91622, 10:01 PM This content matches your MGS Profile. Associate Relations (MIP-02) MARRIOTT INTERNATIONAL POLICY (MIP) REVISED: MAY 18, 2022 ‘Associate Relations (MIP-02)- MI Standards REVIEWED: OCTOBER 31 2019 Region & Brand Applicability Table BRAND NAME ‘Above Property AC Hotels Aloft Hotels ‘Autograph Collection Courtyard Design Hotels EDITION Hotels Element Hotels Fairfield Four Points Gaylord Hotels Headquarters JW Marriott Le Meridien Marriott Executive Apartments BRAND NAME, Marriott Hotels Marriott Vacations Club htps:mgscloud marriott. comstandards7id=1805, US/ CAN US/ CAN v ¥ CALA AP EUR MEA 4 66 Ss MEA 1991622, 10.01 PM Renaissance Hotels v Residence Inn v Sheraton Hotels, v SpringHill Suites v St. Regis Hotels v The Luxury Collection v The Ritz-Carlton v ‘The Ritz-Carlton Club v ‘The Ritz-Carlton Residences v TownePlace Suites v Tribute Portfolio v W Hotels v Westin Hotels, v ‘Associate Relations (MIP-02) - MI Standards v v 46 6 6 4 v v 4 6 68 6 4.8 4 6 6 48 6 APPLIES TO: Architecture & Construction, Communications, Engineering, Event Management, Finance & Accounting, Fitness & Recreation, Food & Beverage, Front Office, Fumiture, Fixtures & Equipment, Golf, Housekeeping, Human Resources, Legal, Information Protection, Purchasing, Quality Assurance & Guest Satisfaction, Residential Operations, Retail, Risk Management & Loss Prevention, Sales, Marketing & Revenue Management, Spa, Technology Requirements Applicability: Associates at all brands, all regions Key Respon: ies Section Policy Owner: (unless otherwise stipulated, is responsible for policy administration, ‘compliance monitoring, implementation, and training) Global Officer, Human Resources Business Operations (Patty Cousins) Policy Approver: (unless otherwise stipulated, is responsible for approval of exceptions) Executive Vice President & Chief Human Resources Officer (Ty Breland) htps:mgscloud mariol.comstandards7id=1805, 21991622, 10:01 PM ‘Associate Relations (MIP-02)- MI Standards Chief Audit Executive (CAE) and Global Internal Audit Function have oversight responsibility for the facilitation of policy updates. 1. Policy Marriott International, nc. (Marriott, or the Company) as a matter of policy, provides that every associate, regardless of position, is treated with respect and in a fair manner and that associate concerns are given full consideration. In keeping with the long-established policy of equal employment opportunity, the Company will not discriminate or retaliate against an associate for using any of the Company's internal resolution processes. It is the Company's policy to: + Consider all persons for employment, placement, transfer, promotion, training and other terms and conditions of employment without regard to 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. + Maintain a work environment free of all forms of harassment. + Comply with applicable laws. 2. Corporate Commitment The Executives of the Company, its Corporate Divisions, Groups, Operating Divisions and Departments are committed to the concept of fair treatment on the job. The Associate Relations Policy contained in this MIP will assist management in achievement of this goal, 3. Associate Relations Policies Associate Relations Policies contained in this MIP have been adopted by the Company for use in all headquarters and market-based operations. They establish directives for management to assist them in meeting their associate relations responsibilities in areas covered by these policies. However, where operating conditions warrant, these policies may be modified, or canceled at any time without written or verbal notice by the Company. All such modifications must be President, Global consistent with the objectives of this Policy and must be approved in writing by the Executive Chief Human Resources Officer. 4, Guarantee of Fair Treatment Under the Guarantee of Fair Treatment (GFT), all Marriott International associates, both management and non- management, have the right to voice their workplace concerns and to have those concerns addressed fairly, quickly, and consistently. Under the GFT, the Company will not discriminate or retaliate against an associate for using the GFT procedures. htps:mgscloud mariol.comstandards7id=1805, 39‘9118722, 10:01 PM Associate Relations (MIP-02) - MI Standards Marriott will establish and maintain an objective internal dispute resolution procedure(s), which will facilitate addressing associates concems within their business. The dispute resolution procedure(s) should be timely, provide provisions, prohibiting retaliation, ensure a reasonable degree of confidentiality, and if practicable and appropriate, provide anonymity for the user. Associate concems should be fully processed until the associate is satisfied with its outcome or Until the associate's right of appeal is fully exercised. The GFT policy should be communicated to all associates through postings (Attachment A (PDF) or Attachment B (PDF) in areas accessible to and normally frequented by associates (bulletin boards, etc.), and/or in company handbooks, policy manuals, company sponsored meetings, and associate orientation materials. 5. Restrictions on Solicitation Solicitation of associates during work time by, or on behalf of, an individual, organization, club or society is prohibited The distribution of any literature, pamphlets or other material in any work area of the Hotel or Property is likewise prohibited as is distribution of any literature, pamphlets or other materials by or to associates during working time. This policy has been adopted because on-the-job solicitations during working time in working areas means associates may neglect their own work and interfere with the work of others. Prohibited solicitation includes, but is not limited to, solicitation for membership or subscriptions for any public or private enterprises. Similarly, distribution of any non- company literature, pamphlets or other material in a Company work area is prohibited. Furthermore, persons not employed by Marriott are not allowed to trespass on interior or work areas of Company property to solicit associates or distribute material to associates at any time. 6. Introductory (or Orientation or Probationary) Period Unless a different period of time is established by the location, the first 90 days of employment is an Introductory (or Orientation or Probationary) period, during which time associates will be evaluated carefully to determine thelr suitability for their position. An associate who fails to perform satisfactorily during this time may be terminated for any reason, with oF without notice, Management should keep an accurate writen record of the reasons for the termination including, where appropriate, performance deficiencies or any disciplinary actions taken during the probationary period. jinary Procedures Allassociates, management and non-management, are required to meet the standards of performance and conduct which have been established for their position. When an associate does not meet these standards, it is Company policy to use corrective action in a fair, consistent, and constructive manner. ‘A. Management is responsible for communicating Company policies, practices, and disciplinary procedures to associates and ensuring those rules are administered fairly and consistently, These policies and processes should boards, etc.), andlor in company handbooks, policy manuals, company-sponsored meetings, and associate orientation be communicated through postings in areas accessible to and normally frequented by associates (bull materials. htps:mgscloud mariol.comstandards7id=1805, 4991622, 10:01 PM ‘Associate Relations (MIP-02)- MI Standards Disciplinary action should be taken as soon as is reasonably possible after management is aware of an alleged Violation of Company policies and/or procedures, Prior to the issuance of disciplinary action, management should investigate thoroughly and promptly all the circumstances surrounding the alleged violation and ensure consistency with past practices in similar circumstances. The confidentiality of the associate's disciplinary action should be maintained and information regarding the action should be shared only on a need to know basis with other members of management. The manager must keep an accurate and complete written record of the results of the investigation and the disciplinary action(s) issued. Associates should be informed that if they have a ‘concer with the action(s) taken by management, they can appeal the action through the Company's Guarantee of Fair Treatment policy (Attachment A (PDF) or Attachment B (PDF)) B. Applicable Company Rules and Regulations (Attachment C, DOC) apply only to associates physically located at Corporate Headquarters unless adopted in writing by other Marriott International businesses, These rules may be utilized as a model for other Marriott businesses to tailor their own procedures, or they may be adopted by a Marriott business as their own rules. 8. Marriott's Position Towards Outside Third-Party Interference with Associates Rights The comerstone of Marriott International's successful operation since its founding has been the Company's philosophy of faimess in all dealings with associates, guests, and suppliers. The Company will continue to offer wages, benefits, hours, dispute resolution processes, and working conditions that are competitive with our direct competition with the hospitality industry in the markets where we do business. We have found that our commitment to fair treatment of associates has resulted in an overwhelming majority of associates who have come to realize the value of dealing directly with management and without the involvement of an outside party. We recognize and respect our associates freedom of choice regarding their right to organize or to refrain from organizing activity. The Company strongly supports our associate's right of free choice in the matter of union representation and we are committed to providing our associates information needed to make a free and informed choice. The Company complies with all of its legal obligations surrounding the right of associates to organize including the obli n to bargain in good faith with representative labor organizations, when our associates have chosen to be represented, and other rights protected by law. fa union representative, or anyone professing to represent a union, approaches any member of management, they should be advised that all matters pertaining to union activity are handled by the Employee & Labor Relations Department and/or the Law Department. Concerted Activity Group action by two or more associates to obtain desired changes and/or objectives in the terms and conditions of employment may occur from time to time and may be protected by law. Examples are: petitions, refusal to work, sit- downs, walking off the job, or group appeals to management for (1) wage increases, (2) changes in working conditions and/or work rules or (3) resolution of other complaints. Any concerted activity on the part of associates is to be htps:mgscloud mariol.comstandards7id=1805, 5991622, 10:01 PM ‘Associate Relations (MIP-02)- MI Standards immediately reported to the Employee and Labor Relations Department and/or the Law Department. 9.R of Associate Information to Outside Parties Individually identtiable associate records of present or former associates will not be released outside the Company except under the following circumstances: + In response to a legal requirement to disclose (e.g, slate law, subpoena, ete.) + To verify accuracy of the following information: name, employment dates, classification (permanent, part-time, etc.) positions, and salary only upon written request. No additional information should be volunteered. + In response to an apparent medical emergency of upon request of properly identified supervisory law enforcement official. Such request should include the reason the information is needed and that it will be used only for lawful purposes. The associate should be informed of the request and the information provided unless disclosure could obstruct investigation of criminal activity, + To reasonably protect the legitimate interests of the Company. Such instances arise in connection with: Allegations of criminal misconduct while on the job. Investigations by a government agency. ‘The Company's defense in any employment-related matter. Avalid subpoena, legislative or administrative summons. Lists of names and addresses of Company associates are confidential and, as such, are not to be made available externally or internally or for use or for any purpose not directly related to business needs, including, but not limited to, holiday card mailing lists, city directories or any other reason except in very limited circumstances. Any question concerning validity of a request or for disclosure should be referred to and resolved by the Law Department. 10. Required Policies and Guidelines In addition to the items detailed in this MIP, each Marriott International business unit must maintain policies or guidelines addressing the following 4, Management of Associate Personal Information, to include: a, Maintenance of Associate Files b. Applications ¢. Background checks d, Pre-employment screening tools , Medical records f. 19s (applicable for U.S. and U.S. Territories only) 2. Associate Access to their own Records htps:mgscloud mariol.comstandards7id=1805, ee91622, 10:01 PM 41. Compliance ‘Associate Relations (MIP-02)- MI Standards Human Resources will monitor compliance utilizing the requirements in this Policy. Non-compliance with this Policy may lead to disciplinary action up to and including termination. 12. Documents Associated with this Policy ‘Supporting Documents: Guarantee of Fair Treatment (GFT) Attachment A & B htps:mgscloud mariol.comstandards?id=1805, + Guarantee of Fair Treatment (Attachment A, PDF) © Cambodian © Chinese Simplified © Chinese Traditional © Creole © Czech © Dutch © English © French © French Canada © French New Caledonia © German © Greek © Hungarian © Indonesian © Italian © Japanese © Korean © Malaysian Malay © Polish © Portuguese © Romanian © Spanish © Thai © Vietnamese + Guarantee of Fair Treatment (Attachment B, PDF) U.S, Based Headquarter & Above Property Locations, including 71991622, 10:01 PM ‘Associate Relations (MIP-02)- MI Standards Regional & Claims Offices Rules and Regulations: U.S, Recommended for use as a model when writing local rules and regulations. Rules and Regulations (Attachment C, DOC) Marriott International Business Conduct Guide Business Conduct Guide - US & Canada Business Conduct Guide - AP|CALA|Europe|MEA Ethical Conduct policy Ethical Conduct (MIP-01) Global Information Security Policy Global Information Security Policy (MIP-29) EFFECTIVE: JANUARY 07, 2005 | PUBLISHED: JANUARY 01, 2005 Vvthis document is older than December 15, 2022, vist Marriot Global Source to ensure you have the mosl up-to-date version ofthis standard, MARRIOTT CONFIDENTIAL AND PROPRIETARY INFORMATION ‘The contents of his material are confidential and propretary to Marriot Intemational, Inc, and may not be reproduced, dsclosed, distributed or used without te express permission ofan authorized representative of Marriot. Any olher use is expressly prohibited htps:mgscloud mariol.comstandards7id=1805,19118722, 10.01 PM ‘Associate Relations (MIP-02)- MI Standards htps:mgscloud mariol.comstandards7id=1805, 99