CHAPTER 10 Health and Safety Policy and Procedures 52
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | 10.1 Safety Policies Accidents may take place at any time and affect guests and associates. There is a standard procedure to proactively prevent such accidents. The following are the safety regulations all associates should abide by: Understand and remember the content of the safety handbook. Report any unsafe working conditions and procedures immediately to your department leader or Loss Prevention Department. No matter how minor it may be, any accident and/or injury (including during your commute) should be immediately reported to your department leader or Loss Prevention Department. Do not use fire escapes except in an emergency. Horseplay or chases in the hotel are not allowed. Learn the proper operation method before using unfamiliar equipment. When lifting heavy articles: Use the proper lifting techniques to avoid injury. Lift the heavy items in a gradual manner. Ask for help when items are too heavy to lift. Pay attention to the surrounding environment to ensure safety. Follow all safety methods to prevent getting hurt or hurting others. Report any dangerous situation or operations to your department leader and Loss Prevention Department immediately. Use and maintain safety facilities set for protecting associates. For special positions/jobs, associates must wear protective equipment, such as goggles and gloves. Please do not ignore cluttered or blocked areas. 10.1.1 Accident Report All accidents and injuries at work must be reported promptly to your immediate supervisor, Loss Prevention Department and Human Resources Department immediately. The concerned department will be required to follow the guidelines to document the incident with all relevant information that is required per Marriott and hotel policy. Failure to report and/or document such incidents may lead to disciplinary action. Associates should not disclose any information related to an accident or injury without written approval from the General Manager and Human Resources Department. 10.2 First Aid Box First Aid kits are located at numerous locations around the hotel. Be familiar with the location of the First Aid kits in your work area. If the First Aid kits are missing supplies, report this immediately to your supervisor, Human Resources Leader and Loss Prevention Department. All accidents and injuries should be reported to your supervisor and the Human Resources Department for medical attention.
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | First Aid Provision A list of qualified first aiders is updated by Learning & Development and the Human Resources Department. If you are not certified or trained to administer first aid treatment, do not attempt to treat anyone. Please contact a qualified first aider or alternatively contact the Loss Prevention Department. Stay with the person in need until help arrives. Kindly note that medications are not part of the First Aid kit supplies nor are they provided by the hotel. If necessary, go see a doctor or offer the person in need to go to a clinic or hospital. 10.3 Reporting an Emergency Call the hotel Emergency Number (Tel: “0”) immediately in the event of an emergency. Be prepared to tell the operator: Your name Type of Emergency Your location Do not attempt to treat a guest with first aid unless you have the proper knowledge. If possible, without endangering yourself, stay at the scene, remaining calm and assisting as appropriate. The Operator will contact the right person to handle the situation. Should external medical attention be needed, the supervisor or Loss Prevention Department will need to arrange to go to the nearest clinic or hospital. 10.4 Emergencies Should external medical attention be needed, the supervisor or Loss Prevention Department will need to arrange to go to the nearest clinic or hospital. 10.5 Fire Alarm Associates must familiarize themselves with the basic knowledge of fire safety for their own benefit and that of others. Learn the location and operation of fire fighting equipment, and the fire exits nearest to your usual common working area. If there is a fire, please follow the safety guidelines of the hotel. The Four steps in the event of a fire: Close all doors leading to the fire area Activate the nearest fire alarm button Call extension “0”, our operator or fire control center, give your name and location, nature of fire. Do not hang up until told to do so unless you are in danger Evacuate the area immediately with guests and associates and proceed calmy to your evacuation area
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | 10.6 Energy Conservation Turn off lights when leaving an unoccupied area When possible, make use of natural light Do not operate equipment unnecessarily Do not waste water Report any leaking faucets, toilets, showerheads, etc. to your supervisor Turn off heating and cooling system in unoccupied offices When replacing light bulbs, use the correct voltage 10.7 Natural Calamity In emergencies such as hurricanes, floods, earthquakes and other natural calamities occur, all associates should follow the direction of the hotel leaders. Please make sure you are familiar with the Hotel Crisis Management Plan.
CHAPTER 11 Key Marriott Policies 56
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | Below are some of the key Marriott International Policies (MIP) that associates are required to understand and follow. Any violation of the outline standards may result in disciplinary action, up to and including termination of employment. 11.1 MIP-01 Ethical Conduct All associates are responsible for understanding and upholding the legal, ethical and social standards detailed in this Policy and the Business Conduct Guide. Managers who are responsi ble for supervising other associates have a specific responsibility to ensure that associates who report to them understand the expectations contained in this Policy and the Business Conduct Guide. Managerial associates are expected to set the right tone and lead by example. In order for the Company to conduct its business in accordance with high ethical standards, every associate must comply with the requirements outlined below in this Policy. Obey all Relevant Laws and Comply with the Business Conduct Guide Obey all relevant laws and comply with the Company policies outlined in the Business Conduct Guide. While the Company does not expect its associates to be subject matter experts in all areas of law, each individual is responsible for being familiar with the pertinent laws and policies governing his or her areas of responsibility. The Business Conduct Guide further amplifies and explains the Company's commitment to ethical conduct, legal compliance and fair dealing. Associates should seek advice from the Legal Department whenever they have a question concerning the application of law. Report Financial Condition and Results of Operations Fairly and Honestly Be honest and act with integrity in all communications, in every record created and in all data entered. The Company's books and records shall be kept in accordance with generally accepted accounting principles, and with established finance and accounting policies. Accrual and reserve entries, and the capitalization of costs will be used only for legitimate business purposes. All associates will cooperate fully with internal and outside auditors during their examinations of the Company's books, records and operations. Certifications and reports of financial conditions will be true and accurate. Deception is inconsistent with principles of integrity and will not be tolerated. Deal Honestly and Fairly with Clients, Customers, Suppliers and Financial Partners The long-term success of the Company depends upon establishing mutually beneficial relationships. While the law requires that we obey the letter of all written contracts and agreements, we will also strive to uphold the spirit of all business arrangements. Clients, customers, suppliers and partners should be treated fairly and with respect. Avoid Conflicts of Interest Associates should avoid actual or potential conflict of interest situations. A conflict of interest arises when personal interests interfere with a person's ability to make objective business decisions or work effectively for the Company.
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | Consequently, an associate having any interest, direct or indirect (other than an interest of 5% or less in a publicly held company), in any supplier, customer, competitor or franchisee of the Company, should make prompt disclosure to the Company and obtain approval from the appro priate authority to continue the relationship. Associates should not offer their skills or services to competitors or engage in outside businesses which compete with or sell goods or services to the Company. Associates are (a) prohibited from taking for themselves personal opportunities, gifts, or things of value that are unlawful, improper or outside the bounds of Company guidelines; (b) using corporate property, information or personal position for unlawful or improper gain; and (c) competing with the Company. It would entail a conflict of interest if a director, officer or associate or a member of his or her family received improper personal benefits as a result of his or her position in the Company. Safeguard the Company's Assets & Protect Confidential Information Commensurate with their positions, associates shall protect the Company's assets and ensure their proper use. Personal use of assets, supplies, equipment or premises belonging to the Company or its clients is prohibited, unless proper authority exists or approval has been obtained for such use. Every associate is responsible personally for safeguarding Company assets under his or her control. Marriott's records, including information stored electronically on computers, personal digital devices, or other media are considered Marriott assets. All associates are responsible for protecting the confidentiality of Marriott's proprietary information, except when disclosure is authorized or legally mandated. Confidential information includes information that is not known to the public (such as personal or financial information of customers, personnel matters, associate usernames and passwords) or undisclosed or commercially sensitive information (such as sales, marketing or pricing strategies, trade secrets, business plans, etc.). Treat all Associates Fairly with Dignity and Respect All associates are entitled to a work environment free of retaliation and verbal, physical and sexual harassment. The Company is committed to the principles of and procedures set forth in its Guarantee of Fair Treatment. The Company is committed to providing equal opportunity in all aspects of employment regardless of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran or military status, or any other basis protected by applicable law. The Company believes promotion of work force diversity is an important objective in its own right, is a source of competitive advantage, and is a requirement of Equal Employment Opportunity laws. Report Observed Violations of Standards or Laws The integrity of the organization is diminished whenever the law or our business conduct standards are violated. The Company will establish and maintain enterprise-wide procedures for reporting ethical violations on a confidential basis. It is the responsibility of all associates to report any suspected or actual violation of the law or this policy. To refer to the full content of this policy, please click on below link, or search on MGS Ethical Conduct (MIP-01) - MI Standards (marriott.com)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | 11.2 MIP-05 Harassment & Professional Conduct Marriott International, Inc. (the Company) strives to provide a professional, respectful and congenial work environment. An integral part of this type of work environment is for all associ ates to treat each other with consideration and professionalism. The Company will not tolerate harassment of any associate by any other associate, manager, supervisor, vendor, guest, client or customer. Harassment for any discriminatory reason, such as race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran or military status or other basis protected by applicable law, is prohibited by this policy, and may subject the Company and/or the alleged harasser to liability for any such unlawful conduct. Sexual harassment Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or any other visual, verbal or physical conduct of a sexual nature when: Submission to the conduct is made either implicitly or explicitly a condition of the individual's employment. Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed associate. The harassment has the purpose or effect of unreasonably interfering with the associate's work performance or creating an environment that is intimidating, hostile or offensive to the associate. Each associate must avoid engaging in conduct that may be perceived by others as harass ment. The following is a partial list of conduct considered sexual harassment: Verbal - Repeated sexual innuendoes, sexual epithets, derogatory slurs, sexually explicit jokes, obscene or sexually suggestive comments about a person's body, offensive or unwelcome flirtations, unwanted sexual advances or propositions, threats, or suggestive or insulting sounds. Visual/Non-verbal - Derogatory or sexually explicit posters, cartoons, photographs, magazines, drawings or other printed items; suggestive objects or pictures; emails, texts, screen savers, or other electronic communications; graphic commentaries; leering or obscene gestures. Physical - Unwanted physical contact including touching, interfering with an individual's normal work movement or assault. Other Types of Harassment The Company prohibits harassment on the basis of race, color, national origin, religion, sex (including pregnancy), sexual orientation, gender identity or expression, age, disability, genetic information, veteran or military status or other basis protected by applicable law. Such prohibited harassment may also be evidenced by similar verbal, non-verbal or physical conduct as described in the Sexual Harassment category. Complaint Procedure Associates who believe that they have been subjected to objectionable conduct should immedi ately tell the alleged harasser to stop the unwanted behavior, as well as report it to a
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | manager. However, if an associate is uncomfortable confronting the alleged harasser or if the unwelcome behavior involves a manager or supervisor to whom the associate directly or indirectly reports, the associate can seek help from any other manager, local Human Resources Manager or Director, a corporate Human Resources representative in Associate Relations, a corporate Human Resources Generalist, or a continent Human Resources representative. Associates may also report objectionable conduct through the Business Integrity Line. The associate should not allow an inappropriate situation to continue by not reporting it, regardless of who is creating that situation. No associate in this organization is exempt from this policy. In response to a complaint, the Company will conduct an immediate, thorough and objective investigation. The Company will, to the extent possible, protect the confidentiality of harassment complaints. If the Company determines that a violation of this policy has occurred, it will take corrective and preventive actions where necessary. A determination regarding the alleged harassment will be made and communicated to the person claiming harassment as soon as practical. Violations of this policy are grounds for discipline, up to and including termination. To refer to the full content of this policy, please click below link, or search on MGS Harassment and Professional Conduct (MIP-05) - MI Standards (marriott.com) 11.3 MIP-29 Global Information Security Policy Global information Security Policy (MIP-29) describes Marriott International, Inc.’s (The “Company”) objectives and expectations for securing information and technologies used for global business operations. This policy describes the practices required to 1. Protect Confidential and Proprietary Information from unauthorized or inadvertent disclosure, loss, alteration, or other misuses 2. Protect Confidential and Proprietary Information from misuse or alteration that may adversely affect the company 3. Maintain a secure business computing environment 4. Hold all parties who interact with Company Information and Information Technology assets accountable for the same. The Company requires effective controls for managing information security risks, along with the ability to monitor the ongoing information risk position of the Company. Information security controls are adjusted based on changes in the risk landscape. Company Information exists in many forms: documented, digital, and other. It may be shared by electronic means, postal mail, courier, visual display, verbal communication, or by other methods. Whatever forms the Company Information takes, or means by which it is shared or stored, it must be appropriately protected. Global interconnectivity exposes Company Information to a growing number and variety of threats from a range of sources. Malicious code, computer hacking, denial-of-service (DoS) attacks, and other cyber threats are more common, more aggressive, and increasingly sophisticated. Accordingly, it is the policy of the Company that the company shall implement, maintain, and monitor a global information security program to achieve the following objectives: Protect
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | Company Information by safeguarding its confidentiality, integrity, and availability. Establish safeguards to protect Company Information and Information Assets from theft, abuse, misuse, and damage. Define responsibilities and accountabilities for global information security at the Company. Promote associate awareness, knowledge, and skills to help them guard against security risks. Comply with applicable laws and regulations. Apply security industry best practices to the Company’s business computing environment. Mandatory Global Compliance Training Programs New Hires • Social Media: Personal and Professional Impacts (MIP-90) • Marriott Travel & Business Expense Reimbursement Policy (MIP-44) • Harassment and Professional Conduct (MIP-05) • New Human Trafficking Awareness Training • Information Security & Protection Training (MIP-29) • Global Trade Sanctions (MIP-85) • Global Anti-Bribery and Anti-Corruption (MIP-07) • Global Privacy (MIP-91) Annual Recertification for Existing Associates • Information Security & Protection Training (MIP-29) • Global Trade Sanctions (MIP-85) • Global Anti-Bribery and Anti-Corruption (MIP-07) • Global Privacy (MIP-91 • Harassment Prevention Refer to the full content of this policy, search on mHUB Global Information Security Policy (MIP-29) 11.4 MIP-59 Outside Business Activities It is the policy of Marriott International, Inc. (the “Company”) that associates not engage in outside business activities that: • Detract from job performance • Interfere with the ability of other associates to perform their jobs • Result in conflicts of interest or adversely affect Company relationships with actual or potential customers, owners, franchisees, suppliers or lenders, or • Allow the outside business activity to utilize or otherwise leverage the good will and reputation of the Company in the course of the outside business activity’s operations In addition, associates may not use company assets in connection with their outside business activities. If you have an outside business, you must submit a written description of the proposed business activity to your immediate supervisor. To refer to the full content of this policy, please click below link, or search on MGS Outside Business Activities (MIP-59) - MI Standards (marriott.com)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | 11.5 MIP-90 Social Media Marriott International associates use social media for a variety of business purposes and to communicate with many different audiences, including customers, investors, job seekers, and others. As more social media channels (e.g., networking sites, photo and video-sharing, blogs, wikis) become available, there are more and more ways to engage and connect with others internal and external to the organization. Accordingly, we recognize the value of social media in achieving business objectives. At the same time, the use of social media may present a number of challenges and risks to the Company. Regulations or laws across the countries in which we operate may restrict or inform how social media can be deployed in a business context. Additionally, information placed on social media may be retained long after its intended purpose or may not be accessible after a short period of time. Restrictions on data collection or sharing via social media may have further constraints. Finally, associates may also utilize social media for personal use, and personal statements or conduct could impact or be misinterpreted as a representation of the Company. Refer to the full content of this policy, please click below link, or search on MGS Social Media (MIP-90) - MI Standards (marriott.com) 11.6 MIP-95 Personal & Social Relationships in the Workplace Marriott International, Inc. is committed to fostering a fair and professional work environment that minimizes the potential for favoritism or conflicts of interest in the workplace. In certain circumstances, romantic or intimate relationships between associates or between associates and guests can run counter to Marriott’s culture of respect for all. For purposes of this policy, such relationships are referred to as "personal/social relationships." This policy outlines circumstances where associates must disclose personal/social relationships and where company action may be taken. It is primarily focused on personal/social relationships within a supervi sor’s chain of command or for leaders who have significant influence on others. Marriott has no desire to interfere with the private lives or relationships of its associates, or their off-duty conduct. However, Marriott reserves the right to take whatever action is appropriate, at its discretion, to protect against liabilities associated with personal/social relationships in the workplace, to maintain a fair and professional work environment for all associates, and to provide a comfortable environment for all guests. Refer to the full content of this policy, please click below link, or search on MGS Personal & Social Relationships in the Workplace (MIP-95)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | Prohibited Relationships Between Associates Marriott associates should maintain professional and business-like relations with other associ ates at all times. Romantic or intimate relationships between co-workers are prohibited under the following circumstances: Supervisors: An associate who supervises the other associate within their chain of command. Approvers/Influencers: An associate who directly approves or has a significant influence on decisions affecting the compensation, hours, performance evaluations, career advancement or working conditions of an associate with whom he or she is in a personal/social relationship. Property General Manager/Director of Human Resources: The top leader at a property (General Manager) and Human Resources Leader are not permitted to have a personal/ social relationship with any associate who works at that location. Other Executive Committee Members should not have a personal/social relationship with someone in their discipline at their property. Senior Leaders: A continent or corporate senior leader (VP and above) is not permitted to have a personal/social relationship with a more junior level associate within the business/ department that they lead. Personal/social relationships between senior leaders and more junior associates, even in other departments, are inherently problematic because of the power imbalance. It would be highly inappropriate for a senior leader to initiate a social relationship with a more junior employee. In the event that a manager or supervisor becomes aware of a personal/social relationship within his/her department that violates this policy, they must report the relationship to Human Resources and should work with Human Resources to resolve the situation. Interactions with Guests and Residential Owners Associates should respect the privacy of guests and owners by maintaining professional and business-like relationships with them at all times. Associates should not initiate personal/social relationships with guests or owners, including through dating apps or other social media in the workplace. When it comes to interactions with guests or owners outside of the workplace, whether through social media or otherwise, extreme caution is required. Such interactions may not be welcomed and, depending on the circumstances, may call into question the professionalism of an associate. With the exception of Company-sponsored functions or job-related events, associates are prohibited from engaging in social or personal activities with guests or owners on Company premises. Request to guests or owners for personal favors, professional opinions, services, discounts, autographs, photographs, letters of recommendation, or references are prohibited. Managers/supervisors who fail to disclose and address relationships prohibited by this policy may be subject to disciplinary action, up to and including termination. Refer to the full content of this policy, please click below link, or search on MGS Personal & Social Relationships in the Workplace (MIP-95)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | 11.7 Explore Rate Discount Policy (BEN-21A) (HR-214) The Explore Program offers two types of discounts: Explore Rate (Marriott Rate code “MMP”) Explore Friends Rate (Marriott Rate code “MMF”) Eligibility e Explore Rate: Associate and his/her Immediate family members - Spouse or domestic partner, children, including legally-adopted children, foster children, stepchildren, children under legal guardianship or legal custody, parents, parents-in-law, parents of domestic partners, brothers and sisters. Explore Friends Rate: Friends or family members of eligible Marriott Associates. Anyone eligible for the Explore Rate is eligible for Explore Friends Rate, across the full Marriott international portfolio of hotels. Below conduct will cause termination of employment. Willful destruction/damage to company property Illegal activity (while occupying a guest room or on the property) Falsification of discount documentation, including misrepresentation of family relationships Selling Room Rate Discount Serious Misconduct To refer to the full content of this policy, please click below link, or search on official website Global Room Rate Discount Policy (BEN-21) (HR-075) - MI Standards (marriott.com) Global Room Rate Discount Policy - Associate Conduct (BEN-21A) (HR-214) - MI Standards (marriott.com) 11.8 Marriott Bonvoy for Associate Associates are able to participate in Marriott Bonvoy as earning members, including on eligible Explore Program and business travel rates* Earn points on stays* Achieve Marriott Bonvoy Elite status* Redeem points To refer to the full content of this policy, please click the below link, or search on official website. Loyalty for Associates (Marriott Bonvoy) 11.9 Business Conduct Guide “Marriot’s Reputation and continued success as a global hospitality leader are grounded in our commitment to service and business integrity and in our application of consistently high standards to everything we do”.
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | Acting with Honesty and Integrity Accurate Books, Records, and Reports. Customer Service, Customers should always be treated fairly and with respect, and give customers what was promised and at the promised price. Competition Law & Antitrust. Please refer to MIP-10 Fair Competition Commercial Bribery & Improper Gifts. Please refer to MIP-75 Interact Honestly with the Government Marriott strictly forbids giving or promising anything of value to a government official or employee, whether to influence that person in his or her official duties or to encourage unlawful conduct. Our contractors, vendors, and suppliers are also expected to abide by Marriott’s prohibition against corrupt payments. Consult MIP-80, MIP-07, or Marriott’s office of Government Affairs. Protect Marriott’s Assets and Legitimate Business Interests Proper Use of Marriott’s Assets Protecting Confidential Information Protecting Marriott’s Legitimate Business Interests Conflict of Interest, see MIP-59 Protect and Respect Customers and Associates Fair and Harassment-Free Workplace. Marriott strives to create a professional work environment that is safe, fair, inclusive, and free of harassment, while fostering mutual respect, diversity, and equal opportunity. Health, Safety, and Security. Notify appropriate individuals if you observe a potentially dangerous situation. Promote the Greater Good Serving the Community, Supporting Human Rights & Human Dignity, Environment Responsibility. Where to go for help If you suspect or know that an action or failure to act is a violation of our standards, consider these options: Discuss your concern with your manager Read the relevant Company Policy Contact the Business Integrity Line, or contact Internal Audit Department through email: [email protected] Working together, we can sustain and strengthen our worldwide reputation for being a company of values, morals, integrity, and excellence. To refer to the full content of this policy, please click below link, or search on MGS Business Conduct Guide (PDF, English)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | No. Course Name 02 New Human Trafficking Awareness Training (Course Code: OLC1470139) 06 Harassment Prevention in the Global Workplace for Non-Managers (Course Code: 1195209) 10 Global Anti-Corruption (MIP-07) (Course Code: OLC21279164) 12 Global Privacy (MIP-91) (Course Code: OLC21404139） 11.10 Other Key Policies 01 Loyalty - All Associates (Course Code: OLC21063170) 03 Your Role in Preventing Human Trafficking: Recognize the Signs (Course Code: 551161) 05 Harassment Prevention in the Global Workplace for Managers (Course Code: 1195208) 07 Risk Management: Security Is Everyone's Responsibility (Course Code: HSS-255-ALL) 09 Information Security and Protection Training (ISPT) (Course Code: OLC20428111) Introduction to MIP-85: Global Trade Sanctions 11 (Prohibited Countries, Entities, and Individuals) (Course Code: OLC21414126) 04 Social Media: Personal and Professional Impacts (Course Code: Lobster 1347) 08 Marriott Travel and Business Expense Reimbursement Policy (MIP-44) (Course Code: 1197175)
| MARRIOTT INTERNATIONAL | APEC ASSOCIATE HANDBOOK | MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION | CHAPTER 12 INTEGRATION & AMENDMENT All Marriott International Policies (MIPs) are integrated into this handbook and key policies are explained under Chapter 11. All MIPs are available online at Marriott Global Source (MGS) https://mgs.marriott.com/. MIPs are periodically updated and announced to the hotel. New MIPs may also be introduced and announced to the hotel for deployment. If there is any inconsistency between this version of the handbook and the latest version of MIPs, the latest version of MIPs as published on MGS shall interpret this handbook to the extent in compliance with local laws and regulations of the government.
|MARRIOTTINTERNATIONAL|APECASSOCIATEHANDBOOK|MARRIOTTCONFIDENTIALANDPROPRIETARYINFORMATION|Associate Handbook Terms of Use The Associate Handbook (both printed version and PDF electronic version) is an internal document which contains company’s confidential information. No associate shall forward, copy or edit the Associate Handbook without authorization from the Hotel. The Associate Handbook is for associates’ use only. Please return any hardcopy of the Associate Handbook to Human Resources and delete any electronic copy from your devices upon termination of employment. No retention or transfer is allowed. The Company reserves all rights to take appropriate actions in case of non-compliance of these terms of use.
ASSOCIATE HANDBOOK ACKNOWLEDGEMENT FORM Commitment and Consent Form TO: Four Points by Sheraton Boracay I acknowledge receiving a (digital, printed) copy of the updated Associate Handbook (2023 Version). After reading the Associate Handbook (2023 Version), I fully understand all the contents including the Marriott International Policies (MIP) and my rights and obligations. I understand that the Associate Handbook (2023 version) is available in print format and readily accessible at the Human Resources Department. I also understand that the Marriott International Policies are available online at Marriott Global Source (MGS) https://mgs.marriott.com/ and updates are announced to the hotel. I agree to accept and follow the Associate Handbook (2023 Version) and MIPs during my employment period. Associate Name: Associate EID: Associate Signature: Signature Date: