1、 TEAM MEMBER HANDBOOK Chris Nassetta President & CEO Hilton Worldwide Welcome to Hilton Worldwide Welcome to Hilton Worldwide Team Member, Im delighted that youve joined our talented team, and want to take this opportunity to welcome you. For those of you who are new to the industry, I am certain yo
2、u will grow to love the kinds of experiences unique to the hospitality industry. For those of you who have prior hospitality experience, I am confident that you will find your professional home here at Hilton Worldwide. My leadership philosophy is to lead by example and empower others to achieve the
3、ir potential. I know we are on the right strategic path and that with hard work we will continue to achieve great things. Two core values in particular, honesty and integrity, have shaped both my personal and professional life, and I believe they are essential to a successful corporate culture. I ho
4、ld myself to the highest ethical standards, and I expect the same of all our team members. The culture we want at our company is one of dynamism, innovation and a commitment to excellence in everything we do - whether it is the creation of an unforgettable experience for our guests, the provision of
5、 a strong value proposition for our owners, or the contributions we make to our communities. These ideas are all expressed in Hilton Worldwides Mission, Values and Key Strategic Priorities, which are included in this handbook. I ask that you keep these imperatives in mind as you approach your work e
6、ach day and to always remember our Vision, which is just as relevant today as when our founder Conrad Hilton first introduced it: “To fill the earth with the light and warmth of hospitality.” Most of all, we see the potential for you to make a great impact on our company. By joining us, you have bec
7、ome part of a tradition of excellence in hospitality that dates back almost a century. I want to wish you the best of luck as you begin this next step in your career. Sincerely, Chris Nassetta President & CEO Hilton Worldwide 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook I 0040
8、28-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook II April 2010 WHO WE ARE WHO WE ARE OUR VISION OUR VISION OUR MISSION OUR MISSION OUR VALUES OUR VALUES OUR KEY STATEGIC PRIORITIES OUR KEY STATEGIC PRIORITIES TABLE OF CONTENTS WELCOME TO HILTON WORLDWIDE . I WHO WE ARE . II OUR VISION
9、 . II OUR MISSION . II OUR VALUES . II OUR KEY STATEGIC PRIORITIES . II PROUD OF OUR WORKPLACE . 6 DIVERSITY & INCLUSION STATEMENT . 6 OPEN DOOR POLICY . 6 EQUAL EMPLOYMENT OPPORTUNITY . 6 HARASSMENT-FREE WORKPLACE POLICY . 7 ABOUT BEING ON THE TEAM . 8 EMPLOYMENT CLASSIFICATIONS . 8 SAFE HARBOR POL
10、ICY FOR EXEMPT EMPLOYEES . 8 EMPLOYMENT RECORDS . 9 SAFETY AND SECURITY . 9 SAFE WORK ENVIRONMENT/ACCIDENT PREVENTION . 9 HAZCOM COMPLIANCE . 10 WORKERS COMPENSATION INSURANCE . 10 WORKPLACE VIOLENCE . 10 FIRST NAME PRACTICE . 10 DELIVERIES TO YOUR WORK LOCATION . 10 WHAT WE OFFER. 11 TEAM MEMBER TR
11、AVEL PROGRAM . 11 401(K) SAVINGS PLAN . 11 GROUP INSURANCE PLANS . 11 HEALTH COVERAGE . 11 DISABILITY, LIFE AND ACCIDENT INSURANCE . 12 HEALTH INSURANCE COVERAGE CONTINUATION (COBRA) . 12 TIME OFF FROM WORK PAID TIME OFF, SICK AND VACATION DAYS . 12 EMPLOYEE ASSISTANCE PROGRAM . 12 LEAVES OF ABSENCE
12、 . 13 EDUCATIONAL ASSISTANCE . 19 PROMOTION FROM WITHIN . 19 REQUESTS FOR TRANSFER . 19 WHAT WE EXPECT . 20 HILTON CODE OF CONDUCT . 20 INTRODUCTORY PERIOD . 20 GROOMING STANDARDS . 20 DRESS STANDARDS . 22 PROTECT OUR GUESTS PRIVACY . 22 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Han
13、dbook April 2010 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook April 2010 CONFIDENTIALITY . 22 MEDIA RELATIONS . 23 COOPERATION WITH LAW ENFORCEMENT AGENCIES . 23 AUDIO AND VIDEO RECORDING IN THE WORKPLACE . 23 OFF-DUTY TEAM MEMBERS ON PREMISES . 23 PERSONAL RELATIONSHIPS IN TH
14、E WORKPLACE . 24 ATTENDANCE AND TARDINESS . 24 TIMEKEEPING . 25 TIP REPORTING . 25 SOLICITATION OF TIPS . 25 NO SOLICITATION / NO DISTRIBUTION POLICY . 25 USE OF HILTON COMPUTER SYSTEMS . 25 DRUG AND ALCOHOL ABUSE POLICY . 26 SMOKING POLICY . 27 LOCAL AND STATE HARASSMENT-FREE WORKPLACE PROVISIONS .
15、 28 ILLINOIS . 28 MASSACHUSETTS . 28 LOCAL AND STATE FAMILY AND MEDICAL LEAVE . 29 CALIFORNIA . 29 CONNECTICUT . 32 NEW JERSEY . 33 TENNESSEE . 34 STATE LAWS GENERALLY . 34 DISCLAIMER . 35 APPENDIX . 36 INFORMATION SECURITY POLICY . 37 STANDARDS FOR USE OF HILTONS ELECTRONIC COMMUNICATIONS NETWORKS
16、. 47 HARASSMENT-FREE WORKPLACE POLICY . 52 RECEIPT AND ACKNOWLEDGEMENT OF TEAM MEMBER HANDBOOK & RELATED SPIS . 53 PROUD OF OUR WORKPLACE PROUD OF OUR WORKPLACE DIVERSITY & INCLUSION STATEMENT DIVERSITY & INCLUSION STATEMENT Hilton Worldwide is committed to being the worldwide industry leader in hos
17、pitality. We hold ourselves and all of our global Team Members to the highest standard of integrity, ethics and service excellence. We will achieve and maintain this status by living our core values: attracting the best and brightest talent, valuing and leveraging the diversity of our workforce, our
18、 guests, our suppliers, partners and shareholders. Respecting the diverse cultures throughout our international reach, as corporate citizens, we will address the local needs of the diverse communities in which we live, work, and serve around the world. OPEN DOOR POLICY OPEN DOOR POLICY Hilton is fir
19、mly committed to maintaining an open door policy in order to address your concerns regarding the workplace. You should always attempt to resolve problems arising out of the workplace with your immediate supervisor. If the issue or problem remains unresolved, you can seek assistance from your departm
20、ent manager or Human Resources. Retaliation for using the open door policy is prohibited. Any discrimination or harassment concerns should be reported as provided in the Equal Employment Opportunity policy or Harassment-Free Workplace policy. EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY
21、 It is the policy of Hilton to employ qualified persons without regard to the individuals sex, color, race, religion, national origin, age, disability, sexual orientation, gender identity or any other protected group status as defined by law. To implement this policy, Hilton will take affirmative ac
22、tion to ensure its Equal Employment Opportunity policy is enforced, including that: 1. We will recruit, hire, train, and promote qualified persons in all job titles, without regard to protected group status; 2. We will base decisions on employment so as to further the principle of equal employment o
23、pportunity; 3. We will insure that all personnel actions such as compensation, benefits, transfer, layoffs, return from layoff, Company-sponsored training, education, tuition assistance, social and recreational programs, will be administered without regard to protected group status. Overall responsi
24、bility for the implementation of this policy is delegated to each locations senior Human Resources representative, who is hereby designated as the EEO Compliance Officer. You should immediately notify your locations Director of Human Resources or assigned senior Human Resources representative or you
25、r department head, of any conduct you witness or experience which you believe constitutes employment discrimination based upon protected group status in violation of our equal employment opportunity policy. The Company forbids retaliation against anyone who, in good faith, reports discrimination, re
26、gisters a complaint regarding discrimination, or participates in an investigation concerning 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook April 2010 6 PROUD OF OUR WORKPLACE discrimination. Anyone who experiences or witnesses retaliatory conduct should report it immediately to
27、 the individuals named above. HARASSMENT-FREE WORKPLACE POLICY To fulfill Hiltons Corporate Mission, we treat people as our most important asset and expect you to observe the highest standards of conduct. In keeping with those values, Hilton has long been committed to maintaining a work environment
28、that is free of discrimination, including harassment, on the basis of a legally protected status. Accordingly, Hilton will not tolerate any form of harassment against any Hilton Team Member by anyone, including other Hilton Team Members, vendors, or guests. You are expected to avoid any behavior or
29、conduct that could be interpreted as harassment. You are also expected to make it known promptly, through the avenues identified in the policy, whenever you experience or witness offensive behavior or conduct in violation of this policy. As a Hilton Team Member, you are required to adhere to Hiltons
30、 Harassment-Free Workplace Policy as set forth hereafter in the Appendix section.If you have any questions concerning this policy or any state law requirements, please contact Human Resources. Information regarding specific state laws addressing workplace harassment is contained in this Handbook at
31、the section entitled “Local and State Harassment-Free Workplace Provisions”. TRANSGENDERED TEAM MEMBER Hilton prohibits discrimination and harassment on the basis of gender identity and/or expression and protects transgendered and transsexual Team Members. Transsexual Team Members are those who, wit
32、h the documented support of medical or psychological professionals, and in accordance with the recognized Informed Consent Model of Care, the Harr S. Benjamin Standards of Care or a similar standard of care approved by Hilton, are changing or have changed their physical characteristics to facilitate
33、 personal and public redefinition of their sex as opposite that which they were assigned at birth. Consistent with Hiltons procedures for medical leaves, transitioning Team Members who require a medical leave must complete the appropriate medical leave request forms and provide a certification of he
34、alth care provider to their locations Director of Human Resources or assigned senior Human Resources representative. A transitioning Team Member who has taken a medical leave must also provide a certification verifying his or her ability to return to work in accordance with the medical leave policy.
35、 Please contact Human Resources for additional information. 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook April 2010 7 ABOUT BEING ON THE TEAM ABOUT BEING ON THE TEAM EMPLOYMENT CLASSIFICATIONS EMPLOYMENT CLASSIFICATIONS Positions will be defined by a specific employment classi
36、fication, as defined below: A full-time Team Member is regularly scheduled to work thirty (30) hours per week or more. Full-time Team Members are generally eligible for benefits. A part-time Team Member is regularly scheduled to work less than thirty (30) hours per week. Part-time Team Members are g
37、enerally not eligible for benefits. An on call/temporary Team Member is not regularly scheduled. They act as occasional workers that may fill in for Team Members who are absent or when a large volume of business is expected. Non-exempt Team Members are paid on an hourly basis and are eligible for ov
38、ertime compensation in accordance with federal and state laws. Overtime pay is based upon actual hours worked, not including paid time off or leaves of absence. Your supervisor must approve overtime in advance. Failure to obtain approval of your supervisor may result in disciplinary action, up to an
39、d including termination of employment. Exempt Team Members are paid on a salary basis and are generally members of management, department heads, professionals or licensed in a particular field. Exempt Team Members are not eligible for overtime pay. SAFE HARBOR POLICY FOR EXEMPT EMPLOYEES SAFE HARBOR
40、 POLICY FOR EXEMPT EMPLOYEES Hiltons policy is to comply with the salary basis requirements of the Fair Labor Standards Act (FLSA). Exempt salaried employees receive a salary which is intended to compensate for all hours worked for the Company. This salary will be established at the time of hire. Wh
41、ile it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform. Under federal and state law, your salary is subj
42、ect to certain deductions. For example, absent contrary state law requirements, your salary can be reduced for the following reasons: Full day absences for personal reasons. Full day absences for sickness or disability. Full day disciplinary suspensions for infractions of our written policies and pr
43、ocedures. Family and Medical Leave absences (either full or partial day absences). To offset amounts received as payment for jury and witness fees or military pay. The first or last week of employment in the event you work less than a full week. Your salary may also be reduced for certain types of d
44、eductions such as your portion of health, dental or life insurance premiums; state, federal or local taxes, social security; or, voluntary contributions to a 401(k) or pension plan. 004028-999992 M0018526.DOC; 7 Hilton Worldwide Team Member Handbook April 2010 8 ABOUT BEING ON THE TEAM In any work w
45、eek in which you performed any work, your salary will not be reduced for any of the following reasons: Partial day absences for personal reasons, sickness or disability. Your absence on the day before or after a paid holiday or because the facility is closed on a scheduled work day Absences for jury
46、 duty, attendance as a witness, or military leave in any week in which you have performed any work. Any other deductions prohibited by state or federal law. However, it is not an improper deduction to reduce an employees accrued vacation, personal or other forms of paid time off for full or partial
47、day absences for personal reasons, sickness or disability. Along the same lines, it is permissible for the Company to reduce an employees salary for full day absences in accordance with the applicable plan (e.g., when the employee has not yet earned any paid leave, or after he/she has exhausted all
48、of his/her applicable paid leave). If you believe your salary has been subject to any improper deductions, you should immediately report the matter to your supervisor. If the supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have not received a p
49、rompt and fully acceptable reply), you should immediately contact Human Resources. Every report will be fully investigated and corrective action will be taken where appropriate, up to and including discharge for any employee(s) who violates this policy. If it is determined that an improper deduction
50、 has occurred, you will be promptly reimbursed for any improper deduction made. In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Companys investigation of such reports. Retaliation is unacceptable
