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SECTION D
& OPERATIONS
PLAN
Management
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1 THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION D
& OPERATIONS PLAN
Management
We understand that customer service, product quality,
value and speed of service are primary concerns of the
City. Our management and operations plan, detailed on
the following pages, outlines in depth how we will achieve the goal of operating a high quality, customer-focused
operation through:
• An experienced regional management team
• Workforce management tools
• Successful management and staff recruiting and
training techniques
• A commitment to retaining our best team members
• Career advancement opportunities and employee
recognition programs
• Solid organizational health
• Preventative maintenance and cleaning
• High-quality store operations standards
• Exceptional customer service
• In-store technology
• Marketing
Root & BraNCh - RDU
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SECTION D
AIRPORT OPERATIONS
20% ACDBE PARTICIPATON
THE MARSHALL RETAIL GROUP, LLC
75% JV Partner
STELLA ADENA
Rancho Relaxo CA
10% JV ACDBE Partner
KRYSTAL POWERS
Regional Director, MRG
Oversees West Coast Operations
BRIAN GRIFFIN
Regional Director, InMotion
Oversees North American Operations
JENNI BICKERS
District Manager, MRG
Oversees Southern California Operations
ALEX GOMEZ
District Manager, InMotion
Oversees West Coast Operations
Assistant General Managers
Oversees PSP Store Operations
Co-managers
Oversees PSP Store Operations
Supervisors
Oversees PSP Store Operations
Customer Experience Associates
Sales & Customer Service
To demonstrate our management team’s breadth and depth of experience, please see resumes for Krystal Powers, Jenni Bickers, Brian Griffin, and Alex Gomez on the following pages. This team will be directly responsible and accountable for the success of our operations at PSP.
Store Manager
Oversees InMotion PSP Airport Operations
Customer Experience Associates
Sales & Customer Service
GENERAL MANAGER
Oversees MRG PSP Airport Operations
MRG PALM SPRINGS, LLC
Operating Joint Venture
PSP OPERATIONS TEAM
Operations, Construction, Facilities,
Design, Visual Merchandising
SHANNON WESTMORE
Space b/d
5% JV ACDBE Partner
SONIA ACEVEDO &
PHILIPPE DRAY
Duty Free Holdings, LLC
5% JV Partner
GIL JOHNSON
Procurement Concepts, Inc.
5% JV ACDBE Partner
Organizational Chart
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SECTION D
3 RESUME: KRYSTAL POWERS, REGIONAL DIRECTOR, MRG
Candies, Las Vegas, NV 04/02 to 10/03
Successfully manage 5 stores totaling 8 million dollars in all aspects of a Ready to Wear, accessory and shoe business.
Develop and maintain store budgets with heightened store contribution and lower expenditures.
Directed 6 new store openings and store closings in the California/Nevada region.
Teach creative selling techniques and implement shrink reduction plans to increase profit within the stores.
Corporate Trainer/District Manager
Skinmarket, Las Vegas, NV 07/00 to 04/02
Traveled throughout the U.S. to train and evaluate new management teams and facilitate new store openings and store closings.
Directed 10 stores in all activities required to attain sales, excellent customer service, operational and P&L standards, and human resource management.
Recruited, developed and motivated the store teams to deliver excellence by establishing clear expectations within the stores.
Ensured ongoing education, coaching and correcting of associate performance through the use of performance reviews. Other immediate recognition and feedback used to develop high performing teams.
Shop Director
Bath and Body Works, Las Vegas, NV 04/96 to 07/00
Constructed and upheld monthly budgets to create profit margins and establish goals for store associates.
Developed and implemented a new manager training program to increase customer service standards and loss prevention awareness.
Increased store sales by 15% above last year in a $2 million store.
Recruited, hired and trained new management and sales associates within the district.
Education
The Friedman Group, Denver, CO 10/2001
Sales Management Trainer certification
Michigan State University, E. Lansing, MI 08/1990 -08/1994 Human Ecology
Krystal Powers
3215 S Torrey Pines Dr· Las Vegas, NV 89146
Telephone: (702) 292-7820 cell
E-mail: [email protected]
Objective
A Senior level position in a multi-faceted organization where my significant leadership skills will transform and build profits company wide.
Qualifications
Advanced proficiency and knowledge in employee leadership and training.
Strong ability to analyze problems, develop and simplify procedures, and find innovative solutions.
Reputation for building strong leadership teams that are focused on achieving revenue goals, build strong business partnerships and enforce high customer satisfaction standards.
Firm understanding of overall business operations, airport concession operations and expectations, casino retail operations, P&L analysis, marketing initiatives, facility management, visual merchandising, and human resources.
Experience in multi-unit management of 110+ diverse locations.
Professional Experience
Regional Director, West Coast
Marshall Retail Group, Las Vegas, NV 03/06 to present
• Operating over 20 Retail Brands currently for Marshall Retail Group in Casino/Resort and Airports encompassing Las Vegas, Denver, Dallas, Los Angeles, Laughlin and Vancouver B.C. The West Region encompasses over 70% of MRG sales annually.
• Encourages and motivates District and Store Managers within Region to drive sales and increase profitability through the development of high performing cohesive teams while simultaneously carrying out the vision and overall business strategy for the Company. Annual sales contributions have exceeded expectations. • Highly motivated professional with a demonstrated background of success in retail operations incorporating diverse human resources, leadership, training and operational skills. • A goal-oriented leader dedicated to exceptional quality service that can independently multitask in a fast-paced environment, achieve business goals and manage expenses to maximize stores performances and P&L. • Combines dynamic organizational and communication skills with the ability to conduct cost effective and results oriented associate training programs.
• Directed and successfully opened 70+ new stores within the Company. • Fosters strong relationships with Company JV Partners within the airport industry. • Partners with the Creative Services Dept. and Facilities Dept. to ensure that the stores within the company are up to MRG and property standard.
• Serves as a point person for many departments within the Home Office. • Participated in the initial launch of new promotional marketing initiatives.
Store Director
Organized Living, Las Vegas, NV 10/04 to 08/05
Oversaw the liquidation process in order to close the store due to Chapter 11 bankruptcy.
Managed an 8 million dollar hard lines business in a big box environment.
Created a strong customer service environment by recruiting and training an excellent, client-involved team.
Upheld a strong UPT base of 5.0 or higher in a 3.5 market.
Maximized the customers experience by maintaining high customer service standards through ongoing coaching, praising and reprimands of employees.
Store Manager
Tommy Hilfiger U.S.A., Las Vegas, NV 10/03 to 10/04
Controlled a 6.5 million dollar environment by setting expectations in which all associates are accountable.
Executed all Visual Merchandising Directives per company standards in a timely manner.
Minimized payroll dollars spent maximized sales and decreased supply expenditures to increase the stores return on investment.
Reduced store shrink by 9.5%.
Market Leader/District Manager
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SECTION D
Jennifer
Bickers
District Manager
19 Jensen Dr
Henderson, NV 89074
702.296.9903
[email protected]
ㅡ
Skills ● Training and Development
● Results-oriented
● Reports generation and analysis
● Customer-focused
● Operations management
● Budget Control
● Visual merchandising
ㅡ
Experience Marshall Retail Group / District Manager
10/2015-Current, Las Vegas, NV
Responsible for operations of 23 stores in Las Vegas (strip and airpoirt retail) and LAX. Maintained positive increases in sales through #1 customer service techniques for 2 years in a row.
Trains Store Managers on payroll control, inventory control and continued training of employees to ensure high expectations are met at all times.
Experience in Airport retail- 2 awards for best customer service Position on May’s committee at McCarran Airport
Marshall Retail Group / Store Manager
09/2009-10/2015, Las Vegas, NV
Managed 6 diff locations and responsible for all hiring. training, and terminating of all employees. Maintained positive increases insales and KPI’s while maintaining low shrink and controlling payroll to set targets.
DSW / Store Manager
02/2002-09/2009, Las Vegas, NV
Managed day to day operations of a retail environmet for 2 locations.
Responsible for 50+ employees, training, coaching and developing.
Maintained positive sales increases as well as low shrink and payroll control RESUME: JENNI BICKERS, DISTRICT MANAGER, MRG
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5 Selected Contributions:
● Led the district to two consecutive years of double-digit comp sales growth. ● Ranked in top quartile of district managers in sales percent to goal for two consecutive years. ● Stabilized turnover by building relationships, establishing priorities and teaching leaders how to win. ● Assisted Corporate Office in org structure changes and how to minimize impact to business and teams. ● Created a composite metric to assist teams in managing competing priorities and how to deliver balanced performance.
● Helped an at-risk leader turn around their performance in critical store and win ultimate award of Store Manager of the year in 2015 & 2016.
● Mentor new district managers and assist with their onboarding and overall development.
Bank of America; Chicago, IL & Detroit, MI 1/2005 to 1/2015 Retail Sales Manager Home Loans VP; 1.5 years
Consumer Market Manager VP; 4 years
Market Performance Manager AVP; 1 year
Banking Center Manager; 3.5 years
Demonstrated ability to achieve breakthrough performance and take on additional responsibilities which ultimately led to several promotions over two different states in my ten years with the bank.
Selected Contributions:
● Selected to lead the new preferred strategy for the largest market in central region with 19 banking centers. ● Selected to Consumer Leadership Program which was the highest honor you can achieve from the market role. ● Worked on a team of 13 market managers where I was responsible for influencing, partnering and teaching. ● Learned a new line of business to assist with personal acumen, development and strategic leadership. ● Created Savings Solutions 123 which was adopted region wide and helped begin the journey of solution selling. ● Chair of diversity and inclusion in networking group; Black Professional Group. ● Relocated to assist with LaSalle Bank transition and establish Bank of America culture in SE Michigan.
Education and Training
LICENSES ACHIEVED
NMLS, Licensed in IL/MI for consumer mortgages
Securities Industries Exam Passed 2020
EDUCATION
Southern Illinois University — Carbondale, IL
John A Logan Community College — Carterville, Il
Concentration in Business Management
Spent two years in college with an emphasis on Business Management. I participated in business networking groups and attended several business-related seminars and trips.
Personal Interests
Understanding Credit/Home buying Seminars
Facilitator
Feed My Starving Children
Community Volunteer
Susan G Komen Breast Cancer Foundation
Race for the Cure Participant
Boys and Girls Club Chicago
Sponsor
Brian Griffin
1094 E Thompson Way
Chandler, AZ 85286 [email protected] Phone: 630-631-3075 ● Dedicated Performance Manager, Coach, and Trainer with 25+ years of leadership in finance and retail settings. Consistently achieve results by inspiring followership and driving a high level of execution. ● Respected builder and leader of balanced performance teams; instills a shared, enthusiastic vision with clear priorities as the key driver to exceeding company goals. Emphasize the importance of leader development and succession planning in each job family to support sustained growth of the overall team.
Areas of Expertise
Leadership Coaching
Building Productive Teams
Sales Coaching and Training
Retail Sales & Operations
Client Satisfaction Escalations
Influencing Key Stakeholders
Long Term Strategic Planning
Peer Mentoring
Relationship Management
Financial Center Operations
Process Improvement
Attract & Retain Talent
03/2022 to Present
Professional Experience
Marshall Retail Group/InMotion Stores North America
Regional Director Operations
Oversee retail operations of InMotion Stores for North America. Currently operating 117 stores in six districts with planned future expansion. Liaison between home office partners and field operations leading strategy and execution. Focused on stabilizing retail operations post pandemic with proven processes and people first philosophy.
Bank of America; Phoenix, Arizona 09/2018 to 03/2022
SVP, Division Performance Manager
Nationally support strategy and execution of 2100+ RMBOS across the consumer franchise. Aligned to Community Division and responsible for influencing Region Executives and Performance Managers on implementation of specialist processes. Support division’s effort to deliver for our clients by driving responsible growth in a client centric manner. Act as a liaison between Small Business, Product, and Merchant by improving overall communication to the field associates.
Selected Contributions:
• Valiant Award Winner 2020 for leadership dexterity in face of pandemic and sub optimal business environment. • Strong partnership with National Performance Executive on rollout, strategy and execution of specialists programs.
• Integral leader in national rollouts of Market Leader Certification, Specialists Newsletter and Action Plan Templates supporting Specialists Strategy.
• Selected as proxy for National Performance Executive to provide updates, reporting and analysis to Senior Leadership.
• Assisted Arizona Region in achieving balanced performance in responsible growth, operational excellence, and associate/client experience. Region ranked in top quartile of division two consecutive years. • Volunteered to lead business integration efforts with Market President’s team to assist in driving responsible growth through effective partnerships.
• Designed and led workshops to improve ML and field teams’ skills including digital, small business, preferred rewards and credit camps.
• Performed as divisional champion in multiple divisions for digital and lending performance.
Under Armour; Chicago, IL 01/2015 to 08/2018
District Manager
Multi-unit manager that successfully drove a high performing market to over $70 million in revenue sales. This includes managing the total operation of 9 Factory House locations across four states in the Midwest.
RESUME: BRIAN GRIFFIN, REGIONAL DIRECTOR, INMOTION
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6 driving sales, motivating managers and employees, and overseeing all operations in my Area. I had a total of 5 locations which were spread over 3 States which included California, Oregon and Alaska. The unique addition to my position here was I was now able to travel to new locations and spread the culture I built in my locations in Sacramento to other stores. This was a great opportunity and was very successful. The improvement showed in the level of dedication the managers and employees showed through pride in their stores and commitment to having open minds to new ideas to improve. Promoting a fun and safe work environment where we can have a great time, meet new people who are traveling all over the world, and help them get what they need for their trip was what we looked forward to doing everyday.
Altitunes / InMotion Entertainment - Multi unit Store
Manager
January 19, 1999 - August 31, 2019
Responsibilities included managing two locations in the Sacramento Airport. This included all aspects of the business such as sales, payroll, inventory control, talent management, hiring, banking, shipping, and receiving. Altitunes merged with InMotion in 2005. I adapted and incorporated the new ideas and directives including the addition of DVD rental into the retail business already in place.
Special Skills
In addition to the skills listed above I am exceptionally seasoned at opening and closing locations. Over the years I have successfully opened many locations from the ground up. This includes managing and communicating with the General contractors, receiving all the new shipment, merchandising the store, setting up the POS, Setting up security systems, hiring an entire staff, training them for opening, and meeting deadlines for opening dates. I have experience closing locations for remodel, refurbishing, and permanently. This includes shipping out all the current inventory to other stores, clearing out storage units, breaking down the POS and other IT equipment and preparing it for shipment back to Corporate office, cleaning the location so it is to the Airports standards when we vacate, and communicating to all the correct parties when we are complete and out of the space.
Alejandro Gomez 20386 NE Mackenzie Ln.
Fairview, OR 97024
(503) 446-0143
[email protected]
[email protected]
OBJECTIVE
To obtain a position as a Business Professional with a company where I can continue to grow. A company that will allow me to share my vast experience with others. Working with and training the next generation of Business Professionals will create a culture that will be able to endure and adapt to all situations.
EXPERIENCE
InMotion/Marshall Retail Group — District Manager - West October 12, 2020 - Present
Brought back after a period of being on furlough due to Covid. I am one of 6 that was picked to return from a group of 12 Regional Managers.
Responsibilities increased and store count went up to 18 stores which cover 5 states California, Nevada, Oregon, Washington and Alaska. Even though the group was bigger the focus did not change. This was an opportunity to reach more individuals. Spreading the culture and high level of customer service was the mantra. Through motivation, training and organizational health the team has excelled in improving KPI’s and making strides to recover the business through difficult challenges. We are a business that adapts and overcomes all obstacles. I am responsible for finding solutions for opportunities with my District so we can drive the sales and maximize profits. Building business relationships with Airports Officials is vital to the business model and helps promote the success of both enterprises.
InMotion/Marshall Retail Group — Regional Manager
August 1, 2019 - March 23, 2020
Promoted to Regional Manager of the Pacific Northwest which added 2 locations in Seattle,WA and 1 location in Reno, NV in addition to the locations I had as an Area Manager. In this position I crossed over to the Corporate designation. This made me a direct liaison between my locations and the Corporate office. Finding solutions for issues and making high level decisions on how to improve on our current situation was paramount to driving the business to succeed. With a bigger team finding different and innovative ways to unite them was my focus. We were very successful in doing this and with that unity it promoted friendly competition which in turn resulted in more sales and higher KPI’s.
InMotion Entertainment — Area Manager
September 1, 2014 - July 31,2019
Promoted and Relocated to Portland, OR. Responsibilities included SKILLS
Accomplished Multi-Unit
Manager
Communicator
Recruiter
Trainer
Payroll
Inventory Management
Sales Leader
Merchandising
AWARDS
InMotion Spirit Award 2009 -
Highest award given to the
person who embodies the
Spirit of the InMotion culture.
InMotion Store of the Year 2013
- Award given to the store
that performed the best in all
categories of the business.
LANGUAGES
English
Spanish
RESUME: ALEX GOMEZ, DISTRICT MANAGER, INMOTION
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7 PLANS
Staffing
UPTOWN ESSENTIALS // HOURS: 5AM-8PM
TEAM MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY CO MANAGER 4:30AM-12:30PM 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm Sales Lead 12:30PM-8:30PM 12:30pm-8:30pm 12:30pm-8:30pm 4:30am-12:30pm 4:30am-12:30pm Sales Lead 4:30am-12:30pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm FT - CSA 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm FT - CSA 12:30PM-8:30PM 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm 4:30am-12:30pm PT - CSA 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm
FT - Stock 10AM-6PM 4:30am-12:30pm 4:30am-12:30pm 10am-6pm 10am-6pm 10am-6pm 10am-6pm HEY JOSHUA // HOURS: 5AM-8PM
TEAM MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY SALES LEAD 4:30AM-12:30PM 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm Sales Lead 12:30PM-8:30PM 12:30pm-8:30pm 12:30pm-8:30pm 4:30am-12:30pm 4:30am-12:30pm PT - CSA 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm GM = General Manager | AGM-O = Assistant General Manager, Operations | AGM-S = Assistant General Manager, Sales | FT = Full Time | PT = Part Time | CSA = Customer Service Associate Item 3A - Page 247
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION D
8 PLANS
Staffing
MOJAVE OASIS // HOURS: 5AM-8PM
TEAM MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY GM 11AM-7PM
AGM-O 6AM-2PM 11am-7pm 11am-7pm
AGM-S 11am-7pm 11am-7pm 11am-7pm
Sales Lead 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm Sales Lead 12:30PM-8:30PM 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm 4:30am-12:30pm Sales Lead 11AM-7PM 11am-7pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm FT - CSA 4:30AM-12:30PM 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm 4:30am-12:30pm FT - CSA 12:30PM-8:30PM 12:30pm-8:30pm 12:30pm-8:30pm 4:30am-12:30pm 4:30am-12:30pm FT - CSA 11am-7pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm 12:30pm-8:30pm FT - CSA 11am-7pm 11am-7pm 11am-7pm 11am-7pm 11am-7pm
PT- CSA 6am-2pm 6am-2pm 6am-2pm
FT - Stock Lead 12PM-8PM 12pm-8pm 12pm-8pm 12pm-8pm 12pm-8pm FT - Stock 5AM-2PM 5am-2pm 5am-2pm 5am-2pm 5am-2pm
FT - Stock 5am-2pm 5am-2pm 12pm-8pm 12pm-8pm
PT - Stock 6AM-2PM $659,192 $129,936 - 6am-2pm 6am-2pm
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9 PLANS
Staffing
INMOTION // HOURS: 5AM-8PM
TEAM MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY CO-MANAGER 4:45AM-12:45PM 4:45am-12:45pm 4:45am-12:45pm CSA 12:15PM-8:15PM 12:15pm-8:15pm 12:15pm-8:15pm 4:45am-12:45pm 4:45am-12:45pm CSA 4:45am-12:45pm 12:15pm-8:15pm 12:15pm-8:15pm 12:15pm-8:15pm CSA 4:45am-12:45pm 12:15pm-8:15pm
COACHELLA DUTY FREE // HOURS: 10AM - 6PM
TEAM MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY SALES LEAD 9:45AM - 6:15PM 9:45am - 6:15pm 9:45am - 6:15pm 9:45am - 3:45pm 9:45am - 6:15pm PT - CSA 12:00pm - 6:15pm 12:00pm - 6:15pm 9:45am - 6:15pm 9:45am - 6:15pm
VENDING
The Pink Door, I ♥ PS, and PSP Employee Vending will be restocked daily by the PSP team to ensure adequate replenishment of products.
We estimate the following hours will be dedicated to each vending unit, each week:
The Pink Door - 34 hours per week
I ♥ PS - 7 hours per week
PSP Employee Vending - 7 hours per week
Item 3A - Page 249
10 TOOLS
Staffing
Every store in every airport is different in
terms of the traffic pattern and peak periods.
To manage the specific pattern for each
location, we partner with specialty retail
workforce management system, StoreForce
Solutions, which provides a full suite of store
scheduling, timekeeping, performance, and
execution tools.
To begin the staff scheduling process,
StoreForce tracks analytical data for each
store, including traffic by 30-minute
segment, sales by 30-minute segment, units
per transaction, average transaction value.
StoreForce then looks into staff productivity
and marries the staff productivity to the key
metrics of the stores sales history to produce
an optimal schedule for the upcoming week.
Using this type of workforce management
software ensures optimal store coverage for
the variety of peaks and troughs in business.
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
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Item 3A - Page 250
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11 THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION D
FLIGHT DELAYS
As a company that operates in airports and resorts,
MRG understands the challenging service demands
during peak periods and our team is always prepared
to provide customers with outstanding service at
any time of the day. When extraordinary peak or
delay conditions exist, managers reach out to quickly
schedule all resources, including additional staff, to
ensure timely replenishment from existing supply.
EMERGENCY CONTACT PROCEDURES
MRG’s policies and procedures will be provided to
the Airport as required. If there is a need to contact
the airport or office management team, the Airport
operations team will have the contact information,
including store/office phone numbers, cell phone
numbers, and email addresses, for the General
Manager, Co-Managers, Assistant General Managers,
District Manager and Regional Manager. Someone
from our team will be on-call at all times.
DELAYS & EMERGENCIES
Flight
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SECTION D
DRESS CODE
It is the policy of MRG to maintain a professional
image in the business community. To promote
and protect this image, it is important that
every team member is always suitably attired.
Cleanliness and good grooming are expected of
all team members. For those in store positions,
it is imperative to maintain an appearance
that gives them credibility as a fashion or
professional advisor to their customer. Our
Employee Uniform Policy is described within
our Employee Handbook.
RECRUITING
We are a company that knows the Power of People, both those who work with the organization and those who visit our retail locations. We place a great deal of emphasis on finding the right employees, by working closely with each airport to find the right people. Diversity, equity and inclusion are important to our hiring practices. We target local communities for employment opportunities within the city's we are located. We also have a full in house recruiting team that posts internal/external ads on Indeed, Ziprecruiter, Snag a Job, LinkedIn, Craigslist, Handshake, and many more! The team will also conduct interviews, and provide the best candidate experience possible. We place a strong emphasis on keeping our employees happy. This is something that many retail companies talk about, but it only works when applied. Our well-chosen, happy team members enable us to deliver something crucial: award-winning customer experiences.
We receive hundreds of letters from customers each year praising our employees and asking, ‘How do we do it?’ The answer is that at MRG and InMotion, we invest in our employees, and invest in finding the right people for each unique location.
Employee Engagement can be defined many ways, but at
MRG we think of it as two halves of a whole. First, Marshall Retail Group/InMotion must earn an employee’s choice to work here over somewhere else. Second, employees must
earn the right to work for Marshall Retail Group/InMotion.
When these two halves are in balance and employees feel both that they have earned their position and that MRG values their employment, they are more engaged and satisfied in their job.
We decided early on that one of the things that will set us apart from any competitor is that we realize and act every day on the premise that good employees can choose to work anywhere.
What are we doing to ensure that the best employees
choose us? We know that Employee Engagement is crucial, so we made a roadmap to guide us. The roadmap that we live and breathe to maintain and protect our carefully crafted culture is called Organizational Health.
TECHNIQUES AND SOURCES OF LABOR
Recruiting
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WE PLACE GREAT
EMPHASIS ON OUR
CORE PURPOSE:
CREATING
UNIQUE
EXPERIENCES.
SERVICE & TRAINING PROGRAMS
Customer
TRAINING
Our team members are important to us, and we make them
feel important by letting them know how valuable their
contribution is to the success of the company. We live in a culture that shows by taking care of our team, they will take care of the customers. We provide ongoing training programs throughout the career of each team member which ensures a better understanding of workplace practices and career advancement potential. Here, we are excited to introduce you to the training programs that are designed specifically for our locations at PSP.
Orientation
At MRG, training begins before the first day of work at an 8-hour orientation held in one of our stores by a human resources team member. At this engaging, fun training we review company history, policies, benefits, company culture, organizational health, sales training and more.
We want every customer, team member, and partner to have experiences with MRG that they couldn’t have anywhere
else, with anyone else. Providing “CUE” for our customers is paramount, so our customer experience philosophy is to WOW everyone who enters our stores, every time.
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Our Learning Management System – SmarterU
MRG utilizes a Learning Management System (LMS) platform called SmarterU to conduct indepth and ongoing training which has been implemented at all our retail locations throughout North America. Our dynamic and interactive LMS allows us to provide a scope of curriculum and training courses with a specific focus to meet the needs of each location and team member. The breadth of courses ranges from product and sales training to operational and human resources orientation and much more. Each course is typically a balance of material to read, videos to watch, along with interactive gamification and quizzes to assist with information retention and to provide a compliance component.
SmarterU allows us to supplement and build upon our in-person training that we perform either in a store or a team meeting room setting. This ability to efficiently share vast amounts of training information and hold team members to a high standard of engagement throughout our entire company has proven to be immensely effective. Additionally, we provide specific courses and reporting privileges to concessions management and supervisors of each location. Access is restricted to active team members established and monitored by the store manager. We provide a unique experience based on the company brand and position by having a secured URL website address, customized dashboard, and personalized design for each concept we create.
We cultivate an environment where our employees are not just compliant, but committed, to our training and service. We have also built partner relationships with our vendor suppliers, who provide support and materials enabling us to provide our commitment for a hands-on demonstration experience unlike any other in the travel market.
Lastly, we recognize training is a continuous and necessary exercise. We achieve this ongoing training with a combination of live and recorded webinars hosted within SmarterU. Our webinars are comprised of new product training and announcements. Our typical cadence for announcing new online courses is two to three per month, but exceptions can be made.
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15 FOUNDATIONAL TRAINING CUSTOMER SERVICE EXPERIENCE: High energy, interactive learning experience that inspires buy-in and builds team members’ ability to deliver on our PSP customer experience vision:
• We are all part of one customer experience at the airport • We care about customers and want to create the best travel experience for them • Customer service skill building
FOUNDATIONAL TRAINING (E-LEARNING): This training is an e-learning version of the Foundational Customer Service Training and is intended to support team members who are not able to attend the live sessions. This training also adds support for team members who are hired after the initial launch, allowing them to have access to the same training covered in the live launch. The e-learning module takes 60 minutes or less to complete.
LEADERSHIP TOOLKIT (E-LEARNING): This training helps to reinforce our customer service experience vision by equipping managers with additional tools to assist them as they lead their direct reports and reinforce positive service behaviors. This e-learning module is completed after going through the foundational training and learning and takes 60 minutes or less to complete.
CUSTOMER SERVICE EXPERIENCE REINFORCEMENT (E-LEARNING): This training is broken into brief, focused e-learning modules that are focused on the different components of excellent customer service. These modules can be pushed out to each operator based on Mystery Shop results, allowing the training to be focused on the unique opportunities each business has throughout the terminal. Store managers can also select modules for their team members to complete based on their own internal objectives and needs they may identify.
Each module takes 15-20 minutes to complete, allowing for ongoing training to happen without major adaptions to the weekly schedule.
CUSTOMER EXPERIENCE TRAINING PROGRAM
We will offer a universal Customer Experience Training Program that ensures our store teams are utilizing best of class operational business practices to achieve a friendly and stress-free environment that provides a playful experience as a part of the passenger journey.
The customer service training at PSP will consist of four components:
1. Foundational Training: Launch Experience
2. Foundational Training: (E-Learning)
3. Leadership Toolkit (E-Learning)
4. Customer Experience Reinforcement (E-Learning)
1 2
3 4
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These six simple steps that ensure every customer had their needs met, and when paired with the POWER TO WOW learning, ensures expectations are exceeded. The principle of the Power to Wow class is that customer service must be viewed through the lens of the customer. Our employees learn how to elevate every action from what might simply be good service into the realm of being an amazing experience. MRG specializes in experiences. We achieve this by actively listening. We train our team members to pick up cues that enable them to think the way each individual customer thinks, as opposed to making assumptions on generic customer needs. When a customer’s pace is slow and conversational, we respond in the same manner. If the customer’s pace is fast and tothe point, we respond with likewise speed. This elevates the customer experience from ordinary to extraordinary. Our team members can speak to every product and service we offer. They become generalists who can guide a customer through everything we offer.
FOOD SERVICE TRAINING
MRG is focused on upholding the highest food safety standards. As a grab & go, snack and beverage retailer, our food service training program focuses on cleanliness, food inspection, and temperature checks. We ensure our food safety standards are met through regular training and daily checklists.
SALES TRAINING
MRG has a six-step selling process which we call our WE$ACT. All employees go through sales training as part of their orientation training. WELCOME ENGAGE $HOW, TELL AND SELL ADD ON AND UPSELL CLOSE THE SALE THANK AND INVITE BACK 123456 Item 3A - Page 256
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INMOTION TRAINING
The InMotion sales teams are passionate. Team members are key stakeholders in the overall success of the company. Their commitment to associate training, growth, and advancement has led to extremely low team member turnover. The longevity of the team enhances customer experience with better product knowledge and superior service.
In addition, InMotion has developed outstanding partnerships with their vendors. This includes sponsored on-site training, web-based workshops, and incentives that keep team members engaged. The confidence developed through training and support allows the InMotion sales team to consistently exceed customer expectations. InMotion’s industry leading customer service training combined with superior product knowledge is one of the most significant differentiating factors between InMotion and other airport retailers.
Here are three keys to InMotion’s success in training regional managers:
First, before any new location is opened, the InMotion Training Department begins with onsite multi-day training workshops for all new team members. The InMotion Playbook provides training tools and principles necessary for success. Everything is covered from “who” InMotion is to specific product knowledge and sales training.
Second, InMotion utilizes a proprietary ongoing Learning Management System (LMS) to conduct additional (more in-depth) training. Dynamic and interactive, LMS provides a wide range of educational courses, from product and sales training to operational best practices. Each course is a balance of reading material and videos, coupled with interactive games and quizzes to aid retention and track progress.
Finally, InMotion understands that training is a continuous and necessary exercise. Technology is a constantly evolving field, and their team members keep current through a combination of live and recorded webinars hosted through LMS. These webinars consist of new product training, monthly announcements, and an ongoing Performance Improvement Program. Additional in-person training, conducted by a senior trainer, is required for each team member at least once a year.
Multiple visits by regional managers and yearly management training at the annual Store Managers’ Meeting continue this process.
InMotion - LGA
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We believe that a powerful customer service platform can only be based upon an organization that is healthy from the inside out. Our executive leadership team has put into action an Organizational Health (OH) Program that benefits every area of our business. From our corporate headquarters and state-ofthe-art distribution center to the bustling team members and merchandisers who are in the field, we are focused on the following four key areas that keep our team ‘fit’ for business.
BUILDING A COHESIVE LEADERSHIP TEAM. We view every team member in MRG as a leader. They are empowered to do what is right for the customer. All team members can lead by example.
CREATE CLARITY. Our clarity is summed up in two ways, the first is our core purpose, Creating Unique Experiences or CUE. Every team member is focused on providing our properties, customers, partners, and other team members with creative and unique experiences in ways that WOW them.
The second way to provide clarity for all team members is through our core values: positive attitude, reliability, and motivation.
OVER-COMMUNICATE CLARITY. Consistent internal messaging is crucial.
Simply put, we talk about OH continuously. Each meeting, every training session, even casual conversations include some degree of reminding ourselves of the fact that we are all dedicated to having a healthy culture.
REINFORCE CLARITY. Once we determined what our purpose and values were, a process had to be put in place for using them. Organizational Health (OH) is the lens through which we look at every decision made at MRG.
This lens allows us to focus on how everything we do impacts our people.
Are we, as an organization, working as hard at engaging our team members as we expect them to engage our customers? Yes, we are! HEALTH
Organizational
1 2
3 4
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REIIN:fO · CE
C RITY
BUILD A COHESIVE
LE DER . P TE
DV R-C UI l 1CATE
CLARI
iCRE fE
CLARI
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Tara Towers
Vice President Logo
& Fashion
23 Years with MRG
Brittany Marsh
Director, Recruiting &
Onboarding
5.5 Years with MRG
Elaine Jensen-Yep
National Sundries Buyer
11.5 Years with MRG
Samantha Gioia
HR Manager
6.5 Years with MRG
Margaret Barlow
Buyer-Harley Davidson,
Licensed Apparel & Hardlines
4.5 Years with MRG
Heather McBride
Director, Human
Resources & Payroll
12 Years with MRG
THE PROFESSIONAL GROWTH PLAN (PGP)
We offer a Professional Growth Program that provides
team members a system and process that can help them
be prepared for and achieve their future career goals. Our program benefits employees by:
• Determining where a team member wants to go and
what they need to do to get there.
• Providing an opportunity to discuss career and
professional development goals with colleagues who
can offer ideas, support, and feedback.
• Reinforces the concept of “everything is possible” and that goals aren’t overwhelming if tackled step-bystep. The plan makes goals manageable. • Helps team members determine their needs for
training and professional development.
• Assists team members in planning for lateral or
vertical career opportunities within the company.
Opportunities CAREER ADVANCEMENT
Career pathing is designed for individual, selfpaced paths for team members to grow within the organization (HR, Accounting, Business
Development, etc.).
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The purpose of our Team Member Recognition Program is to acknowledge and reward work and behavior that supports
and furthers the mission, goals, and values of the company.
We have several recognition programs, many of which utilize peer nomination: • Employees of the Month / Employees of the Quarter / Employee of the Year
• Nationwide Annual Employee Appreciation Events • Gift Cards: When an associate receives a compliment from a customer and are witnessed going above and
beyond to assist, they receive a $10 or $20 MRG gift
card that the associate can use when they purchase
products in our stores.
RECOGNITION PROGRAM
Employee
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First class customer service deserves a first-class facility. We are committed to being the leader in customer service, policies, and practices and to maintain an award-winning, like-new, appearance in all our locations.
ONGOING & PREVENTATIVE MAINTENANCE
To ensure facilities are maintained in an impeccable manner, the following processes are implemented:
A local or national airport-approved cleaning service is used to perform regular cleaning and maintenance services. The service will clean flooring and perform other regular maintenance on a schedule basis and/or as required to maintain impeccable facilities. Our facilities and maintenance team works with our store operations and janitorial teams to ensure the availability of recycling containers for daily waste and the use of non-toxic cleaners.
Maintenance contracts are maintained for HVAC systems. Other equipment such as point-of-sale hardware, etc., are supported with an inventory of parts maintained onsite. Software is supported with the vendor through a maintenance contract that is currently in place.
The construction and maintenance team makes visits to assess facility conditions and proactively plan future needs. The onsite management team engages an outside service to immediately perform minor repairs.
Included in each pro forma, G&A Expenses are repair and maintenance expenses to ensure that each location meets MRG’s exceptional standards, supporting “phenomenal customer service.”
Each store is reviewed and evaluated for refurbishment by our store operations department as required per our corporate standards and/or leasehold documents. We begin our review process roughly 6 months in advance of any requirements so that we can proactively address all items on time and with minimal disruption to the store operation.
MAINTENANCE PLAN
Facility
1 2
3 Capitol File News - DCA 4
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REPAIR & REPLACEMENT POLICIES
We use an online program called Service Channel that our store team members have access to. If a store has a maintenance issue related to displays, fixtures, flooring, ceiling, or any other piece of equipment, the store manager can log into Service Channel to submit the details of the issue. Their issue will be automatically directed to our facilities department, where a team member will be assigned to respond within 72 hours and manage a repair or replacement. Our service level agreements (SLAs) require vendors to be on-site within 72 hours to asses, troubleshoot, and complete repairs reported by the store.
For an emergency request, SLAs require a tech to be on site within four hours.
DAILY, WEEKLY, AND MONTHLY CLEANING AND MAINTENANCE
Paint and Other Finishes: High traffic areas are refreshed on an ongoing basis, including touch-up painting. MRG will use products such as ProMar® 200 Zero VOC Interior Latex Paint, which has zero VOCs.
Cleaning & Janitorial Services: Our store teams are responsible for daily cleaning, and a professional janitorial company does a deep clean once per month. Additional cleaning services are completed on an as-needed basis.
Trash Removal: Trash is removed from the store daily and recycled or disposed of in the appropriate areas as dictated by the lease.
Pest Control: We have a monthly pest control program, or on an ‘as needed’ basis in conjunction with our neighbors. We adhere to the standards in accordance dictated by the lease.
The Well - SMF
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DELIVERIES
MRG will comply with PSP’s terminal delivery procedures to allow for the safe movement delivery vehicles at the Airport, including compliance with acceptable delivery times, delivery locations, points of access, and vehicle size restrictions.
RECYCLING
We are committed to complying with all current and future City and State recycling programs, standards, policies and procedures, including but not limited to the following requirements:
• Recycling bins for paper (mixed or separate, depending on the existing stream) • Recycling bins for all beverage containers (glass, plastic, aluminum cans) • Recycling bins for other materials that can be handled locally in the existing system such as cardboard
If we are the selected proposer for this opportunity, we will appoint a liaison to participate in in-house coordination meetings for solid waste and recycling programs.
TRASH REMOVAL
Trash will be removed from the store daily and recycled or disposed of in the appropriate areas as dictated by the lease at MRG’s sole cost and expense. We understand that we are responsible for the sanitary and safe handling of all trash and other refuse resulting from our operations at PSP. We will provide fireproof receptacles located out of public view for all trash.
STORAGE & SUPPORT SPACE
We request the Retail Storage 2 (892 sq. ft. indoors) unit as support space for the retail units included in this package. Our proforma assumes the associated costs for this support space.
PLAN
Operations
The Bowery Bay Shops - LGA
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,I I I
SHARPE?.
IMAGE
I
24 SECTION D
ENSURING HIGH-QUALITY STORE STANDARDS
As detailed in our Maintenance Plan, we are committed to maintaining first-class, like-new facilities through the term of our lease through regular cleaning, preventative maintenance, equipment repairs or replacement, and refurbishment of our spaces.
Store teams are receiving continuous training and in-store visits by their District Managers and Regional Visual Managers. Through this partnership, timely executions on visual expectations are addressed to satisfy customer and property needs. An opening and closing checklist to ensure daily maintenance and best practices are provided by visual during monthly calls accompanied with visual standards, providing the store teams with the tools, and know how to maintain a visually appealing store.
Visual standards for an elevated in-store experience include, but not limited to, cleanliness of window presentations and fixtures with clean, focused product organization. Our attention to detail coupled with product romance and curated statements, promote discovery while silently encouraging sales.
QUALITY OF PRODUCTS
A culture of quality is established at every level, from our suppliers and vendors, to our managers, supervisors and customer experience associates.
We communicate diligently with our suppliers and employees about our expectations for quality. Even though our products have already been inspected before they come to us, our staff further inspects to ensure consistency and quality. We take great care to ensure damaged merchandise does not enter our storerooms or reach our customers. Any employee who finds a quality control issue is empowered and encouraged to pro actively address the issue or immediately bring the issue to management for quick resolution.
Our commitment to maintaining the highest standards for quality is reflected in our supplier selection, employee training and our quality control systems. Most of all, that commitment is reflected in the dedication and expertise of the people who work in our stores.
POINT OF SALE & PAYMENT METHODS
We use a cloud-based POS from Oracle Xstore, which supports advanced pricing and promotional capabilities. All sales, returns, etc. are captured at the store and replicated to a cloud environment. We accept Apple Pay, Google Pay, Samsung Pay, Contactless Payment, Cash, Visa, Mastercard, American Express, Discover, and Afterpay.
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OPERATIONAL AUDIT PRACTICES
MRG's operations teams are hands on with store employees, processes, and functions in order to maintain efficient and effective store operations. District Managers and Regional Managers visit stores regularly. Stores are grouped based on location within the country and have a dedicated District Manager for each area to have close interaction with each store. The District Managers have a quarterly store audit that they conduct on all locations. This audit includes visual standards, human resources and all operational procedures. The operations teams at the home office have a weekly business review, covering operational practices to improve upon and implement.
EVALUATING UNIT PRODUCTIVITY & UNDERPERFORMING BRANDS
To evaluate the productivity of each unit, our merchants (buyers) are paired with members of the planning and allocation department. Our buying team is responsible for discovering new vendors and ordering product, while our planning and allocation team is responsible for ordering product to ensure stock availability. Together, these two teams determine slow-selling merchandise and have a markdown cadence to move through slower selling product, to then fill in with more desired merchandise.
SUPPLIERS & FREQUENCY OF DELIVERIES
For our consumables and sundries products, MRG utilizes well known supplier, Core-Mark, as our main supplier. We typically request twice a week deliveries (Monday/Thursday or Tuesday/Friday) and request the opposite from Pepsi so the store teams have breathing room receiving two large deliveries. Deliveries from Core-Mark will normally have a 4-hour window and we can request early morning so it does not conflict with airport traffic. Along with Core-Mark and Pepsi, other suppliers include Red Bull and Lil Drug. Lil Drug supplies MRG’s Health & Beauty aids for our retail locations.
The following national, regional, and local Palm Springs suppliers will ship their product to our 100k square foot Las Vegas Distribution Center, with state-of-the-art technology that manages and executes inventory distribution. The DC creates a streamlined path to profits for the locations we serve. A pattern of delivery will be established once the demand of the product is understood.
Our supplier list includes, but is not limited to: CrushCrush Cookies, TKB Bakery & Deli, Tutu's Tortilla Chips, Ice Cream and Shop(pe), MarLA, Maui Jim, Adidas Golf, Travis Mathew, Wallaroo, Fenini, Trina Turk, Minty’s Breeze Blocks, Rancho Relaxo, Rappi Palm Springs, Opal Atlas, Joshua Tree Desert Rose, Club Time Wrap, Molly Moon Crafts, The Body Deli, Thick as Thieves, LIKADA, Desert Supreme, Mojave Moon Apothecary, Raven’s Hearth, John Cuevas, Mr. Mann’s Design Gallery, Palm Springs Life Magazine, and more.
ABILITY TO MONITOR CUSTOMER WAIT TIMES
We monitor customer wait times through cameras and the review of transactions per 30-minute period. With the addition of self-checkout and manned tills, we have the ability to decrease customer wait times by providing multiple options for a quick and efficient checkout.
Lick - YVR
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ENSURING HIGH STANDARDS
In today’s ever-changing retail environment, consumers expect more from their shopping experiences. We provide an enhanced customer journey as service quality is an increasingly important factor for our success. A customer’s personal experience allows us to improve our service and tailor our products to what customers want, thus improving customer satisfaction, strengthening customer loyalty, and increasing profitability. With an impressive range of products and unparalleled customer service, we are already ahead of the competition, but we want our landlord partners to be just as pleased in working with us as they are with the sales we deliver. We seek to provide a seamless retail experience that makes shopping for wants and needs easy and accessible for our customers.
WE LEARN ABOUT OUR CUSTOMERS
The landscape in airport retail is constantly evolving and we understand a retail organization must understand customer behaviors and attitudes. We also know that both customers and expectations change, and it is our responsibility to adapt to their expectancies. We are always learning about the customers we serve by gathering and assessing the powerful data that our high-tech instore solutions provide. We learn about our customers through customer feedback received from social media and their instore experience which allows us to continuously improve/heighten the overall shopping experience.
PLAN
Customer Service
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27 SECTION D
CUSTOMER COMPLAINTS
Service recovery is a priority, and every opportunity is taken to ensure that the guest has been satisfied. We empower our team to handle situations and challenges with an appropriate reaction. Our team is well-trained to respond with conviction and is committed to working out an immediate resolution. Service recovery is a highly effective ingredient in our customer service training program, not only for the guest, but for our team, who feels empowered knowing that management has faith and trust in their decision-making abilities. This level of service will generate repeat business and the guest’s satisfaction will guarantee future customers, thus increasing overall, long-term revenues. Complaints are received by the store and corporate. Most times, the team can offer resolution by a return, replacement, or refund. If more attention is needed, a handwritten note and gift card is sent inviting the customer back.
CUSTOMER QUEUE TIME
We use people counter cameras to monitor customer wait times and changes in customer conversion (the percentage of passengers that walk into our store and make a purchase). Additionally, we review transactions per 30 minute slot if a store appears to be drawing long lines.
REFUND POLICY
If a customer requests a refund our team members provide an immediate refund for the purchase in full at the time of the transaction. Refunds are issued to the customer in the original form of payment or in the form of an exchange (if a customer prefers that option). Customers can always reach our Home Office through the website for any inquiries. We care about the satisfaction of our customers and know that responding to their feedback is an important part of providing a superior customer experience.
CUSTOMER LOYALTY PROGRAM
Upon award of the contract, we will immediately begin to explore possibilities for a concession customer loyalty program that would be optimized for the airport environment in collaboration with PSP. Our Xstore POS application does have the capability to capture customer sales transactions and allow store associates to understand customer purchasing history. District Market - LGA
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PROMOTIONS STRATEGY
Marshall Retail Group stores offer a variety of rotating in-store promotions, for example: • Gifts with Purchase • Employee and Airport Staff Discounts • Meal Deals • Buy-one-get-one Discounts • Buy 2 get $1 off • 3 for 2 (buy 2 get 1 free) • Joint brand promotions InMotion’s guests will appreciate several in-store marketing campaigns throughout the year, offering discounts on some of their favorite must have digital items from brands like Beats and Bose. All year long, InMotion offers the following bundles that guests are sure to appreciate. • Pillow Bundles: Buy 2 and Save • Headphone Bundles (Power, Case, Pillow)
INCENTIVES
Customer
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Our retail stores are pet friendly!
We know from experience that
customers are more likely to enter
a store if they can take their dogs
with them. By allowing four-legged
friends into our stores, we're able to
drive revenue, gain customer loyalty
and increase overall satisfaction.
FOUR LEGGED
Pets
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We are always on the lookout for solutions that will help us enhance the passenger experience, improve operational efficiency, decrease costs, and increase customer satisfaction. Below are a few examples of what our Information Technology team has developed.
Self-Checkout Stations: Three of our stores at PSP, including Mojave Oasis, Hey Joshua, and Uptown, will offer self-service checkout stations, giving travelers convenience, privacy and control. They will have the ease of grabbing their favorite snack and can be out of the store within minutes.
Handheld POS Devices: Our team provides an enticing shopping environment while providing a world-class customer experience. In addition to POS locations strategically located throughout each location, our team members can have the ability to complete a customer’s transaction with a hand-held mobile device. No matter where a customer has made their purchasing decision, our team will have the technology to process and complete the transaction without having to visit a checkout counter.
Mobile Payments: Our mission is to provide passengers with the most exceptional shopping experience possible, which includes providing choice. We know from our experience elsewhere, that almost 75% of purchases are made with a credit/debit card.
Touchless/Contactless Purchasing: We have a fully integrated approach to Touchless/Contactless purchasing and offer the following options: • Contactless Payment Options • QR Code Technology
ENHANCING THE CUSTOMER
EXPERIENCE THROUGH Technology
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31 Awareness of PSP and its retail program is an important piece of an integrated marketing plan to maximize revenues, build awareness and excitement, and show all the Airport has to offer.
Marshall Retail Group has developed a marketing program that proudly communicates the strength of our retail brands. From compelling branded materials and signage to social and online engagement, we know how to attract new customers, stimulate sales, and drive spends. MRG employs a marketing team at our corporate headquarters with more than 60 years of combined experience spanning marketing, graphics, branding, social media, digital marketing, public relations, and communications.
TARGET MARKET SEGMENTS
Developing a solid marketing plan starts with understanding your target audience. At MRG, we know we can’t be all things to all people. We have profiled seven different market segments, shown in the Passenger Demographics chart on the following page, based on their drivers, dwell time, and values. We have identified Engaged Explorers, Harried Aspirers, and Flight Attendants as our primary target market segments, and Demanding Elites and Occasional Escapists as our secondary target market segments.
MARKETING OBJECTIVES
DEVELOP BRAND AWARENESS.
DRIVE INCREASED AVERAGE TICKET VALUE (ATV) AND OVERALL
REVENUES.
DEVELOP CUSTOMER LOYALTY.
MAINTAIN OUR REPUTATION IN THE INDUSTRY AS A PREFERRED
RETAILER FOR CUSTOMERS AND AIRPORT STAFF.
BUILD A LOYAL CUSTOMER BASE.
Marketing PLAN
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION D
1 2
3 4
5 Item 3A - Page 271
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE Passenger DEMOGRAPHICS
32 SECTION D
TRAVEL MANTRAS COMMUNICATION FOCUS TOP DRIVERS
FOOD/SHOPPING OPERATIONS FOCUS
1.5 - 2 hrs
DWELL TIME DEGREE OF INTEREST IN
IDEAS (SCALE 1 – 5) DRIVERS OF SHOPPING
2 hrs
0.5 - 1 hr
1.5 - 3 hrs
2 - 3 hrs
3 hrs
Cost – Airport is
expensive. Variety-like
options. Time – prefer
sit down restaurant/bar vs. grab & go.
Quality
Value
Speed
Quality
Value
Speed
Convenient
Quality
Speed
Convenient
Value
Speed
Value
Variety
Quality
Quality
Speed
Taken Care of
Variety
(5) Very open to events,
delivery of food via App,
loyalty card.
I am always looking for
deals.
Price (10%)
Arm with Information
so they can explore
Convenience- I have
what I need, comfort
Comfort, Experience
Speed
Distance (in time)
Price (10%)
Discounts
Unique, local options
Goal is to see new
places.
Travel makes me
who I am.
Airport is a place
NOT to spend time
in. TSA pre-check is
the way to go.
Grabbing food on
the way to gate.
Be early– paranoid
that TSA will take a
long time. Stay near
the gate, in case
there’s a change. I
want to travel more.
Airport is like coming
home. Airline travel
is painful
–allow time.
Travel is my job.
Travel is a hassle.
I go to the airport to
get on a plane, not to
shop.
Time is money
Travel can be exciting.
(3) Average interest – not
willing to get to airport
early, but if stuck at
other airport, very open.
Get them through
security faster so they
can explore
Get them through
security faster so
they can eat & relax.
Provide more options
in gate area or with
visibility to gate
Make getting to their
concourse quicker
(parking, TSA)
Get them through
security faster so they
can shop.
(1) Not at all interested in
spending more time at
airport. If stuck at different airport, like to browse shops for things cannot
get at home.
(4) Somewhat interested
in art exhibits, beer gardens, playgrounds for kids
– ONLY if they have the
time – and ONLY after
TSA – on their concourse.
(5) Open to events, art
show, bands. Would come
early for this.
Would come when not
traveling
(1) Not at all interested
in promotions, events.
Unique items interest
them at other airports.
Not willing to arrive early
but concessions play a
huge role in where they
travel/connect
Cost - Business – nicer
bar/restaurant – not
paying. Splurge a little.
Variety – like options.
ENGAGED
EXPLORERS
DEMANDING
ELITES
EFFICIENT
EXPERTS
PRIMARY SECONDARY
OCCASIONAL
ESCAPISTS
HARRIED
ASPIRERS
UNEASY
EARLY-BIRDS
FLIGHT
ATTENDANTS
Fast service – food.
Variety – choices important (healthy). Most retail/
forgot –head-phones,
bracelet, camera, phone
case, chargers.
Not crowded.
Nice atmosphere,
relaxing.
Variety – healthy.
Sit, be comfortable.
Variety – want healthy
options for eating that are
on the way to the gate.
Pricing – not getting
ripped off
Crew discounts
Unique options
Near gate –
in concourse; able to
return to gate quickly.
Don’t leave gate
– too risky.
Item 3A - Page 272
• •
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE 33
SECTION D
Social media is already a strong asset for MRG and InMotion. We aim to provide our customers with elevated experiences, so they are drawn to capture their experiences and share them online. Our local vendors and partners also have strong web and social media identities demonstrative of their connection to the Coachella Valley community.
Along with highlighting our own marketing initiatives via our website, Facebook, Instagram, and LinkedIn, we will partner with PSP to create specific content and promotions via social media that will engage and invite targeted audiences to participate with promotions that are unique to PSP. This programming will be discussed and aligned to promote the concession program and related activities through additional channels to be coordinated with PSP's overall social media strategy.
Social Media
www.marshallretailgroup.com
@marshallretailgroup
@mrgretail
@marshallretailgroup
We work with our airport partners to develop social media content, like this example from Gatwick Airport.
Strand Bookstore, a shop-in-shop within The Bowery Bay shops at LGA, shared the new store opening on their social media channels.
OUR COLLECTIVE
SOCIAL MEDIA REACH
ACROSS THE SOCIAL MEDIA
CHANNELS OF THE BRANDS
AND COMMUNITY PARTNERS
INCLUDED IN THIS RETAIL
PROPOSAL FOR PSP, WE HAVE A
BROAD LOCAL, NATIONAL AND
INTERNATIONAL REACH.
507K
699K
90K
FOLLOWERS
FOLLOWERS
FOLLOWERS
Item 3A - Page 273
•
El
11 ...................................................
@
HD.
@)
gatwickairport O · Follow
gatwickairport O stock up on the latest tech arid travel accessories before you fly at @inmotionstores, which opened this week in North Terminal
This new outlet owned by @whsmithofficial, otters an eX1ensive range of accessories from leading brands.
#gatwick #gatwickairport #techstore #travelstore #lgw
#travelaccessories
20w
assem_fathy_ali
20w Reply ·•·
lisalouperry_ When did open? Wasn't open yesterday 20/12 20w 1 ll~e Reply
0 m1_hltd A chance to get Christmas Gif1s before boarding a 0 departure!
strandbookstore O · Follow
LaGuardia A1rporc
strand bookstore O We're seeing more and more of you tag us from our location in LaGuardia! -.. You'll find us in The Bowery Bay Shops in Terminal B fully stocked with the perfect in-flight reads. Bon voyage!
46w
irenee.juhasz Wow!
46w Roply
meganbuttersrae @mlml_mr_24 look at that color
coordination!
46w Reply
0 0
beth_and_allthebooks Just stopped in that location last 0 week on my travels!
46w Reply
34 SECTION D
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE MRG retains a dedicated public relations firm, Kirvin Doak Communications, to support our communications strategy. KDC works alongside our internal Communications and Public Relations Department to develop results-driven marketing communication campaigns. They maintain extensive relationships with media and assist MRG in generating impactful media coverage and awareness locally, regionally, nationally as well as within niche and trade media outlets.
MRG works with local, regional and national media outlets to showcase grand openings and company news.
RELATIONS
Public
“ M R G E M P LOY S A M A R K E T I N G & CO M M U N I C AT I O NS
T E A M AT O U R CO R P O R AT E H E A D Q U A R T E R S W I T H MORE THAN 60 YE ARS OF COMBINED EXPERIENCE.”
InMotion - DCA
Item 3A - Page 274
IJ Forbes
New CEO For lnMotion And MRG As WHSmith Expands
Travel Retai;I Business
Marshall Retail Group has a fairly distinctive position as a specialty retailer of about 300 standalone stores-including those of lnMotion-m 46 ...
Nov 19, 2021
ffl TRBus i11 ess
Marshall !Retail Group makes debut ·at Moynihan Train Hall ...
WHSmith company, Marshall Retail Gmup has opened a Gotham News store inside Moynihan Train Hall in New Yori< City~ its first operation in a ...
Mar 4, 2022
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 35 2
Welcome!
We are excited to have you join our team! I am pleased to welcome you to MARSHALL RETAIL GROUP/INMOTION (“MRG/IMEG”).
We are the North American hub for WHSmith, and we are America’s largest, specialty retailer in the casino-resort and airport marketplace. For over 60 years, MARSHALL RETAIL GROUP/INMOTION has provided clients with a portfolio of attractive, successful brands that turn buyers into loyal, repeat customers. In 2020 INMOTION Entertainment Group brand joined MRG/IMEG and today we currently operate more than 300 stores across the United States and Canada and have accumulated over 25 industry awards.
MARSHALL RETAIL GROUP/INMOTION seeks motivated and responsible team members who work in harmony with fellow associates. I am proud of our organization, just as I am proud of the Employees that work with us. At MARSHALL RETAIL GROUP/INMOTION, we believe in creating a winning team of people whose loyalties and abilities make it possible for us to realize continued growth. You are joining a leading specialty retailer which has a passion for providing exciting merchandise, phenomenal customer service and a stimulating employment environment.
This Employee handbook has been prepared to inform you of our policies. We expect you to understand and comply with all provisions of the handbook. It describes many of your responsibilities as an Employee. It also outlines various Employee benefit programs.
As MARSHALL RETAIL GROUP/INMOTION grows, portions of this handbook may change. You will be notified of any changes as they occur. Employees are expected to familiarize themselves with the content of this handbook and ask any questions you may have regarding your employment.
I hope that you will find your relationship with us to be both satisfying and rewarding. All of us at MARSHALL RETAIL GROUP/INMOTION look forward to a lasting relationship with you that offers both a learning environment and career growth potential.
We share similar beliefs and have similar values. In MARSHALL RETAIL GROUP/INMOTION we call it Organizational Health. We are Employee focused and believe in CREATING UNIQUE EXPERIENCES for all the Employees and the guests of the MARSHALL RETAIL GROUP/INMOTION. Thank you for joining the BEST Employees in the world!
Best regards,
Your Human Resources Team
1 Employee
Handbook
USA
CREATING UNIQUE EXPERIENCES
Item 3A - Page 275
Marshall
WHSmith ! ST 1792
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 36 2/23/2022 4
DEFINITIONS .......................................................................................................................................................... 7 PREFACE ............................................................................................................................................................... 8 ORGANIZATIONAL HEALTH (OH)............................................................................................................................. 8 OUR EMPLOYEE ENGAGEMENT PHILOSOPHY.......................................................................................................... 8 MRG/IMEG GIVES BACK ...................................................................................................................................... 9 EMPLOYMENT AT WILL........................................................................................................................................... 9 CHAPTER 1 EMPLOYEE POLICIES ................................................................................................................... 10 ETHICAL PRINCIPLES ........................................................................................................................................... 10 SUPERVISORY RESPONSIBILITY............................................................................................................................ 10 LAWS REGARDING EMPLOYMENT ......................................................................................................................... 11 Equal Opportunity Employer ......................................................................................................................... 11 Americans With Disabilities Act .................................................................................................................... 11 Prohibition of Harassment and Discrimination ............................................................................................. 11 Prohibition against Retaliation ...................................................................................................................... 13 Job Duties ..................................................................................................................................................... 14 Job Descriptions ........................................................................................................................................... 14 Personnel Files ............................................................................................................................................. 15 WORK STANDARDS ............................................................................................................................................. 15 Customer Service Expectations ................................................................................................................... 16 Being Present and On Time ......................................................................................................................... 16 Attendance and Punctuality .......................................................................................................................... 16 On-Call Status .............................................................................................................................................. 17 Identification Badges .................................................................................................................................... 17 Sensitive Nature of Our Work ....................................................................................................................... 17 Personal Appearance & Dress Code ............................................................................................................ 17 Good Housekeeping ..................................................................................................................................... 19 Telephone Courtesy ..................................................................................................................................... 19 Home Office Access ..................................................................................................................................... 20 Unexpected Closures ................................................................................................................................... 20 EMPLOYEE POLICIES ........................................................................................................................................... 20 Tobacco Use and Smoking Policy ................................................................................................................ 20 Drugs and Alcohol in the Workplace ............................................................................................................ 21 Company Search Policy ............................................................................................................................... 23 Non-Violence Policy...................................................................................................................................... 23 Bullying Policy............................................................................................................................................... 24 Cell Phone Policy .......................................................................................................................................... 25 No Solicitation Policy .................................................................................................................................... 25 Fraternization Policy ..................................................................................................................................... 26 Employment of Relatives - Nepotism ........................................................................................................... 26 Contracts ...................................................................................................................................................... 27 Acceptance of Gifts and Gratuities ............................................................................................................... 27 Outside Work and Employment.................................................................................................................... 27 Other Outside Activities ................................................................................................................................ 28 Conflict of Interest ......................................................................................................................................... 28 Competitive Practices ................................................................................................................................... 28 Use of Corporate Funds and Assets ............................................................................................................ 28 Personal Financial Gain ............................................................................................................................... 28 Social Media Policy....................................................................................................................................... 29 News and Media Outlets .............................................................................................................................. 32 No Weapons Policy ...................................................................................................................................... 33 SAFETY PROCEDURES......................................................................................................................................... 33 Accidents ...................................................................................................................................................... 33 Workers’ Compensation ............................................................................................................................... 34 Safety Information ......................................................................................................................................... 34 Online users can click on the page number to reach their topic of interest. 3 Nothing in these policies constitutes a modification of the at-will nature of employment at MARSHALL RETAIL GROUP/INMOTION. MARSHALL RETAIL GROUP/INMOTION may discharge or take any other adverse personnel action for any reason not prohibited by law at any time.
Updated 1.2022– This copy supersedes all other handbooks and HR policies Future Handbooks will be updated and maintained online for your convenience.
The Company has the authority to change, modify or approve exceptions to policy at any time with or without notice.
Many of the policies contained herein may have additional or different requirements depending upon local or state law. For more information on any policy please feel free to contact the VP of HR.
Item 3A - Page 276
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 37 2/23/2022 6
Pay Rates ..................................................................................................................................................... 59 Pay Day ........................................................................................................................................................ 59 Payroll Errors ................................................................................................................................................ 59 Payroll Deductions ........................................................................................................................................ 59 Reimbursements ........................................................................................................................................... 60 Bonuses ........................................................................................................................................................ 60 Promotions and Transfers ............................................................................................................................ 60 SCHEDULES AND WORK HOURS........................................................................................................................... 61 Overtime Hours ............................................................................................................................................. 62 Compensatory Time ..................................................................................................................................... 62 Breaks........................................................................................................................................................... 62 CHAPTER 5 EMPLOYMENT & SELECTION .................................................................................................... 64 PHILOSOPHY....................................................................................................................................................... 64 SELECTION AND EVALUATION............................................................................................................................... 64 REFERRAL BONUSES FOR EMPLOYEES................................................................................................................. 64 EMPLOYMENT VERIFICATION/REFERENCES .......................................................................................................... 65 APPLICATIONS..................................................................................................................................................... 65 DISQUALIFICATION............................................................................................................................................... 65 INTRODUCTORY PERIOD ...................................................................................................................................... 66 CHAPTER 6 DISCIPLINARY ACTIONS/SEPARATION ..................................................................................... 67 DISCIPLINE.......................................................................................................................................................... 67 DEMOTIONS ........................................................................................................................................................ 68 TERMINATION OF EMPLOYMENT ........................................................................................................................... 68 RESIGNATION...................................................................................................................................................... 69 EXIT INTERVIEW DOCUMENTS .............................................................................................................................. 69 CONDUCT RULES ................................................................................................................................................ 69 CHAPTER 7 COMMUNICATIONS .................................................................................................................... 72 CIRCLE OF FIVE................................................................................................................................................... 72 UPDATING PERSONNEL RECORDS........................................................................................................................ 72 YOUR SUPERVISOR ............................................................................................................................................. 73 ADDITIONAL COMMUNICATIONS ............................................................................................................................ 73 COMPANY STATIONERY ....................................................................................................................................... 73 YOUR HR TEAM ................................................................................................................................................... 74 2/23/2022 5
Reacting to a Critical Incident ....................................................................................................................... 35 Environmental Concerns .............................................................................................................................. 35 RESPONSIBLE USE OF ASSETS ............................................................................................................................ 35 Organization Assets...................................................................................................................................... 35 Instant Messaging Apps/Software ................................................................................................................ 36 Assets of Others ........................................................................................................................................... 36 Personal Use Technology ............................................................................................................................ 36 Security and Performance ............................................................................................................................ 37 Loss Prevention ............................................................................................................................................ 37 Personal Belongings..................................................................................................................................... 38 Mailing Systems............................................................................................................................................ 38 Company Purchases .................................................................................................................................... 38 Office Supplies .............................................................................................................................................. 38 Photocopies .................................................................................................................................................. 38 Care of Equipment ........................................................................................................................................ 38 Company Vehicles ........................................................................................................................................ 38 Confidential Information ................................................................................................................................ 39 GAMBLING .......................................................................................................................................................... 40 TRAVEL POLICY................................................................................................................................................... 40 USE OF PERSONAL VEHICLES .............................................................................................................................. 40 BASIC RULES FOR EMPLOYEES............................................................................................................................ 40 CHAPTER 2 BENEFITS ...................................................................................................................................... 43 ADPSELF SERVICE ............................................................................................................................................ 43 CAFETERIA PLAN –SECTION 125PLAN................................................................................................................. 43 ENROLLMENT ...................................................................................................................................................... 43 HEALTH & DENTAL INSURANCE ............................................................................................................................ 43 LIFE INSURANCE.................................................................................................................................................. 44 CONTINUATION OF HEALTH INSURANCE UNDER COBRA ....................................................................................... 44 EMPLOYEE DISCOUNT PURCHASE POLICY ............................................................................................................ 44 TIME OFF WORK.................................................................................................................................................. 45 Maternity Leave ............................................................................................................................................ 45 Holiday Pay................................................................................................................................................... 45 Home Office Early Release for Holidays ...................................................................................................... 45 PTO (Paid Time Off) ..................................................................................................................................... 46 Personal Leave of Absence .......................................................................................................................... 48 Domestic Abuse Leave ................................................................................................................................. 48 Bereavement Leave...................................................................................................................................... 48 Jury Duty ....................................................................................................................................................... 48 Unpaid Leave................................................................................................................................................ 48 Military Leave ................................................................................................................................................ 49 Break Times for Nursing Mothers ................................................................................................................. 49 Family and Medical Leave Act (FMLA) Leave .............................................................................................. 49 Retirement Plans .......................................................................................................................................... 52 EMPLOYEE ASSISTANCE PROGRAM (EAP) ........................................................................................................... 52 DIRECT DEPOSIT OF SALARY ............................................................................................................................... 53 PAY CARDS......................................................................................................................................................... 53 TRAINING............................................................................................................................................................ 53 PROFESSIONAL SOCIETIES................................................................................................................................... 53 EMPLOYEE ENGAGEMENT SURVEY (EES) ............................................................................................................ 53 HYBRID WORK – HOME OFFICE ........................................................................................................................... 54 VOTING............................................................................................................................................................... 56 DATA ALLOWANCE............................................................................................................................................... 56 WHSMITH BENEVOLENT FUND............................................................................................................................. 57 CHAPTER 3 PERFORMANCE MANAGEMENT ................................................................................................. 58 EMPLOYEE COUNSELING ..................................................................................................................................... 58 REVIEWS ............................................................................................................................................................ 58 CHAPTER 4 COMPENSATION & WORK HOURS ............................................................................................. 59 Item 3A - Page 277
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 38 8
Preface
All Employees will be provided with access to these policies upon hire and will be periodically informed of significant changes. Neither these rules, policies nor any other written or oral statements are contracts of employment and both the Employee and the Company, as employer, understand that employment may be terminated by either at any time, with or without notice or reason.
The general and final authority for human resources management rests with the Executive Team who may delegate authority as necessary. The MARSHALL RETAIL GROUP/INMOTION VP, Human Resources is delegated with the responsibility for administering and interpreting Human Resources policies and procedures as they apply to all departments and Employees, subject to review and approval by the Executive Team.
Anyone with the duty of managing others in the Company is responsible for knowing and applying the provisions of these policies and for cooperating with Human Resources to ensure the uniform interpretation and application of these policies.
MARSHALL RETAIL GROUP/INMOTION will make every effort to acquaint Employees with the material in these policies as well as any revisions. Employees also are encouraged to submit suggestions for changes and improvements in the Human Resources policies and procedures to the Human Resources Department as we welcome feedback.
We want our Employees to enjoy working here. However, we should all understand that employment at MARSHALL RETAIL GROUP/INMOTION is not offered, guaranteed, contracted, or promised for any specific length of time.
Organizational Health (OH)
Employees MUST earn the right to work for MARSHALL RETAIL GROUP/INMOTION….
…but MARSHALL RETAIL GROUP/INMOTION MUST earn the Employees’ desire to work here over somewhere else.
Organizational health is about making an organization function effectively by building a cohesive leadership team, establishing real clarity among those leaders, communicating that clarity to everyone within the organization & putting in place just enough structure to reinforce that clarity going forward.
Our Employee Engagement Philosophy
At MARSHALL RETAIL GROUP/INMOTION we recognize the value of our Employees. Our Employees are our greatest asset, and their value can be measured by the success of the Company as a whole.
With this philosophy in mind, we have developed the following Employee engagement policy.
We believe in:
• treating each Employee as an individual, with courtesy, dignity, and consideration;
• the value of cooperative, well-trained, efficient, hardworking and loyal people working together for the benefit of each other and the Company; 7 Definitions
This Handbook is intended to assure a fair and uniform application of Human Resources practices consistent with the values held by MARSHALL RETAIL GROUP/INMOTION (the Company).
For the purposes of this Handbook, an Employee is defined as a person who is employed by the Company, without limitation as to duration of employment.
He/She/They is compensated by the Company in exchange for services rendered on a regular basis and is not part of an independent business.
When we refer to staff or personnel in this Handbook, we are referring to Employees of the Company. Except as provided by applicable law, Employees have no right in continued employment and may resign or be discharged at any time and for any reason not prohibited by law.
Definitions:
Full-Time Employee- An Employee employed in an authorized budgeted position that requires a minimum of 30 work hours per week.
Part-Time Employee- An Employee employed in a budgeted position that requires fewer than 30 work hours per week and is not benefits eligible other than PTO and 401K Match.
Non-Exempt Employee- Employees who are eligible for and must receive overtime pay for hours worked beyond 40 hours in any workweek at one and a half times their regular hourly rate. Or daily rate in accordance with any state or local guidelines.
Exempt Employee- Employees who are exempt from overtime in accordance with applicable law. Exempt staff is expected to work between 40-50 hours a week, but they have a more flexible schedule.
Supervisor- For the purposes of this Handbook, an individual who has direct reports, hiring and firing authority or ability to recommend, roles in performance management, and management of others.
Item 3A - Page 278
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 39 10
Chapter 1 Employee Policies
MARSHALL RETAIL GROUP/INMOTION is committed to conducting all its affairs and activities with the highest standards of integrity and ethical conduct.
We expect our staff to follow the policies, practices and the requirements of the law that guide us in our daily work. Compliance with applicable federal, state, and local laws and regulations is each staff member's responsibility. Each staff member is expected to know the requirements of his/her/their job. Any question or concern about compliance with the laws and regulations should be discussed with your Supervisor. However, recognizing that situations may exist from time to time where an Employee may be uncomfortable raising certain questions with his/her/their Supervisor, the Employee should contact anyone in Human Resources in those situations.
All MARSHALL RETAIL GROUP/INMOTION staff members have an obligation to report incidents that they believe may be a violation of MARSHALL RETAIL GROUP/INMOTION policies, applicable laws and/or regulations, or otherwise may be unethical. It is MARSHALL RETAIL GROUP’s policy to protect Employees who in good faith report incidents involving possible violations or unethical behavior from retaliation. Staff members having knowledge of acts of retribution or retaliation in the work environment that may be related to the reporting of a possible violation or unethical behavior should promptly report them, using the procedures described above.
Our Ethics Hotline is available 24/7 if one needs to report cases such as fraud, theft, harassment, etc. That number is 1-800-566-8727.
No single individual has the authority to alter these policies, procedures, and benefits. If you are unclear regarding any policy, please check with Human Resources.
Ethical Principles
THE ETHICAL EMPLOYEE SHOULD:
1. Keep safe all assets, funds and other property of the Company;
2. Promptly administer the affairs of the Company;
3. Conduct and perform his/her/their duties as an Employee diligently and promptly dispose of the business of the Company;
4. Evaluate all decisions so that the best service or product is obtained at minimal, cost-effective rates without sacrificing quality and fiscal responsibility;
5. Maintain a respectful attitude toward other Employees, guests and customers;
6. Faithfully comply with all laws and regulations applicable to the Company and impartially apply them to everyone.
Supervisory Responsibility
All Supervisors who have staff are to be alert to any violation of the policies described in this Employee Handbook or other policies and are responsible for 9 • providing fair compensation, benefit packages and good working conditions; • frank and open discussion of any problems and/or misunderstandings; and • promotions based on merit and ability, with preference given to those with greater length of service, if all other factors are equal.
MRG/IMEG Gives Back
At MARSHALL RETAIL GROUP/INMOTION we have a history of participating in philanthropic endeavors. Through product donation, volunteering or organizing acts of charity, it is our hope that we can give back in some small way to the communities in which we do business or the greater good overall.
Employment at Will
Employment with MARSHALL RETAIL GROUP/INMOTION is at-will (Unless otherwise defined by state law). Employees are free to resign at any time for any reason; however, proper advance notice is requested. Similarly, MARSHALL RETAIL GROUP/INMOTION is free to discharge or terminate an Employee with or without cause at any time.
The policies, procedures or benefits contained or referenced herein do not constitute an employment contract and are subject to change without notice to conform to federal or state laws, terms of benefits plans, or otherwise at the discretion of MARSHALL RETAIL GROUP/INMOTION .
No person of MARSHALL RETAIL GROUP/INMOTION is authorized to (i) promise, agree to, or enter into any contract of employment with, or make a contractual commitment or guarantee of permanent or continuing employment to, any Employee; or (ii) promise or agree on behalf of MARSHALL RETAIL GROUP/INMOTION to any limitation of an Employee’s right to resign or of MARSHALL RETAIL GROUP’s right to terminate employment at any time with or without reason, and with or without advance notice. In rare cases and exception may be made by the COO or CEO, who may make agreements so long as they are in writing.
If an Employee believes for whatever reason that (i) he or she cannot freely resign from employment with MARSHALL RETAIL GROUP/INMOTION; or (ii) MARSHALL RETAIL GROUP/INMOTION may not, because of some written or oral statement, representation, or promise made to the Employee, terminate his or her employment without reason or advance notice, he or she should immediately inform Human Resources, who will investigate the matter and clarify the parties’ relationship.
Failure to provide such notice constitutes an Employee’s acknowledgment and agreement to, employment on the terms and conditions stated in this Handbook and any other employment policies of MARSHALL RETAIL GROUP/INMOTION.
Item 3A - Page 279
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE SECTION D LABOR AND TRAINING PRACTICES: EMPLOYEE HANDBOOK 40 12
working for the Company. The Company prohibits all forms of harassment and discrimination based on Employee age, sex (including pregnancy), disability, history of disability or perceived disability, race, color, national origin, citizenship, religion, actual or perceived sexual orientation, gender identity or (transgender) expression (including use of pronouns), genetic information, military service or veteran status or any other category or characteristic protected by applicable law. Slurs, jokes, insults and other comments regarding any protected category/characteristic are inappropriate and violate MARSHALL RETAIL GROUP’s equal employment opportunity and harassment/discrimination policies.
One form of harassment, sexual harassment, includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of sexual nature by an Employee, customer or Supervisor when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. Sexual harassment also includes conduct of a sexual nature that unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive working environment, or otherwise adversely affects an individual’s employment opportunities.
Comments or conduct that might be perceived as offensive are to be strictly avoided. Examples of conduct that might constitute harassment include, but are not limited to, repeated offensive or unwelcome sexual flirtations, advances, or propositions; continued and/or repeated verbal abuse of a sexual or hostile nature, graphic verbal comments about an individual’s body; sexually degrading or hostile words used to describe an individual, the display in the workplace of sexually suggestive objects or pictures or sexually suggestive physical touching of another person, including but not limited to grabbing, groping, pinching, poking, fondling, caressing, kissing, hugging, stroking, brushing up against or bumping into another, or any other conduct that restricts another individual’s movements.
MARSHALL RETAIL GROUP/INMOTION is committed to providing a work environment that is free of discrimination. In keeping with this commitment, we maintain a strict policy prohibiting any kind of unlawful harassment, including but not limited to racial, sexual, ethnic or religious harassment. This policy prohibits such harassment in any form, such as verbal, physical, and visual harassment.
Some examples of sexual harassment include, but are not limited to:
a. Unwelcome sexual flirtations, advances or propositions b. Requests for sexual favors, offensive touching
c. Verbal abuse of a sexual nature
d. Graphic verbal comments about an individual's body
e. Using sexually degrading words to describe an individual f. The display in the workplace of sexually suggestive objects or pictures g. Unwelcome texts or emails of a sexual or provocative nature Examples of other types of harassment include, but are not limited to:
a. Using nicknames or derogatory terms pertaining to any ethnic, racial, religious, disability, sexual orientation, or age characteristics or stereotypes b. Racial, ethnic, age or religious jokes
c. Signs, magazines, calendars or bulletin board notices that are found to be offensive
d. Using any racial slurs
11 immediately addressing and correcting any violations or referring them to appropriate managers for resolution. All staff members, including those with supervisory responsibility, who are in violation of these provisions, are subject to disciplinary action including termination.
Supervisors at all levels of the organization are responsible for immediately addressing, correcting and documenting problems concerning equal employment opportunity, fair treatment of staff and other inappropriate conduct or behavior.
Supervisors will personally counsel staff to resolve problems and, when necessary, refer staff members to other sources for assistance.
Supervisors are encouraged to discuss any questions about the policies or their application to specific situations with staff of the Human Resources department.
Laws Regarding Employment
Equal Opportunity Employer
MARSHALL RETAIL GROUP/INMOTION works to prohibit discrimination and to assure fair and uniform treatment of applicants and Employees in all aspects of Human Resources administration. Applicants and Employees of MARSHALL RETAIL GROUP/INMOTION are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, NATIONAL ORIGIN, DISABILITY, MEMBERSHIP OR
NON-MEMBERSHIP IN EMPLOYMENT GROUPS, AGE, SEX, GENETIC
INFORMATION, VETERAN STATUS, ACTUAL OR PERCEIVED SEXUAL
ORIENTIATION (LGBQ), GENDER IDENTITY OR EXPRESSION
(TRANSGENDER INDIVIDUALS)
Employment decisions, subject to the legitimate business requirements of MARSHALL RETAIL GROUP, are based solely on the individual's qualifications, merit, and performance. Any Employee who feels they have been discriminated against may and should make a complaint to the Human Resources staff, the CEO, the President/COO or any member of the Executive Team. The Company is committed to both the philosophy and the practice of equal employment opportunity.
Americans With Disabilities Act
The Americans with Disabilities Act (ADA) requires employers to reasonably accommodate qualified individuals with disabilities. It is the policy of the Company to comply with all federal and state laws concerning the employment of persons with disabilities. It is Company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment.
Retaliation against anyone in response to an ADA request, complaint or investigation will not be tolerated. If you have any questions or concerns regarding the ADA, please feel free to contact our ADA Coordinator in the Human Resources office.
Prohibition of Harassment and Discrimination
The Company is committed to providing a work environment to all Employees that is free of discrimination and harassment. All Employees are expected to be sensitive to and respectful of their coworkers and others with whom they interact with while Item 3A - Page 280
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relative of such a person who is an Employee who makes a report of the type defined below in good faith.
TYPES OF REPORTS COVERED BY THE POLICY AGAINST RETALIATION The prohibition against retaliation applies to:
• The disclosure of information concerning conduct that the reporter believes is illegal or in violation of Company policies.
• The provision of information or testimony to, or the filing of a complaint initiating proceedings before, a duly constituted investigatory body of the Company.
• Disclosures made during performance review process.
• The filing of a good faith complaint or incident report with the Human Resources or Legal Department.
The types of retaliation that are prohibited include, but are not limited to:
• Intimidation
• Adverse actions with respect to the reporter's work assignments, salary, vacation, and other terms of employment
• Unlawful discrimination
• Termination of employment
• Adverse actions against a relative of the reporter who is also a Company Employee
• Threats of any of the above
Job Duties
Your job duties and responsibilities have been developed consistent with the needs of the Company as well as good management procedures. When scheduling, our first responsibility is to our customers, both internal and external. We must be ready to meet any need they may have, and we must remain flexible to adapt to changing situations.
Most of the time, your job duties will remain essentially the same; however, from time to time you may be asked to perform job duties other than your regular job and when those situations occur, you are expected to cooperate. Management reserves the right to assign work to Employees as necessary to meet the goals, objectives and business needs of the Company.
Job Descriptions
The Executive Team requires job descriptions for all Company positions. Properly written job descriptions provide a summary of the purpose, essential duties, responsibilities and requirements of a particular position. They assist in communicating with prospective and new Employees, hiring and promotion decisions and relating performance expectations. They also help establish a clearer definition of the function and role of a job within the Company.
Each Employee is to have on file with Human Resources a fully completed version of their job description.
13 Any Employee who believes he or she has been harassed by a coworker, customer, vendor, Supervisor, or other agent of MARSHALL RETAIL GROUP/INMOTION should promptly report the facts of the incident or incidents and the names of the individuals involved to his or her Supervisor or to any other member of management.
In addition, the Company has designated the MARSHALL RETAIL GROUP/INMOTION VP, Human Resources to receive such complaints. An Employee should not hesitate to contact any of these people if the Employee believes harassment has occurred.
There is no “chain of command” to follow in bringing forth a complaint of harassment or discrimination. It is not necessary for an Employee to first report a complaint to his/her/their Supervisor. Employees are encouraged to report complaints to a management official with whom the Employee feels comfortable. Employees will not be disciplined or otherwise treated unfavorably if they bypass any particular individual in raising a complaint under this policy.
Please do not assume that the Company is aware of your problem. Please bring any complaints and concerns to our attention so that we can promptly resolve them.
Internal investigations of harassment allegations shall be conducted by the MARSHALL RETAIL GROUP/INMOTION VP, Human Resources confidentially, to the extent possible. Any Supervisor or other Employee who is found, after appropriate investigation, to have engaged in prohibited harassment of another Employee will be subject to appropriate disciplinary action, up to and including termination.
If you have any questions concerning this policy, please feel free to contact management at your convenience. The MARSHALL RETAIL GROUP/INMOTION VP, Human Resources has her cellphone number listed at the end of this Handbook.
Remedies
A. Any Employee who feels that he/she/they is a victim of discrimination, harassment or sexual harassment should immediately report the matter to the VP, Human Resources.
B. The Company’s Human Resources Department shall immediately investigate the complaint in a prompt, thorough and impartial manner, preserving confidentiality to the maximum extent possible. The Department Head, after consultation with Human Resources, may place any involved Employee on administrative leave with pay until completion of the investigation. Department Heads may also contact the Legal Department as they deem necessary or prudent. The VP, Human Resources shall notify the C-Suite of the results of its investigation. If a policy violation is found, the Department Head in whose department it occurred shall promptly do whatever is necessary to prevent the misconduct from recurring and take appropriate disciplinary measures.
Prohibition against Retaliation
In many instances, the Company must rely on an individual to report situations where it appears that a member or members of the Company community are not complying with applicable law or policy. A major deterrent to such reporting is the fear that the person or persons against whom the report is made will retaliate against the person making the report. The purpose of this policy is to clearly articulate that the Company prohibits retaliation against those who make bona fide reports of possible non-compliance or violations of policy.
MARSHALL RETAIL GROUP/INMOTION staff shall not intimidate or take retaliatory action, as defined below, against any member of the Company community or a Item 3A - Page 281
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Customer Service Expectations
The continued success of MARSHALL RETAIL GROUP/INMOTION depends on the positive attitude and effort of each Employee. Maintaining a reputation for quality, integrity, service, courtesy and customer satisfaction is our primary objective. In your contacts with our guests, you represent the entire MARSHALL RETAIL GROUP/INMOTION as far as they are concerned.
Our reputation is in your hands. Your actions and your attitudes can strengthen each of us or can quickly turn guests or other Employees against us. We have everything to gain by being courteous, neat, friendly, dignified, and helpful, and everything to lose by being discourteous, unfriendly, and unhelpful. If just once we fail to serve our guests well, our reputation will suffer.
No matter what type of work you perform, it is important and vital to our basic objective of providing quality service to our Employees and guests.
Being Present and On Time
In order for our Company to operate satisfactorily, it is important for Employees to be present and on time every day.
Although you may be hired for a particular schedule, shift, or a particular store, management reserves the right to transfer Employees to a different schedule, shift, or a different store/workplace at its sole discretion as operational needs or other business factors may require.
Attendance and Punctuality
Regular attendance and punctuality are important factors in doing your job well and are an essential requirement for continued employment. Absences/tardiness cause additional work for fellow Employees and make it difficult to maintain the Company’s high standard of operation. Therefore, it is expected that absences will occur infrequently and only when absolutely necessary. If, for any reason, you are unable to be present and/or on time, you must personally speak to your Supervisor to request permission to be absent or late. You must do at least 30 minutes prior to starting time so that work adjustments can be made (text messages are not acceptable). If you are unable to report to work because of an emergency, please notify your Supervisor at the earliest possible time. You are required to call in at least 30 minutes prior to your scheduled arrival time and request permission daily unless it is a serious emergency. Calls placed by others are not acceptable.
You are responsible for contacting your Supervisor personally unless you are incapacitated such that you are unable to speak. In that event you MUST have a family member, or other, contact your Supervisor by phone. Emails, texts and voice messages are not the correct means of notification. If you must use one of these means, do so, but ALSO call your Supervisor. If you cannot reach your Supervisor, contact the HR Department. If permission to be late or absent is granted, you must personally ensure your payroll records reflect this time off. You may not clock in or out or document timecards for another Employee, nor may you ask another Employee to do so for you. This is a terminable offense.
If you are absent for 2 days without calling in properly, you will be deemed to have voluntarily quit.
If you miss three consecutive days due to illness you may be required to provide a Dr.’s note to your manager.
All absences will be tracked by your Supervisor.
15 Personnel Files
The Human Resources Department maintains personnel records on all Employees.
Past Employee records are maintained for at least five years from date of separation. Personnel records are the property of the Company. Employees may request information to be included in their records.
An Employee’s personnel records are available to the Employee, the appropriate Department Head, and the Company’s HR Department.
Each staff member is responsible for recording and reporting clear, accurate, and honest information on reports, expense accounts, time sheets, and other business records. MARSHALL RETAIL GROUP’s books and records must accurately and fairly reflect transactions in reasonable detail and internal accounting controls must provide reasonable assurance that: • Accurate records of assets are maintained to safeguard against loss from unauthorized use or disposition; • Financial statements are prepared from reliable information; • No false or misleading entries are included; • No undisclosed, unrecorded, or unapproved fund or asset is established; • No payment or approval for payment is made for any use other than that specifically described by documentation supporting the payment.
Removal of Company records, documents, equipment, or other property belonging to MARSHALL RETAIL GROUP/INMOTION without express prior written consent of your Supervisor is prohibited. Failure to comply with this policy may result in disciplinary action, up to and including termination.
Work Standards
All Supervisors are expected to maintain high standards of productivity, cooperation, attendance, efficiency, and economy in their work for the Company. Supervisors will organize and direct the work of their staff to achieve these results.
Along with the advantages and opportunities offered by our Company go certain responsibilities - obligations that you are expected to meet. As an Employee, your most important responsibility, of course, is to do a good job on the work which is assigned to you. It is important to respect your Supervisor's experience, listen to instructions, and carry them out promptly and cheerfully. However, if you have concerns you may contact your circle of five at any time prior to performing task you feel are illegal.
Doing a good job also implies certain obligations on your part, such as maintaining mental alertness, excellent hygiene, using good judgment, being prompt and consistent in your attendance and cooperating with your fellow workers. You are the face of MARSHALL RETAIL GROUP/INMOTION and what you say can do much to shape others’ impression of it.
If work habits, behavior, attendance, performance and/or productivity of a staff member falls below an acceptable level of performance, the Supervisor shall address the deficiencies at the earliest possible opportunity. Counseling and warning the Employee in sufficient time for improvement ordinarily should precede formal disciplinary action, but nothing can nor will prevent immediate formal action when management deems it is in the best interest of the Company.
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Clothes are important and help create the first impression you make on our visitors.
First impressions are likely to be lasting. Neat, orderly dress creates a feeling of confidence in the visitor as well as the wearer. We want to present our stores as a stylish and professional place to shop. Please wear slacks, khaki pants, dressy capris, dresses, skirts, blouses, shirts, sweaters, collared shirts, jewelry, simple makeup, fashionable shoes, loafers, boots, sandals, etc.
Avoid T-shirts, clothing with inappropriate wording or pictures/words that could be potentially offensive, sheer clothing, spaghetti straps or strapless tops or dresses, tops with inappropriate wording, pictures or offensive words, exaggerated personal accessories, rubber flip flops, slippers, shorts, jeans, cargo pants, sweatpants, exercise pants, overalls, or any athletic style of clothing, etc. Suggestive, provocative and skimpy clothing is not acceptable. Even if we sell it in the store, it may not be work appropriate. All clothing is to be clean. Sayings, rips, patches etc. on clothing are fine as long as the design is tactful, and any markings are intentional from the designer. Raggedy clothes are not acceptable.
• Uniform Stores
Some of our stores require uniform shirts and they will be provided for all positions requiring them. They are to be returned at the end of your employment.
In stores requiring uniform shirts, many are specific in the types of slacks one can wear. Please check with your Store Manager for the requirements. But always wear fashionable shoes, loafers, boots, sandals, nice tennis shoes, etc. Always remember to make sure your shoes are comfortable enough to maintain the standards of our stores by standing for long periods of time.
Avoid clothing with inappropriate wording or pictures/words that could be potentially offensive, sheer clothing, spaghetti straps or strapless tops or dresses, tops with inappropriate wording, pictures or offensive words, exaggerated personal accessories, rubber flip flops, slippers, shorts, sweatpants, exercise pants, overalls, or any athletic style of clothing, etc. Suggestive, provocative and skimpy clothing is not acceptable. Even if we sell it in the store, it may not be work appropriate. All clothing is to be clean. Raggedy clothes are not acceptable.
Uniform shirts should not be worn outside of work for non-work-related uses or recreational activities.
• Distribution Center
The temperature in the DC is not regulated and will fluctuate dramatically during the year. The comfort and safety of our DC Employees is paramount. Therefore, we allow: jackets, hoodies, fingerless gloves, jeans, khaki pants, capris, jeans, longer shorts (not to be more than 4 inches above the knee), work pants, blouses, shirts, sweaters, golf type shirts, T shirts, tank tops that don’t have spaghetti straps, leather shoes, boots, athletic shoes, baseball hats, knit caps, etc.
Avoid clothing with inappropriate wording or pictures/words that could be potentially offensive, sheer clothing, spaghetti straps or strapless tops or dresses, tops with inappropriate wording, pictures or offensive words, exaggerated personal accessories, shorts, etc. Suggestive, provocative and skimpy clothing is not acceptable. All clothing is to be clean. Sayings, rips, patches etc. on clothing are fine as long as the design is tactful and any markings are intentional from the designer. Raggedy clothes are not acceptable.
Please note that shoes must be closed toed at all times. We have found that loose long hair and certain pieces of jewelry may be a safety hazard. For this reason, in certain positions, loose long hair and jewelry may not be permitted. Please ask your manager.
17 Repeated tardiness and/or excessive absenteeism may result in disciplinary action, up to and including termination.
If you work in a store, it is preferred that you try to contact other Employees to work your shift in your absence. However, this is not a mandate.
On-Call Status
We do not have an On-Call Status program at the Company.
Identification Badges
Airport or property-issued identification badges are issued but are not the property of the Employee. Lost or stolen badges should be reported to Store Management and Human Resources ASAP.
Employees may be required to temporarily surrender their badges to their Department Head or Supervisor for disciplinary reasons. All Employees must surrender their identification badges to their Supervisor or HR when employment is separated or in the event an extended leave of absence is granted.
If badges are not returned promptly once requested, port authority, local, state or federal authorities will be notified. There can be consequences for not returning this property.
Sensitive Nature of Our Work
During the course of your employment with MARSHALL RETAIL GROUP, you may have access to information of a highly sensitive and confidential nature. As an Employee of MARSHALL RETAIL GROUP, you are in a position of trust and you have an obligation to this Company to see that the sensitivity of this information is strictly maintained and protected. Unauthorized use or disclosure, even if inadvertent, compromises both you and the Company, seriously erodes public confidence and could even be a criminal offense. You may not use your position or Company information for personal purposes.
Personal Appearance & Dress Code
MARSHALL RETAIL GROUP/INMOTION is made up of several different entities, with different requirements when it comes to the dress code for Employees.
Appearance
Employees in every position are expected to maintain good personal hygiene during all working hours. Hair and facial hair should be clean, combed and neat.
Employees should refrain from wearing strong colognes or perfumes or from smelling of smoke. These scents may be offensive to others and may exacerbate any illness or sensitivity they may have. Body modification that may be offensive to the public, including excessive visible body piercings and/or tattoos may have to be covered. Please keep all things in moderation when dealing with makeup, fingernail length/polish/art, jewelry, etc.
Dress code
Each area of MARSHALL RETAIL GROUP/INMOTION has very different requirements. Please read the section that applies to you below. They may look the same but have different elements.
• Non-Uniform Stores
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MARSHALL RETAIL GROUP/INMOTION does not object to your making or receiving an occasional personal call in an emergency, but - keep it brief. Excessive use of MARSHALL RETAIL GROUP/INMOTION phones and/or personal cell phones for your personal use will not be tolerated during working time.
Personal Cell phones should only be used during work hours in emergency situations. Abuse of telephone privileges may result in disciplinary action, up to and including termination. Also bear in mind that cell phones are prohibited on Store Floors and in the Distribution center unless specifically preapproved by management.
Home Office Access
In order to protect all staff members and visitors; building access is limited. All visitors are to enter through the appropriate door. Visitors must sign in with the reception desk and wear a badge. Propping doors open, unlocking doors in un- staffed areas and/or allowing visitors to enter and/or wander unescorted through the building(s) are examples of inappropriate behaviors that may put others at risk.
Reach out to visitors, ask if you can assist them and, when possible, accompany them to their destination. If anything seems amiss, please report it to your Department Head, HR, or Loss Prevention.
Any Company Employee to whom a key is given is responsible for proper use of that key. A lost or misplaced key must be reported immediately to your Department Head. Never duplicate or loan a key to anyone for any reason. See your Department Manager if you need another key.
Unexpected Closures
Your safety is paramount to the Company.
The CEO or his/her/their designee has the authority to direct all Employees to leave work or not to report to work in the event of emergency situations such as: inclement weather, power outages, acts of terror, shutdowns, accidents, etc.
All Full Time, Hourly Employees who have worked at least 50% of their scheduled shift and are instructed to leave due to these types of emergencies will be paid for the remaining hours of their scheduled shift. Any FT or PT hourly Employee who doesn’t meet this requirement will be offered the following options: they may be able to make up the hours within the same pay WEEK, in accordance with the Fair Labor Standards Act and Wage and Hour Regulations; they may request to use their PTO for missed hours; or they may leave these hours as unpaid time. *Unless otherwise mandated by state or local ordinance.
Employee Policies
Tobacco Use and Smoking Policy
In order to create a more pleasant working environment and to promote good health, MARSHALL RETAIL GROUP/INMOTION has instituted a no smoking policy throughout the Company. Employees may not smoke inside the Company buildings at any time. Airport, local and state laws must be followed at all times Smoking is permitted only on exterior grounds of the Company in designated areas.
Employees using a Company vehicle may not smoke in or around the vehicle.
Tobacco use of any kind, Chewing Tobacco and Electronic Cigarettes or Vaporizers, are prohibited inside all MARSHALL RETAIL GROUP/INMOTION facilities.
Vaporizers of any sort are not permitted whether or not they contain tobacco. 19 • Corporate Office
In the office, the atmosphere is business casual. Business casual includes slacks, khaki pants, capris, nice jeans, leggings, dresses, skirts, blouses, shirts, sweaters, men’s collared shirts, fashionable shoes, loafers, boots, sandals, athletic shoes, longer shorts (not to be more than 4 inches above the knee), etc. Jewelry and make-up should be in good taste and moderation.
Don’t let the word casual mislead you. You still need to look professional. And there are times when an Employee will be required to dress more professionally, depending on meetings or events.
Avoid clothing with inappropriate wording or pictures/words that could be potentially offensive, sheer clothing, spaghetti straps or strapless tops or dresses, tops with inappropriate wording, pictures or offensive words, exaggerated personal accessories, rubber flip flops, slippers, shorts, sweatpants, exercise pants, overalls, or any athletic style of clothing, etc. Suggestive, provocative and skimpy clothing is not acceptable. Even if we sell it in our stores, it may not be work appropriate. All clothing is to be clean. Sayings, patches etc. on clothing are fine as long as the design is tactful, and any markings are intentional from the designer. Raggedy clothes are not acceptable.
If a manager feels your dress or appearance is inappropriate for any reason, you may be asked to go home and change before being allowed to work.
Repeated inappropriate dress, like inappropriate conduct, may result in disciplinary action, up to and including termination.
Good Housekeeping
One indication of a good Employee is the condition and appearance of his/her/their work area. Orderliness in your work area reduces accidents, reduces fire hazards, adds to the efficiency of your work, improves the quality of our service and portrays a favorable image to our visitors. We can all help by placing trash and refuse in the containers provided and by applying a few simple rules of cleanliness. It is everyone's responsibility to help keep MARSHALL RETAIL GROUP/INMOTION facilities clean and in good order. Repeated untidiness can result in disciplinary action, up to and including termination.
Our professional appearance is enhanced when: • Countertops, cash wraps, desks and credenzas are cleared at the end of each day. • Work areas are kept neat and orderly during working hours. • Files, printouts, ledgers, binders, books and other work and reference materials are returned to their proper location after use. • The kitchen area(s) is kept neat and clean. • We do not allow candles in any of our workplaces. • We do not allow space heaters nor personal refrigerators on any property.
Telephone Courtesy
The telephone is one of our most important pieces of equipment. The way in which you answer or use the telephone has a great impact on our customer relations and our services to the public. When you answer the telephone, you are always expected to use a pleasant and friendly voice and project a willing-to-please attitude.
You are never to be discourteous or short tempered while conducting Company business.
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c. The applicant will be informed that if the test is positive, he/she/they will be able to explain any medication being taken to an independent Medical Review Officer (MRO) prior to any decision being made. Upon request by the MRO, the applicant shall be required to furnish appropriate medical documentation to the MRO evidencing the prescribed nature of any medication in issue. d. In the absence of an acceptable explanation following a positive test result, the applicant will not be employed. To the extent the applicant has already commenced employment for the Company, the individual will be terminated. e. Applicants may have the same sample tested again at their own expense if they feel there was an error made by the lab. If there was a lab error that results in the applicant being allowed to work at MARSHALL RETAIL GROUP, MARSHALL RETAIL GROUP/INMOTION will reimburse the applicant after three months of employment.
Reasonable Suspicion Testing:
1. When the Company has a reasonable suspicion that an Employee is intoxicated or under the influence of drugs and/or alcohol, a test may be conducted immediately. The following are examples of reasonable suspicion: (These examples are not intended to be all inclusive)
a. Reliable reports of drug or alcohol use are received from police, customers, other Employees, or other individuals.
b. Observation of an Employee that suggests doubt as to his/her/their fitness for duty.
c. Rule violations that create a dangerous situation.
d. Observation by a Supervisor of an Employee who exhibiting slurred speech, alcohol on breath, glassy eyes, unsteady gait, unexplained change in personality, etc. The symptoms of influence and/or impairment are not confined to those consistent with misbehavior or to obvious impairment of physical or mental abilities such as set out above.
e. Work-related injury, regardless of severity.
g. Accident or safety-related incidents of any kind while in a Company vehicle or while on Company property.
Post-Accident Testing:
1. An Employee who is involved in an accident at work which involved property and/or persons may be required to submit to blood and/or urine testing. Any other Employees involved may also be required to submit to testing. a. A supervisor or designated representative may escort the Employee to the collection location and will then assist the Employee in obtaining medical care. b. An Employee who is seriously injured and cannot provide the required specimen immediately after the accident must provide the necessary authorization for obtaining hospital or other medical records or other documents that would indicate whether there were any drugs or alcohol in his or her system. c. If the test results are negative, the Employee shall continue in his or her former
position with pay for lost time, if applicable.
21 Drugs and Alcohol in the Workplace
The Company promotes a drug-free workplace and reserves the right to test Employees for substance abuse at any time and from time to time. Testing may be done: if an Employee is in any way involved in an accident that involves property and/or persons, OR if an Employee exhibits possible symptoms of alcohol/drug impairment. Employees who test positive are subject to disciplinary action, up to and including termination. Employees who refuse a requested alcohol or drug test are also subject to termination.
The manufacturing, distribution, dispensing, or possession and/or use of alcohol, illegal drugs, or any illegal controlled substance on Company property or in Company vehicles are ABSOLUTELY PROHIBITED. Employees who report to work under the influence of alcohol, illegal drugs, or any controlled substance, or Employees who are in possession of alcohol, illegal drugs, or any controlled substance on the job, will be subject to disciplinary action, up to and including termination, as well as arrest.
While the use of marijuana for medical and recreational uses has been legalized under the law for several of the states in which we do business, it remains an illegal drug under federal law and its use if impacts the workplace is prohibited by this policy.
There may be company sponsored events in which alcoholic beverages are allowed.
However, the company expects the amount of consumption to be limited and for employees to conduct themselves in a professional way at all times.
Employees who are required to take prescription drugs are responsible to ensure that such usage will not impair judgment or the ability to perform job functions.
Abuse of prescription drugs will not be tolerated and may result in disciplinary action, up to and including termination.
A positive test result may disqualify an Employee from receiving certain Workers' Compensation benefits.
The Company reserves the right to conduct an investigation for alcoholic products, illegal drugs and controlled substances. This includes the search of offices, desks, lockers, file cabinets and other property of the Company at any time without notice.
In addition, Employee belongings such as packages, lunch boxes, bags, purses and cars on Company premises may also be subjected to search.
In order to assure compliance with the Company's prohibition concerning alcohol and drug use and as a condition of continued employment, Employees are required to cooperate in drug and/or alcohol substance abuse testing procedures. Any Employee who refuses to promptly cooperate in any aspect of the drug and alcohol testing process described in this policy shall be immediately suspended and is subject to discipline, up to and including termination.
Urine, blood, hair, or other methods of testing Employees may be conducted in accordance with the following:
Pre-Employment Testing: 1. Depending on the location, offers of employment will be contingent upon the applicant submitting to hair or urine testing in accordance with this policy. a. All applicants who refuse to submit to pre-employment testing when requested or refuse to sign the Company's drug testing consent form, will not be employed. b. All specimens will be obtained from the Employee by an authorized individual.
The specimen obtained will be identified and tested by a competent laboratory.
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business. An Employee may file a complaint with the VP, Human Resources, the Supervisor or Department Head.
Depending on the circumstances, some situations may require that the accused Employee be removed from work during the time a thorough investigation of the alleged incident takes place. Assaultive behavior calls for the proper steps to be taken with disciplinary action, up to and including termination. Any Employee or visitor that witnesses, hears, or is the subject of any direct or overt violence is to report the incident to their immediate Supervisor or the Vice President of Human Resources immediately.
Bullying Policy
MARSHALL RETAIL GROUP/INMOTION defines bullying as: • Repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment. • Aggressive behavior that is intentional and involves an imbalance of power or strength
• Intentional, repeated hurtful acts, gossip, words or other behavior, such as name calling, threatening and/or shunning committed by one or more persons against another, or aggressive or intimidating behavior that is not provoked by the target or targets
Bullying may be intentional or unintentional. However, it must be noted that when an allegation of bullying is made, the intention of the alleged bully is irrelevant, and will not be given consideration when deciding upon discipline. It is the effect of the behavior on the individual that is important. MARSHALL RETAIL GROUP/INMOTION considers the following types of behavior some examples of bullying: • Verbal bullying: Slandering, ridiculing or maligning a person or his or her family; persistent name calling that is hurtful, insulting or humiliating; using a person as butt of jokes; abusive and offensive remarks. This includes using MRG/IMEG equipment or social medial sites to do the same. • Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault, damage to a person’s work area or property. • Gesture bullying: Nonverbal threatening gestures or expressions that can convey threatening messages.
• Exclusion: Socially or physically excluding, ignoring, or disregarding a person in work-related activities.
In addition, the following may constitute or contribute to bullying in the workplace:
• Persistent singling out of one person. • Shouting or raising voice at an individual in public or in private. • Using verbal or obscene gestures. • Not allowing the person to speak or express himself/herself (i.e., ignoring or interrupting).
• Personal insults and use of offensive nicknames. • Public humiliation in any form. • Constant criticism on matters unrelated or minimally related to the person’s job performance or description.
• Ignoring or interrupting an individual at meetings. • Public reprimands. • Repeatedly accusing someone of errors that cannot be documented. 23 d. If the test results are confirmed positive, the Company will, as permitted by law, deny the Employee any worker's compensation benefits, and the Employee will remain on suspension pending investigation.
Every Employee required to submit to testing pursuant to this policy will be suspended pending investigation. If the results of the test are negative for drugs and alcohol, the Employee may receive pay for the period of the suspension. An Employee required to submit to a blood, urine, hair, or other specimen for testing shall be informed by a designated Company official of the reason why he/she/they is being requested to submit a specimen and be given the opportunity to make a written statement explaining the circumstances involved.
Company Search Policy
The Company reserves the right to conduct an investigation for illegal drugs, alcoholic beverages, controlled substances, contraband, weapons, missing property or other suspected rule or policy violations. When that occurs, it may become necessary to conduct a search of an Employee's working area and Employee possessions and belongings. It must be understood that offices, desks, lockers, and file cabinets are the property of the Company and are subject to search by the Company at any time without notice. In addition, with probable cause, Employee packages, lunch boxes, bags and cars are subject to search while they are on Company premises.
Employees are expected to comply with this policy and cooperate with Company investigations, including Employee searches. Employees who do not cooperate will be subject to disciplinary action, up to and including termination of employment.
If the Company conducts an investigation which involves an Employee search, this does not imply that any individual Employee is guilty of anything. It is simply an investigation to determine, for example, if any person is in unauthorized possession of Company property, the property of another Employee, visitor or other person, illegal drugs, alcoholic beverages, controlled substances, contraband or illegal weapons. It is not the intention of this policy to embarrass or humiliate anyone, but simply to protect all of us and help make the workplace safer and more comfortable.
Human Resources and/or the Department Head must be involved prior to search.
Non-Violence Policy
The Company has a commitment to providing a safe environment for staff members, customers, visitors, and guests. MARSHALL RETAIL GROUP/INMOTION will have absolutely no tolerance for threatened or actual violence against persons or property, intimidation or combative behavior in the workplace, including MARSHALL RETAIL GROUP/INMOTION premises and MARSHALL RETAIL
GROUP/INMOTION functions. Any display or threat of violence in the workplace will subject a staff member to disciplinary actions, which may include termination of employment. Violence is defined to include, but is not limited to, physically harming another, shoving, pushing, harassment, intimidation, coercing, brandishing weapons, explosives or items used as weapons and threats or talk of violence. Staff members are to communicate to their Supervisor or directly to Human Resources any concerns or incidents that might suggest threats of possible harm or violations of this policy.
It is the policy of MARSHALL RETAIL GROUP/INMOTION to fully investigate and act, accordingly, including but not limited to, filing the appropriate police report and terminating the employment of any Employee who engages in direct or overt actions of violence towards any other Employee, guest, or visitor. In addition, the Company will assist Employees in reporting any direct or overt actions of violence against them conducted by non-Employees which happen during the course of Item 3A - Page 286
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This policy also covers email chains from or to Company email addresses.
Fraternization Policy
MARSHALL RETAIL GROUP/INMOTION realizes that personal relationships or relationships of a romantic nature may develop between coworkers and has established guidelines for such relationships. Employees who are engaged in a personal relationship should refrain from personal conduct on Company premises that create tension with coworkers or cause other Employees to feel uncomfortable or offended. Romantic relationships between Supervisors and subordinates are prohibited.
It is the Company’s policy that dating between Employees in a Supervisor/Employee relationship is prohibited due to the negative effects on morale and the appearance of conflicts of interest and/or favoritism. If a romantic or sexual relationship between a Supervisor/manager and an Employee should develop, it shall be the responsibility and mandatory obligation of the Supervisor/manager and the Employee to promptly disclose the existence of the relationship to the VP, Human Resources. If such a relationship already exists at the release date of this Handbook, the parties involved must report the relationship immediately.
Upon being informed or learning of the existence of such a relationship, the Company’s Management will take all steps that it, in its discretion, deems appropriate. The Employees involved may be given the option of terminating their relationship or resigning the employment of one or both parties or other feasible alternative. Any situations of this nature will be handled on a case-by-case basis.
Employment of Relatives - Nepotism
The Company may hire relatives or employees who are qualified for certain jobs.
MARSHALL RETAIL GROUP/INMOTION will ensure fair and equitable employment based on qualifications and merit. To reduce perceived or actual conflicts, certain restrictions apply to the hiring of relatives except as prohibited by state and local laws.
No Supervisor within a department may manage or supervise an individual who is related to the Supervisor by either marriage or blood.
Should a relative be hired or should an employee marry another employee, the following guidelines apply: • A relative may not directly or indirectly supervise or be supervised by the other relative. • A relative may not be hired for a position that audits, verifies, receives, or is entrusted with monies received or handled by the other relative. • Relatives may not work in a department that handles confidential matters including payroll, employee records and company financials. • If, for any reason, an inter-office relation conflicts with the business, the Company reserves the right to address the issue with the parties involved.
For the purposes of this policy, a relative includes but is not limited to the employee's spouse, partner, parent, step-parent (or a similar category of a step or half family member or in-laws), child, stepchild, sibling, aunt, uncle, cousin, niece, nephew, grandparent, grandchild or any member of the employee's household. The Company may decide to separate roommates depending on the location and the duties.
Any questions of nepotism must be cleared by Company Legal or Human Resources.
25 • Deliberately interfering with mail and other communications. • Spreading rumors and gossip regarding individuals. • Encouraging others to disregard a supervisor’s instructions. • Sabotaging or manipulating the ability of someone to do his or her work (e.g., overloading, under loading, withholding information or resources, assigning meaningless tasks, setting deadlines that cannot be met, giving deliberately ambiguous instructions).
• Inflicting menial tasks not in keeping with the normal responsibilities of the job.
• Taking credit for another person’s ideas. • Refusing reasonable requests for leave in the absence of work -related
reasons not to grant leave.
• Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.
• Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s property (defacing or marking up property).
Cell Phone Policy
MARSHALL RETAIL GROUP/INMOTION recognizes that certain exempt positions require Employees to conduct business while traveling, therefore requiring Employees to communicate via telephone. The Company encourages safe usage of a cell phone. At no time should a cell phone be used for Company business while driving a motor vehicle unless you have proper “hands free” equipment. Studies have shown that people using cell phones while driving are as dangerous as drunk drivers. Therefore, unless one has hands-free equipment, our Employees may not make or receive a cell phone call while they are operating a vehicle. If you need to make or receive a call, pull over to a safe location and stop before using your phone.
Cell phones are not allowed on the sales floor or on the Distribution Center unless specific permission is given. Cell phones are not to be used during working hours in the Home Office. They can be used on breaks and lunch hours. Watching videos is prohibited. Listening to music with ear buds is not permissible unless you have permission from your supervisor. Our role is to focus on work during work hours.
No Solicitation Policy
Employees may engage in solicitation of other Employees only during the time they are not working and the person to whom they are talking is not working. This time includes only meal periods, break times, and time before and after work. Employees may not solicit when they are supposed to be working or when the person to whom they are talking is supposed to be working. In addition, Employees may not solicit co-workers who do not wish to be bothered and Employees may never solicit visitors other than for Company business.
Remember, the break areas belong to us all and one must always exercise courtesy, good taste and consideration for others. Bulletin/notification boards hung in public areas are reserved for Company business and related announcements only. No personal, private, or non-Company notices are allowed under any circumstances. Notices may be distributed during nonworking times, but only under the guidelines already discussed in non-working areas.
This no solicitation policy includes activities such as collecting funds for religious, fraternal, social or other groups, sale of personal items, asking for personal loans and solicitations for attendance at non-Company related events.
No solicitation is ever permitted by non-Employees on any of MARSHALL RETAIL GROUP’s premises.
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considered a reason for poor performance, absenteeism, tardiness or refusal to work overtime.
It is expected that each full-time Employee will devote his/her/their primary time and energy to the service of the Company.
Other Outside Activities
Employees should avoid outside activities that would have a negative impact on their job performance with the Company or conflict with their obligations to the Company. Such actions might include, among other things:
1. For an Employee to serve as an officer, director, Employee, or consultant of, or receive income from, any enterprise doing business with or competing with the Company or any of its subsidiaries, or seeking to do so, unless the relationship has been fully disclosed and approved in writing by the CEO, COO/President and the CFO of the Company.
2. For an Employee to accept compensation from outsiders for services or time for which he or she is being paid by the Company or its subsidiaries, unless the relationship has been fully disclosed and approved in writing by the CEO, COO/President and the CFO of the Company.
3. For any member of management, any Employee or the immediate family of such a member or Employee, to hold any interest in any organization furnishing services, facilities or materials to the Company or any of its subsidiaries.
Conflict of Interest
No Employee, regardless of position, can have any personal interest outside the Company that could conflict or appears to conflict with the interests of the Company or its shareholders. Conflicts of interest may arise when an Employee is in a position where he or she can use the Company connection for personal or family gain apart from normal compensation provided through employment. It is not possible to name all of the situations in which possible conflicts might arise. These examples are not all inclusive.
Competitive Practices
Collaboration with competitors in violation of the law on such things as pricing, production, marketing, inventories, product development, sales territories and goals, market studies and proprietary of confidential information is prohibited.
As a competitor in the marketplace, we continually seek economic knowledge about our competition. However, we will not engage in illegal or improper acts to acquire a competitor’s trade secrets, customer lists, or information about competitor facilities, technical developments or operations.
Use of Corporate Funds and Assets
The assets of the Company are much more than our physical locations, equipment, merchandise or corporate funds. They include technologies and concepts, business strategies and plans, as well as information about our business.
These assets may not be improperly used to provide personal gain for Employees, nor may Employees permit others to use Company assets such as people, materials, or equipment for personal purposes.
Personal Financial Gain
Employees should avoid any outside financial interest that could influence their work-related decisions or actions. Such actions could include, among other things:
27 Contracts
No Employee has the authority to enter into, or to alter, any contract on behalf of the Company without the express consent of the Executive Team. Employees, therefore, must incur no unauthorized expense on the part of the Company, or obligate the Company in any way without the prior written approval of the Executive Team.
Acceptance of Gifts and Gratuities
At MARSHALL RETAIL GROUP, we are proud of the professional and personal service that we give each of our customers, vendors, and suppliers. We want to offer all of the people we do business with the same service without preferential treatment to anyone. For this reason, Employees may not accept gratuities or gifts of any kind from visitors, vendors or suppliers to influence their actions as Employees.
It is the policy of MARSHALL RETAIL GROUP/INMOTION that all gifts, favors and honorariums will be reported to the Employee’s immediate Supervisor.
Personal gifts or favors of nominal value (excluding Tips) may be accepted; however, they must be reported to your immediate Supervisor. The Supervisor will use his/her/their discretion to determine if the gift should be returned, kept by the recipient, or shared by the team or staff. In general, a gift of $50.00 or less is considered nominal value.
Employees who receive a gift or favor from a vendor should report the gift to their Supervisor. Failure to report receipt of gifts or favors shall be grounds for disciplinary action.
Under no circumstances should an Employee ever solicit a gratuity, gift or loan from a customer, guest, vendor, or supplier on behalf of the Company or for personal use.
Employees may not encourage or solicit directly or indirectly entertainment from any individual or organization with whom the Company does business. From time to time, Employees may offer and/or accept entertainment but only if the entertainment is reasonable, occurs infrequently and does not involve lavish expenditures (i.e., sporting events, lunches, Christmas parties are acceptable.) Any entertainment, free trip, holiday, or vacation, provided to a Company Employee by a supplier or prospective supplier other than normal business lunches or dinners are to be approved in advance by the CEO, COO/President and the CFO. Any appearance of impropriety is to be carefully avoided.
Outside Work and Employment
The Company realizes that it is sometimes necessary for Employees to work secondary jobs, attend school/classes, or engage in other outside activities. Please remember that your first obligation is to the Company, including regular work hours as well as any meeting requiring your attendance.
You must be sure that any outside employment or activities:
• will not create a scheduling problem
• will not be a conflict of interest
• will not affect your job performance
In the event an Employee is compelled to work at another job, the other job must not conflict with the Company’s business. Examples of outside employment which would be considered to be a conflict are any retail establishment offering goods or services similar to those offered by the Company, i.e., men’s, ladies or children’s clothing, handbags, shoes, accessories and/or sundries. Outside employment job responsibilities or schedules are not to interfere with the Employee’s performance of duties for the Company. Outside employment and/or other activities are not Item 3A - Page 288
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• Texts – mobile phone messaging services, such as SMS (Short Message Service) and MMS (Multimedia Messaging Service).
• Internet Forums/Message Boards – online discussion sites, such as Yahoo! Message Boards.
• Podcasts – digital audio or video files available for download on the Internet, commercial applications include Apple iTunes, Microsoft Zune, Juice and Winamp.
• Content Communities – audio, video and photograph-sharing sites, such as YouTube, Flickr, and Twitpic.
• Wikis – a website that uses wiki software to allow multiple users, including website visitors, to create, modify and organize web page content in a collaborative manner, such as Wikipedia.
Using Social Media For Business Purposes
There are many potentially beneficial business uses of social media, including customer, competitor, and industry research; marketing and customer development; networking; and knowledge building.
Employees who use social media for Company business purposes are to always conduct themselves in a professional manner according to this policy and other applicable Company policies and procedures, including but not limited to those addressing the Company’s prohibitions against discrimination, harassment and retaliation, Employee standards of conduct and computer and electronic systems use.
Additionally, if you are unsure as to whether or not a particular social media activity is appropriate you must consult with your supervisor before participating.
Each Employee is responsible for any online activity conducted using a Company- issued e-mail address or other access method that can be traced back to the Company’s domain, computer equipment or other devices and equipment, all of which can only be used to access social media if related to a valid business purpose directly related to your specific job duties for the Company and/or in a manner consistent with the Company’s computer and electronic systems use policy.
Employees should have no expectation of privacy while using the Company’s e-mail addresses, computer systems and other devices to access social media and the Company will monitor and investigate the use of its equipment as necessary. The following standards are to be followed when usi ng social media for Company
business purposes:
1. Do not portray yourself as an official spokesperson for the Company or suggest you represent the Company’s position unless specifically authorized to do so in writing by a member of management. If you are not an official spokesperson, be clear that any social media comments you make are your own and not on behalf of the Company or any entities doing business with the Company.
2. Speak/write in the first person voice not the third person voice when using social media (i.e., “I believe . . .” rather than “we believe . . .”).
3. Disclose your true identity and affiliation with the Company at all times when using social media. It is inappropriate to hide behind false identities, pseudonyms, or partial names when utilizing social media.
4. Adhere to all applicable Company policies concerning confidentiality when using social media. Most significantly, do not discuss or otherwise disclose the Company’s trade secrets, proprietary or other nonpublic business information, including private information about the Company’s customers, Employees, business partners, 29 1. For an Employee to have a personal or family interest either directly or indirectly, in an enterprise that does business with or competes with the Company or its subsidiaries. The only exception to this rule is when such interest has been fully disclosed and approved in writing by the CEO, COO/President and the CFO of the Company.
2. For an Employee to loan or to borrow from individuals or concerns that do business with or compete with the Company or its subsidiaries, except banks and other financial institutions.
Dealing with Vendors, Suppliers, Customers, and Producers Our business is built on integrity in dealing with customers, suppliers, and vendors.
Therefore, an Employee or member of an Employee’s immediate family must not benefit personally from any purchase of goods or services for the Company or its subsidiaries or derive personal gain from transactions made as an Employee of the Company.
Employees may not have any direct or indirect business relationships (other than as a customer) with any suppliers that provide products and/or services to the Company. The only exception to this policy will be those instances where the relationship has been approved in advance by the CEO, COO/President and the CFO of the Company.
Purchase or sale of goods and services must not result in Employees or their families receiving kickbacks or rebates.
In many instances, the Company may purchase goods and/or services from a supplier who buys products or services from us. This practice is normal and acceptable, but suppliers may not be asked to buy our products and services in order to become or continue to be a supplier.
Social Media Policy
The Company recognizes the increasing popularity and usefulness of social media as a rapidly evolving means of communication. This policy provides Employees with some important standards and guidelines when using social media.
Definition
“Social media” is an umbrella term for various forms of communication consisting of user-created text, audio and video published in a shared online environment, such as over the Internet or through mobile telephone networks.
The differing forms of social media generally have the common characteristic of allowing for personal participation and feedback in a very fast and informal way. Social media is also typically open to vast multitudes of people to observe, copy, and use, with few, if any, access restrictions.
Examples of social media include, but are not limited to:
• Social Network Services – online communities of people who share interests and/or activities such as Facebook, MySpace, Friendster, aSmallWorld, and Bebo.
• Blogs – short for weblog– a type of website with regular entries of commentary, descriptions of events, or other materials, such as Mashable.com, The Drudge Report, TMZ.com and those created using Wordpress or Xanga.
• Micro-Blogs – brief text updates, photos or audio clips submitted in multiple ways such as text messaging, instant messaging, e-mail, digital audio or the web, such as Twitter, Tumblr and Plurk.
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protect the Company’s legitimate business interests, Employees who maintain or contribute to social media sites are prohibited from engaging in certain activities:
1. Using the Company’s facilities and equipment, including computers and software, during working time to engage in personal social media activities.
2. Posting social media content that purports to represent the position, viewpoint, statements, opinions or conclusions of the Company, its business partners, service providers or vendors. When necessary to be clear, indicate that your posts represent your views and not necessarily the opinions of the Company, its business partners, service providers or vendors. Managers and supervisors should take special note that by virtue of their position they must consider whether the personal thoughts they choose to publish may be misunderstood as expressing the Company’s positions.
3. Using social media to threaten physical violence against the Company’s customers, Employees, business partners, service providers and vendors or to harass such individuals based on their color, race, national origin, religious beliefs or practices, gender, actual or perceived sexual orientation, age, genetic information, disability or perceived disability, gender identity/expression, age, marital/partnership status, parental status or military service.
4. Using social media to post intellectual property, trademarks logos, or copyrighted materials owned by the Company or any business partners, service providers or vendors. 5. Posting the Company’s trade secrets, proprietary or other confidential business information, including but not limited to private information about the Company’s customers, service providers and suppliers, company financial information, non- public operational procedures and techniques that have a commercial value and strategic business plans. 6. Linking a social media forum to any Company internal or external web site, broadcast domain or computer network. 8. Using social media to engage in libelous, defamatory, obscene, violent, maliciously false or otherwise egregious behavior directed at or implicating the Company, its clients, customers, Employees, business partners, service providers and vendors; activity that evidences a reckless/gross disregard for the Company’s business interests or serious disparagement of the Company’s products and services.
These limitations are not intended to infringe upon any rights Employees may have under local, state and federal employment and labor laws.
MARSHALL RETAIL GROUP/INMOTION may monitor content out on the web and reserves the right to flag or remove posts on our sites that violate this policy.
News and Media Outlets
If any Employee is contacted by the media related to their work with MARSHALL RETAIL GROUP/INMOTION, they are to immediately refer all requests to the President/COO.
While no Employee is authorized to give an interview or comment, without express permission from the CEO or the President/COO, when one receives a call from the media, the same courtesy and professionalism in which we speak with our customers should be displayed toward the media.
31 vendors, service providers and suppliers, company financial information, nonpublic operational procedures and techniques that have a commercial value and strategic business plans.
5. Identify any copyrighted or borrowed material with citations and links. When publishing any authorized materials online through social media that include someone else’s direct or paraphrased quotes, thoughts, ideas, photos or videos, always use citations and links to the original material where applicable. All material, regardless of its source, must be evaluated and approved for appropriateness prior to posting by a manager.
6. Evaluate the accuracy and truthfulness of anything you write or produce before posting. Do not post any information that has not been verified and/or confirmed relative to accuracy and truthfulness.
7. Follow the terms and conditions of use established by the venue used for any social media activities (i.e., website, blog, discussion forum, etc.). You can generally find links to these terms on the home page of each site. It is your responsibility to review all such rules and to conform all of your social media activity to the applicable terms and conditions or each site. Note that in some instances the social media site in question may own any material you post on the site.
8. Do not initiate “posts” or comments on others’ posts on “review” sites relating to the quality of any of the Company’s products or services. If you see any such review and feel action is warranted because the post is either extremely favorable or extremely unfavorable, please notify the Company’s Human Resources Department. 9. Do not post any audio, video or photographic images taken at any of the Company’s properties or affiliated properties unless specifically authorized to do so in writing by a member of management.
10. Do not create blogs, forums, message boards, groups on social networks, etc. related to or representing any of the Company’s properties, affiliated entities, business partners, service providers or vendors or post business related comments on such sites unless authorized to do so in writing by a member of management.
11. Always be respectful when referring to the Company’s customers, Employees, business partners, service providers and vendors, including their privacy. This applies to both the type of information posted and the manner and context in which it is presented. Do not identify such individuals by name, post their pictures or provide other specific information without first securing their approval.
12. Obey the law. Do not post any information or engage in any online conduct that may violate applicable local, state or federal laws or regulations.
Personal Use Of Social Media
The Company respects the rights of Employees to use social media as a medium of personal self-expression and conversation and does not want to discourage such self-expression and discussion.
Indeed, the Company does not discriminate against Employees who use these mediums for personal interests or other lawful purposes.
Social media sites have nearly unlimited communication potential, duration and retention, and generally can be accessed by anyone around the world. Thus, to Item 3A - Page 290
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customers or visitors, you should not make any statements to the injured person as to your opinions of the cause of the accident.
Employees driving Company vehicles who are involved in an accident must call the police immediately and then the office. An accident report must be obtained, regardless of how minor the damage. Employees should only speak to the Officer in charge of the investigation.
Federal law (Occupational Safety and Health Administration) requires that we keep records of all illnesses and accidents, which occur during the workday. Many states also require that you report any workplace illness or injury, no matter how slight. If you fail to report an injury, you may jeopardize your right to collect workers' compensation payments as well as health benefits. OSHA also provides for your right to know about any health hazards that might be present on the job. Should you have any questions or concerns contact Human Resources for more information.
Workers’ Compensation
If you are injured while you are at work, you may be eligible to receive certain benefits under the Company's Workers' Compensation plan. These benefits normally include the cost of your medical attention as well as a certain percentage of your weekly income for a specified number of weeks.
If you become injured on the job, you must report it immediately to your Supervisor AND Human Resources so that medical attention can be sought, and we will help you file your Workers' Compensation claim. Failure to notify management immediately may result in disciplinary action, up to and including termination.
A positive drug or alcohol test may disqualify an Employee from certain Workers' Compensation benefits and could lead to disciplinary action, up to and including termination.
Safety Information
Safety is an important subject at MARSHALL RETAIL GROUP. We want our Company to be safe and healthful place to work. The following safety rules will help us accomplish that goal.
1. Immediately report all accidents or injuries, no matter how slight, to your Supervisor and to Human Resources.
2. Use safety equipment as recommended. Your Supervisor will be familiar with the requirements.
3. Obey all danger and warning signs.
4. State laws and the Company require drivers and passengers of motor vehicles to wear seat belts and obey all driving laws.
5. Immediately report any frayed or torn electrical wires to your Supervisor.
6. Immediately report to your Supervisor all machinery, tools, or other items in need of repair.
7. Always follow your doctor’s orders and turn any notes regarding any accommodations and restrictions into HR and HR will inform your Manager of restrictions.
33 Please act quickly when approached. And even though you have referred the media to the President/COO, please contact the President/COO yourself to inform him/her/them of the request. If you are the correct person to respond, the President/COO will need your help to prepare a response. Do not let a reporter compel you to answer questions on the spot. It is against policy and it is always beneficial to prepare in advance in order to provide accurate and relevant information.
No Weapons Policy
MARSHALL RETAIL GROUP/INMOTION is committed to ensuring a safe work environment for everyone, and the prevention of workplace violence is of paramount importance to the Company. Weapons inside the workplace pose a potential threat to the safety and security of our Employees. For that reason, the Company specifically prohibits the possession of all weapons (including firearms and explosives) by any Employee while on Company property. The carrying of a firearm of any kind while inside a Company building or leased space, on Company property, inside a Company-owned vehicle, or while conducting Company business, on or offsite, is strictly prohibited, is a violation of Company policy, and will subject an Employee to discipline, up to and including termination. In the event the Company believes an Employee poses a risk of danger to himself/herself/themselves or others, the Company reserves the right to make further inquiry as to whether an Employee has a weapon on Company property.
Any Employee who is aware of a weapon of any type or form on or within the Company’s property has an obligation to report this information immediately to his/her/their manager or Human Resources so that appropriate action may be taken.
Safety Procedures
It is the policy of the Company that a primary consideration in the performance of any type of work performed by an Employee is the safety of the Employee.
Furthermore, it is the policy of the Company that all necessary methods, procedures and equipment necessary to ensure this policy will be used and adhered to by all Employees.
All Employee accidents and/or injuries which arise out of and in the course and scope of employment must be reported at the time of injury to the Employee’s immediate supervisor and Human Resources. Each Employee has the responsibility for his/her/their own safety, and the safety of his/her/their fellow Employees. The Company expects each Employee, regardless of position, to cooperate in every respect with the Company’s safety program. The Company is committed to the safety of its Employees while in the workplace.
Accidents
When an accident occurs on Company property, whether involving customers, visitors, or Employees, the matter must be referred immediately to your Supervisor regardless of how insignificant the accident may initially appear.
All forms must be sent to Human Resources. All accidents and injuries are to be reported no matter how minor. All positions will also require drug/alcohol testing regardless of a worker’s comp claim being filed.
This procedure is necessary in order to provide rapid medical aid to an injured person and to facilitate a full and prompt report. When the accident involves Item 3A - Page 291
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for work-related purposes. You can visit those sites on your own devices during breaks and mealtimes.
Any violation of this policy will be dealt with through our disciplinary process.
Electronic communication systems include, but are not limited to workstations, computers, E-mail, telephones, voicemail, fax machines, internal and external electronic bulletin boards, wire and on-line services, Intranet and Internet. Use of systems, equipment and accounts may be monitored and tracked by MARSHALL RETAIL GROUP/INMOTION at any time to assure compliance with this policy. Surplus, samples or obsolete property shall be disposed of according to the Executive Team’s decision.
Instant Messaging Apps/Software
As instant messaging communications are inherently insecure (not protected by encrypted communications), any employee, consultant, or other agent (contractors, temporary employees, etc.) utilizing Instant Messaging technology must exercise caution with regard to conversation content.
Subsequently, users are not assured that they are communicating with who they think they are (a user may not be who they are claiming to be). For these and other reasons, users of the MRG/IMEG’s computer system assets, including, but not limited to Instant Messaging Clients, maintain no personal privacy rights with respect to content created, stored, received or sent from the Company’s information systems). In accordance with the MRG/IMEG’s Acceptable Use Policy, the Company or its delegates, reserve the right to intercept, monitor, or record all information stored on its information systems and inspect activity to diagnose problems or identify security threats and/or violations.
Instant messaging should not be used for any personal, private or confidential information.
Assets of Others
MARSHALL RETAIL GROUP/INMOTION is not responsible for the loss, theft or damage of any personally owned tools or equipment kept onsite.
Staff shall protect and not misuse products, services, intellectual property and proprietary information and other property entrusted to the Company by actual or potential vendors, partners, referral sources, contractors, service providers and others.
Personal Use Technology
The use of MARSHALL RETAIL GROUP/INMOTION communication technology must be primarily for MARSHALL RETAIL GROUP/INMOTION business uses and be appropriate both in time duration and use, including content and context. The use of communication technology resources is a privilege extended by MARSHALL RETAIL GROUP, which may be withdrawn at any time. Violation of the policy may result in disciplinary action, up to and including termination. Use of systems/equipment and accounts may be monitored and tracked by the management at any time without any notice. Therefore, Employees should have no expectation of privacy regarding their use of Company communication technology and resources. Incidental personal use of communication resources is permitted if it does not interfere with MARSHALL RETAIL GROUP/INMOTION business, services or resources and does not incur costs for the Company. Personal use must not interfere in any way with the Employee's work obligations, be excessive, harassing in nature, or violate this or other MARSHALL RETAIL GROUP/INMOTION policies. Examples of unacceptable personal use include making personal long-distance calls/faxes using a MARSHALL 35 8. Keep all work areas clean to reduce accidents and injuries.
9. Take care when lifting; use your teammates when necessary.
10. If in doubt as to any unsafe act or condition, consult your Supervisor.
Remember, it is better to be safe than sorry.
If your job requires that you use hazardous or toxic materials, you are expected to comply with all laws, rules and regulations concerning their safe handling and disposal. If you have any questions about the materials you work with or the proper safety procedures to follow, please discuss them with your Department Head.
Reacting to a Critical Incident
A critical incident may be defined as a workplace event, which is extraordinary in nature and which could be expected to produce significant reactions on the part of victims or those otherwise either directly or indirectly impacted, such as witnesses, coworkers and/or family members. The Company will take immediate steps to assist Employees with their individual ability to process the event and talk with professionals if applicable.
Environmental Concerns
MARSHALL RETAIL GROUP/INMOTION has a high concern for reducing environmental pollution. This means we must try very hard to have no pollutants reach our ground. You must follow the instructions of your Supervisor regarding compliance with all environmental laws and regulations such as those governing the marking, storing, handling, and disposing of hazardous materials/pollutants and the recycling of certain materials. It is imperative that we all work together to ensure our workplace complies with these codes for our safety and the safety of our visitors and neighbors. Violations can result in disciplinary action up to and including termination.
Responsible Use of Assets
MARSHALL RETAIL GROUP/INMOTION assets shall be used for MARSHALL RETAIL GROUP/INMOTION business only. They are not to be used for an Employee’s personal gain.
Organization Assets
Staff shall protect MARSHALL RETAIL GROUP’s property, facilities, equipment, supplies, assets and assets entrusted to MARSHALL RETAIL GROUP/INMOTION by others, against loss, theft or misuse. This includes all MARSHALL RETAIL GROUP/INMOTION property whether owned or leased, tangible or intangible, and includes office and facilities equipment, vehicles (if any); supplies, reports and records; computer software and data, data storage, and communications systems, whether voice or electronic, trademarks and service marks, copyrights, patents and other intellectual property; facilities and Company-provided services. Staff shall not duplicate computer programs or software developed or modified by MARSHALL RETAIL GROUP/INMOTION or purchased by MARSHALL RETAIL GROUP.
As users of MARSHALL RETAIL GROUP’s electronic communication systems, Employees must comply with all applicable laws including, but not limited to copyright and trademark infringement, defamation, privacy, publicity, and obscenity.
Employees MUST refrain from sending or viewing the following, but not limited to, information:
*Gambling *Pornography * Graphic/Obscene Content * Violent Content NO FILE SHARING, Downloading of Music or Streaming music through a website. Use of social sites (Facebook, Twitter, etc.) is prohibited unless it is Item 3A - Page 292
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• Ensure that the location is secure at all times, and never left open and/or unattended by a current Employee. If you are working alone and need to leave the location, all locks must be secured, and the alarm turned on.
Personal Belongings
The Company is not responsible for the personal belongings of Employees.
Employees, who bring personal belongings to work, including any items in personal vehicles, do so at their own risk and must take full responsibility for such belongings.
All personal belongings brought with you to store locations, must be kept in the management approved storage closet or secured area at all times. Personal belongings should not be left on the counters, floor or anyplace else in the store other than the designated location. The Company assumes no responsibility for the loss or theft of any personal belongings brought into Company locations.
Mailing Systems
The use of Company-paid postage machines for personal correspondence is not permitted. However, if you wish to take advantage of our parcel mailing services, please contact the Shipping Supervisor in the Distribution Center. You will be required to fill out a payroll deduction form.
Company Purchases Any and all purchases to be paid
for by Company funds must be authorized prior to
purchase.
If one is using a Company-issued credit card, unauthorized purchases may be grounds for disciplinary action, up to and including termination, and may be punishable as a criminal offense.
Office Supplies
The Company provides all necessary supplies to conduct our work. You may purchase supplies or equipment for your personal use; however, any such money spent may not be reimbursed.
Photocopies
The photocopier/fax/scanning machines are not to be used for personal business without permission from your Department Head.
Care of Equipment
MARSHALL RETAIL GROUP/INMOTION has made significant financial investment in equipment which is designed to enable you to do your work more efficiently. Your cooperation in the care and use of this equipment is necessary to maintain it in good condition. If any of our equipment is working improperly or is not best for the job, please notify your Supervisor immediately. A few timely repairs may prevent complete breakdown of the equipment.
Company Vehicles
Any Employee using a Company vehicle will be subject to a Department of Motor Vehicles background check and must have a satisfactory driving record. Except when authorized for and while conducting Company business as part of the Employee’s job description, no Employee may drive or permit any other person to drive a Company vehicle. Employees are not permitted to drive a Company vehicle home or make personal use of a Company vehicle unless the Executive Team has expressly authorized such use. Unauthorized use of any vehicle may result in disciplinary action, up to and including termination.
37 RETAIL GROUP/INMOTION number, accessing, viewing, and/or downloading of sexually explicit, obscene or offensive materials from the Internet, using email or the internet with the intent to harass others, posting on social media and/or using MARSHALL RETAIL GROUP/INMOTION resources to further a personal commercial business. Only MARSHALL RETAIL GROUP/INMOTION authorized software is permitted to be installed on MARSHALL RETAIL GROUP/INMOTION equipment.
Security and Performance
Any deliberate attempts to corrupt or overload systems are prohibited (such as intentionally introducing viruses or worms into the network). Gaining unauthorized access to internal or external systems by hacking, cracking or otherwise circumventing security schemes is prohibited. All users must report any actual or suspected security breaches as soon as possible to Human Resources or Fraud Hotline. Any usage that unnecessarily reduces or obstructs performance of systems, networks or equipment shall be avoided. This includes but is not limited to unnecessary downloading of large files from the Internet (audio/video) and keeping dial-up connections open while not in use. The sending of chain e-mail messages is not allowed.
MRG/IMEG has a focus on both privacy and security. The Company recognizes that the information being held by MRG/IMEG may, either now or in the future, be deemed sensitive and it is treated as such. With user privacy and security in mind we created the following principles for MRG/IMEG: • MRG/IMEG will never sell or rent your personally identifiable information to third parties for marketing purposes.
• MRG/IMEG may share your contact information with others on an as needed basis with entities such as insurance carriers, brokers, etc. but only with permission by the VP of HR.
• All personally identifiable information you provide will be secured using industry standard protocols and technology.
Loss Prevention
The following information is a general guideline. Please refer to the Procedures guide at each store for an extensive list of Loss Prevention.
If you know of anyone stealing or borrowing money, merchandise or other company property, or submitting falsified company paperwork or worker’s compensation claims, it is your responsibility to report this activity to your Supervisor, the Director or Division Director of Loss Prevention or Human Resources.
The Company will prosecute those individuals involved in theft or the concealment of theft of Company property, merchandise or moneys. We are wholly concerned with protecting company assets as well as our employees, while securing the premises at all times. For your protection, and the security of the company, all personal property that belongs to staff members and visitors, is subject to inspection by a member of management or the corporate office. It is expected that all Employees will: • Cooperate with L.P. investigations. • Take ownership and responsibility toward the security of the location, the Company property and report any misbehavior in this area. • Follow all safety directives. • Report all incidents in a timely manner. • Follow all policies and procedures, specifically toward cash handling, store deposits, store opening and closing procedures, etc.
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has not been released to the general public, including specifically but not exclusively, information which Employees prepared, caused to be prepared, or received in connection with their affiliation with the Company.
The obligations of this policy survive beyond the separation of an Employee’s employment relationship with the Company.
Shredding of Confidential Documents
The Company shreds all confidential documents to protect confidentiality. These include, but are not limited to:
• Reports of any kind, i.e., Financial
• Any Sales records, tapes, slips, etc.
• Customer documents and correspondence
• Customer lists of any kind
Gambling
There is to be no gambling, of any kind, during work schedules. There is no exception to this policy. Once an Employee has reported for work, there is to be absolutely no gambling during the shift, including meal and break periods taken by Employees.
Travel Policy
The entire MARSHALL RETAIL GROUP/INMOTION Travel Policy is located in the Policy and Procedure manuals and under Tools and References in ADP.
Use of Personal Vehicles
The use of personal vehicles for Company business travel is acceptable. However, the Company does not insure private vehicles so each Employee is responsible to determine whether his personal automobile insurance policy coverage is adequate.
Damage to the vehicle, vehicle repairs, parking fines, towing charges and theft of property are the responsibility of the Employee, not the Company. The Company will reimburse the Employee for mileage based upon location, duration and/or beginning and ending odometer readings at the current IRS rate. In addition to mileage reimbursement, the Company will reimburse parking and tolls incurred in the course and scope of Company business.
Basic Rules For Employees
The purpose of these rules is to operate our Company in an orderly and efficient manner for the benefit of our Employees and our customers.
We have found that most Employees have a keen sense of appropriate behavior and strive to present the best conduct at all times. Most Employees don't break the rules. Our basic rule here is very simple, if any Employee engages in an activity detrimental to the best interests of the Company, our customers, or our Employees, the Employee will be subject to discipline, which, at the discretion of the Company, can take the form of a verbal or written correction notice, suspension, or termination.
The following list is not exhaustive but provides examples of activities detrimental to the best interests of the Company:
1. Inefficient or unsatisfactory performance or lack of application or effort on the job.
39 The Company does not loan its vehicles to Employees for personal use.
If an Employee receives a parking or moving violation citation while driving a Company vehicle, the infraction must be reported to his/her/their Supervisor immediately. All fines must be paid by the Employee. Failure to pay for parking tickets or moving violation citations obtained while driving a Company vehicle may result in disciplinary action, up to and including termination.
Company vehicles are required to be kept clean at all times. There is no smoking in these vehicles. No stickers or any unauthorized alteration of any vehicle is permitted. All vehicles on Company property, and Company vehicles wherever they may be, are subject to inspection at any time.
Employees driving a Company vehicle, or any other vehicle while on Company business, must always drive in a courteous manner and must abide by all laws, including speed limits. Speeding, hot-dogging, discourteous and unsafe driving will not be tolerated. Employees who engage in such driving are subject to disciplinary action, up to and including termination.
Employees convicted of a total of three or more moving traffic violations and/or atfault in three or more motor vehicle accidents within the immediately preceding three years will, at a minimum, be prohibited from operating a Company vehicle or leased vehicle, road equipment or other heavy equipment. This prohibition shall last until the Employee has successfully completed a six-month continuous period in which he/she/they receives no additional tickets for which they are convicted or are at fault in a motor vehicle accident. Should other job assignments not be readily available within the same department, the Employee may also be demoted, suspended without pay or terminated.
Employees whose driver’s licenses become suspended or revoked for any reason will, at a minimum, be prohibited from operating a Company vehicle during the period of suspension or revocation. Employees in this situation need to notify their Supervisors and/or HR within 24 hours. Should other job assignments not be readily available within the same department, the Employee may also be demoted, suspended without pay or terminated.
Non-Employees are banned from driving or riding in Company vehicles.
Confidential Information
As part of your employment, you may have access to, or knowledge of, confidential information about the Company, its customers, suppliers or competitors. Unless it is released to the public by a Company officer, this information should not be disclosed to fellow Employees who do not have a business need to know or to non-Employees for any reason, without proper authorization.
Employees shall not use or disclose (directly or indirectly) any Confidential Information and Trade Secrets of the Company or its customers or vendors, whether in written, verbal, or model form, at any time or in any manner, except as required and authorized by the Company in the course of their employment. “Confidential Information and Trade Secrets” includes any information that is not generally known to persons engaged in business similar to that conducted or contemplated by the Company and includes, without limitation: trade secrets, business plans, copyrights, inventions, patents, intellectual property, data, processes, process parameters, methods, practices, programs, products, product design information, research and development data, financial records, operational Handbooks, pricing, technical plans, computer programs, customer information, customer lists, price lists, supplier lists, marketing plans, financial information, and any other proprietary material which Item 3A - Page 294
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22. Failure to promptly inform a Supervisor of any of the following: injury to any Employee on the Company premises; any theft of Company property; or any clear danger to any person or property on Company premises.
23. Engaging in, committing, abetting or threatening anyone with any of the following on Company premises: assault, battery, physical injury, fighting, gambling, harassment of any kind, or cursing or using inappropriate language or gestures.
24. No Show No Call (2 days) is considered job abandonment.
25. Misuse of any Company credit card will result in cancellation of the card, withdrawal of corporate card privileges and disciplinary action up to and including termination.
26. Making racist or discriminatory comments while at work, online about employees or customers, including incorrect pronoun use.
27. Collecting tips is strictly prohibited.
41 2. Committing any action or omitting any action which, in the Company's opinion, could (or does) adversely affect a landlord, Employee, property or the reputation or operation of the Company.
3. Failure to obey a safety rule, guideline, policy or practice, or an environmental policy or procedure.
4. Failure to clock-in and clock-out for certain positions.
5. Knowingly altering, clocking in/out, or completing the time of another Employee, having your time altered or completed by another person; or unauthorized altering of a time. Clocking in and out incorrectly so as to alter your pay.
6. Tardiness, especially without proper notice.
7. Absence without proper notice.
8. Loafing, sleeping, spending unnecessary time away from job duties, or excessive personal telephone/computer use.
9. Leaving your job or your regular working place during your working hours for any reason without authorization from your Supervisor.
10. Leaving work before the end of the regular workday or not being in your work area and ready for work at normal starting time.
11. Reporting to work in an intoxicated or impaired condition by reason of the influence of drugs or alcohol; possession of illegal drugs, contraband, explosives or weapons on Company property, or consuming alcohol or using illegal drugs on Company property.
12. Disorderly or indecent conduct.
13. Removal or possession of another Employee's property, Company property or visitor's property without permission.
14. Misrepresentation of one’s ability or any other important fact in seeking employment with the Company.
15. Dishonesty.
16. Intentional or negligent destruction of property of a landlord, another Employee or the Company.
17. Contributing to unsanitary conditions.
18. Theft, no matter how small or insignificant, of any amount of money or property from the Company, co-workers, landlords or customers.
19. Falsifying receipts or any other Company form, report, or other document.
20. Misrepresenting information to a Supervisor or management.
21. Unauthorized use of Company vehicles or other property.
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Life Insurance
MARSHALL RETAIL GROUP/INMOTION offers life insurance. Basic life insurance for Full time Employees is 100% covered by the Company. Additional Life and Life for spouses and children are available for purchase and MARSHALL RETAIL GROUP/INMOTION pays for ½ of your additional personal life insurance premiums.
See the MRG/IMEG benefits guide for full details on the Employee Life Insurance.
Continuation of Health Insurance under COBRA
If you separate from the Company, you and your covered dependents may continue coverage and remain a member of the plan after you leave the Company. You will be given the details of this option at the time of separation. .
Under the Consolidated Omnibus Budget Reconciliation Act of 1985, better known as COBRA, if an Employee terminates employment with the Company, the Employee is entitled to continue participating in the Company’s group health plan for a prescribed period of time, usually 18 months. (In certain circumstances, such an Employee’s divorce or death, the length of coverage period may be longer for qualified dependents.)
Under the Uniformed Services Employment and Reemployment Rights Act of 1994, better known as USERRA, an Employee who is out on a military leave of absence will retain their health insurance coverage for the first 31 days of uniformed service.
Employees out on military leaves of absence which extend beyond the 31 days will be eligible for COBRA benefits for up to 24 months.
If a former Employee chooses to continue group benefits under COBRA, he/she/they must pay the total applicable premium plus a 2 percent administrative fee. Coverage will cease if the former Employee fails to make premium payments as scheduled, becomes covered by another group plan that does not exclude pre- existing conditions, or becomes eligible for Medicare.
The Health Insurance Portability and Accountability Act (HIPAA) provides rights and protections for participants and beneficiaries in group health plans. HIPAA includes protections for coverage under group health plans that limit exclusions for preexisting conditions; prohibit discrimination against Employees and dependents based on their health status; and allow a special opportunity to enroll in a new plan to individuals in certain circumstances. HIPAA may also give you a right to purchase individual coverage if you have no group health plan coverage available and have exhausted COBRA or other continuation of coverage. For detailed information or questions on COBRA, Employees are requested to check with the Human Resources Department.
Employee Discount Purchase Policy
All Employees are eligible for the company’s Employee Discount Program (EDP) after 30 days of continuous employment. Merchandise is available for purchase in the retail stores only.
Employee Discount transactions can only be handled by a store manager, senior assistant store manager, assistant manager or supervisor. Discounts are exclusive only to company Employees and are non-transferable. Regardless of position, an Employee can never process an Employee Discount transaction for their own purchase. TO make a purchase you MUST tell them your ADP Employee number and show them a form of picture ID.
Discounts:
Most items are 40% on regular price merchandise for all Employees.
Please note just some of the exceptions below!
43 Chapter 2 Benefits
The Paycheck Isn't All - There's More!
Your paycheck is important, but it does not represent all of the compensation you receive from MARSHALL RETAIL GROUP/ INMOTION ENTERTAINMENT GROUP. Not only do you receive your wages each payday, but you also receive a substantial number of Employee benefits which, while not paid in cash, still represent real dollars to you and your family. These benefits include paid time off and various types of insurance. We want you to have a full understanding of your current Employee benefits, so we are devoting a section to discussing each one. If you ever have any questions concerning any of your Employee benefits, please talk with your Supervisor or Human Resources.
Some benefits are available only to full time Employees. A full-time Employee is one who consistently works at least 30+ hours a week. A part time Employee works
29.99 or fewer hours a week. Most benefits will become effective the first of the month following 60 days of employment (unless otherwise dictated by Local/State/Federal mandates.)
If there is a break in your employment, you may be subject to the waiting period before reinstatement of any benefits. Contact Human Resources for information.
ADP Self Service
Through your ADP log-in you can sign up for all your benefits (except 401K which has a special site), change your address, sign up for direct deposit, check your PTO balances, print pay statements and much, much more. Also, please refer to the Annual Benefits Guide for details and pricing on our plans! It is located in ADP.
The Company reserves the right to change group plans at any time.
Cafeteria Plan –Section 125 Plan
All full-time Employees may participate in the Company Cafeteria Plan (also known as I.R.C. §125 Flexible Benefits Plan). This Plan enables Employees to utilize income tax savings through the use of wage reduction by purchasing benefits with pre-tax dollars.
Enrollment (See MRG/IMEG benefit guide for more detail). Open enrollment normally occurs in the month prior to the plan year ending. Also, one may enroll in benefits within 30 days if they have changes due to a qualifying event such as; marriage, the birth/adoption of a child, divorce, loss of coverage, etc. Please contact HR if you have any questions.
Health & Dental Insurance
The bulk of your medical and dental insurance premiums will be paid by MARSHALL RETAIL GROUP/INMOTION as your healthcare is a priority for all of us. The balance of the premiums for an Employee's coverage is deducted from each paycheck. If you wish to have available dependent coverage in addition to your own, this premium will also be deducted from your paycheck.
Group health benefits for you and any dependents will terminate at the end of the month in which you separate from the Company.
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Tenure
Maximum
Annual
Accrual
Hours
Accrual
Rate per
Hour
Worked
Less than 1 Year 80 3.85%
1 Year 80 3.85%
2 Years 100 4.81%
3 Years 100 4.81%
4 Years 120 5.77%
5 Years 120 5.77%
6 Years 140 6.73%
7 Years 140 6.73%
8 Years 140 6.73%
9 Years 140 6.73%
10+ Years 160 7.69%
Early Release is not applicable for non-MARSHALL RETAIL GROUP/INMOTION paid holidays nor for Holidays that are on Mondays and Sundays.
PTO (Paid Time Off)
It is the Company’s policy to grant paid time off (PTO) to its eligible Employees and to provide them with the opportunity to enjoy periods of rest and recreation in recognition of services performed. PTO is a comprehensive benefit that includes vacation, sick leave, personal events, etc. Employees are encouraged to schedule personal appointments either before or after the workday or on scheduled days off whenever possible. Planned time off requests should be turned into ADP at least three (3) weeks prior to the requested time off.
Any available PTO must be used for days off before any unpaid time off will be considered by management.
Paid time off accruals will be calculated based on the following eligibility dates and will be based on the hourly accrual rate (amount of paid time off accrued for each hour paid) for the Employee. As an Employee’s length of service increases, the rate of accrual will be adjusted as appropriate on the beginning of the Employee’s anniversary date. Other accruals may be applicable based on Federal, State or Local mandates.
• New Hire – Accrual begins on the Employee’s hire date and is based on the accrual rate established for one-year Employees.
• Re-hire – Accrual begins on the Employee’s re-hire date and is based on the accrual rate established for one-year Employees.
Calculation of Paid Time Off Accrual
Salaried Employees’ accrual is based on the scheduled 40 hour work week, i.e., 80 hours per bi-weekly pay period.
Hourly full time and part time Employee’s accrual is based on hours worked.
Accrued paid time off used and paid will not be counted as time worked for the purpose of calculating overtime.
Unused Paid Time Off
If an Employee is not able to take his/her/their PTO allowance within the year it accrues, he/she/they will not lose such accrual. The Employee will be able to continue accruing a PTO balance into the next year for an additional 40 hours, where the accrual will cap until the balance is reduced and the Employee can start accruing again. Example: Jane Doe is a salaried Employee who accrues 120 hours annually. Jane chose not to take time off this year. Jane will continue to accrue PTO until she reaches 160 hours, at which point she may no longer accrue additional time until she reduces the balance.
Utilization of Paid Time Off
Based on business needs, the Company may restrict and/or limit certain periods of time in which paid time off may be taken. For example, but not by way of limitation, paid time off may not be taken on any holiday weekend or special event weekend (i.e., December 26 – January 1, major boxing events, major conventions, etc.) The store/department manager and the District Manager / Regional Manager will approve or disapprove the paid time off request based on the staffing requirements as it relates to the continued efficient operation of the store/department relative to the overall operation of the Company. Employees will not receive pay in lieu of taking accrued paid time off.
45 • 25% on sale merchandise – the discount is taken off of the current ticketed price.
• 40% on consumables (i.e., snack foods, health and beauty items); no discount on tobacco or alcohol.
• 40% Tumi Items- but there is a $2000.00 per year limit. • InMotion Electronics Products- The Employee Discount on electronics is 20%. This applies to all stores with products in the electronics department.
The following items are EXCLUDED from our Employee Discount:
• Tablets
• Phones
• Apple hardware & accessories (including Fitbit watches) • Beats hardware & accessories
• Bose hardware & accessories
• Bang & Olufsen hardware & accessories
• Garmin merchandise
• GoPro merchandise
• SALE tech/electronic items
• 25% on Harley Davidson merchandise – no discount on Harley sale merchandise.
These discounts are always subject to change.
Time off Work
Several types of unpaid leaves of absences are offered. Leaves are granted based on your employment status, your eligibility, and the Company’s staffing needs at the time of the requested leave. The eligibility requirements differ depending on the type of leave requested and applicable federal and state leave laws. During your leave your job is only protected if your leave qualifies under state or federal law. If your leave does not qualify, you may apply for open positions when you return from your leave.
If you have any questions about your personal situation and whether it is covered under a protected leave status, please contact Human Resources.
Maternity Leave
Unless state law requires, MARSHALL RETAIL GROUP/INMOTION does not have a separate Maternity Leave benefit; however, under normal circumstances one’s leave could be covered by the Federal Medical Leave Act (FMLA), our incredible Personal Leave program and/or Paid Time Off.
Holiday Pay
Any field hourly Employee working on Thanksgiving or Christmas will be paid double time for those hours worked.
Home Office - Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day
Home Office Early Release for Holidays
The Home Office and Distribution Center staff is allowed an early release for any working day immediately preceding a MARSHALL RETAIL GROUP/INMOTION paid holiday. Therefore, if the day before a MARSHALL RETAIL GROUP/INMOTION holiday is a Tuesday-Friday, Employees will be allowed an Early Release.
Employees may leave 2 hours early from their regularly scheduled end of shift time.
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Personal Leave of Absence
This is one of the best benefits offered by MRG/IMEG. It is rare in the retail world, but we have established a Personal Leave of Absence benefit without pay.
Employees must use all accrued and unused paid time off concurrently with taking unpaid medical or personal leave. Paid time off taken in conjunction with an unpaid leave will be counted toward the total approved leave of absence time. Employees are encouraged NOT to take personal leaves, but they may be granted in emergency situations. The employee must submit a written request for leave of absence in advance of the requested leave date.
To be eligible for Personal Leave an employee must have worked for MRG/IMEG for three consecutive months. Leave can be rewarded for up to 6 Weeks. There is no job protection during this leave. Personal Leave is not for intermittent use.
Domestic Abuse Leave
If an Employee is not eligible for Personal Leave, they may still be eligible for Domestic Abuse Leave. Employees are entitled to domestic abuse leave, which is intermittent paid or unpaid leave time for up to 160 hours in a 12 month period, taken by a worker for up to eight hours in one day. Workers may also use accrued or other available paid time off.
Bereavement Leave
If you are scheduled to work and you receive news of a death in your immediate family, you may arrange for a funeral leave in order to make necessary arrangements, attend the funeral, or handle other affairs immediately employed with the funeral. Employees will be granted up to three (3) days of leave with pay. "Immediate family" is defined as your spouse, children, parents or legal guardians, brother or sister, mother-in-law or father-in-law, or grandparents. If an Employee has step relatives, they are also covered by this policy.
Jury Duty
Regular full-time and part-time Employees chosen to serve as jurors or called as witnesses are eligible for a paid jury duty or witness leave of absence. You must return to work during hours or days that your presence is not required by the court. Associates with active, continuous service of 3 months or more are eligible to receive compensation while away from work to attend jury duty. Jury duty is paid at the Employee’s regular base pay, with the following provisions: • For Jury Duty, Employees must present HR with documentation that verifies their selection for a particular trial. The Employee must immediately submit paperwork to his/her/their supervisor AND a copy must be sent to Human Resources. • For Witness duties, Employees must present HR with documentation from the appropriate attorney’s office. • Payment under this policy is limited to 5 working days within any rolling 12- month period, unless local law dictates otherwise. • Excluding paid leave, if the absence is due to the Employee suing or otherwise engaged in legal proceedings against MRG/IMEG Unpaid Leave
This may ONLY be requested after all PTO has been exhausted and must be approved by the VP, Human Resources, the Department Head and one’s direct 47 Scheduled (Planned) Paid Time Off
A new Employee may request to schedule accrued paid time off up to the amount he/she/they has accrued. Paid time off requested may not exceed the amount of hours accrued at the time of the scheduled paid time off. No more than two (2) weeks of paid time off may be taken at any one time. Paid time off must be taken in 1 hour increments.
Paid Time Off Approval Procedures
The Employee is to submit electronically a request for paid time off, using the ADP Portal, to his/her/their department/store manager no less than three (3) weeks prior to the requested day(s) off. The manager will indicate approval through ADP.
Employee will be notified of approval through email. We discourage employees from making any firm plans prior to receiving this email as all PTO is subject to denial.
Paid Time Off Usage
If an Employee has an unused balance of accrued PTO, it must be used for any and all absences or leave. In the event that an hourly/nonexempt Employee has exhausted their PTO bank or has not qualified for PTO, unpaid days MAY be approved. Approval will be made on a case by case basis depending on, but not limited to, the following factors: tenure, performance and/or eligibility of Worker’s Compensation, FMLA or Leave of Absence. Unpaid days off must be approved by the department head and Human Resources.
Calling Off Sick
Employees with PTO or legally mandated time available are allowed to call off sick and must actually call their manager with as much notice as possible. Texting or telling another associate is not acceptable. Unless it is an emergency, we require 30 minutes to two (2) hours notice.
Retaliation Prohibited
The use of accrued time off may not lead to or result in discipline against an Employee. This means MARSHALL RETAIL GROUP/INMOTION may not use an employee's exercise of any of the rights provided by this policy as a negative factor in any employment action such as evaluation, promotion, or termination, or otherwise subject an employee to discipline.
NOTE: In some locations the PTO amount is altered based upon local or state ordinances.
EXEMPT EMPLOYEES CAN BE UNPAID IF THEIR PTO BANK IS EXHAUSTED AND FULL DAYS ARE NOT WORKED.
Resignation and Termination
Employees who resign prior to completing their first three years of service or are involuntarily terminated at any point in their employment, will not be eligible for payout of any accrued, unused paid time off unless otherwise noted by local or state law. For an Employee with more than three years of service who resigns his/her/their position, accrued unused paid time off is paid out provided the Employee has given and worked out a two (2) week notice period. While working the two (2) week notice period, the Employee must perform at a level acceptable to his/her/their supervisor and the Company.
Employees who give notice may not assume that they will be able to use their accrued PTO during their notice period. Management still reserves the right to refuse or deny PTO use due to business needs. However, efforts will be taken to do the best we can for both the departing Employee and the organization.
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working. If you participate in the medical/dental plans, you must continue to pay your portion of the premiums during the period of FMLA leave. • Upon your return from leave, you will be reinstated to the same or an equivalent job with the same pay, benefits, and other terms and conditions of employment.
• If you do not return to work following FMLA leave for a reason other than (1) the continuation, recurrence, or onset of a serious health condition which would entitle you to FMLA leave; or (2) other circumstances beyond your control, you may be required to reimburse the Company for its share of the group health premiums paid during the FMLA leave.
• If you are a "key employee" (as defined in §825.217 of the FMLA) you may be denied reinstatement to your position following FMLA leave if your reinstatement will cause substantial and grievous economic injury to the Company.
• The Company prohibits discrimination and retaliation against employees who use or try to use FMLA leave, who oppose any practice made unlawful by the FMLA, or are involved in any proceeding under or related to the FMLA. If you believe that this policy has been violated, immediately notify HR.
• Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, you must notify your supervisor or HR as soon as possible.
• Employees do not have to share a medical diagnosis but must provide enough information to the Company so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing the Company that you are or will be unable to perform your job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the Company if the need for leave is for a reason for which FMLA leave was previously taken or certified.
• The Company will require a certification or periodic recertification supporting the need for leave. If we determine that the certification is incomplete, we will provide you with written notice indicating what additional information is required.
• Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer if they believe a violation of the FMLA has occurred. For additional information or to file a complaint, an employee can contact the Department of Labor at 1- 866-487-9243 or TTY: 1-877-889-5627 or www.dol.gov/whd. • The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.
Leave Designation:
Once the Company becomes aware that your need for leave is for a reason that may qualify under the FMLA, we will notify you of your eligibility for FMLA leave, if your leave will be designated as FMLA leave, and, if so, how much leave will be designated as FMLA leave. We will also provide a notice of your rights and responsibilities under the FMLA. If you are not eligible for FMLA, we will explain the reason for your ineligibility.
If an absence is a qualifying basis for leave under the FMLA, the leave will run concurrent with short-term disability, long-term disability, PTO, workers’ compensation, and/or any other leave where permitted by state and federal law. 49 Supervisor. Requests may not always be approved and will be looked at on a case-by-case basis.
Military Leave
Military leave will be granted in accordance with applicable law.
Break Times for Nursing Mothers
In accordance with applicable law, the Company provides reasonable breaks for nursing mothers to express breast milk during the first year following the birth of a child.
The Company will provide two – 15-30 minute paid breaks daily for nursing mothers.
The nursing mother will be allowed whatever time is needed to express breast milk, however, if the break is longer than 15 – 30 minutes in duration, the break time will be unpaid time. The mother will be given a private location, other than a bathroom. The location will be shielded from view and free from intrusion and appropriate for expressing breast milk. The specific location will be determined on a case-by-case basis.
The Company does not allow any retaliation against nursing mothers for asking for this break time.
Family and Medical Leave Act (FMLA) Leave
Eligibility for FMLA leave is based on meeting one (1) year of employment and working at least 1250 hours in the 12-month period prior to the request for leave.
The year of service need not be continuous, though the 1250 hours must be worked in the 12-month period prior to the request for leave.
FMLA leave may be requested to take time off from work: • For the birth of a child or for placement of a child for adoption or foster care; • To bond with a child within the first year of the child’s birth or placement; • To care for a child, spouse, or parent with a serious health condition; • Because of qualifying exigencies related to the foreign deployment of a military member who is your spouse, child, or parent;
• To care for a family member who is a military service member with a serious injury or illness;
• Because of your own serious health condition that makes you unable to perform your job. A serious health condition is an illness, injury, impairment or physical or mental condition that involves: o inpatient care in a hospital, hospice, or residential medical care facility; or
o continuing treatment by a health care provider.
Your rights under the FMLA: • Up to 12 weeks of unpaid leave in a 12-month period for the reasons listed above. You must utilize any available accrued paid time off (PTO) concurrently and then the rest of the approved leave will be unpaid until your return to work.
• Up to 26 weeks of unpaid leave in a single 12-month period to care for a military service member with a serious injury or illness. • Certain types of leave may be taken intermittently or on a reduced schedule. • Group health benefits will be maintained during any period of paid or unpaid leave under the same conditions as provided while you were actively Item 3A - Page 299
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Retirement Plans
The Company offers a 401(k) Retirement Plan to its Employees who meet the following eligibility requirements:
• At least age 21 years of age, and
• Have completed 1 year of service with the Company in which at least 1000 hours were worked.
Once you meet the eligibility requirements, you can enter on the next quarterly plan entry date – January, April, July or October. You will be notified of your eligibility, receive additional plan information and the steps to enroll in the plan.
The Company will match 50% of the first 4% of the pay you contribute to the plan through salary deferral. Employer contributions may change in the future. You are vested in the Company match contributions based on a vesting schedule over a 5 year period.
Employee Assistance Program (EAP)
This benefit is available to ALL Full Time Benefits Eligible employees and their families. This plan offer 24/7 resources & personal support services to help with difficult times or loss at no additional cost to you!
United States:
What exactly does the EAP provide?
• Will and Trust Preparation- Create & Prepare will, locate nearby attorneys, search legal forms, find helpful articles, access Financial planning help & cost calculations
• Beneficiary Services/Beneficiary Companion
• Grief Support (both virtual & face-to-face)
51 An Employee is required to take any available PTO concurrently with the first days of any FMLA or Short Term Disability leave of absence.
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For additional information or to file a complaint:
1-866-4-USWAGE
(1-866-487 -9243) TTY: 1-877 -889-5627
www.dol.gov/whd
U.S. Department of Labor I Wage and Hour Division
D!!
a
iWHD
WAGE AND HOUR DIVISION
EMPLOYEE RIGHTS
UNDER THE FAMILY AND MEDICAL LEAVE ACT
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION LEAVE
ENTITLEMENTS
BENEFITS &
PROTECTIONS
Eligjble employees who work for a covered employer can take up to 12 weeks of unpaid.job-protected leave in a 12-month period for the following reasons:
The birth of a child or placement of a child for adoption or foster care; To bond with a child (leave must be taken within one year of the child's birth or placement); • To care for the employee's spouse, child, or parent who has a qualifying serious health condition; For the employee's own qualifying serious health condition that makes the employee unable to perform the employee's job; For qualifying exigencies related to the foreign deployment of a military member who is the employee's spouse, child, or parent.
An eligible employee who is a covered servicemember's spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer's normal paid leave policies.
While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.
Upon return from FMLA leave. most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.
An employer may not interfere with an individual's FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.
ELIGIBILITY
REQUIREMENTS
REQUESTING
LEAVE
EMPLOYER
RESPONSIBILITIES
ENFORCEMENT
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must • Have worked for the employer for at least 12 months;
Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a locatlon where the employer has at least 50 employees withln 75 miles of the employee's worksite. *Special "hours of service· requirements apply to airline flight crew employees.
Generally, employees must give 30-days' advance notice of the need for FMLA leave. If it Is not possible to give 30-days' notice, an employee must notify the employer as soon as possible and, generally, follow the employer's usual procedures.
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determfnes that the certification is incomplete, it must provide a written notice indicating what additional information is required.
Once an employer becomes aware that an employee's need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rigtits and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLAleave.
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.
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with the Company, and work as partners in the betterment of all of our departments and work surroundings.
Hybrid Work – Home Office
Eligibility Criteria and Scope
A hybrid workplace combines aspects of an in-person workplace with the option to work remotely. MRG/IMEG has adopted a hybrid method and will allow eligible staff work in the office part of the week and remotely the rest of the week.
All *employees who: Are full time Work in the Home Office Have completed 40/80 day review for MRG/IME G(may be altered
per Department Head) Work in the following departments: Merchandising, Accounting, Finance, Human Resources, Planning & Allocations, Marketing, Visual, Business Development, New Store Development, Field Operations, Loss Prevention, and IT departments
are eligible to work for this Hybrid Work program. *In light of the nature of our work, there are some positions that will not be eligible to work from home. These positions are designated as “Key Office
Positions” or
“KOPs”. KOPs are designated to work in the office unless occasional daily authorizations are made.
Key Office Positions KOPs: To be determined by each H.O.D.
All Distribution Center positions
IT Help Desk Analyst Roles
HR Receptionist
Facilities Techs
Executive Admin
Hybrid Schedules
Each Department Head has the authority to determine what is the best schedule for their department and for their staff, except for Fridays. We will allow up to two (2) days per week as Hybrid days. Fridays will remain an IN-OFFICE day for all employees. If there is an emergency, illness or otherwise excusable reason to work remotely on a particular Friday, this must be approved by the Department Head.
Basic Rules to Working Remotely on a Hybrid Schedule: • Due to the nature of our ever-changing business needs, there may be times in which we have to mandate that employees work in the office on days they would otherwise be allowed to work at home. Department Heads will notify you of these changes. This could include, but is not limited to, any business need, meeting, teambuilding, seasonal peaks, projects, covering for employees on leave, training, etc. Being permitted to work from home is a benefit, not a right. It may be revoked at any time due to performance issues.
• If you are not in the office, you are to be at home, or traveling on company business during your scheduled work hours. These days are not used to extend PTO, Vacations, Trips or Holidays out of town. 53 • Financial & Legal Support • Wealth Management account • Guidance services, Social Media Shut -down, and Fraud resolution after a
loss.
• Travel Assistance- Emergency travel arrangements, replace lost or stolen travel documents, medical assistance services
Reach out for assistance any time!
866-302-4480
Canada:
1-877-455-3561
Desjardinslifeinsurance.com/eap360
Direct Deposit of Salary
This is a benefit available for all Employees. Any employee wishing to participate in the direct deposit program set up with our payroll service will be asked to authorize the company and the payroll service in writing to authorize the direct deposit of the employee’s paycheck into any bank account.
Pay Cards
Employees also have the option of a Pay Card instead of Direct Deposit. The Pay Card is a reloadable Visa card accepted anywhere Visa is accepted that earnings will be loaded on each pay day. Similar to direct deposits, Employees will receive funds at midnight on payday Fridays. The Pay Card allows for a free ATM withdraw after each deposit and there are not any fees for purchases made with or without a PIN number, including cash back purchases. The Pay Card offers the convenience of direct deposit without the obligation of a formal bank account.
Training
The benefit of working for an employer who wants to invest in you as much as possible is imperative for your future.
The Company sponsors periodic internal training sessions each year. All Employees are encouraged to attend these sessions. Employees may be asked to lead discussions based on outside seminars they have attended or based on individual areas of expertise.
An Employee’s education never ceases. A good habit to develop at the start of your career is to do professional reading daily. As you read, attempt to develop a facility to remember the key facts and the publication in which you read them.
Professional Societies
We encourage Employees’ participation in their local and/or state professional societies. However, participation during normal working hours must be approved in advance. Time spent in approved activities during normal working hours will be compensated. Time spent after normal working hours will not be paid but considered to be on your own time. If approved, we will pay the costs of travel to these events or annual dues.
Employee Engagement Survey (EES)
Once a year the Company sends an anonymous survey to all Employees. This survey is used to develop policy, solve problems and close any communication gaps between staff and management. We are very proud to offer Employees this tool as a solution-oriented opportunity for Employees to bring things to light, share feedback Item 3A - Page 301
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Security and Confidentiality Protocol
As per the confidentiality agreement signed with this agreement, employees are responsible for securing company information. Employees will be provided with a VPN to secure connections with company servers and networks, which must be used at all times during work hours.
Any transgressions, intentional or not, will lead to strict and swift disciplinary action.
Compensation and Benefits
Compensation for all employees remains unchanged irrespective of where the employee works. Taxes, other legal implications, and state and local government laws continue to apply.
Responsibility for fulfilling all obligations in this area rests solely with the employee.
Rules of Collaboration
All employees are expected to respond to emails and notifications via Outlook and/or Teams within a timely manner, dependent on each team’s expectations set by the manager. Managers are responsible for conducting one-on-one check-ins as agreed with each of their team members.
Evaluation
Employees shall track progress on various tasks and projects and review with managers every quarter. Managers are to work closely with the HR department to evaluate individuals’ performance and viability of remote work on a regular basis.
Non-Disclosure Agreement NDA
An executed non-disclosure agreement, also known as a confidentiality agreement, confidential disclosure agreement, proprietary information agreement or secrecy agreement will be required in order to work remotely.
Voting
It is the policy of the company to permit Employees to be absent from work to vote in local, state or national elections only if the Employees cannot reach their polling place outside of work hours. Employees will be permitted up to two (2) hours (3 hours your polling place is greater than 10 miles from your residence) without loss of pay to vote at the beginning or end of their regular work shift. Employees must notify their manager at least two working days in advance to arrange a mutually agreeable time. Evidence of voter registration and voting may be required.
In addition, employees are allowed unpaid time off to serve as election officials on Election Day. Employees requesting such unpaid leave must notify their manager as far in advance as possible.
Data Allowance
Employees who must use a cell phone or computer at home due to the nature of their job requirements are granted a cell allowance. Allowance amounts are varied by position. Allowances will be taxed unless the employee provides the requested proof of possession to the HR department on an annual basis. Also, any employee receiving a data allowance must have Voice Mail set up on their cell phone. 55 • You are choosing to work from home; therefore, your Data, Internet, and Cell Phone will not be compensated for unless you are in a role that mandates that you work remotely, or from home.
• You are still required to follow the Responsible Use of Assets policy in the Employee handbook. Meaning that MRG/IMEG equipment is not to be used for things like, but not limited to, personal work, social networking, or inappropriate sites.
• You are not to bring confidential paperwork, booklets, manuals, files or and hard copy materials to your home, unless you have permission to do so.
• All company paperwork or equipment must be returned to the office and you will be responsible to ensure data is secured.
• All Teams meetings must be done with the camera active, and your manager may ask you to remove background filters.
• At a minimum, you must work all weekdays, normal work hours. (Anything through 8am-6pm PST) You may not substitute other days or timeframes, unless you have permission from your manager for that specific date.
• You are not to miss your daily or otherwise scheduled one-on-ones. • If working from home, Employees should still make childcare arrangements while they are working.
Working Hours and Availability
Exempt Employees are to work at least a standard 5-day, 40-hour work week.
Non-Exempt/Hourly Employees may only work their required 40 hours per week. They may not be clocked at any time of the day on weekends. They may only be clocked in weekdays between 8a.m. and 9a.m. PST through 5p.m. and 6p.m. PST unless otherwise approved by their manager. You are not authorized to work any Overtime unless provided in writing by email by your manager
PTO and Sick Days
If you are wanting to work from home because you are ill, you must still follow all normal polices.
You must call your manager, no texting. • If you are well enough to work all day, then you do not need to use a PTO day.
• If you are Non-Exempt/hourly, you can use partial PTO for a sick day and partial working time. Be sure to clock in and out accordingly. • If you are Exempt/Salaried you must either use ALL 8 hours of PTO or work that day.
Hourly employees may not use or accrue “comp” time. This is illegal. You may only make up hours lost during the exact same 40-hour week and this must be approved by your manager.
Tools and Equipment
All employees are to use company-provided laptops and familiarize themselves with the following tools. These tools are strictly not to be used for personal reasons. If you are assigned a laptop, you must bring it back and forth each day. You will not be assigned two machines, instead you will be assigned a computer or a laptop.
You will not be assigned two monitors. But you may
attach your laptop to your home monitor. You may not add any of your home software to your company owned laptop. Additionally, you may not do Company work on your personal equipment. You are responsible for seeing that your laptop is kept in working order and is not lost or damaged in transit.
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Chapter 3 Performance Management
Employee Counseling
MARSHALL RETAIL GROUP/INMOTION provides its Employees a fair and equitable system related to Employee coaching and counseling. It is the Employee’s responsibility to meet satisfactory job expectations. This includes behaving in a professional manner, performing the job description’s essential functions and responsibilities, living up to the ideals of Organizational Health and adhering to Company policies and procedures.
It is the policy of the Company to try to resolve Employee issues before they escalate. Processes for Employee counseling may include verbal feedback, written coaching and counseling, and written performance plans. The Company may use counseling in any order necessary to address the Employee’s performance issues and to protect the Company’s interests. Employees should recognize that counseling presents an opportunity for improvement in performance and/or conduct before the issue rises to the level where disciplinary action, up to and including termination, may be considered. All Employees are employed “at will” and, as such, are free to separate their employment at any time without reason and MARSHALL RETAIL GROUP/INMOTION retains the same rights.
The Employee may always provide written documentation to be placed in his/her/their personnel file.
Reviews
A performance review is the review and evaluation of an Employee’s performance of job responsibilities, objectives, and competencies against their Supervisor’s expectations.
This review is in addition to providing Employees with timely and specific performance feedback, counseling and coaching through personal discussion initiated by the Supervisor or Employee.
Formal reviews are held at the end of each fiscal year. The goal in the performance review is to achieve your manager’s expectations. There will be exceptional years and we leave “room” for those years. We expect a great deal from our Employees therefore meeting expectations is exactly where one wants to be on a review. 40 and 80 day mini-reviews are conducted for new Employees as well as Employees new to a particular role.
Performance review results will be used by management for decisions regarding training, assignment, promotion, salary advancement and retention of Employees.
A positive performance review does not guarantee either an increase in compensation or continuing employment. Merit increases, if given, are based on a number of factors, such as the company’s performance and profitability, department or team performance, individual performance, internal equity and market comparison.
57 WHSmith Benevolent Fund
If you find yourself in an emergency situation and you need a little financial help, you can confidentially apply for assistance through the WHSmith Benevolent Fund.
WHSmith put aside money to assist those having a financial hardship. All applications are treated in the strictest confidence and details are not shared with management. To apply call 01793 562293 or email [email protected]. HR can also help you with any requests.
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income tax at the end of the calendar year. We are also required to deduct state and local taxes, when applicable.
The amount of tax deduction is determined by your earnings and the number of your dependents. Each year you will receive a W-2 form showing your total earnings for the year and the amount of taxes withheld. Each Employee is responsible for seeing that a W-4 form is completed properly. Also, deductions for Social Security and Medicare come out of your paycheck at the rate established by law.
The Company has the authority to withhold wages from an Employee’s paycheck if the Employee owes the Company money for goods, services or other obligations and the Employee has signed an agreement to authorize withholding of wages for those repayment obligations.
If the company is required to deduct any garnishments from an employee’s wages, Human Resources will notify the employee, as appropriate, as soon as possible. It is solely the responsibility of the employee to legally appeal to the appropriate court any such wage attachments or garnishments.
While your pay will be direct deposited or on a pay card, you will still have access to an electronic stub every pay day with a complete breakdown of your pay, deductions, taxes and leave record. This is located in ADP.
Salary advances or loans against future wages are not permitted.
Reimbursements
Employees shall be reimbursed for business expenses that are approved by the Department Head in accordance with MARSHALL RETAIL GROUP/INMOTION policy.
Bonuses
Any and all bonuses are paid out according to federal, state and local ordinances. • Employees must be employed at the time of payout. •We reserve the right to change the bonus structure from time to time as business conditions dictate. However, changes will only be made prospectively. Your continued employment following a change in your pay plan will constitute an acceptance of the terms of the new pay plan. •Disputes or Questions -If at any time during your employment, you feel that you have not been paid in accordance with this pay plan or that an error has been made, you have the right to a full explanation of how your compensation was calculated. Please contact the Vice President of Human Resources, your Regional Director or the Manager of Payroll to discuss any concern you might have. If you have not brought a problem to our attention within thirty (30) days of your receipt of payment, we will assume that the compensation is correct, and no adjustment will be made. Please review your compensation carefully.
Promotions and Transfers
At MARSHALL RETAIL GROUP/INMOTION, we believe in promotion from within and we will exercise that policy whenever possible. If you are promoted, you may receive an increase in pay which reflects your new responsibilities. The performance of Employees who are promoted will be monitored for an 80 day period to see if the Employee can function successfully in that position. It is probable that the promoted 59 Chapter 4 Compensation & Work
Hours
An Employee’s beginning compensation shall be based upon the requirements and responsibilities of the position, the competitive market rates for the position and geographical location and the employee’s qualifications and experience. The Company establishes pay ranges for all positions using salary survey data including store sales volume, geographic location, internal equity, etc.
Should an Employee find themselves at the maximum rate for their position they should consider the following options: promotion to an advanced position, move to a larger store/different department, increase individual sales to increase incentive or bonus potential.
Wage rates and salaries vary according to an Employee’s qualifications, previous work experiences, and a successful, stable work record. Rates for one particular job or classification cannot be compared as being relative.
Pay Rates
Pay increases are performance-based, not "automatic." A number of factors will be taken into account, including your record of performance on the job, pay rates in our market for your particular job classification; your loyalty to and length of service with the Company; your willingness and ability to accept responsibility and independence of action in carrying out duties; the manner in which you deal with customers, co-workers and management; your willingness to help others; your attendance and tardiness record; your conduct; your training, experience and skill levels; market surveys of existing wage ranges, budget, etc.
Pay Day
The pay period for all employees extends from Sunday through Saturday.
Employees are paid on a biweekly basis (26 pay periods per calendar year). The physical payday is Friday.
Payroll Errors
We take every precaution to avoid errors in your pay. If an error does occur, however, please inform your Supervisor immediately, who will obtain the correct information from you and determine whether an adjustment is in order. If an error is found, you will receive an adjustment on the next regular payday.
Questions concerning the number of hours paid should be directed to your immediate Supervisor. Questions concerning paycheck deductions or how they were calculated should be directed to Human Resources.
Ultimately, paycheck discrepancies, such as overpayment, underpayment, or incorrect payroll deductions must be immediately brought to the attention of the Sr.
Manager of Payroll. MARSHALL RETAIL GROUP/INMOTION will make efforts to correct mistakes when alerted to them.
Payroll Deductions
Your pay does not always represent the full amount of your earnings because we are required to make certain deductions. As an example, we are required to deduct your federal withholding tax (income tax) from your earnings. This deducted amount is turned over to the United States Government and you receive credit for it on your Item 3A - Page 304
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Overtime Hours
Employees may not work overtime without advance permission from their manager, and managers can discipline Employees after they work unapproved overtime.
Nonexempt Employees should not access job-related e-mails or conduct other business outside of work hours.
Compensatory Time
“Comp time” is not allowable by law for any MARSHALL RETAIL GROUP/INMOTION Employee.
Breaks
There is no federal requirement for employers to provide breaks of any kind during their work hours. If you work in a state that does not have specific meal and/or rest break requirements, the following policy applies. Your manager will advise you when you may take your breaks. Breaks are not to be taken back-to-back. If you are in a location that has specific local or state laws on breaks, your Supervisor will let you know. If you have questions, please feel free to call anyone in HR. All Breaks over 30 minutes must be accounting for by clocking out and in.
Rest Breaks
Meal and rest breaks must be coordinated with your supervisor to ensure adequate staffing at all times. Employees should make every effort possible to schedule personal and medical appointments outside their scheduled working hours or around their meal period.
In general, the Company provides non-exempt employees a break period of ten (10) minutes of break time for every three and a half (3 ½) hours worked. For a seven (7) hour shift, Employees are also entitled to two (2) paid rest breaks of 10 minutes each, for which there is no requirement to clock in and out.
Breaks should be taken at or near the middle of the four-hour period. Breaks are not to be taken at the very beginning or very end of your scheduled shift. The Company generally will not authorize a break for employees whose total daily work time is less than three and one-half (3 ½ ) hours.
These rest periods are counted as hours worked, and thus, employees are not required to record their break time on their time records. Times in and out for any breaks must also be recorded ONLY if they are at least 20 minutes or longer.
Breaks of 19.99 minutes or fewer cannot be deducted from a person’s paycheck and therefore should not be recorded. Therefore, one should not return early from meal/lunch break.
Rest breaks may not be combined with or added on to meal breaks and may not be used to come to work late or used to come to work early.
Rest-Room Breaks
If you are working in a single coverage situation and in need of taking a rest-room break, the first step is to consider whether there are other stores that can cover for your break and keep the store open. If one must close the store for a rest room break, it is asked that this take no more than 5- 10 minutes and a message is posted on the store to inform customers of the time the store will reopen.
Meal Breaks
Non-exempt employees who work five or more hours in a day are typically required to take at least a thirty-minute unpaid meal break. A second thirty-minute unpaid meal break is required for employees who work over ten hours in a day. Certain exceptions to the rule exist based on the number of hours worked and/or the nature of the employee's duties, but exceptions are uncommon, and you must have written 61 Employee's former position will be filled immediately or eliminated if the circumstances require. Temporary or regular transfers of jobs to a parallel position generally are not accompanied by any pay increase. MARSHALL RETAIL GROUP/INMOTION reserves the right to decide if and when to promote or transfer Employees to whatever job or location may be necessary to accomplish the objectives of the Company. If you wish to transfer to another department, you must first contact your current Supervisor and then the HR department to proceed.
Schedules and Work Hours
Your particular work schedule will depend upon your job and the department to which you are assigned. Your Supervisor will explain your work schedule to you. It is the employee’s responsibility to check the posted schedule made by their store manager for the hours they are expected to work each week. In order to give you as much notice as possible, it is our expectation that Supervisors will post staff schedules at least two weeks in advance, unless otherwise dictated by local law.
Due to the nature of the Company, we cannot always establish a definite number of hours to be worked each day. Work periods may not always begin at the same time each morning, and additional time may be needed at the end of the day to complete the work. When additional hours are required, Employees are expected to cooperate. Some locations operate 24 hours/ 7 days per week. Most positions include weekends as necessary.
Overtime must be pre-approved in advance by the Department Head. Paid Time Off (PTO) or other time off taken during a week does not count as time worked for overtime calculations. A non-exempt Employee required to work in excess of 40 hours per week will be compensated at the rate of one and one half (1 ½) times the regular hourly rate of pay. In some locations there are additional overtime rules based upon local, state or federal ordinances. If you feel that MRG has missed a new law or that your OT wasn’t calculated properly, please contact the Manager of Payroll. Details are listed as the end of this handbook.
Although you may be hired for a particular schedule, shift, or location, management reserves the right to transfer Employees to a different schedule, shift, or location at its sole discretion as operational needs or other factors may require.
Hours of Operation: All stores are to be staffed and prepared to open 15 minutes prior to opening time so that the store will be ready for the day’s business. Office and Distribution Center Employees are to appear for their shift and be ready to begin work as scheduled.
It is improper to clock in or out for someone else, or to have someone else do the same for you. Such conduct may result in disciplinary action, up to and including termination. When beginning work in the morning, do not clock in until you have completed all personal business and are ready to begin work.
All exempt and hourly Employees must tell their Supervisor if they miss any time during a work week resulting in fewer than the assigned hours worked.
Persons not working their full schedule in a week and not reporting this to their Supervisor will be subject to termination.
Persons recording payroll must ensure that all hours worked are documented and that any time not worked is docked appropriately in accordance with applicable law.
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Chapter 5 Employment & Selection
Philosophy
MARSHALL RETAIL GROUP/INMOTION’s reputation and your job satisfaction depend to a large degree upon you. This is why we try to carefully select our Employees through a detailed application, careful interviewing, reference checking, criminal record and other employment tests and investigations. In addition, we reserve the right to make, obtain or update such information on any Employee; and also, to obtain any applicant's or Employee's credit information, criminal background and/or driving record if this information is job related.
Falsified references or other pre-employment information will usually result in an Employee's immediate discharge.
MARSHALL RETAIL GROUP/INMOTION is committed to hiring only authorized workers. Each Employee is required to provide documents which verify both identity and authorization to work in this country. Both the Employee and the Company representative will sign a form attesting that the documents are valid.
Employment at MARSHALL RETAIL GROUP/INMOTION is based on job related competencies, qualifications and skills. The skills and experience of applicants are determined through fair and practical selection methods. MARSHALL RETAIL GROUP/INMOTION is committed to recruiting diverse staff at all levels of the organization.
Selection and Evaluation
All Department Heads must furnish the Human Resources Department with notices of job vacancies by use of a Job Vacancy form.
MARSHALL RETAIL GROUP/INMOTION seeks to fill open positions with the most qualified candidates available for employment through internal and external sources and within established Equal Employment Opportunity guidelines. The best applicant will be selected for each job opening. Human Resources, after consultation with the hiring manager, will evaluate applications according to the requirements of the position to identify the best qualified applicant. Interviews, background checks and other pre-employment assessments will be used as appropriate. Applicants will be required to provide any job-related information and undergo any job related examinations necessary to demonstrate compliance with the requirements for the positions involved.
Referral Bonuses for Employees
If an Employee knows someone who would make a FANTASTIC MARSHALL RETAIL GROUP/INMOTION Employee; he/she/they may be eligible for a referral bonus.
How to refer:
1. Give the applicant the www.JobsatMRG.com link and have them apply.
2. Make sure they choose referral in the application and that they put your first and last name (otherwise we will not be able to pay out the bonus.) Criteria for payout:
1. Your referral is hired by MRG/IMEG!
2. The Employee and the referred Employee are both still employed after a 90 period from the referred Employee’s start date.
Bonus amounts: • $100.00 if the referral is hired into an hourly position • $200.00 if the referral is hired into a salary position 63 authorization from your manager to excuse you from taking a meal break.
Employees taking their meal breaks must “clock in and out” recording the time when they begin and end their meal periods on their time records.
Your manager will usually schedule your meal break. In order to facilitate the smooth flow of business, meal breaks may be staggered and may change to meet business needs. An employee must take the meal break even if adequate coverage is not available. Employees are not to spend any part of their meal break at a location.
This includes inside or around the location area. Eating food on the sales floor is prohibited.
Employees should make every effort possible to schedule personal and medical appointments outside their scheduled working hours or around their meal period.
This time is your own and you may use it as you see fit as long as you follow the facilities rules. Hourly Employees must take the full meal period and may not perform work during it unless authorized by your Supervisor to do otherwise. Meal periods must be taken away from your normal work area. Employees are not permitted to work during meal periods in order to leave work early, or to extend daily meal periods. You should take only the appropriate time allowed. Lunch hours and breaks may not be taken at the beginning or end of the workday.
Waiving the Meal Break
An agreement between the Regional Director, Store Manager and the employee may result in the employee signing a waiver to eliminate meal breaks. Any such agreement is completely voluntary on the part of the employee and will only be permitted where allowed by applicable law. The employee agrees to not hold the Company responsible for failure to abide by the thirty-minute meal break policy resulting from waiving the right. Any such agreement will only provide for waiver of the meal break. The employee will be eligible to receive rest breaks as provided above.
Corporate Rest and Meal Break Policy
Corporate employees are to follow the guidelines listed above for meal and rest breaks, except that a Corporate employee may request a 60 minute meal break, in lieu of a 30 minute meal break. Work hours may need to be amended accordingly.
Meal and rest breaks will be scheduled by the manager to ensure appropriate coverage of the department. No employee (whether exempt or non-exempt) may skip a meal break in order to arrive late or leave early.
Other Breaks
Mid-day appointments or longer lunch periods must be pre-approved by your manager and depending on the amount of time needed, PTO may apply. Nonexempt employees are required to clock in and out for any breaks that are outside of the allotted 10 minute rest break.
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Introductory Period
All new Employees are subject to an introductory period so that each Employee has ample opportunity to become acquainted with the job and to demonstrate his/her/their ability to fully perform its duties and responsibilities. The period generally will be up to three (3) months from the start of employment unless the department’s training program requires a longer period to assess the Employee’s performance.
This period may be extended by the Supervisor in consultation with Human Resources. Successful completion of this period is not a guarantee of future employment. All employment with MARSHALL RETAIL GROUP/INMOTION is ATWILL and can be terminated by either MARSHALL RETAIL GROUP/INMOTION or the Employee for any reason, with or without notice at any time.
Rehired Employees are also subject to a new introductory period. Employees are not considered Regular Employees until they successfully complete their introductory period.
65 • Management is only eligible to earn a recruitment bonus for employees they recruited for another department, store, region etc.
• Human Resources staff is ineligible for this program. • Referral bonus’ are subject to final approval by the VP, Human Resources. • This is a taxable benefit; therefore, all awards will be processed through payroll and applicable taxes will be deducted.
• Recruiting former employees doesn’t warrant a referral bonus Employment Verification/References
All inquiries requesting employment verification or references including personal references on a current or former Employee are to be referred to Human Resources and are not to be provided by Supervisors or other Employees. Information routinely verified by Human Resources will include only job title(s), dates of employment and salary/wage.
Applications
Applications are required for all positions. The application form will require background information including training, experience, and other pertinent jobrelated information. All applications must be FULLY completed. Human Resources may require documentation of statements or claims on the application as appropriate. False statements or material omissions on the application form are grounds for disqualification of an applicant or termination of an Employee.
Applications for employment, promotion, transfer or reemployment will be submitted as prescribed by Human Resources. Only applications received in the prescribed manner will be considered. Current MARSHALL RETAIL GROUP/INMOTION Employees must notify their present Supervisor before applying for another position.
Information submitted in connection with the application for MARSHALL RETAIL GROUP/INMOTION employment is subject to verification.
Disqualification
Applicants may be disqualified from consideration if they:
• Do not meet the qualifications necessary for performance of the duties of the position involved.
• Are unable to perform all the essential functions of the job, with or without reasonable accommodation.
• Make a false statement or omission of material fact on the application form, supplements, or during the interview.
• Fail to authorize the background check form or failure to make a complete and thorough disclosure.
• Failure of Drug testing or failure to submit to drug testing in a timely manner. • Commit or attempt to commit a fraudulent or deceptive act at any stage of the selection process.
• Are below the minimum employable age prescribed by state law. • Have an unsatisfactory employment record, background check or behavior pattern that demonstrates unsuitability for the position. • Fail to provide satisfactory proof of identity and authorization to work in the U.S.
An applicant may be disqualified from consideration upon other reasonable grounds relating to job performance or behavior requirements.
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ALL WARNINGS OF ANY TYPE MUST BE SENT TO THE VP OR DIVISIONAL
DIRECTOR OF HR AND APPROVED PRIOR TO DELIVERY
All of the following are on the same form. Employees will be asked to sign or initial the document. This is just to indicate that the Employee has received the document. Copies will be placed in the Employee's personnel file.
VERBAL CLARIFICATION - At times, if performance or behavior is unacceptable, the Supervisor or senior management may verbally correct you. A written record of this session will be placed in your personnel file.
WRITTEN WARNING - If an Employee's improper conduct or behavior is more serious or a continuation of past poor behavior, the Employee receive a written warning. Copies will be placed in the Employee's personnel file.
SUSPENSION - In some serious cases, an Employee may be suspended from work, with or without pay, as a disciplinary measure. All suspensions will be documented, and a copy placed in the Employee's personnel file.
TERMINATION - Depending on the nature, or severity of an Employee's actions, termination of employment may occur. Copies will be placed in the Employee's personnel file.
MANAGEMENT RESERVES THE DISCRETIONARY RIGHT TO MAKE ALL DISCIPLINARY DECISIONS.
Employees separated or not, always have the right to include a responsive written statement with their disciplinary paperwork.
Demotions
Demotion is the placement of an Employee in a position of lesser responsibilities and compensation. A Demotion is appropriate only after the Department Head determines that an Employee is unable to perform satisfactorily the duties assigned to the position occupied by the Employee, but that the Employee does have some skills that can be utilized in a different capacity. The use of Demotion instead of dismissal is discretionary with the Department Head. The availability of a position with lesser responsibilities and compensation at the time a Department Head takes disciplinary action does not automatically entitle the Employee to be demoted in lieu of being suspended or dismissed. Demotions will be accompanied by a written warning in most cases.
Termination of Employment
Sometimes it becomes necessary for an employer to terminate an Employee.
Terminations are taken seriously and there is a great deal of thought involved.
Advance notice need not be given in termination cases. Employees who are terminated may receive their final paycheck at the Company's discretion, in accordance with Federal, State and local laws.
The Supervisor is mandated to keep the next higher level of management and Human Resources informed on ALL disciplinary issues and contemplated action.
Termination and warnings will require approval of Human Resources. 67 Chapter 6 Disciplinary
Actions/Separation
Discipline
Disciplinary action is intended to correct unsatisfactory performance or behavior when it occurs. Generally, it is MARSHALL RETAIL GROUP/INMOTION’s intention to take a constructive approach to disciplinary matters and performance problems.
Where reasonable, Supervisors are to intervene early, specifically identify the problem, clearly indicate expected changes and the time in which changes are to be made, the consequences of not making the timely changes, provide feedback and positive reinforcement, and assure follow-up on indicated actions.
Verbal clarifications, written warnings, suspensions, demotions and terminations exist as possible disciplinary actions for unsatisfactory behavior or poor performance and must be approved by VP or Divisional Director of Human Resources.
Selecting the appropriate disciplinary action is at the Supervisor’s discretion consistent with this policy. HOWEVER, NO VERBAL CLAIRIFCATION, WARNING,
SUSPENSION OR TERMINATION IS TO BE GIVEN TO AN EMPLOYEE WITHOUT CONSULTING THE VP or Divisional Director of HR. If there is an immediate concern and a Supervisor cannot reach HR, he/she/they has the right to send a person home on paid short-term Suspension and then reach HR ASAP to determine next steps.
This policy explains some of the actions that may be taken as a means to facilitate the resolution of problems. This does not constitute a contract or other legal guarantee by MARSHALL RETAIL GROUP/INMOTION to its Employees or otherwise limit the discretion of MARSHALL RETAIL GROUP/INMOTION in dealing with its Employees since employment is AT-WILL.
There is no requirement that each form of discipline be used in every situation. For some offenses, the severity may be such that discharge may be warranted on the first occurrence. For that reason, the Company may skip certain steps of discipline as deemed appropriate under the particular circumstances of a situation.
Employees should direct any questions about disciplinary action to Human Resources.
In this handbook we describe rules, practices, policies, and guidelines our Employees are to follow. Should violations occur or should an Employee engage in unacceptable behavior or improper conduct, our progressive discipline policy normally enables us to attempt to correct the problem. However, management reserves the discretionary right to employ any phase of discipline at any time and the kind of disciplinary action selected will normally depend on many factors, including, without limitation, the nature and responsibility of the Employee's job, the nature of the conduct in question, the Employee's past work record and job performance, and whether the circumstances suggest that the Employee is likely to make a meaningful contribution to our work effort in the future.
The descriptions of disciplinary actions used by the Company are below.
Employees will be asked to sign or initial these documents. This signature doesn’t mean that the employee agrees with the documentation, only that he/she/they received it.
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4. Violation of MARSHALL RETAIL GROUP/INMOTION rules, regulations, policies, or procedures.
5. Insubordination.
6. Failure to cooperate in internal investigations concerning MARSHALL RETAIL GROUP/INMOTION rules, regulations, policies, procedures, or misuse or theft of MARSHALL RETAIL GROUP/INMOTION assets or property.
7. Abuse of short or long-term disability, or other leaves or benefits.
8. Excessive tardiness or absences. Excessive tardiness or absences is defined as those that negatively impact the performance expectations of the Employee’s supervisor, department, and/or other work groups.
9. Falsification or unauthorized use, removal, alteration or destruction of MARSHALL RETAIL GROUP/INMOTION business documents or records including employment application documents.
10. Possessing, selling, distributing or being under the influence of intoxicating beverages or illegal drugs while on the job or on MARSHALL RETAIL GROUP/INMOTION property or at MARSHALL RETAIL GROUP/INMOTION related business functions.
11. Failure of a drug test.
12. Waste, destruction, damage, unauthorized or improper use, removal or alteration of MARSHALL RETAIL GROUP/INMOTION property, equipment, or supplies.
13. Unauthorized use or disclosure of MARSHALL RETAIL GROUP/INMOTION official or business information or confidential or proprietary information or documents.
14. Unauthorized or improper use of official authority.
15. Abusive, discourteous, threatening, harassing or assaultive behavior, conduct or language towards other Employees, customers, vendors or the public.
16. Other unacceptable job performance or behavior.
17. Possession of, threats of use or actual use of weapons, or display or use of other items in a threatening manner.
18. Unauthorized removal use or possession of MARSHALL RETAIL GROUP/INMOTION property, or property of other staff members or anyone on MARSHALL RETAIL GROUP/INMOTION property.
19. False statements or material omissions on application forms or during the hiring process, or on other MARSHALL RETAIL GROUP/INMOTION documents, forms, reports or other records.
20. Failure to comply with all applicable City, State and Federal laws regarding the selling, offering or furnishing of tobacco products and alcoholic beverages. 69 Regardless of the reason for termination of employment, please remember that the Company operates under an "at will" policy as described throughout this handbook.
Involuntary Termination:
An Employee whose employment is terminated as a result of a decision by the Company will be considered to have had his/her/their employment relationship severed immediately at the time of notification of the decision. Employees who are involuntarily terminated will not receive any payout of unused paid time off.
Return of Property:
At the time of termination or resignation, the Employee must return any Company property, including, but not limited to: keys assigned, any Company issued uniform items, parking passes, timecards, Employee Discount Card, Company ID/name badge, etc.
Final Paycheck: When an Employee resigns, is laid off, or is terminated, any wages earned and unpaid at the time of separation will be paid in accordance with applicable law.
Resignation
We hope you will enjoy working here. Sometimes however, personal circumstances force a change in jobs. In such cases, MARSHALL RETAIL GROUP/INMOTION would appreciate enough time to adjust working schedules and secure a replacement. Two weeks notice would be considered a proper notice time frame, but if you are able to give more notice, it would be appreciated. The Company may, in its discretion, accept the Employee’s resignation immediately, and thus not require the Employee to work through the notice period. Employees who do not show to work and do not call within that day are considered as resignations.
Exit Interview Documents
Employees who separate from MARSHALL RETAIL GROUP/INMOTION for any reason will be asked to complete an Exit Interview form. The purpose of this form is to provide management with information which may assist in improving the work environment at MARSHALL RETAIL GROUP/INMOTION.
Conduct Rules Discipline may be initiated for unacceptable performance or behavior in the judgment of the Supervisor or MARSHALL RETAIL GROUP/INMOTION, which is defined to include but is not limited to the following list. This does not preclude the immediate termination of an Employee with or without prior notice in the event of incidents of a serious nature, successive incidents, or when deemed in the best interest of MARSHALL RETAIL GROUP/INMOTION.
1. Unsatisfactory performance of duties to include job performance, behavior, and failure to maintain acceptable working relationships.
2. Illegal, abusive, or unsafe acts anywhere on MARSHALL RETAIL GROUP/INMOTION grounds, to include the buildings and parking area, using MARSHALL RETAIL GROUP/INMOTION resources or while conducting MARSHALL RETAIL GROUP/INMOTION business.
3. Unsatisfactory background check that demonstrates unsuitability for the position.
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Chapter 7 Communications
Circle of Five
If there is something about your job or a condition at work that is bothering you, we are available to discuss it. We cannot help you solve your problem unless you bring it to our attention.
Our “Circle of Five” offers all Employees the opportunity to discuss anything they wish with their supervisors. If you have a problem or concern, it can usually be resolved by going through your Circle of Five.
You are always able to speak candidly with these five individuals:
1. Your supervisor- if you have tried this, or your issue is with your supervisor you can go to #2
2. Your Department Head OR your supervisor’s supervisor- while we always prefer you start with your supervisor, there are times when it is appropriate to move up the ladder.
3. You may always speak to the VP or the Divisional Director of Human Resources anytime.
4. If your issue is even more serious, you can speak to one of the Executive Team members.
5. Lastly, you may contact the CEO. We encourage you, however, to contact one of the other members of the circle of five first.
You should not go to another department head or a supervisor to whom you do not report. This isn’t acceptable and it could hinder your ability to get good counsel and results. One should stick to your Circle of Five. If you are a supervisor and you are approached by a person who is not in your department, it is inappropriate to do anything other than refer them to their circle of five.
Remember, the only purpose of our complaint procedure is to give you an opportunity to resolve any problems or complaints of any kind. In order for this open door complaint policy to work, you must want it to work and use it. It's for your benefit. Your Circle is always open. When problems arise, we would like to have a chance to correct them if we can.
MARSHALL RETAIL GROUP/INMOTION desires that all Employees be treated in a fair and equitable manner. Whenever Employees have questions, requests or complaints regarding their relationship with MARSHALL RETAIL GROUP/INMOTION, they are urged to start with their supervisor, but they can freely speak to anyone in their Circle of Five.
Updating Personnel Records
When you were first employed by the Company, you completed an application form supplying us with various facts which we must know about you. This information was transferred to a file, which is the Company's employment record of you as an individual. Keeping this record correct and up-to-date is important to you because it enables the Company to reach you or a loved one in an emergency, forward your mail, properly maintain your insurance and other benefits, and compute your payroll deductions. You are required to update any changes in: address or, telephone number, marital and family status (for insurance and withholding tax purposes) name, beneficiaries or dependents listed in your insurance policy, number of dependents, person to notify in case of accident, and citizenship. You can make almost all of these changes in ADP. For assistance, contact HR.
An Employee doesn’t have to follow the Circle of Five in the event of potential harassment and should report any sexual harassment or other harassment immediately to any Manager, Supervisor, the VP, HR or other appropriate Human Resources staff.
71 21. Verbal or physical abuse, harassment of, or discrimination against coworkers, customers, or guests, or other violation of the Company’s policies prohibiting harassment, discrimination, and retaliation.
22. Sleeping during working time.
23. Leaving the job, store or site, without prior permission of one’s manager.
24. Other offenses
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Your HR Team
Phone Number: (702) 385-5233
3755 W. Sunset Road, Suite A, Las Vegas, NV 89118
Heather McBride, Director of Human Resources, Human Resources (ADP SME – subject matter expert)
[email protected] 702-949-8755 Office
Brittany Marsh, Director of Recruiting & Onboarding (Candidate Whisperer) [email protected]
Kelly Lanham, Senior Manager of Payroll (Purveyor of Pay) [email protected]
Samantha Gioia, Benefits Manager (Benefits Guru)
[email protected] 702-949-8722 Office
Bridgette DiMaria, Employee Relations Specialist (Trainer Extraordinaire) [email protected] 702-949-8733 Office
Michele Hemphill, Payroll Clerk (Money Mogul)
[email protected]
Dante Garcia, Recruiting Lead (Commander of Conversation) [email protected]
Christina Jennings, Onboarding Specialist (Head Honcho of Hiring) [email protected] 702-949-8744 Office
Jennifer VanDyke, HR Coordinator (Atlantic City Authority) [email protected]
Sarah Silverman, HR Coordinator (VIP of NYC)
[email protected]
Jamie Zebert, Talent Scout (C.V. Clairvoyant)
[email protected]
Jill Smith, Talent Scout (Ruler of Recruiting)
[email protected]
Antoinette Taylor, Talent Scout (Duchess of Discussion) [email protected]
Erik Renteria, Talent Scout (Captain of Conversation)
[email protected]
HR FAX LINE 702-425-1292
73 In addition, please let us know about the completion of any training or educational courses, so that you may receive proper consideration as better job opportunities arise throughout the Company.
Your Supervisor
One of the best sources of information about your job and your benefits is your Supervisor. When you have any questions, please contact your Supervisor for an answer. Supervisors will generally have the answer for you right away, but if not, we will get the proper information for you as soon as possible.
Additional Communications
In addition to this Employee Handbook, you may receive information from the Company. You should read everything carefully and take the information home with you so that your family may know more about your job and your benefits. In addition, you may receive letters at your home. There is no regular schedule for distribution of this information - the function of each letter or publication is to provide you and your family with interesting news, policy changes or additions, and helpful information which will keep you up to date.
Company Stationery
MARSHALL RETAIL GROUP/INMOTION stationery is for authorized business only.
It must not be used for personal letters or other non-Company use because it may give a wrong impression to someone who sees it used this way. Unauthorized use of Company stationery may result in disciplinary action, up to and including termination. In addition, you will be responsible for any claims or demands of anyone arising out of unauthorized use of Company stationery.
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SECTION E
PLAN
Transition
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THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE 1 SECTION E
OUR TRACK RECORD OF SUCCESS IN DESIGN & CONSTRUCTION
MRG has a demonstrated track record of building and
opening airport shops on time. In just the past two years alone during the pandemic, MRG has developed, designed, constructed, and opened 23 stores in 10 airports, including the nation’s largest duty paid store, The Bowery Bay Shops and The Dean, encompassing over 20,000 square feet in
LaGuardia Airport in New York.
MRG accomplishes on-time openings by choosing
experienced designers and contractors, holding weekly
design/construction review meetings with all stakeholders, and having comprehensive transition plans with buy in
from all impacted departments at MRG. We also have a
successful history of providing transitional (temporary) services during construction through kiosks and wall
units that provide convenience to airport travelers and continuous revenue streams.
At PSP, we understand that all development and installation shall occur during non-peak hours at times approved by
the City and in accordance with the City’s construction projects. During the initial build-out plan, we will retain a qualified, competent project manager with experience at managing similar sized projects.
TRACK RECORD OF Success
The Bowery Bay Shops - LGA
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/ /
<
2 DESIGN & CONSTRUCTION
CONSTRUCTION TO OPERATIONAL TRANSITION PLAN
We understand the importance of delivering our retail projects on time. To expedite the construction process, minimize disruption to customer service and maximize sales, we propose the following transition plan.
Schedule
THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION E
The Dean - LGA
DECEMBER 2022
• Contract awarded.
• Take possession of units.
• Immediately implement our construction phasing plan and schedule, shown on the following pages.
FEBRUARY 2023
• Open temporary news & convenience concessions units
in front of or adjacent to Mojave Oasis and Uptown.
APRIL 2023
• Open The Pink Door, I ♥ PS, and PSP Employee Vending, assuming we do not run into any lead time issues with the machines.
OCTOBER 2023
• Open Coachella Duty Free mobile unit.
• Open Mojave Oasis, Uptown, Hey Joshua, and InMotion.
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SECTION E
CONSTRUCTION Phasing Plan
PHASE 1
KICK-OFF/PRELIMINARY DESIGN PHASE (30%)
CONCEPT DEVELOPMENT (DRAWINGS)
MRG and our selected design team will develop
a “Conceptual Approval” letter and present
this to the airport for review and approval. MRG
will submit conceptual sketches, renderings,
material boards and a written design narrative
as part of the Preliminary Design Phase.
PHASE 3
PRE-CONSTRUCTION DOCUMENTS (90%)
MRG will submit a 90% Construction
Document package to the airport. This
package will include mechanical, plumbing,
electrical and lighting designs.
PHASE 2
SCHEMATIC DESIGN DEVELOPMENT (60%)
SCHEMATIC DESIGN (SD) DRAWINGS
MRG will progress the Concept Development,
incorporating comments and feedback from
the airport. This submission will include
lighting and signage details.
PHASE 6
OPERATIONS
Turn-over to Operations/Merchandise
and Training – a completed store will
be handed to the MRG Ops team for
stocking and associate training.
PHASE 4
100% CONSTRUCTION DOCUMENTS
MRG will submit 100% Construction
Documents. Upon the airport’s review and
approval, MRG will submit the Construction
Documents to the City for permits. If any
revisions are requested by the airport, we
will work with our architect and engineers
to respond as swiftly as possible prior to
submitting an application for City Permits.
PHASE 5
FINAL APPROVAL & CONSTRUCTION
Upon final approval of the Pre-Construction
Documents and receipt of the Permit, the
GC will mobilize sub-contractors and issue a
construction schedule. Construction typically
takes 10 to 12 weeks.
PHASE 7
CONSTRUCTION PUNCHLIST
Any open construction items
will be addressed prior to store
opening.
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4 THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION E
We understand the importance of serving airport travelers’ needs no matter what the stage of construction. Should the phasing happen such that temporary operations are required, we are ready! MRG has a successful history of providing temporary retail services during construction through kiosks and wall-units.
Based on our experience, we have developed the following time-tested list of action steps when planning and
implementing temporary store openings:
• First and foremost, maintain customer service.
• Do not impede passenger traffic. If unavoidable, minimize obstructions and allow for good flow of traffic.
• Find temporary locations suitable for our business needs while not disturbing airline and/or airport operations. • Organize and implement all necessary utilities for critical business operations prior to the opening, allowing for no operating disruptions or delays.
• Core news/convenience products in stock at all times.
The bottom line is that customer service and a continuous offeringof core retailproducts to travelers cannotbe interrupted, and MRG will do whatever it takes to make it happen.
OPERATIONS
Temporary
30 INSERT HEADER HERE
/ INTRO – KICK - OFF
TEMPORARY KIOSK EXAMPLE - INMOTION
TEMPORARY KIOSK EXAMPLE - MRG
TEMPORARY KIOSK EXAMPLE - MRG
TEMPORARY KIOSK EXAMPLE
CAPITOL FILE NEWS (DCA)
TEMPORARY KIOSK EXAMPLE
INMOTION (EWR)
TEMPORARY KIOSK EXAMPLE
SILICON VALLEY (SFO)
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SECTION F
Forms
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THE MARSHALL RETAIL GROUP, LLC // PSP // RFP 10-22 AIRPORT CONCESSIONS RETAIL FOOD AND BEVERAGE
SECTION F
1 ATTACHMENT A
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ATTACHM!:NT "A"
SIGNATURE AUTHORIZATION
REQUESTS FOR PROPOSALS (RFP 10·22)
AIRPORT CONCESSIONS - RETAIL FOOD AND 6EVERAGE:
'THIS FORM MUST BE COMPLETED AND SUBMITTED WITH YOUR
T5CHNICAL/WORK PROPOSAL (Electronic File #1)*
NAME OF COMPANY(PROPOSER): The Marshall Retail Group, LLC
BUSINESS
ADDRESS: 3755 W. Sunset Roaid, Suite A Las Vegas, NV 89118 TELEPHONE: 702-949-8777 CELL PHONE914-830-3812 FAX 702-366-1839 CONTACT PERSON Roderick McOwan EMAIL [email protected] A- I hereby certify that I have the authority to submit this Proposal to the City of Palm Springs for the above listed individual or company. I certify that. I have the authority to bind myself/this company in a contract should I be successful in my proposal.
David Charles, Presidenucoo
B. The following information relates to the legal contractor listed above, whether an individual or a cotnpany. Place check marks as appropriate:
1. If successful, the contract language should refer to me/my company as:
__ An individual;
__ A partnership, Partners· names: ___________ _
~ A company;
__ A corporation If a corporation, organized in the state of: ___ _
2. My tax Identification number ts: _5_6_-2_3_0_57_1_3 _________ _ Please check below IF your firm qualifies as a Local Business as defined In the RFP:
--. A Local Business (licensed within the jurisdiction of the Coachella Valley).
Copy of current business license is required to be attached to this document.
ADDENDA ACKNOWLEDGMeNT.:
Acknowledgment of Receipt of any Addenda issued by the City for this RFP is required by Including the acknowledgment with your proposal. Failure to acknowledge the Addenda issueq may result in your proposal being deem1;1d non-responsive.
In the space provided below, please acknowledge receipt of each Addenda:
Addendum(s) # 1,2,3 is/are hereby acknowledged.