1、AMERICAS CORPORATE HUMAN RESOURCES Policies and Procedures Manual Policies and 1 Kate Stillman July 2008 SVP, Americas Human Resources Effective organizations need a clear sense of direction and a well-defined set of fundamental principles to guide their actions. At IHG, our ambition is to become on
2、e of the very best companies in the world. We are focused on creating and operating Great Hotels Guests Love. To achieve this, weve developed the Winning Ways, a framework to guide our peoples activities and aspirations. In return, we promise to deliver the IHG Commitment, Room to be yourself, a ple
3、dge to create an environment where employees can bring their unique personality and skills to the job they do. To achieve IHGs goals, we must ensure that the business and our employees operate within the framework of federal, state, and local laws. We must be explicit and consistent in the administr
4、ation of policies and procedures. Human Resources role is to manage and implement corporate policies and procedures in order to accelerate business performance, guide culture transformation through the Winning Ways, and protect corporate assets. The Policies and Procedures Manual has recently been u
5、pdated and contains the IHG guidelines for issues that range from compensation and benefits to employment and operating policies. I hope this will be a valuable resource for you. Thank you for the daily contributions you make to IHG. Regards, Kate Stillman 2 This Manual of Americas Corporate Human R
6、esources Policies and Procedures is not intended to, nor does it, constitute a contract of employment or a promise or guarantee of the benefits or policies stated in it. Despite any provisions of this manual, employment remains at-will at all times. Changes or exceptions to the policies and procedur
7、es set forth in this Manual may be made by the Company in its sole discretion at any time, with or without notice. It is expected that there will be variations in interpretation and application of these provisions by management in individual circumstances. Applicable Federal, State and/or local laws
8、 and regulations, and any collective bargaining agreements, prevail over these policies and procedures in the event of any conflict with any policy or procedure. The Company remains the final authority as to the proper interpretation and application of the provisions of these policies and procedures
9、. At-will employment means that employment with the Company will last so long as both the employee and the Company choose to continue that relationship without limitation on either party. While we ask for reasonable notice, the employee may terminate the relationship at any time, with or without not
10、ice, and the Company retains the same right to terminate the relationship at any time, with or without notice. Nothing said or written, now or in the future, is to be interpreted to the contrary. No officer, supervisor, employee, agent or representative of the Company has authority to enter into any
11、 agreement for employment for any specified period of time or to make any agreement contrary to the foregoing. This Manual sets forth the policies and procedures for the Americas Region corporate and reservation centers employees of InterContinental Hotels Group and its affiliates. 3TABLE OF CONTENT
12、S FOR AMERICAS CORPORATE POLICIES (Click on policy name to jump to the policy) 1. AGENCY & CONTRACT LABOR 2. ATTENDANCE, ABSENTEEISM, AND TARDINESS 3. BACKGROUND VERIFICATION POLICY 4. BEREAVEMENT LEAVE & PAY 5. BLOGGING 6. BRIDGE OF SERVICE 7. CODE OF ETHICS & BUSINESS CONDUCT 8. COMPANY SPONSORSHI
13、P OF SPECIAL EVENTS 9. CONFIDENTIAL INFORMATION TRADE SECRETS 10. CONFLICT OF INTEREST 11. DISCIPLINE & PERFORMANCE STANDARDS 12. EMPLOYEE RECORDS AND FILES 13. EMPLOYEE SEPARATION AND TERMINATION 14. EMPLOYMENT OF RELATIVES 15. EMPLOYMENT RELATIONSHIP 16. EQUAL EMPLOYMENT OPPORTUNITY (EEO) / AFFIRM
14、ATIVE ACTION 17. FAMILY AND MEDICAL LEAVE OF ABSENCE (FMLA) 18. HARASSMENT 19. HIRING PROCESS 20. HOLIDAYS 21. INCLEMENT WEATHER 22. INDIVIDUALS WITH DISABILITIES 23. INNKEEPERS CLUB 24. JOB POSTING 25. JURY DUTY AND WITNESS LEAVE 26. MEDICAL LEAVE OF ABSENCE 4 Room to be yourself Americas Corporate
15、 Policies (Table of Contents) As of: October 1, 2008 Page 2 of 2 TABLE OF CONTENTS FOR AMERICAS CORPORATE POLICIES (Page 2) (Click on policy name to jump to the policy) 27. MILITARY LEAVE OF ABSENCE 28. OPEN DOOR 29. OVERTIME PAY 30. PERFORMANCE MANAGEMENT 31. PERSONAL APPEARANCE 32. PERSONAL LEAVE
16、OF ABSENCE 33. PERSONAL TIME 34. RECORDING OF TIME 35. RELIGIOUS ACCOMMODATION 36. SAFE HARBOR 37. SALARY MANAGEMENT 38. SECURITY POLICY FOR TECHNOLOGY 39. SEVERANCE & OUTPLACEMENT SERVICES 40. SHIFT PREMIUM PAY 41. SMOKING IN THE WORKPLACE 42. SOLICITATION 43. SUBSTANCE ABUSE 44. SUMMER HOURS 45. T
17、EMPORARY-TO-FULLTIME EMPLOYMENT 46. VACATION 47. VOTING 48. WORK FROM HOME 49. WORK HOURS 50. WORK-RELATED ILLNESS OR INJURY 51. WORKPLACE VIOLENCE 5 AGENCY AND CONTRACT LABOR POLICY Policy: Under certain circumstances it may be necessary to hire temporary, agency or contract labor for a specified p
18、eriod of time or for a specific project. Agency and Contract laborers are not employees of the Company and are paid strictly for time worked and are not entitled to any other benefits of employment. The requisition and use of all agency and contract labor for the Atlanta-based corporate headquarters
19、 should be coordinated through Human Resources. Scope: All InterContinental Hotels Group employees based in Atlanta. Administrative Responsibility: Human Resources is responsible for the development and amendment of this policy. Interrelated Policies: Employment Relationship Equal Employment Opportu
20、nity / Affirmative Action Hiring Process Definitions: Agency Temporary: An individual who is assigned to IHG by a temporary employment agency or contracting agency; is hired for specific assignments; and is the employee of the respective agency and not of IHG. The agencies have direct supervisory re
21、sponsibility for the agency temporary. Agency temporaries should be supervised on a limited basis by IHG. Agency Temporaries are paid strictly for time worked and are not entitled to any other benefits of employment. Agency temporaries are paid directly by the respective agency, which, in turn, bill
22、s IHG for the agency employees services. Independent Contractor or Consultant: An individual who is contracted by IHG as a result of entering into a written agreement (“Agreement”) for delivery of a specific result. The manner and method of accomplishing the results are left in the control of the in
23、dependent contractor. Independent contractors are in business for themselves and as such are responsible for and pay their own payroll taxes and insurance. IHG is billed for services rendered and generally is not the contractors sole source of income. As independent contractors have a contractual re
24、lationship with IHG, the only way to end the relationship is termination of the Agreement under the terms of the Agreement with InterContinental Hotels Group Americas Corporate Policies Manual Page 1 of 4 6IHG, which may include a violation of the terms and conditions, the expiration of the Agreemen
25、t or other reasons legally permissible under the law or Agreement. Other than what is specified in the Agreement, IHG may not dictate such things as working hours, employment policies, report formats, training or instruction. Independent contractors do not require use of company equipment or office
26、space. Determination of Required Resources: Below are guidelines to assist managers and HR in determining whether to engage temporary labor or an independent contractor/consultant to provide additional resources: Employee, Temporary or Agency Labor Independent Contractor or Consultant. Instructions
27、Must follow set instructions, where, when, how to perform work Follows own individual instructions. Performs work based upon independently established procedures or industry specs. Training Receives and/or is required to receive training Skilled professional requiring no raining to adequately perfor
28、m. Integration of Services Provides essential services, which meld into overall business operation. Work performed is not an integral part of IHGs overall business operations; it is unique or specific project oriented service Services Rendered Personally Required to render services personally. May h
29、ave an assistant or employees while retaining the right to hire others to perform the required work. Hiring, Supervising, and Paying Assistants Does not supervise or hire others. Hires assistants at his or her expense to perform all or part of the project. Regular and Continuous Relationship Service
30、s are part of a continuing relationship. Provides services and contracts for separate and distinct projects, not on a continuing basis. Set Hours of Work Required to work set hours Retains the right to complete work at any time. Full Time Required Required to devote full-time to a job on a non-proje
31、ct basis. Contract specifies what is to be accomplished by what date. Doing Work on IHG Premises Required to work on site, when alternatives exist. Rents/leases location where work is performed; may perform some work on site. Order or Sequence set Required to perform task in set manner, routine and
32、schedule. Has full discretion over routine or manner in which to perform services. Oral or Written Reports Required to submit regular oral and/or written work reports. General, has a few or no obligations to file regular written and/or oral reports. InterContinental Hotels Group Americas Corporate P
33、olicies Manual Page 2 of 4 7Payment by Hour, Week or Month Paid at regular intervals. Compensation determined separately by project or based on fixed fee. Furnish Equipment or Tools Tools and materials are furnished. Furnishes own tools and materials. Significant Investment Does not invest in facili
34、ties and/or equipment used to perform work. When necessary, possesses and invests in facility and equipment to perform services. Realization of Profit or Loss Compensated for services at fixed rate regardless of profitability. Shoulders the possibility of incurring a loss and realizing a profit. Maj
35、or Source of Income (working for more than one firm at a time) Performs services for only one firm at a time, on a non-project basis Mau have numerous concurrent clients. Right to Discharge Can be discharged at any time with no liquidated damages. Cannot be discharged other than for failure to perfo
36、rm contracted services or otherwise legally permissible reasons within the terms of the Agreement. Right to Terminate May terminate relationship at any time. May terminate his or her relationship only upon completion of a contract or breach by other party. Length of Engagement: Human Resources (HR)
37、will keep a database to track the use of all IHG temporary employees to ensure compliance with this policy. As a temporarys assignment approaches six months, one of the following actions must take place. It is confirmed that the current job assignment will conclude on or before the end of the sixth
38、month. Approval to extend the assignment for a pre-determined amount of time must be given by the Senior Vice President of the function. It is determined that the assignment is not temporary and the person is needed on a regular basis. If this action will impact the authorized headcount, the increas
39、e will require the approval of the SVP of the functional area, Business Support, and HR Business Partner. Under no circumstances are independent contractors or consultants to be used as a source of temporary labor. IHG will comply with all Internal Revenue Service definitions regarding the use of co
40、ntractors. Sources of Temporary Labor: Temporary labor may be accessed from different sources. Depending on the needs of the user, temporary labor will be supplied from preferred agencies or sources pre-established with our Company or the requestor may suggest an identified resource as needed for sp
41、ecialized tasks. All resource will comply with IHG requirements regarding background checks. HR will not source InterContinental Hotels Group Americas Corporate Policies Manual Page 3 of 4 8InterContinental Hotels Group Americas Corporate Policies Manual Page 4 of 4 Non-Agency Temporary employees bu
42、t will need to know of their employment for the required completion of the employment application, background check and for tracking purposes. Agencies with established contracted rates should be used wherever possible in order to manage labor costs. Human Resources should coordinate all requisition
43、s of agency temporary labor. Limitations: Agency or Independent contractors or consultants must not be allowed to supervise or direct the work of IHG employees. Agency labor are not employees of IHG, therefore they should not be disciplined, rewarded or evaluated by IHG. All disciplinary actions, re
44、wards and recognition, and evaluations are the sole responsibility of the employing agency. Agency labor and independent contractors should not be issued IHG corporate credit cards or business cards. Agency or Independent contractors or consultants cannot bind the Company nor make decisions on behal
45、f of the Company. 9 ATTENDANCE, ABSENTEEISM, AND TARDINESS POLICY Policy: The Company depends on the regular and prompt attendance of all its employees in order to provide service to our customers. Occasional tardiness may be unavoidable and excusable. Habitual tardiness and/or absenteeism may resul
46、t in disciplinary action up to and including termination. Scope: All InterContinental Hotels Group employees based in Atlanta. Administrative Responsibility: Human Resources is responsible for the development and amendment of this policy. Interrelated Policies: Family Medical Leave of Absence Funera
47、l Leave Holidays Inclement Weather Jury Duty and Witness Leave Medical Leave of Absence Military Leave of Absence Personal Leave of Absence Recording of Time Religious Accommodation Vacation Work Hours Work Related Illness or Injury Attendance and Absenteeism: An employee will be tardy or absent, th
48、e employee must notify his/her Manager prior to the time the employee is expected to be at work. If the employee is unable to contact his/her Manager, the employee should designate someone to do so on his/her behalf. Based on the Managers preference, an employee may leave a message on the Managers v
49、oicemail. The employee should attempt to contact the Manager personally as soon as practical. The Company reserves the right to require an employee to provide documentation from the employees doctor or professional health care provider verifying the employees need to be absent from work, even if the
50、 employee has requested personal time during their absence. InterContinental Hotels Group Americas Corporate Policies Manual Page 1 of 2 10InterContinental Hotels Group Americas Corporate Policies Manual Page 2 of 2 Unauthorized absence or failure to call in for three (3) or more consecutive days in
