Guidelines For Leaders Apeurmeacala

Guidelines for Leaders
Management Handbook
Asia Pacific
Middle East and Africa
Europe
Caribbean & Latin America (America -South)
August 2013
Dear New Associate,
We are glad you decided to join Marriott.
Since 1927, Marriott has proudly built a reputation for innovation, quality and service. From our beginnings as a
nine-seat root beer stand in Washington, D.C., we have grown to be a respected leader in the hospitality industry,
with more than 3,700 lodging properties in 72 countries and territories around the world.
It is an exciting time at Marriott. We are taking our business to a whole new level as we continue to refresh and
renovate our properties, delivering access to the latest technology and introducing exciting design features in our
guest rooms, lobbies and restaurants. We are creating new hotel and resort brands, like boutiques and kid-friendly
resorts, to appeal to the ever-changing demands and lifestyles of today’s travelers.
With Marriott’s growing leadership role comes a responsibility to bring our culture of caring and inclusion to
every community we call home. It is a responsibility we take seriously. From addressing housing and hunger
needs, to working toward a greener, cleaner environment, to training the next-generation workforce, to helping
sick and impoverished children, to establishing Marriott as a global diversity leader—we are committed to
making all of our communities better places to live and work.
At the heart of this unique culture lies a strong spirit to serve. We owe our success to our diverse associates, who
consistently strive to take great care of their customers and guests, their fellow associates and their neighbors in
the community.
At Marriott, we act with integrity in all of our dealings with associates, customers, guests, business partners and
governments. Doing not only what is legal but what is right is one of our fundamental values. How we do
business is as important as the business we do.
Marriott associates are the best in the industry. As you start your new job, you become an important partner in
our continued success as an industry leader and an ambassador for Marriott’s spirit to serve culture.
I am proud to have you on the Marriott team. Welcome and best wishes in your new position.
Sincerely,
J.W. Marriott, Jr.

Chairman and Chief Executive Officer
Marriott International, Inc.
Marriott International, Inc. - Continental Human Resources - Confidential and Proprietary Information 2
TABLE OF CONTENTS
WELCOME LETTER................................................2 SAFETY & LOSS PREVENTION

ABOUT THE HANDBOOK...................................4 Accident Prevention and Associate Safety......................27
Security Awareness...........................................................27
HOSPITALITY............................................................4
Emergency Procedures....................................................27
MARRIOTT MILESTONES...................................5
Non-Violence..................................................................28
GUIDELINES FROM OUR LEADERS..............7 Environmental and Occupational Health.........................28
CONDUCT & RESPONSIBILITIES Substance Abuse Policy..................................................28
Work Environment: Fair Treatment for All.......................9
Responsibility For Subordinates’ Actions.......................10
GROW
Introductory Period..........................................................10
Marriott’s Portfolio of Brands...........................................29
Solicitation.......................................................................10
Performance Appraisals...................................................32
Personal and Social Relationships at Work.....................10
Transfers and Promotion Policy......................................32
Employment of Relatives................................................11
Training and Development Philosophy...........................33
Social Media Rules of Conduct and Guidelines………..11
Reference Checks............................................................13
REWARD
Cell Phone Use in Cars....................................................13
Paid Holidays..................................................................34
Outside Business Activities.............................................14
Benefits...........................................................................34
Marriott Rewards Non-Earning Program........................14
Associate Discounts........................................................34
Marriott’s Policy Toward Third Parties..........................15
J. Willard Marriott Award of Excellence........................34
Business Integrity Line...................................................15
Alice S. Marriott Award for Community Service...........34
Information Protection and Privacy................................15
J.W. Marriott Jr. Diversity Excellence Award................34
Information Protection Agreement..................................16
Leave of Absence............................................................20
Equal Opportunity………………………………...........20
LIVE
Marriott’s Policy Prohibiting Harassment and myHR..............................................................................35
Unprofessional Conduct..................................................20 Work Environment..........................................................36
Progressive Discipline.....................................................22 Engagement Surveys……...............................................36
Guarantee of Fair Treatment............................................23 Marriott’s Global Diversity and Inclusion......................36
Conditions of Employment..............................................24 Spirit to Serve..................................................................37
Grounds for Discharge Without Prior Warning………..25

Business Conduct Guide ........................................38
Associate Acknowledgement …......................39
ABOUT THE HANDBOOK
This handbook has been prepared to provide management and supervisory associates with a summary of current Marriott
International programs and policies, and is intended as a guideline only. The policies and programs covered in this handbook
are applicable to all Marriott International managers and other key supervisory associates worldwide, unless otherwise
stipulated by host country legislation.
From time to time, this handbook will be revised to reflect changes. We cannot republish the handbook each time a change
occurs; therefore, some material may become obsolete without prior notice to you. If any information contained in this
handbook conflicts with information published at a higher level of authority within the Company, the information in those
bulletins, policies, and other documents will prevail. As the contents of this handbook change, you will be notified. You are
solely responsible for regularly updating your handbook.
The contents of this handbook are presented as a matter of information and do not create or constitute a contract, expressed or
implied, between Marriott International and any of its associates.
The Company reserves its rights to modify, change, disregard, suspend, or cancel any time, without written or verbal notice,
all or part of the handbook’s contents as circumstances may require.
Nothing in this Handbook is designed to interfere with, restrain, or prevent associate communications regarding wages,
hours, or other terms and conditions of employment. Associates have the right to engage in or refrain from such activities.
HOSPITALITY
Our business is hospitality and our role, as managers of Marriott International, is to make our guests feel at home during their
stay with us. Our jobs depend completely on our guests and their satisfaction. It is not our beautiful hotels that create a
cordial atmosphere; rather, it is how we treat each and every guest in every contact we have with them. The warmth of your
welcome, the sincerity of your smile, and the graciousness of your greeting will make the difference and win guest loyalty.
Our marketing efforts can bring guests into our hotels the first time, but you, a salesperson everyday, give the guests an
experience which has them return again and again. Our success depends on your hospitality. Your challenge, then, is to
deliver extraordinary service by anticipating guests’ needs, by paying attention to detail, and by exceeding every guest’s
expectation of first-class, quality service. Remember, you will never get a second chance to make a good first impression!
MARRIOTT MILESTONES
As Marriott has transformed itself over time, it has marked many milestones. For a complete listing, visit
www.marriott.com
1927: J. Willard Marriott opens a nine-seat root beer stand in Washington, D.C., later named “The Hot Shoppe.”
1957: First hotel opens – the Twin Bridges Marriott Motor Hotel in Arlington, Virginia.
1964:J.W. Marriott, Jr., elected president of Marriott-Hot Shoppes, Inc. at age 32.
1967: Corporate name changes from Marriott-Hot Shoppes, Inc., to Marriott Corporation. Purchased first resort; the
Camelback Inn, in Scottsdale, Arizona.
1969: First international hotel opens in Acapulco, Mexico.
1975: First European Marriott hotel opens in Amsterdam, Holland.
1983: First Courtyard hotel opens in Atlanta, Georgia. Number of hotel rooms passes 55,000.
1984: First lodging company to enter the timeshare and senior living businesses. Ground-breaking of Marquis hotels in New
York City, New York and Atlanta, Georgia.
1985: J. Willard Marriott passes away at age 84. J.W. Marriott, Jr., named Chairman of the Board. Company announces a $2
billion commitment to develop all-suite and compact hotels.
1987: Acquires extended-stay brand Residence Inn and opens first Fairfield Inn in Atlanta, Georgia. At year-end, Marriott
has 361 hotels.
1993: Splits into two companies: Marriott International and Host Marriott.
1995: Acquires The Ritz-Carlton Hotel Company, L.L.C., the premier brand in the luxury lodging segment.
Open the 1,000th hotel in Kauai, Hawaii.
1997: Acquires the Renaissance Hotel Group, doubling its presence overseas. Added the TownePlace Suites, Fairfield Suites;
and Marriott Executive Residences brands. Introduce Marriott Rewards® frequent-stay program.
1998: SpringHill Suites brand debuts. Merges its food service and facilities management business with Sodexho Alliance’s
North American Operations and spins off a “new” Marriott International comprised of its lodging, senior living, and
distribution services businesses.
2000: Company co-founder Alice S. Marriott passes away at age 92. Opens 2,000th hotel in Tampa, Florida
2004: First Bulgari hotel opens in Milan, Italy, 500,000th room opens in London, England at the West India Quay Marriott
Hotel.
2005: Debut of Renaissance ClubSport brand in Walnut Creek, California.
2007: Celebrates 80th anniversary and 50 years in the hotel business. Opens the 3,000th hotel in China, the JW Marriott
Hotel Beijing, and doubles the number of hotels in 10 years. Over half of the full-service hotel development pipeline is
outside North America.
2008: Marriott announces a new position, Global Diversity Officer, to spearhead the company’s diversity outreach both
inside and outside the United States. Marriott recognized with 2008 Energy Star Sustained Excellence Award from U.S.
Environmental Protection Agency. Marriott and the Brazilian State of Amazonas partner to protect rainforest.
2009: Debut of the Autograph Collections Hotels.
2010: First EDITION hotel opened in Waikiki, Hawaii.
GUIDELINES FROM OUR LEADERS
As managers it is important to periodically pause and look back on the principles that our founder J. Willard Marriott used to
successfully build his business. These were passed down as guidelines to run the Company in a letter from father to son when
J.W. Marriott, Jr. became Vice President in 1964.
1. Keep physically fit, mentally and spiritually strong.

2. Guard your habits – bad ones will destroy you.
3. Pray about every difficult problem.
4. Study and follow professional management principles. Apply them logically and practically to your
organization.
5. People are No. 1 – their development, loyalty, interest, team spirit.
6. Decisions: People grow by making decisions and assuming responsibility for them.
a. Make crystal clear what decisions each manager is responsible for and what decisions you reserve for
them.
b. Have all the facts and counsel necessary – then decide and stick to it.
7. Criticism: Don’t criticize people but make a fair appraisal of their qualifications with their supervisor only (or
someone assigned to do this). Remember anything you say about someone may (and usually does) get back to
them. There are few secrets.
8. See the good in people and try to develop these qualities.
9. Inefficiency: If it cannot be overcome and an employee is obviously incapable of the job, find a job he can do
or terminate now. Don’t wait.
10. Manage your time:
a. Short conversations – to the point.
b. Make every minute on the job count.
c. Work fewer hours – some of us waste half our time.
11. Delegate and hold accountable for results.
12. Details:
a. Let your staff take care of them.
b. Save your energy for planning, thinking, working with department heads, promoting new ideas.
c. Don’t do anything someone else can do for you.
13. Ideas and competition:
a. Ideas keep the business alive.
b. Know what your competitors are doing and planning.
c. Encourage all management to think about better ways and give suggestions on anything that will
improve business.
d. Spend time and money on research and development.
14. Don’t try to do an employee’s job for him – counsel and suggest.
15. Think objectively and keep a sense of humor. Make the business fun for you and others.
GUIDELINES FROM OUR LEADERS
The legacy continues from J.W. Marriott, Jr. to you...
“Although time, growth and changing workforce move us further from the early days of the Company, we must never stray
from the basic principles that have made us successful. That can only be achieved if the people running our system – from
myself to you – understand, support and communicate the Marriott management Philosophy and Culture...A Living Tradition
of Values and Beliefs.”
J.W. Marriott, Jr.
1. Continually challenge your team to do better.
2. Take good care of your employees and they’ll take good care of your customers, and the customers will come
back.
3. Celebrate your people’s success, not your own.
4. Know what you’re good at and mine those competencies for all you’re worth.
5. Do it and do it now. Err on the side of taking action.
6. Communicate. Listen to your customers, associates and competitors.
7. See and be seen. Get out of your office, walk around, made yourself visible and accessible.
8. Success is in the details.
9. It’s more important to hire people with the right qualities than with specific experience.
10. Customer needs may vary, but their bias for quality never does.
11. Eliminate the cause of a mistake. Don’t just clean it up.
12. View every problem as an opportunity to grow.
CONDUCT & RESPONSIBILITIES
Work Environment: Fair Treatment for All

Beginning with its Guarantee of Fair Treatment policy, Marriott practices a fair, open approach to problem solving. The
underlying beliefs are:
Workplace problems can be dealt with most effectively at the level at which they occur.
Problems are resolved faster when confronted immediately and resolved on the spot,
Outside organizations or individuals usually are not needed to resolve problems satisfactorily.
The Open Door

The “open door policy” (Marriott’s Guarantee of Fair Treatment) is a framework for handling associates’ daily issues and
concerns. When minor concerns are resolved quickly and satisfactorily, they do not become major issues. In your daily
interactions with your associates, remain open and aware so that you can sense when there are potential areas of concern and
respond quickly. As a manager, you must go to associates instead of waiting for associates to come to you.
Managers find themselves faced with the intervention of outside parties only when the principles of fair treatment and open
communication are not practiced with credibility and responsibility. Inconsistent and unfair management decisions can make
us susceptible to pressure from outside entities. If each manager handles associates’ concerns effectively, there is rarely any
justification for external intervention.
The Direct Approach

Marriott’s management philosophy is to interact directly with associates to handle their issues and concerns one-on-one,
working out mutually beneficial solutions. Marriott believes that we are better able to address associates’ concerns with them
directly without the need of any person or organization outside the Company. More importantly, people or organizations
outside the Company
may not always have the sincere interest in the associate’s well-being that a Marriott manager has. It is to
everyone’s advantage to work together to achieve satisfactory resolutions.
Listen Well
Managers should take the time to be good listeners when associates have problems. Encouraging associates to come to you
first, without fear of retaliation, is key to avoiding outside agency or third party involvement.
Mutual Respect
Marriott’s commitment to its pro-associate philosophy is so strong that, under certain circumstances, a manager’s decision
may be reversed. When this happens, there is a detailed discussion with the manager to obtain agreement.
When a management decision is reversed, managers may feel they are losing the respect of their associates. Actually,
managers never lose respect if they are willing to recognize and admit their mistakes. This can lead to new respect from their
associates. On the other hand, failing or refusing to recognize that an error has been made may result in lost respect and
confidence.
The Company and all levels of management are dedicated to the principles of fair treatment for managers and non-managers
alike. Managers must be treated properly for associates to be treated fairly in turn.
Proven Success
Marriott’s pro-associate attitude and management style is a major distinguishing factor underlying the Marriott management
philosophy. Ethical, fair, and humane, our philosophy has endured for over 80 years. When a manager understands its intent,
this attitude becomes a valuable tool and sound management practice — a practice that is meaningful for hourly paid and
management associates and, ultimately, for the Company itself.
Responsibility for Subordinates’ Actions

As a manager, you must know what those reporting to you are doing. You are not doing your job if you close your eyes. Such
an attitude is often expressed by communicating, “Solve the problem, but do not let me know how you did it.” Rather, you
should ask, “How did you solve the problem?” If the proposed solution to a problem makes you uncomfortable, talk it over
with the Marriott Law Department or, outside of the United States, with the legal resource designated by your property’s
management. The Company will stand behind associates who act in good faith, but those who recklessly or willfully violate
the law will be subject to dismissal, and, possibly other legal consequences
Introductory Period
The first 90 days of employment are an introductory period, during which associates will be evaluated to determine their
suitability for their position. An associate may be terminated during this time period for any reason, with or without notice.
After the first 90 days, the Company’s Progressive Discipline policy applies.
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 interior work area of the property is likewise prohibited.
Distribution of any literature, pamphlets, or other materials by or to employees during working time is prohibited.
Personal and Social Relationships in the Workplace

Marriott provides a workplace free of favoritism 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 in a negative manner, Marriott reserves the right
to take whatever action is appropriate, in its discretion, to protect the Company's interests. Marriott associates should
maintain professional and business-like relations with all associates and all guests at all times. With the exception of
Company-sponsored functions, fraternization with guests is not allowed on the property premises. The intimate or social
relationships between non-management associates will be addressed only when and if they create work environment issues.
All managers and supervisors are responsible for maintaining a professional business environment. An intimate relationship
between individuals who have a direct or indirect supervisor relationship is highly inappropriate. Likewise, it is inappropriate
for relatives (either by blood, adoption, or marriage) to have a direct or indirect supervisory relationship. If such a reporting
relationship is present between individuals in an intimate or familial relationship, the involved associate in the supervisory
role must communicate this fact immediately to his or her manager so that a transfer or reassignment may be considered for
either party.
Failure to follow this policy is considered serious misconduct and may result in disciplinary action.
Employment of Relatives
The Company is committed to fostering a fair and professional work environment that minimizes the potential for favoritism
or conflict of interest in the workplace. To help achieve this goal, the employment of relatives is restricted.
Associates may not work in a position that provides direct or indirect supervision to a relative, including positions two levels
above or below the relative. This restriction includes any position directly approving or having influence affecting the wages,
hours, performance evaluations, career advancement or working conditions of a relative. In addition, certain positions have
further limitations on working with relatives within their unit or department.
The term “relatives” refers to spouses, parents, grandparents, brothers and sisters, children, grandchildren, in-laws, nephews
and nieces, aunts and uncles, cousins, step-relatives, domestic partners and their immediate relatives (parents, siblings and
children), significant others (intimate relationships), and individuals living together on a permanent basis as a family.
Associates who are in a relationship that would violate this policy are required immediately to disclose the relationship to
their Manager and/or Human Resources representative. The Manager and Human Resources representative are responsible
for resolving the situation utilizing the policy guidelines.
Associates who fail to disclose or are not truthful about their workplace relationships may be subject to disciplinary action,
up to and including termination. In addition, associates may not circumvent this policy by using a contingent labor firm to
employ a relative, where the direct employment of the relative by the Company would otherwise violate this policy.
Social Media Rules of Conduct and Guidelines For Associates

To promote appropriate, productive and lawful use of social media, Marriott has adopted the following rules of conduct. It is
important for those who participate in social media for business or personal use to review and follow these rules of conduct.
Failure to comply with these rules or related company policies may result in disciplinary action, up to and including
termination of employment. In the event local laws differ with Marriott International rules of conduct or policy, local laws
should be followed. As local laws may continue to evolve around the world over time, associates are instructed to seek the
guidance of their General Manager, Director of Human Resources or HR Services representative.
1. Understand and Comply With Marriott’s Policies. It is your responsibility to understand and comply with the various
company policies that may be implicated by your business or personal use of social media. You should be particularly
familiar with MIP-28 (Electronic Communications), which identifies certain prohibited uses of internal and external
electronic communication and social media tools and the use of Marriott-provided technology. In addition, in the event
you or your location, business or brand want to develop an application that interfaces with a social media site and/or
collects information from users of such site, you should consult MIP-34 (Acquiring Information Technology or
Information Processing Products and Services).
2. Be Clear and Transparent. When engaging in social media, there are times when you must disclose your employment
as a matter of company policy.
Specifically, if you are promoting Marriott or any of its brands in a way that might mislead others into believing that you
are not affiliated with Marriott (e.g., you are writing a review of a hotel on a travel website), you must disclose that you
are employed by Marriott. (In the United States, this is also required in order to comply with Federal Trade Commission
Guidelines on Endorsements and Testimonials in Advertising.) Keep in mind, each social media site has its own terms
of use, and you should review those terms to ensure you are in compliance.
Social Media Rules of Conduct and Guidelines For Associates (continued)

Even when you are participating in social media using your personal accounts, people may perceive you to be speaking
on behalf of Marriott. Managers and executives in particular must consider whether the personal thoughts they publish
may be misunderstood as expressing Marriott positions. No associate should imply they represent the company through
social media without the prior approval of Marriott Global Communications, Human Resources or a brand’s marketing
team. If you are not an official Marriott-designated spokesperson, you must add a disclaimer to this effect: “The
postings on this site are my own and do not necessarily reflect those of Marriott International.”
3. Be Accurate. If you are authorized by the company to respond to a comment or discuss specific company-related
information, be sure to verify the details using company-published information (e.g., information provided on
Marriott.com or Investor.Marriott.com). If you are in a discussion about Marriott’s products or services, don’t make
unsubstantiated claims. If you have questions about whether you are authorized to represent the company and discuss
company information in a public social media forum, you should consult MIP-28 (Electronic Communications), discuss
it with your manager and/or send an e-mail to Marriott.Communications@marriott.com.
4. Protect Confidential and Proprietary Information. Keep in mind that online postings and conversations are not
private. Anything you post will be viewed by others, including coworkers, guests, customers and company competitors,
and could exist indefinitely even if you attempt to delete the information later. For this reason, never discuss Marriott
confidential or proprietary information, including development plans, company finances, strategies, sensitive brand
information, internal business-related confidential communications or any information that is not generally known by or
available to the investing public and would be considered important in a decision to buy, hold or sell Marriott securities.
In addition, you should respect copyright and trademark laws and refrain from conducting Marriott business using
intellectual property, including music, photos, videos or logos, to which you do not own the rights. For example, don’t
promote a hotel by posting a video of an event at the hotel that is accompanied by a song that you don’t have rights to air
publicly. Also, do not post pictures or video of any guest, customer, vendor, business partner or other third party without
the written consent of that individual. Be cautious about posting pictures or video of other associates without the other
associates’ knowledge or consent.
5. Be Cautious About Personal Information. In the event you plan to collect personal data from users on a company
social media site, including names, addresses, e-mail addresses, credit card numbers, Social Security numbers, Enterprise
IDs (EIDs) or any other information specific to the user, you should consult the Marriott International Law Department
before doing so in order to address certain restrictions on where such information can be stored and how it can be used.
Personal information about guests or customers should not be shared or posted on social media sites.
6. Social Media for Professional Networking & Recruiting. Social media may be used by Marriott associates for
professional networking, or to share active job postings with their networks. Referrals that learn of Marriott job openings
through such efforts must be directed to apply by using the company's standard application procedure.
Recruiters or HR professionals involved in recruiting activities may use social media channels to connect with and
source potential candidates, promote career events, or share active job postings. Some social media channels offer job
boards. If utilized, the job posting must follow the company’s standard application process and appropriate brand
standards available on MGS. Social media should not be used by interviewers, hiring managers or HR professionals to
evaluate applicants or candidates, or as part of a reference or background check process. In the course of interacting with
job seekers through social media, HR professionals must ensure compliance with local laws, as well as company
processes and policies.
In all instances where associates are using social media for professional networking, they must disclose their Marriott
affiliation when endorsing or recommending fellow Marriott associates. Because endorsements could be mistaken for
references, associates should never endorse or recommend current or former Marriott employees who are or were in their
reporting structure (i.e., direct or indirect superiors or subordinates). If you choose to refer a current or former associate
who has not been in your reporting structure, you must include the following language: “This recommendation reflects
my views alone and are not necessarily those of Marriott or any of its brands.”
Social Media Rules of Conduct and Guidelines For Associates (continued)

If a property, cluster, market or brand desires to establish a formal social media presence for jobs and careers at their
respective locations, this must be evaluated by the Continent Human Resources team and the Talent Acquisition COE to
ensure the action is in alignment with Marriott’s global talent acquisition social media strategy.
To make the most of your social media experience, always exercise good judgment and be aware of the following guidelines.
1. Yourself. If you are simply participating in social media as an individual and not expressing opinions about Marriott,
its hotels, its competitors or other hospitality or industry-related topics, no disclosure of your employment with
Marriott is required. Some people prefer not to disclose their employment with Marriott in recognition of the fact that,
once you identify yourself as a Marriott associate, anything you post or that is posted on a website you create
potentially reflects on the company. Be knowledgeable about who has access to your information, images and posts.
Most sites allow customizable privacy settings so that only certain groups/individuals can access specific information.
2. Be Thoughtful About How You Present Yourself. One of the goals of social media is to create dialogue, and
participants won’t always agree on an issue. When confronted with a difference of opinion, keep your cool. Ignoring
an objectionable comment sometimes gives it less credibility than responding in an inflammatory way. Respect your
audience, present your views in a clear manner, and be the first to correct your mistakes. Don’t use slurs, personal
insults, obscenities (even in abbreviated or acronym form), or engage in any conduct that could be viewed as
malicious, threatening or obscene, or that might constitute harassment on the basis of race, gender, disability, religion
or any other status protected by law or company policy. Do not post information or statements that you know to be
false about the company, other associates, guests, customers, vendors or business partners.
3. Be Careful When Interacting With Guests Via Social Media. There is a trend in the hotel industry to engage
guests through social media channels with the intent of promoting specific companies, hotels or brands. For example,
certain companies pay reputable bloggers (in cash, room nights, merchandise or otherwise) to stay at a hotel and write
favorable reviews. If you are planning to provide anything of value in exchange for reviews on a social media site,
please contact the Law Department, as there are federal guidelines detailing disclosures that must be made regarding
the relationship.
Further, Marriott associates should be careful about adding guests as “friends” or otherwise engaging guests in ways
unrelated to the guest’s stay. No matter how friendly a guest may seem, he or she may not want to advance the
relationship to a personal level, and we do not want to give the perception that Marriott associates are anything other
than professional. If a guest attempts to contact you via a social media site, you may respond or accept the invitation if
you feel comfortable and believe it would not interfere with your job duties or obligation to maintain professional and
business-like relations with guests.
These Rules of Conduct and Guidelines, as well as the corporate policies upon which they are based, should not be
interpreted as prohibiting associates from discussing the terms and conditions of their employment in accordance with
applicable law, including the National Labor Relations Act.
Additional information about Marriott’s Social Media Rules of Conduct and Guidelines for Associates can be found on
Marriott Global Source (MGS).
Reference Checks
It is the policy of Marriott to provide neutral references (dates of employment, last position held, and with appropriate
authorizations, current or final salary or wage rate) in response to inquiries from prospective employers regarding the
employment of current or former associates. The contact information for reference checks is available through Human
Resources.
Cell Phones in Cars

Associates who drive on company business must observe all traffic laws, including those related to the use of cell phones or
other electronic devices.
Outside Business Activities

Per Marriott International, Inc. Policy MIP 59 Outside Business Activities, Marriott associates may not engage in business
activities outside of their employment with Marriott that:
Detract from their job performance

Interfere with other associates performing their jobs
Create an actual or potential conflict of interest
Negatively affect Company relationships with customers or vendors.
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.
Please see MIP-59 Outside Business Activities for additional details regarding this policy.
Marriott Rewards® Non-Earning Program

As a reminder, program terms and conditions restrict associates of Marriott International, Inc. and its subsidiaries in their
participation in Marriott Rewards®. Associates may have a Marriott Rewards account, but are restricted in how they may
obtain points. All points or frequent flyer miles accrued prior to employment with Marriott may be retained.
The only way an associate may accrue Marriott Rewards points is if they own Marriott Vacations Worldwide timeshare(s)
and exchange their week(s) for points. All other point or frequent flyer mileage earning opportunities are unavailable to
Marriott associates, including but not limited to:
Obtaining points through use of the Marriott

Rewards Visa® credit card
Marriott Vacations Worldwide timeshare purchase, owner referral or tour points
Frequent flyer mileage bonuses related to hotel stays
Points earnings related to hotel stays
Purchasing points
Associates may open a Marriott Rewards Associate Non-Earning Program Membership to simplify the hotel reservation
process, which allows the associate to enter basic information, such as room preferences into an online profile. While
Marriott associates are eligible to establish a Marriott Rewards Associate Non-Earning Program Membership, they may not
earn or accumulate points or miles on behalf of themselves or family or friends on such account.
If you have questions regarding Marriott Rewards terms and conditions or account status, please contact Marriott
Rewards at (801) 468-4000, Monday through Friday from 6:15 a.m. to 7 p.m. Mountain time.
Marriott associates who have access to Marriott Rewards accounts, or systems which interface with accounts, must not alter
or manipulate guest accounts or use the program in any way other than for the intended purposes of the program. Failure to
comply with this policy may result in disciplinary action, up to and including termination.
Marriott’s Policy Toward Third Parties

The management of Marriott has operated for more than 80 years on the basic philosophy of fairness in dealings with
associates, guests and suppliers. Marriott will continue to offer wages, benefits, hours, and working conditions that are
competitive with the hospitality industry in your area. 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 interference of an outside party.
Business Integrity Line

It has always been Marriott’s policy to conduct business ethically and with integrity, and we expect our associates to uphold
our high standards of business conduct. Unfortunately, people don’t always make the right decision. If you know of any
unethical conduct, please call the Business Integrity Line (877-777-7489) to anonymously report your concerns via the
country-specific AT&T access number. Check posters at your hotel for dialing instructions for your location. For locations
where AT&T services are not available you may call direct at +1-770-582-5248.
Information Protection and Privacy

Information is a valuable asset of the Company and must be properly secured from loss, misuse, unauthorized access,
alteration, or disclosure. Protecting confidential and personally identifiable information (e.g., name, address, credit card
information, social security, national health or other national ID numbers, etc.) is not only a necessary business practice, in
some markets it is a legal requirement. In today’s highly competitive business environment, failure to protect confidential and
proprietary information of the Company and the personally identifiable information (PII) of our guests and associates can
have a detrimental impact on the Company and your property or business location. Use these Basic Information Protection &
Privacy Tips to help protect confidential and personally identifiable
information that you are responsible for or have access to.
More detailed direction is found in the policies and standards listed below.
1. Understand Policies and Standards such as MIP-29 Information Security & Confidentiality, MIP-47 Personal
Information Privacy, and the Security of Confidential and Personally Identifiable Information standard. You can
access these documents on the Company’s Intranet - Marriott Global Source.
2. Educate and Train yourself and your associates about Information Protection threats and good protective practices
through regularly referencing resources on the information protection website on the Marriott Global Source
(Business Resources>Information Protection). Ensure associates you supervise have completed the Privacy
Directions training program.
3. Minimize collection of information to only what is needed for a business purpose or legal need.
4. Limit Access to information to only those with a business need-to-know and never share your password with others.
Ensure that you and any associates you supervise have received and signed the Information Protection Agreement
(IPA), if not, inquire with Human Resources. (IPA Exception: France)
5. Protect what is collected through good physical security and following all computer standards. Store all paper
documents with confidential information or PII in a locked cabinet or room with limited access. Use a cable lock to
secure your laptop.
Information Protection and Privacy (continued)

6. Securely dispose of all paper documents with confidential or personally identifiable information that are no longer
needed by using a cross cut shredder. When electronic resources such as laptops, desktop computers,
Blackberries, servers, or any other electronic device that contains confidential or personally identifiable information
need to be disposed of, be sure to involve your property systems manager to determine the correct procedure.
7. Protect Electronic Resources you are assigned by following all IR security standards especially those related to
modems, firewalls, and wireless access. Do not attempt to deactivate or disable anti-virus, security patch or
encryption software installed by Information Resources.
Information protection and privacy is every associate’s responsibility. If you are aware of any electronic-based confidential or
personally identifiable information that is lost or stolen please call the Help Desk at +1-240-632-6000 or send an e-mail to
privacy@marriott.com if the lost or stolen information is in paper form. If you have any information protection & privacy
questions or concerns please promptly send them to privacy@marriott.com .
Information Protection Agreement

The Importance of Information
Every Marriott associate is responsible for looking after the Company’s assets. Two of our most valuable assets include our
Company’s information and the computer systems we use to process and store that information. To help you learn how to
protect the Company’s confidential information and computer systems, read this summary and the Information Protection
Agreement (IPA) carefully.
Much of the information that associates work with contains or involves confidential information. To protect this information,
you must be careful with:
Your oral conversations

Your paper documents, and
The computer systems you access
Examples of confidential information include but are not limited to:
Sales forecasts and plans

Revenue management techniques, User IDs, passwords, and modem access telephone numbers
Company computer systems (MARSHA, Property Management Systems, Payroll, etc.), computer software,
voicemail, and e-mail, as well as reports from these systems
Confidential information also includes personally identifiable information that is entrusted to us by your fellow associates,
guests, hotel owners, Marriott Vacations Worldwide and residence owners, and franchisees. Credit card information, e-mail
addresses, and financial information are a few examples of personally identifiable information.
Confidential information must be protected regardless of where it resides, including paper reports, desktop computers,
laptops, and wireless devices.
Information Protection Agreement (continued)

Your Resources
Marriott International Policies (MIPs) addressing information protection and the appropriate use of technology are:
MIP-28 Electronic Communications

MIP-29 Information Security and Confidentiality
MIP-31 Software Use
MIP-47 Personal Information Privacy
Every Marriott associate has access to these policies. They are located in the Marriott International Policy Manual on the
Marriott Global Source (MGS) or, you may ask your manager or Human Resources representative for a copy. You can also
access additional information protection educational materials on MGS within the Information Protection department link.
You should review these MIPs to become familiar with all the requirements to protect information. You can help protect
Marriott’s information and computer systems, information belonging to our guests, owners, franchisees, and associates—
including yourself!
Need to Report an Incident?

If you are aware of confidential information that has been disclosed or is not being handled properly, please:
Contact your manager or Human Resources representative, or call the Marriott Business Integrity Line (877- 777-7489) to
report the incident anonymously via the country-specific AT&T access number. Check posters at your hotel for dialing
instructions for your location. For locations where AT&T services are not available you may call direct at +1-770-582-5248.
Questions? If you have any questions regarding information protection or privacy issues, please send an
e-mail to privacy@marriott.com .
As a Marriott associate I will protect information and computer systems by agreeing to:
Protect the Confidentiality of Information
Respect the privacy of all guest, associate, hotel owner, Marriott Vacations Worldwide and residence owner and
franchisee personally identifiable information.
Use confidential information only as needed for my Marriott job.
Only share information with other associates if they need it to perform their Marriott job. This policy does not
prohibit associates from discussing wages or other terms and conditions of employment.
Use caution when faxing confidential information such as calling ahead to ensure the recipient is at their fax
machine.
Allow access to Company information by third parties (e.g., contractors) only under confidentiality agreements
approved by Marriott’s Law Department.
Treat other companies’ confidential information with the same level of care I would for Marriott’s information.

Secure and Properly Dispose of Confidential Information
Keep confidential information (including information on paper, CDs, diskettes, tapes, and portable or wireless
devices) in a secure place such as a locked office.
Properly dispose of (e.g., shred) confidential materials when no longer needed, keeping in mind Marriott’s record
retention requirements.
Label Confidential Information
Label all pages of confidential information I create as shown in the following box. If space is limited, I will label the
document with the bolded capitalized words.
MARRIOTT CONFIDENTIAL AND

PROPRIETARY INFORMATION
The contents of this material are confidential and proprietary
to Marriott International, Inc. and may not be reproduced,
disclosed, distributed or used without the express permission
of an authorized representative of Marriott. Any other use is
expressly prohibited.
Protect My Passwords
Use passwords that are difficult to guess but easy to remember, such as the first letter of each word in a memorable
phrase.
Keep my passwords secret.
Use Computer Resources Wisely
Use Company voicemail, e-mail, Internet access, and technology wisely and primarily for business purposes.
Do not create, view, or forward inappropriate or offensive voicemails, e-mails or Internet postings related to a
person’s race, color, national origin, religion, sex (including pregnancy), sexual orientation, age, disability, etc.
(Remember, a Company record of this information exists and it is not private information of the associate.)
Do not use the Internet to access inappropriate sites such as those containing sexually explicit content, gambling,
hate speech, or crime skills.
Do not create or forward inappropriate documents, e-mails, or communications.
Protect the Desktop/Laptop
Never disable anti-virus software or security patches that the Company has installed or updated on the computer in
use. If I am responsible for maintaining any Windows-based computer equipment at my business location. I will
ensure that all equipment is protected with current anti-virus software.

Respect Software Licensing Laws
Comply with computer software laws by ensuring proper licensing and not copying software unless allowed by the
vendor.
Comply with Privacy Laws
Comply with any instructions I receive relating to local information privacy laws.
Ask Questions
Ask my manager if I am unsure how to handle a request for information.
Report Problems
Report any instances of non-compliance
Leave of Absence
Basic Leave Entitlements vary by country. In the United States there is The Family and Medical Leave Act (FMLA)
which requires that Marriott provide eligible associates with up to 12 weeks of unpaid, job-protected leave in a 12-month
period for certain family and medical reasons, e.g., for the birth of a child, placement of a child for adoption or foster care; to
care for an associate's spouse, child or parent who has a serious health condition; or for a serious health condition that makes
an associate unable to function on the job.
Check with your Human Resources Representative to determine what is applicable in your specific location.
Equal Opportunity
Marriott International, Inc. is and always has been an equal employment opportunity employer. It is the Company's policy to
ensure equal employment opportunity in all aspects of employment. The Company strives to employ and promote the best
qualified person for each job and, in so doing, will comply with all legal requirements.
It is the Company's policy to provide equal employment opportunity without regard to race, color, age, religion, sex
(including pregnancy), sexual orientation, gender identity or expression, genetic information, disability, national origin, status
as a veteran or other basis in connection with, but not limited to, hiring, placement, training, recruiting, or termination.
Check with your local Human Resources representative for details of local applicable regulations in this area.
Marriott’s Policy Prohibiting Harassment and Unprofessional Conduct Please note local laws may be
applicable and may override this policy if legally binding in your location. Marriott International strives to provide a
professional and congenial work environment and will take all necessary steps to ensure that the work environment remains
pleasant for all associates. An integral part of this type of work environment is for all associates to treat each other with
courtesy, consideration, and professionalism. The Company will not tolerate harassment of any associate by any other
associate, supervisor, vendor, guest, client, or customer. Harassment for any discriminatory reason, such as race, color, age,
religion, sex (including pregnancy), sexual orientation, gender identity or expression, genetic information, disability, national
origin, status as a veteran or other basis protected by applicable law is prohibited by state and federal laws and may subject
the Company and/or the individual harasser to liability for any such unlawful conduct. With this policy, the Company
prohibits not only unlawful harassment, but also other unprofessional and discourteous actions.
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:
a. Submission to the conduct is made either implicitly or explicitly a condition of the individual's employment.
b. Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed
associate.
c. 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.
Marriott’s Policy Prohibiting Harassment and Unprofessional Conduct (continued)

Each associate must exercise his or her own good judgment to avoid engaging in conduct that may be perceived by others as
harassment. The following is a partial list of conduct that would be considered sexual harassment.
1. 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.
2. Visual/Non-verbal — Derogatory or sexually explicit posters, cartoons, photographs, magazines, drawings or other
printed items; suggestive objects or pictures; e-mails, screen savers, or other electronic communications; graphic
commentaries; leering or obscene gestures.
3. Physical — Unwanted physical contact including touching, interference with an individual's normal work
movement, or assault.
Other Types of Harassment

Marriott International also prohibits harassment on the basis of race, color, age, religion, sex (including pregnancy), sexual
orientation, gender identity or expression, genetic information, disability, national origin, status as a veteran 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 immediately tell the harasser to stop
the unwanted behavior and report it to a manager. The Company will, to the extent possible, protect the confidentiality of
harassment complaints. If possible, associates should bring their concerns to the attention of their immediate manager or
supervisor.
However, if the unwelcome behavior involves a manager or supervisor to whom they directly or indirectly report, they can
also seek help from any other manager, Human Resources Manager or Director of Human Resources, Area Director of
Human Resources, your continental Chief Human Resources Officer, or their business' Corporate Employee Relations
Department.
Do 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 every 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
preventative actions where necessary. A determination regarding the harassment alleged will be made and communicated to
the person claiming harassment as soon as practical. Associates violating this policy, however, are subject to discipline up to,
and possibly including, termination, as determined by local laws regulating the specific employment relationship.
The company strictly prohibits retaliation against associates who report perceived harassment or who file, testify, assist or
participate in any manner in any investigation, proceeding or hearing regarding potential harassment. An associate who
brings such a complaint to the attention of the company will not be adversely affected as a result of reporting the harassment.
Progressive Discipline
Refer to your Human Resources representative to confirm details of this policy since local laws may impose different
requirements. It is our belief that discipline should be a process that allows an individual to improve his or her
understanding and the performance of his or her duties. Our discipline procedure is designed to enable the associate and his
or 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. When policies and procedures
are not being followed, it is the responsibility of your supervisor or manager to correct the situation. This may be done in
three ways: coaching and counseling, a verbal warning, or written warning. All are meant to make associates aware of
concerns and give them the information and help they need to correct the situation.
Coaching and Counseling

The first step is often coaching and counseling. When an associate displays unacceptable behavior or his or her performance
is not meeting the job requirements, the associate should be informed. Coaching and counseling is done as soon as the
infraction occurs, and the associate is given an opportunity to correct the problem in a reasonable amount of time.
Verbal Warning
This is a verbal discussion between the manager and the associate in which the manager will identify a specific behavior that
is inappropriate. Working together, the associate and the manager will outline a corrective plan of action. a note documenting
the verbal warning is placed in the associate’s personnel file. The Verbal Warning contains a line for the associate's signature
to acknowledge that he or she has read and understands what is written.
Written Warning
This is a serious action taken by the manager in response to inappropriate behavior or when previous discipline has not been
effective. A management associate can be terminated under progressive discipline if he or she has one written warning and a
second incident occurs which is a violation of policy or indicative of inappropriate behavior or poor judgment that results in a
second written warning.
Written Warnings are kept in the associate’s personnel file. A Written Warning is to be signed by the associate to
acknowledge that he or she has read and understands what is written. Refusal to sign a written warning does not
make it invalid, because a second supervisor/manager will be called in to witness the associate’s refusal to sign.
You should recognize the grave nature of the written warning. Under Marriott’s Progressive Discipline policy, a manager
may be terminated upon receipt of two written warnings within a one-year period. If you feel the warning is inaccurate or
unwarranted, you should exercise your Guarantee of Fair Treatment by appealing to your next level manager.
Written warnings expire after one year. Although they are retained in your file for reference, they will generally not be used
to support a termination recommendation at a later date.
Suspension Notice
The associate’s manager will inform the associate through a written suspension notice that he or she is being placed on
suspension and is being recommended for termination. The suspension, which is without pay (unless otherwise determined
by local regulations), generally lasts for three business days, not to include weekends or holidays, in order to investigate the
facts surrounding the suspension. Suspension will not be used as disciplinary action or for substandard performance.
Progressive Discipline (continued)

The General Manager will review the findings and approve or disapprove the recommendation for termination. If the General
Manager disapproves termination, the associate is returned to work and paid wages for all regularly scheduled hours missed
during the suspension.
Guarantee of Fair Treatment (for UK locations – check with your Human Resources representative for variations from
this policy)
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. In keeping with this long-established policy, the company
will not discriminate or retaliate against an associate for using the Guarantee of Fair Treatment. All persons will be
considered for employment, promotion, or training on the basis of qualifications without regard to age, race, religion, sex
(including pregnancy), color, sexual orientation, gender identity or expression, national origin, disability.
We recognize that, being human mistakes may be made in spite of our best efforts. We want to correct such mistakes as soon
as they happen. The only way we can do this is to know of your problems and complaints.
NO MEMBER OF MANAGEMENT IS TOO BUSY TO HEAR THE PROBLEMS OR COMPLAINTS OF ANY

ASSOCIATE.
If you have a problem or complaint, this is what you should do:
STEP 1—TELL YOUR IMMEDIATE SUPERVISOR. During this discussion, feel free to share your honest
feelings and concerns. Your supervisor will listen in a friendly, courteous manner because it is his or her desire to understand
and aid in solving problems which arise in your work. Generally, you and your supervisor will be able to resolve your
problems.
STEP 2— If you do not get your problem straightened out with your supervisor, see your manager or department head. He or
she will obtain all of the facts and work to settle your problem in a fair and equitable manner. If you still are not satisfied, the
department head or supervisor will arrange for you to see your General Manager or Human Resources Representative.
STEP 3— Your General Manager or Human Resources Representative will confer with you and all others involved to
carefully review the facts and circumstances. If, after a thorough discussion of the matter, you still feel the problem has not
been resolved to your satisfaction, the entire matter will be referred to a member of the Continental or Area Human
Resources representative for further action.
Conditions of Employment
Specific conditions of employment, which will be reviewed in orientation at your property may vary from the general ones
listed here for your reference. As an associate of Marriott International, I agree to faithfully perform my job in a responsible
manner. I further agree to read and/or learn all present rules and regulations and any future rules and regulations that may be
issued by Marriott International through material provided to me. The rules and regulations listed here are not all-inclusive
and may be in conflict with local regulations in which case the local regulations prevail.
I understand that:
1. My employment is conditional upon successful completion of a 90-day introductory period. I also understand that
during the introductory period I may be discharged according to the policy as set forth in this handbook.
2. The Property Removal Policy has been explained to me, and I understand that any item with or without a removal
pass is subject to inspection by management or the Loss Prevention Staff.
3. If I am issued a locker or a desk, it is a benefit to me to store my personal belongings. I will not place valued
belongings in the locker or desk. I understand that my employer cannot accept responsibility for loss of such items. I
also understand that management may inspect my locker or desk at any time, with or without notice.
4. The Company operates 7 days a week, 24 hours a day, and management may change my schedule in order to
accommodate the guests. Also, I understand that I may be asked to work at a different job (other than the one for
which I was hired) and different hours (other than the ones which I normally work) to meet business demands.
5. My schedule will be posted as soon as the business for the following week can be forecasted, and my attendance is
mandatory on those days scheduled. I also understand that if through an emergency I cannot arrive at work on the
scheduled day and time, I will call my department and speak with a supervisor or manager to explain my absence in
accord with my location’s attendance policy.
6. Promotional materials, buttons, badges, pens, ribbons, etc., are part of my Company-provided uniform. I agree to
wear such promotional materials when requested to do so by management.
7. I must comply with the standards of appearance, which have been explained to me.
8. I must adhere to Marriott International’s Policy Prohibiting Harassment and Unprofessional Conduct.
9. I am required to perform the duties of my job in the prescribed safe manner and immediately report all job-related
injuries to my supervisor.
10. I am required to use the associate entrance which I have been shown as the designated associate entrance
Conditions of Employment (continued)

11. I may not come to the interior working areas of the hotel more than fifteen minutes before or after my shift (unless
otherwise specified in the location) or use the guest facilities of the hotel without prior authorization from my
manager.
12. I have the right to terminate my employment at any time following the locally required notice period and my
employer retains a similar right.
13. The contents of this handbook and all Company manuals dealing with employment policies are presented as a matter
of information only and are not to be understood or construed as a promise or contract between Marriott and its
associates.
14. If I have a problem, suggestion or concern, I can exercise my right to Guarantee of Fair Treatment.
I further understand that:
I may be discharged without any prior warning (unless otherwise stipulated by local laws and policies binding in my
location) if I commit any of the following acts:
1. Possession of a weapon on Company premises
2. Willful or careless significant damage or destruction to Company property or the property of another associate,
customer or vendor
3. Embezzlement
4. Theft, attempted theft or removal from the premises without proper authorization of Company property or the
property of another associate, customer or vendor
5. Falsification of Company records including, but not limited to, employment applications, payroll and financial
reports
6. Hitting, pushing or otherwise striking another person or any other disorderly conduct while on Company premises or
arising from business relations
7. Threatening, either open or veiled, verbal or physical, an associate, guest, customer or vendor
8. Harassment (to include sexual) by associates (management and non-management) of one or more associates,
vendors, guests or customers
9. Possession, use or being under the influence of illegal substances while on Company time or premises
10. Unauthorized possession, use or being under the influence of alcohol while on Company time or premises
Conditions of Employment (continued)
11. Sale or attempted sale of illegal substances while on Company time or premises
12. Failure to carry out a reasonable job assignment or job request of your supervisor or manager, after being warned
that failure to do so may result in termination
13. Unauthorized entrance or access to offices, guest rooms or computer information sources
14. Conviction of a crime that is related to my job.
15. Serious misconduct
16. Unauthorized or inappropriate use of Company software, computer networks, inter/intra/extra nets, e-mail, fax,
phone, and letterhead or other Marriott forms or documents
17. Unauthorized review, disclosure, or distribution of confidential or proprietary information in violation of Marriott’s
Information Protection Agreement.
SAFETY & LOSS PREVENTION
Accident Prevention and Associate Safety

Accident prevention is a vital part of the Marriott culture. Marriott works hard through its corporate and operations structure
to provide the equipment, design, maintenance programs, and training programs to provide working conditions that allow you
to work safely. Each operation institutes safety programs and policies so that all associates will be familiar with the safety
procedures that must be followed by every associate at that operation. Your safety performance is an important part of your
responsibility and may be included in your performance appraisal.
The following safe work rules are for everyone to follow:
Report every incident or accident, to your manager at once.

Always ask for instructions before using any type of equipment with which you are not entirely familiar.
When lifting:
Follow the proper lifting procedures.
If it’s too heavy, get help.
Follow the safe working method outlined by your supervisor or manager, including lockout/tag-out, blood borne
pathogen, and Right to Know.
Obey all “No Smoking” rules. A fire may endanger your life and the lives of your fellow workers.
Report any unsafe conditions or practices to your supervisor or manager.
At all times, use the proper Personal Protective Equipment which is provided for your protection.
Disciplinary action may be taken in the event unsafe work practices are observed.
In those properties where the post accident drug-testing program has been implemented, substance abuse testing will be
conducted when appropriate under Company policy.
Security Awareness
All associates can assist in the security and safety of our guests, fellow associates and the property. If you should see
unfamiliar or suspicious activity or articles near your work area, notify your supervisor or manager immediately. Never leave
valuables in clear view; always lock them up securely.
Emergency Procedures
You must be familiar with the emergency procedures for your work area and any other locations of the property which you
may frequent. In case of an emergency, remain calm, and follow the designated emergency procedures.
SAFETY & LOSS PREVENTION
Non-Violence
Marriott will not tolerate violence in the workplace. Marriott strictly forbids, under penalty of termination:
Possession of a weapon on Company premises.
Fighting, hitting, pushing or otherwise striking another person while on Company premises or arising from Company
business.
Threatening, either open or veiled, verbal or physical, a guest, customer, vendor, or another associate.
If you are witness to, or subject to, a threat or act of violence, walk away and report it immediately to a supervisor or
manager. No act of reprisal will be taken against any associate for reporting a threat or act of violence.
Environmental and Occupational Health

All associates are expected to fully comply with all relevant environmental and occupational health and safety laws. The
Company strives to minimize accidents through the establishment of safety, health, and environmental standards and through
its loss prevention programs. Managers should be personally involved in loss prevention programs for their areas of
responsibility to assure consistent and effective compliance.
Substance Abuse Policy

Marriott is committed to maintaining a safe, healthy, and productive work environment for all its associates. Abuse or
involvement with alcohol, drugs, or controlled substances can adversely affect the work environment, job performance, and
safety of all associates and customers. Therefore, the use, or possession of prescription drugs without a valid prescription;
the offer to sell prescription drugs; the use, possession or offer to sell illegal drugs; and the unauthorized consumption of,
reporting to work, or working while under the influence of alcohol are expressly prohibited.
General Points: Marriott intends to provide a safe, drug-free environment for all its associates.
1. Marriott recognizes alcohol and chemical dependencies as treatable illnesses.
2. An associate who has an alcohol or chemical dependency and requests treatment, in the US, will be given one
opportunity to seek professional treatment, provided no grounds for termination exist. Check local regulations for
options in your location.
3. Even though an associate may have an alcohol or chemical dependency, he or she is expected to
comply with all Marriott policies and performance standards.
4. Possession or use of illegal substances may result in immediate termination and prosecution. Unauthorized
possession or use of alcohol on the job or property premises may result in disciplinary action up to, and including,
immediate termination.
5. When there is a reasonable belief that drugs or alcohol are present in a Company-supplied locker, desk, or any other
Company-provided property, a search may be conducted.
Note: There may be additional Drug-Free Workplace policies or practices at your hotel. These may include driver testing,
post-accident, or random testing.
GROW
Marriott’s Portfolio of Brands

Marriott International operates the broadest portfolio of hospitality brands in the world. Marriott's diverse brands
provide associates the opportunity to GROW their job and career across many locations and businesses.
The Ritz-Carlton®
At The Ritz-Carlton, travel is less about escaping than coming together – sharing extraordinary experiences at over 70
magnificent destinations. And now each stay is even more rewarding: in 2010, the brand launched The Ritz-Carlton®
Rewards, giving guests exclusive benefits as well as legendary style and service … and the pleasure of having every wish
exceeded, worldwide.
The JW Marriott®
At the JW Marriott, we’ve always believed saying less says so much more. No loud pretense. No excess formalities. At
nearly 50 hotels in 20 countries, the experience is expertly edited, so what remains is an understated elegance. In 2010,
Marriott’s fastest growing luxury brand opened award-winning hotels and spas around the globe. Soon travelers in 27
countries will be able to indulge all their senses. Enjoy new experiences. Or simply catch their breath. Welcome to JW
Marriott.
Bulgari Hotels & Resorts®

Milan. Bali. Enhanced with the style of Bulgari. At Bulgari hotels, premium individuality is the rule. No detail is too small,
no experience too grand: each intimate location offers guests an exclusive celebration of contemporary design and superior
service. Soon to open in 2012 – London.
EditionSM
At last, a luxury lifestyle hotel brand that redefines the new luxury. Award-winning hotelier Ian Schrager unveiled The
EDITION in 2010. It fuses style, service and sophisticated surprises. In early 2011, The Istanbul EDITION opened, and new
locations are planned from London to South Beach.
Marriott® Hotels & Resorts

Marriott Hotels & Resorts stays on the move to help guests attain their personal best. The hotels that invented in-room work
spaces and Express Checkout now provide state-of-art services in more than 50 countries – offering the broadest geographic
choices of any Marriott brand. In 2010, Marriott opened its 500th hotel, built green-from-the-ground-up in the high-tech,
historic city of Pune, India. The hotel is a showcase for the brand’s energizing new features, from re-imagined lobbies to
state-of-art fitness centers and dazzling dinning. What hasn’t changed: the genuine warmth and attentive service that has
made the name Marriott mean “hospitality” for more than 50 years.
Renaissance® Hotels
No matter where or why a guest travels, at Renaissance, there’s always something wonderfully new to be found. In 2010,
Renaissance began showcasing buzzworthy music talent and introduced Navigators at each hotel, helping guests discover
local food, wine and culture. The brand also opened hotels in Sweden, Russia, Thailand and China, helping travelers in over
140 locations satisfy their appetite for adventure.
GROW
Autograph Collection®
Launched in 2010, the Autograph Collection is a portfolio of independent hotels as unique as the guests who discover them.
Iconic landmarks, boutique arts … each hotel is one of a kind like a great autograph worthy of collecting. Remarkable
destinations include the historic Casa Monica® Hotel in St. Augustine, Florida and The Cosmopolitan of Las Vegas, the new
luxury hotel in the heart of the “Strip.”
AC Hotels by Marriott
Marriott’s newest brand, a joint venture with award-winning Spanish group AC Hotels, gives customers nearly 90 dynamic
new choices in Europe. AC Hotels by Marriott launches with a portfolio of contemporary, moderately priced urban hotels in
Spain, Italy and Portugal.
Courtyard by Marriott®
High-performance work spaces. High-tech amenities. Courtyard helps travelers maximize their time on the road. In 2010, the
brand fast-tracked its lobby makeover to more than 270 U.S. locations, featuring the award-winning state-of-the-art touch-
screen GoBoard® free lobby Wi-Fi and The Bistro. Worldwide. Marriott’s largest brand reached nearly 900 properties in
more than 30 countries.
SpringHill Suites by Marriott®

Enter SpringHill Suites and enjoy inspiring design, spacious suites and affordable style. Guests work smarter – not harder –
with free lobby Wi-Fi and multifunctional work and social spaces. With bright and inviting lobbies and complimentary
breakfast at more than 270 locations across the U.S., the brand appeals to both business and leisure travelers. In 2010, the
brand introduced ArtNight SpringHill Suites, an extension of its focus on fresh ideas and smart design.
Fairfield Inn & Suites by Marriott®

Fairfield Inn & Suites delivers the essentials that help keep travelers comfortable and productive on the road. Guests can
count on the quality amenities and courteous service they deserve, offered at a great value. Fairfield Inn & Suites provides
everything travelers are looking for including friendly, knowledgeable staff, free lobby Wi-Fi and complimentary breakfast.
The brand is growing aggressively with over 650 locations in the U.S., Canada and Mexico with future expansion planned in
key international markets such as India and Brazil.
Residence Inn by Marriott®

Guests thrive on long stays at Residence Inn. They know they can wake to a free hot breakfast. Work out in the fitness center.
Then spread out in their spacious suite, power up the free Internet and get things done. Residence Inn celebrated its 600th
hotel in 2010; new hotels will take the brand beyond North and Central America to countries from Ecuador to Germany.
TownePlace Suites by Marriott®

TownePlace Suites allows guests to maintain their rhythm in spacious studio, one- or two-bedroom suites with full kitchens
and spaces for working and living. The brand’s TowneMap® wall orients guests to the neighborhood, and its complimentary
breakfast helps them start the day off right. In nearly 200 locations, guests enjoy bright, modern spaces and lower rates for
longer stays.
GROW
Marriott’s Portfolio of Brands (continued)

Marriott Executive Apartments®
Residential-style living and premier hotel service: In 14 countries, Marriott Executive Apartments provides the best of both.
In 2010, the brand opened its 20th location, an upscale lakefront property in Tianjin, China.
Marriott ExecuStay®
ExecuStay offers furnished apartments nestled in residential neighborhoods in more than 700 locations across the U.S. For
stays of 30 days or longer, ExecuStay takes care of the details from utilities to furnishings. Conveniences such as free Wi-Fi,
full kitchen and laundry facilities allow guests to settle in and focus on their priorities. Guests also earn Marriott Rewards®
points for their entire stay.
Marriott Vacations WorldwideSM

The year 2010 marked two milestones for Marriott Vacation Club: the brand opened its 50th resort and launched Marriott
Vacation Club Destinations TM a flexible points program that drew nearly 65,000 members in its first nine months alone. New
resorts ion Hawaii and Florida added choices to a portfolio that reaches from Orlando, Florida, to Phuket, Thailand, to
Aruba’s Palm Beach.
The Ritz-Carlton Destination Club®

Travelers explore the world. Enjoy exclusive access to the finest travel properties. And receive exquisite service through The
Ritz-Carlton Destination Club. Members are awarded a lifetime of awe-inspiring vacations at their choice of 10 locations in
the U.S. and the Caribbean, plus more than 70 Ritz-Carlton hotels and resorts worldwide.
Grand Residences by Marriott®

At Grand Residences by Marriott, travelers can indulge in the lavish amenities and detailed service of a luxury resort while
enjoying the advantages of owning a second home. The brand completed refurbishment of its historic London property in
2010; other locations include California, Florida and Hawaii.
Marriott helps its associates GROW in their jobs and further their careers with opportunities for building new skills
and taking on new responsibilities.
GROW
Performance Appraisals
Periodically your manager will conduct a formal performance appraisal (which will be retained with your personnel records).
This appraisal is an excellent opportunity for you and your manager to discuss how you are doing in your current job (areas
of strength, skills which you may need to continue to develop, and goals). In addition, it will also give you a chance to talk
about your career development and growth opportunities.
Transfers and Promotions

All management positions will be posted for a minimum of three (3) business days (72 hours), excluding weekends and
holidays, before a job offer can be extended. All job vacancies can be viewed on line via myHR in the Job & Career
Opportunities section. If you do not have access to myHR, request assistance from your Human Resources representative.
Some job vacancies may be posted weekly at your property
Marriott has a long tradition of filling many job vacancies by transfer or promotion with current associates who meet the
requirements of the position. Your manager will work with you to develop your full potential with Marriott and you are
encouraged to discuss your career interest with your manager so he or she will be aware of your aspirations. If you feel you
meet the minimum requirements for a position, you should apply online via myHR in the Job & Career Opportunities section.
Although it is recommended that you discuss your interest in pursuing a new career opportunity with your manager, if all
eligibility requirements (listed below) are met, you are not required to obtain your manager’s approval before posting for a
position.
Time in Current Position:

Red Band: 12 Months
Sales Trainees - 6 months plus 12 months in position

ID programs - completion of the required training (4/6/8 weeks) plus 12 months in position
Blue Band: 12 Months

Purple Band: 18 months
Yellow Band: 24 months
Performance:
Associates must have a good performance rating (an associate can not have an overall rating of U or equivalent).
Job Requirements:
Associates must meet or exceed the minimum job requirements listed in the Job Description.
Discipline:
Associate has not received a written warning:
Non-management – in the past six (6) months

Management – in the past twelve (12) months
GROW
Transfers and Promotions (continued)

If you do not meet all eligibility requirements, you must obtain an exception to post. Exceptions must be approved by your
manager and Human Resources or General Manager. If there are extenuating circumstances, you may discuss this directly
with your Human Resources or General Manager who will consult with your supervisor as appropriate.
Make sure you update your personal information and accomplishments online via myHR in the My Information section as
well as your Profile in the Performance Management Tool.
Training and Development Philosophy

Marriott has long been recognized as having one of the finest training and development programs in the hospitality industry.
Training is an excellent way to maintain our unique culture and philosophies of associate engagement, participative
management and customer service. Also, for Marriott to expand and continue to be successful managers must be committed
to personal growth and advancement, seeking out opportunities for promotion and achievement of professional objectives.
Marriott’s key training and development philosophies are:
Each manager should assist in his or her own development. The responsibility for professional growth rests with the
individual. Marriott supplies the necessary opportunities, development programs, appraisal systems and climate to encourage
self-development. It is the manager’s responsibility to take full advantage of these resources. These resources now include
MarrLearn and other web-based learning programs. MarrLearn offers both Marriott custom courseware, as well as 'off-the-
shelf' training products. Check Marriott Global Source for more details.
Self-development is the foundation of Marriott’s Human Resources development system. The Company provides
development structures, systems and resources. It is up to you to make use of these resources. As a result, promotions are
based on performance; your knowledge, skills and abilities. Your goal is to be recognized as an outstanding achiever in each
position you occupy. Toward that end, you will want to take full advantage of Marriott’s training and development
opportunities to benefit yourself and your subordinates.
Each manager is responsible for the development of subordinates. A manager must focus on the subordinate’s present
job and encourage his or her improvement in identified areas. The best development occurs on the job, usually through
feedback and one-on-one mentoring and coaching. Managers must keep subordinates informed of their performance,
recognizing them and indicating where improvement is needed in order to help them learn and grow.
One aspect of training is to enhance the understanding of operational standards or increase productivity. Training is most
effective when it is performance-oriented, conducted in the real-world environment and implemented to actively engage the
trainee.
Enjoy the journey, and remember to take advantage of the all resources that are available to you!
REWARD
Marriott REWARDS our associates in many ways for all they do everyday for our guests and each other.
Paid Holidays
Paid holidays are offered to associates of Marriott. Contact your manager and/or Human Resources to find out which
holidays are offered in your location.
Benefits
Inquire with Human Resources for your location’s specific benefits information.
Associate Discounts
Marriott associates are entitled to various discounts, among them are: Associate Room Rate Program, Friends and Family
Hotel Rates, Food & Beverage, Gift Shop discounts. For more information contact your Human Resources professional.
J. Willard Marriott Award of Excellence

The J. Willard Marriott Award of Excellence is Marriott's highest form of associate recognition. Presented each year to a
select few, this award honors associates for consistently exceeding expectations, leading by example and enhancing the lives
of their co-workers, customers and neighbors with their commitment to service excellence. Honorees represent Marriott with
pride and distinction. The Award of Excellence was established in 1987 as a lasting tribute to Company founder J. Willard
Marriott's ideals of achievement, character, dedication, effort, and perseverance. Each year's honorees join a select group of
associates who have been recognized with this award since its founding. You are encouraged to nominate an associate whom
you feel exemplifies these traits.
Alice S. Marriott Award for Community Service

Marriott International's commitment to community involvement began with J. Willard and Alice S. Marriott. Our founders
were generous benefactors of the community, both financially and through personal effort. Over the years they provided
leadership for a variety of important civic endeavors, while encouraging the Company and its associates to be active,
contributing members of the community. Each year, since 1992, we honor this legacy by presenting the Alice S. Marriott
Award for Community Service to a Marriott business unit and its team of associates in recognition of excellence in corporate
citizenship. This prestigious award recognizes 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.
J.W. Marriott Jr. Diversity Excellence Award

The J.W. Marriott, Jr. Diversity Excellence Award was established in 2005 to recognize business units or corporate
departments that demonstrate excellence in promoting diversity and building an environment of inclusion for all. Beginning
in 2007, an individual who promotes these same ideals can also be nominated for the award. It is the highest form of
recognition of diversity efforts. Since its founding in 1927, Marriott has a tradition of valuing diversity and inclusion of all
associates. Through the years, this legacy has become a fundamental operating principle and business imperative. From our
global workforce, to our owners, franchisees, customers, suppliers, and communities, we thrive on the differences that give
our Company its strength and competitive advantage. With this award, Marriott continues to set the standard for the entire
hospitality industry.
LIVE
Marriott’s work environment enables our associates to LIVE successfully and to deliver an incredible experience for one
another and our guests
myHR
What is myHR?
myHR provides managers with tools, technology, and services which enable you to manage your personal information and
access applications such as the Performance Management Tool and other Marriott resources. This is where you can enter
information about your personal accomplishments, language skills, career goals and interest in employment in other
locations.
It’s a click...www.4myHR.com
You can access myHR online 24 hours a day, 7 days a week, from any Internet connection—from work or at home. myHR is
available in English and is accessible only to managers. Go to www.4myHR.com and log in using your Marriott Enterprise
ID (EID) and your EID password.
Password Challenge is a tool that lets you change your EID password yourself without external assistance. To enroll in
Password Challenge, select the Forgot your EID or password link on the Marriott Global Source log in page.
For assistance with myHR – speak with your Human Resources representative or you may call the myHR
Service Center, in the United States during limited hours: +1 847 883 2084, Monday–Friday, 9 a.m.–8p.m. ET (US East
Coast time). Representatives are available to provide support in both English and Spanish. You may also send your question
via myRequest in English or Spanish to the myHR Service Center. For associates who speak other languages, the Service
Center can access translators in 150 languages.
A 4-digit Personal Identification Number (PIN) is required to access your personal information. You establish your PIN when
you call the myHR Service Center for the first time. Your PIN is different from your Enterprise ID password. Your PIN
allows you to access the Service Center over the phone, while your EID password gives you access to the myHR Web site.
Your myHR Tabs

The myINFORMATION tab is all about you. It is your
primary tool to make changes to your personal data online. Make sure you update your Personal Accomplishments too.
On the myJOB & CAREER tab, you can view basic information we have about you in our systems. It provides links to other
applications such as the Performance Management Tool, Job & Career Opportunities, MarrLearn and others.
To view and edit your career and personal development information connect to the Performance Management tool where you
access your LPP, goals as well as personal profile. Your profile is available by clicking My Profile at the top of the screen..
The myPAY & BENEFITS tab is dedicated to US paid functions and applies only to managers who have US pay
components.
The myCOMPANY tab offers convenient links to various resources on the Global Source
LIVE
Work Environment
Everything we do will always be built on our traditions.
At Marriott our success is built on our tradition and culture of taking care of our associates, while offering a supportive and
inclusive work environment where associates can Grow by building their skills and career. Associates experience the
Rewards of opportunities, recognition, and benefits, and Live the life they envision—filled with possibilities.
Taking care of our associates also means offering a work environment that allows for building strong relationships and being
inspired by others who also have the spirit to serve—a work environment that enables all our associates to succeed and to
deliver an incredible experience for one another and our guests.
Engagement Surveys
Marriott is committed to providing a positive and rewarding workplace for all associates. As part of this, Marriott conducts a
periodic Engagement Survey. The Engagement Survey is given to all non-temporary, non-seasonal associates, across the
globe. The Engagement Survey allows us to monitor how well we provide a workplace that fosters associate engagement—
how passionate associates are about the Company's mission, and their desire to make the extra effort needed to see it succeed.
Engaged associates are the key to creating a great workplace and a positive customer experience.
Marriott’s Global Diversity and Inclusion Statement

Our commitment to global diversity and inclusiveness is absolute. It is the only way to achieve lasting success and
meet our responsibilities to our associates, customers, owners and franchisees, suppliers, and all stakeholders around the
world. It is essential in order to attract and retain the very best talent available and forge the business relationships necessary
to continue our dynamic growth and maintain our competitive advantage.
By embracing Marriott's spirit to serve, we will continue to build on our already established culture of inclusiveness, which is
an important component of our sustainability.
Marriott International, Inc. Confidential and Proprietary Information 36

LIVE
Social Responsibility & Community Engagement
We pledge that every Marriott community will

be a better place to live and work because we
are there.
Marriott International is very proud to belong to thousands of communities around the world. And because we believe that
strong neighborhoods, towns, and cities are vital to the well-being of our society and economy, we feel we have a special
responsibility and role to play in helping our communities thrive.
Through our “Spirit to Serve Our Communities” initiative, we want every Marriott community to be a better place to live and
work because we are there. Marriott’s social responsibility and community engagement programs not only benefit our
communities, but strengthen our culture, help attract and retain valued associates, and provide work/life balance and personal
development opportunities. Marriott International’s signature issues for social responsibility are:
S – Shelter and Food…addressing housing and hunger needs, including in times of disaster
E - Environment…working toward a greener, healthier planet
R – Readiness for Hotel Careers…educating and training the next generation
V – Vitality of Children…aiding sick and impoverished children
E – Embracing Diversity and People with Disabilities…providing opportunities, especially through the workplace

BUSINESS CONDUCT GUIDE
Marriott International, Inc. and its subsidiaries ("Marriott") must adhere to high ethical and uncompromising legal standards.
Laws regulating business conduct require fair play and honesty without coercion, conspiracy, bribery, corruption or abuse of
economic power. All associates are expected to review and comply with the principles and standards set forth in Marriott’s
Business Conduct Guide (BCG), which is incorporated by reference into this Handbook. The BCG can be found on MGS
using the navigation path provided:
“Home » Finance & Accounting » Audits & Governance » Business Ethics » Business Conduct Guide”
You should read the Marriott International Policy 1—Ethical Conduct. The Policy can be found on MGS using the navigation
path provided:
Business Resources>Marriott International Policies>Ethical Conduct (MIP-01)
This Policy and Guide clearly state Marriott's commitment to act ethically and legally in everything it does.

ASSOCIATE HANDBOOK ACKNOWLEDGEMENTS
Directions: Obtain associate’s signature, date and location. Retain Acknowledgement page with
associate’s Personnel records.
Associate Acknowledgement
(Management Associates)
I have been given a copy of Guidelines for Leaders and I understand it is my responsibility to read and
follow all of the policies and procedures. I have been given a copy, have read and understand, and agree to
follow the following Marriott International policies:
Information Protection Agreement

Conditions of Employment
Marriott’s Policy Prohibiting Harassment and Unprofessional Conduct
I also understand that failure to follow these policies may result in serious consequences, up to and
including immediate termination of employment, unless otherwise stipulated by laws governing the
employment relationship.
_____________________________________________________________________________
October 8, 2022
Associate Signature Date
_____________________________________________________________________________
Roldan Leynard A. Santos
Printed Name Business Location Name and Department Number

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Guidelines for Leaders

Middle East and Africa

Caribbean & Latin America (America -South)

We are glad you decided to join Marriott.

J.W. Marriott, Jr.

WELCOME LETTER................................................2 SAFETY & LOSS PREVENTION

Unprofessional Conduct..................................................20 Work Environment..........................................................36

Progressive Discipline.....................................................22 Engagement Surveys……...............................................36

Guarantee of Fair Treatment............................................23 Marriott’s Global Diversity and Inclusion......................36

Conditions of Employment..............................................24 Spirit to Serve..................................................................37

Grounds for Discharge Without Prior Warning………..25

1969: First international hotel opens in Acapulco, Mexico.

1975: First European Marriott hotel opens in Amsterdam, Holland.

2005: Debut of Renaissance ClubSport brand in Walnut Creek, California.

2009: Debut of the Autograph Collections Hotels.

2010: First EDITION hotel opened in Waikiki, Hawaii.

1. Keep physically fit, mentally and spiritually strong.

J.W. Marriott, Jr.

1. Continually challenge your team to do better.

3. Celebrate your people’s success, not your own.

5. Do it and do it now. Err on the side of taking action.

6. Communicate. Listen to your customers, associates and competitors.

8. Success is in the details.

11. Eliminate the cause of a mistake. Don’t just clean it up.

12. View every problem as an opportunity to grow.

Work Environment: Fair Treatment for All

The Open Door

The Direct Approach

Responsibility for Subordinates’ Actions

Personal and Social Relationships in the Workplace

Social Media Rules of Conduct and Guidelines For Associates

Social Media Rules of Conduct and Guidelines For Associates (continued)

Social Media Rules of Conduct and Guidelines For Associates (continued)

Cell Phones in Cars

Outside Business Activities

Detract from their job performance

Marriott Rewards® Non-Earning Program

Obtaining points through use of the Marriott

Marriott’s Policy Toward Third Parties

Business Integrity Line

Information Protection and Privacy

Information Protection and Privacy (continued)

Information Protection Agreement

Your oral conversations

Examples of confidential information include but are not limited to:

Sales forecasts and plans

Information Protection Agreement (continued)

MIP-28 Electronic Communications

Need to Report an Incident?

Protect the Confidentiality of Information

Information Protection Agreement (continued)

Information Protection Agreement (continued)

Label Confidential Information

MARRIOTT CONFIDENTIAL AND

Use Computer Resources Wisely

Protect the Desktop/Laptop

Information Protection Agreement (continued)

Comply with Privacy Laws

Ask my manager if I am unsure how to handle a request for information.

Report any instances of non-compliance

Marriott’s Policy Prohibiting Harassment and Unprofessional Conduct (continued)

Other Types of Harassment