abide by the contents of the handbook and
conditions of employment:

1) Welcome to Pier One Sydney Harbour
2) About Marriott International

3) Working at Pier One Sydney Harbour
4) Safety

5) Fair treatment for all

______________________ _________________
Associate Signature Date