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HomeMy WebLinkAboutM-02-01150 Case Numbbk�. 2001-0463 • ZONING FACT SHEET - 03 -Dec -01 Location: App)�V, 3225 Franklin Avenue Legal: (Comp)qte legal description on file with the Hearing Boards D Applicant: Lucia A. Dougherty, Esq. on behalf of D`a,Kid & Christine Hill 1221 Brickell Aveque Miami, FL 33131 \ App. Ph: (305) 579-0 03 Zoning: R-1 Single-fa`rRily Residential Item Request: Change of Zoning as listed in Ordinah a No. 11000, as amended, the Zoning Ordinance of the City of Miami, Article Section 401, Schedule of District Regulations from R-1 Single Family si ential to SD -2 Coconut Grove Central Commercial District. Purpose: This will provide for a unified comrr'ercial delopment site. r Recommendations: Planning Department: Denial �'e Public Works: No cpfnments� Plat and Street Committee: N/A` Dade County Transportation: I.0' comments Enforcement History, If any C.Er13. Case No: Last Hebring Date: F 9 T READING romp: Violation(s) Cited: Ticketing Action: Daily Fine: $O.OP° Affidavit Non -Compliance Issued on: Warning Letter senv6n: Total Fines to Dae`: $0.00 Lien Recorded on: Comply Order CEB Action: History:` t Analysis: 'r Please see attached. y` Zoning Bard Resolution No: ZB 2001-0479 Zoning ioard: Recommended approval to City Commission. Vote: 7-2 De(jje 8� City i16=ission: N/A M' 02- 115 15 L, • ANALYSIS FOR ZONING CHANGE Approximately 3225 Franklin Avenue CASE NO: 2001-0463 Pursuant to Arti4e 4, Section 401 and Article 22 of Ordinance 11000, as amq�ded, the Zoning Ordinance')�f the City of Miami, Florida, the subject proposal has b en reviewed for an amendment t6 he Zoning Atlas as follows: Y YS The request is to chanie�the Zoning designation from R-1 "Single4amily Residen- tial" to SD -2 "Coconut Grove Central Commercial District" as allows: The subject properties consist on one parcel fronting almost�tie corner of Frankling Avenue and Main Highway moKe specifically described in the attached "Exhibit All. The following findings have been • It is found that the proposed change from R-1/4Single-Family Residential" to SD -2 "Coconut Grove Central Commercial Dirktrict" is inconsistent; even though, the underlying land use designation was apprOed in 1990 to Restricted Commercial therefore it does not require an amendrnent 1p the Future Land Use Map of the Comprehensive Plan. • It is found that the subject property fronts ONTO Fra *ling Avenue, and the character and scale of this street is residential, • It is found that the proposed clange will represent an inti4sior into a residential neighborhood. The existing zoning bou*r compromised for such an intrusion; it is not a logical extension`, Grove Central Commerciaj-District" zoning designation that is ac Based on these findin,gs, the Planning and Zoning Department is denial of the applic4Eion as presented, i F� of commercial uses line should not be 'the SD -2 "Coconut Den, ed $) EXHIBIT A LEGAL DESCRIPTION: ;j Lot 2, Block 1, of THE ROY GARDENS, according to the Plat thereof, recorded In Plat Book 20, at Page 3, of th Publlr; Records of Dade County► Flodda. w iJ q jw02- 115 • ANALYSIS FOR ZONING CHANGE Yes No ' N/A CASE NO. 2001-0463 harrr qny with Camp. Plan; does not require amendment. In harmon'y\with established land use. Is related to adjacent and nearby districts. Is within scale w'itl�. needs of neighborhood or City. Maintains similar popplation density pattern. Existing district boundaries are illogically drawn. Changes or changing conditions that make change necessary. Positively influences living cori'ct'itions in neighborhood. Has similar impact a:,3 traffic; does'�not affect public safety. Has similar impact on drainage. Has similar impact on light and air to adfq ent areas. Has similar impact on property values in adjacent areas. Contributes to improvement or development of edjacent property. Conveys same treatment as to owners within same classification. Property is unfairly limited under existing zoning. Difficult to find other adequate'sites in surrounding area.'<:, El aq,wed 61 m- 02-- 115 • Miami Zoning Board Resolution No.: 2001-0479 { Monday, December 3, 2001 ;! Mr. Allan Shulrrtian offered the following resolution and moved its adgption Resolution: AFTER CONSIDERING`THE FACTORS SET FORTH IN ZONING ORDINACE NO. 11000, AS AMENDED, THE ZONING,. 13OARD RECOMMENDED APPROVAL TO Tt(E CITY COMMISSION OF THE CHANGE OF ZONING IN THE OFFICIAL ZONING ATLAS"' OF ORDINANCE NO. 11000, AS AMENDED, THE;;. ZONING ORDINANCE OF THE CITY OF MIAMI, PAGE 46, ARTICLE 4, SECTION 401, SHEDULE OF DISTRICT REGULATIONS, FROM R-1 SINGLE FAMILY RESIDENTIAL TO 511.2 COCONUT GROVE CENTRAL COMMERCIAL DISTRICT FOR THE PROPERTY LOCATED`iAT APPROXIMATELY 3225 FRANKLIN AVENUE, LEGALLY DESCRIBED AS LOT 2, BLOCK 1;, THE ROYAL GARDENSA20-3), PUBLIC RECORDS OF MIAMI-DADE COUNTY, FLORIDA; ZONED R-1 SINGLE FAMILY RESIDENTIAL. Upon being seconded by Mr. Chart the motion was passed and adopted Mr. Rodolfo De LaGuardia Mr. Charles J. Flowers Mr, Joseph H. Ganguzza Mr. Charles A. Garavaglia Ms. Ileana Hemandez-Acosta Mr. Humberto J. Pellon Mr. Juvenal A. Pina Mr. Allan Shulman Mr. Angel Urquiola Mr. Georges Williams Ms. Fernandez: s J. Flowers, by„the following vote: No AYE: NAY: ABSTENTIONS: NO VOTES: ABSENT: Motion carries 7-2 Yes No Yes Yes Null Yes Yes ;.Yes Yes 7 2 0 1 0 Teresita L. Fernandez, Executive Sec' Department of Planning and Zoning Hearing Boards Division Case No. 2001-0463 Item Nbr: 1 0"'A S Y M-02- 115 0 • Section 2210. Nature and Requirements of Zoning Boa Report to City Commission Circle 49propriate condition(s): When pert4!ning to the rezoning of land under application made and 22, the report and recommendation of the Zoning Board shall show Zoning Board has studied and considered, where applicable, whether or a) The proposed change conforms with the adopted Comprehensive Neighborhood Plan and does not rewire amendment. Miami a plan b) The proposed ,change is in harmony with the established land use pattern. C) The proposed change is related to adjacent and nearby district. d) The change suggested is not out of scale with the needs of the neighborhood or the city. e) The proposed change maintains the same or similar population density pattern and thereby does not increase or overtax the load on public facilities such as schools, utilizes, streets, etc. f) Existing district boundaries are' illogically drawn in relation to existing conditions on the property proposed for Qhange. g) Changed or changing conditions make"i,1he passage of the proposed change necessary. h) The proposed change positively influences living conditions in the neighborhood. I) The proposed change has the same or similar impact on traffic and does not affect public safety to a greater extent than the existing classification. j) The proposed change has the same or similar impact on drainage as the existing classification. k) The proposed change has the same or similar impact on light and air to adjacent areas as the existing classification. 1) The proposed change has the same or similar impact on property values in the adjacent area as the existing classification. m) The proposed change will contribute to the improvement or development of adjacent property in accord with existing regulations. UA i 8 !� YY1~02-- 115 '0 0 Th n e proposed change conveys, the same treatment to the individual 0 T v er as to owners within the same classification and the immediate area and Vrthers the protection of the public welfare. o) The are substantial reasons why the use of the property is limited ukder existing zoning. p) It is diffidyt. to find other adequate sites in the surrounding arOor the proposed usdqn districts already permitting such use. Motion: After consfdering the factors set forth in Section 221P of Ordinance 11000 1 mov' that the request on agenda item # /. be In recom�endvljo the City Commission for (approvil) (denial). Signature Agenda Item Print Name'," Dite, ti urt I tej sy pi -02— 115 fi Print Name'," Dite, ti urt I tej sy pi -02— 115 10 9 Q x • IZABETH 3 ~I IT VIRR ^K y u 12 1s a 1s 1a 1r 1e q Za q r r-1— G A mor " 01 101111 �©Qm� . fiamobimmimmu AV mm eeaeFaeee able. 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F{ ia'1P • 1 • T- HU(aHE5 VUVL �f�r / Su B.TR A \�•: 48. i u.e*jeJ 64 M-02— 115 o • mm_��m��� 0 v01P4��^� m0pe� u r � • TRAA' pR • c s •sr sa 40 S �_ >o = EN p p AVE. „ 3 x 0 1 5 6 0 ! q II Q I I� IS fi {.• la 19 p 34 •TR.' •• s ,! _ 29 �� 50CAPITAL n � Y S al N )D 31 7:.al 77 43 AS 9ANK n r V v > H 1 6 + 3 2 to � � 2 2 S d 9 iC 11 12 I 1. • )V � � // / ` \ ` wj nRnue d a �`•. I� A v 9 a S9 _ �a� r �-, J\ 5 ^4� CAMP .. \ o �/ 9k$CAYNE' d s 10 11 12 � • �i` ayq(v yv t a: C.5G.tRQB TS SUB.Ft ' SUBa 9•pF �..✓. R V EFy 41, • \ ,a ! • r v .n •; I IZ �+ a �o�yy I r 0 A V E, of v yrs / `411 ze .. ., 14 e 21 �x 12 za AV E. 01 T. - ♦ AVE, • ` 10 oy yF EI a ,..,,. •s ` r. F{ ia'1P • 1 • T- HU(aHE5 VUVL �f�r / Su B.TR A \�•: 48. i u.e*jeJ 64 M-02— 115 d&�i:-A�� ��$' � �� , w -.het , i'� ig t� t . ,`a4, --'°'e . °Y `�y,"`;cat&' .� H •{„ CITY OF MIAMI OFFICE OF HEARING BOARDS APPLICATION FOR AMENDMENT TO ZONING ATLAS ANDIOR OVERLAY DISTRICT ANY PERSON WHQ RECEIVES COMPENSATION, REMUNERATION OR EXP,InNSES FOR CONDUCTING LOBaYING ACTIVITIES TO REGISTER AS A LOBBYIST WITH THE CITY CLERK, PRIOR TO ENGAGING IN LOBBYING ACTIVITIES BEFORE CITY STAFF, BOARDS, COMMITTEES AND THI�-CITY COMMISSION. A COPY OF SAID ORDINANCE IS AVAILABLE IN THE OFFICE OF THE CITY CLERK (MIAMI CITY HALL), LOCATED AT 3500 PAN AMERICAN DRIVE, MIAMI,, FLORIDA, 33133. NOTE: THIS APPLICATION MUST BE TYPEWRITTEN AND SIGNED IN BLACK INNK. IT WILL BE ACCEPTED BY THIS OFFICE ONLY THE FIRST SEVEN (7) P -.YS OF THE IM- ONTH. APPLICANTS ARE RESPONSIBLE, IF N"DED, TO BRIN.,.(� AN INTERPRETER FOR THE ENGLISH LANGUAGE ,TO ANY PRESENTATION BEFORE ANY BOARD OR COMMITTEE AND: THE CITY COMMISSION. I, Lucia A. Dougherty, on behalf of David Hill and Christine C. Hill, his wife, hereby apply to the Director of the Planning Departrri`ent of the City of Miami as more particularly described herein and, in support of that request, furnish the following information (see Article 22 of the Zoning Ordinance). 1. Address of property: 3225 F'r`anklin Avenue, rgiami, Florida. 2. Folio number: 01-41.21-049-0020. 3. Two original surveys; prepared by a State of Flor .da Registered Land Surveyor within one year from -the date of application. 4. Surveys need wo �be stamped by the Office of Hearing Boards and signed by Public Works, Zoning and Planning prior to submittal of application. 5. Affidavit and disclosure of ownership of property covered1 by application and disclosure of interest (see attached form). 6. Certified list of owners of real estate within a 500 -foot radius oo'the outside boundaries of property covered by this application. 7. At least two (2) photographs that show the entire property (land arid_ improvements). 8. Present zoning designation(s): Single -Family Residential R-1. a� (n-02- 115 u g. `, Future zoning designation(s): Coconut Grove Central Commercial District SD -2. 10. ther (Specify and attach cover letters explaining why any document you are attaching 11i pe - inent to this application: See attached letter of explanation. _ 11. Stat ent explaining why present zoning designation is inappropriate. The SD -2' site which\abuts the subject property does not provide sufficient development.area to promotk the intent of the SD -2 Coconut Grove Central Commercial;'District. Additiolly, the land use designation is commercial. Rezoning this property will cure the discrepancy between the land use designation & zoning designPition. , 12. Statement asLty why proposed zoning designation is appropriate. In order to be more compatible witl the redevelopment of the area, this site needs to be rezoned from R- 1 to SD -2 in order to create opportunities for combining residential and non- residential uses And encourage retail and service development with stronger pedestrian orientation as intended by the SD -2 District. 13. Recorded warranty deed and tax forms for the most current year available that show the present owner(s) of the property. 14. Other (specify): 15. Cost of processing according'to Section 62-156 of the Zoning Ordinance: Change of zoning classification: CS, PR, R-1, R-2, per square foot'of net lot area $ .15 Minimum $ 635.00 R-3, R-4, O, GJ, HP per square foot of net lot area $ .20 Minimum $ 750.00 per square foot of net lot area`. $ .25 C-1, C-2, I, p q $ 900.{)0 Minimum R-3, R-4, O, G.I, HP per square foot of net lot 4rea $ .30 Minimum $ 1,000.00 Public hearing mail notice fees, including cost of handling and mailing per notice $ 3.50 Signature Name Lucia A. Dougherty, Esq. Address 1221 Sric4ell Avenue Miami, Florida 33131 Telephone (305)579-0500, Date August 15, 2001 ; Sant fti' 02- 115 e' 0 STATE 0FLORIDA COUNTY F MIAMI-DADE The foregoing instrument was acknowledged before me this day of Jul 20 01 by Lucia A. -Dougherty who is personally known to me or who has produced as identification arld who did (did n t) take an oath. Name: Notary Pu=S"tae� Commissio,. wt,o�MA NJ ble My COmmi siwp,�a: ;. STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was 4.;kn6w. ledged -before me this day of 20 by of a corporation, on behalf of the corporati.on. He/She is personally known to me or has produced as identification and who did (did not) take an oath. Name: Notary Public -State of Florida Commission No.: My Commission Expires: STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me this day of 20 , by partner behalf of He/She is personally known to me or who has produced as identification and who did (did not) take an oath. 3 (or agent) on a partnership. Name: t Notary Public -State offlorida Commission No.: My Commission Expires: ouid dV W)-02- 115 • fiBfENBEflfi • iflflUBlfi Gloria M. Vaquez (305) 579-(1 6 Direct Fax: (305) jj I-5736 E -Mail: velazquez%(a� aw.com Ms. Teresita Ferrla*, Clerk, Hearing Boards City of Miami 444 S.W. 2nd Avenue, Miami, Florida 33130 Re: Application for, 3225 Franklin A August 15, 2001 anent to Zoning Atlas and/or Overlay Distrig# (the "Application") Miami, Florida (the "Subject Property")Z' Dear Ms. Fernandez: This letter will serve to suppIpment our application to' rezone the above referenced property from R-1 Residential to SD -2 Coconut Grove Central Commercial District. The Subject Property abuts property';,That is already rezoned to SD -2. The properties are under the same ownership. Although the Suliect Property's land use designation was amended to commercial in 1990, it was never rezoned to commercial. This rezoning will cure the inconsistency between the underlying land use',.qesignation and zoning designation. Section 163.3202 of the Florida Statutes requires "that. a' "local municipality shall adopt or amend and enforce land development regulations that are consistent with and implement their adopted comprehensive plan". In addition, as already noted in the Application, I",khe SD -2 site which abuts the Subject Property does not provide sufficient development area to pf0mote the intent of the SD -2 Coconut Grove Central Commercial District. Furthermore, this rezongg will allow for the redevelopment of the area by creating an opportunity for combining residential and non-residential uses and encouraging retail and service development with stronger pedestrian orientation as intended by the SD -2 District. Thank you for your consideration. Please call me at 305{579-0736 if you have any questions. Sincerely, G loria M. V GMV:lms CC: Lourdes Slayzk, Planning Department Robert Lavernia, Planning Department Juan Gonzalez, Zoning Administrator IINIIA-SRVJISVELAZQUEZG1I331543v0IWFB0I!.DOC181151QI GREENBERG TRAURIG, P.A. 1221 BRICKELL AVENUE MIAMI, FLORIDA 33131 305-579-0500 FAX 305-579-0717 www.gtiaw.com De Yi MIAMI NEw YORK WASHINGTON, D.C. ATLANTA PHILADELPHIA TYSONS CORNER CHICAGO BOSTON PHOENIX WILMINGTON Los ANGELkS DENVER SAO PAULO FORT LAUDERDALE BOCA RATON WEST PALM BEACH ORLANDO TALLAHASSEE (A -O 9 — 1 1 5 AFFIDAVIT Before me, that undersigned authority, this day personally appeared Lucia A. Dougherty vVho being by me first duly sworn, upon oath, deposes and says: 1. That he/she is `:the owner, or the legal representative of the owner, submitting the accompanying application` for a public hearing as required by Chapter 55 of the Code-�of the City of Miami, Florida, affecting the real property located in the City of Miami, as described and listed on the pages attached to this affidavit and made a part thereof. 2. That all owners which he/the represents, if any, have given their full and complete permission for him/her to act in his/her behalf for the change or modification of a classification or regulation of zoning as set out in the accompanying petition 3. That the pages attached hereto and made a part of -this affidavit contain the current names, mailing addresses, telephone numbers and legal descriptions for the real property of which he/she is the owner or legal representative: 4. The facts as represented in the application and documents submitted in conjunction with this affidavit are true and correct. Further Affiant sayeth not. Applicant's Sig re STATE OF FLORIDA COUNTY OF MIAMI-DADE The foregoing instrument was acknowledged before me this day of 1)r� 20 01 by Lucia A. Dougherty who r 9LJ Pers ally known to me or who has produced as identification and -who did (did not) take an oath. Name: Notary Public Commission I My Commissi r OWNER'S LIST O er's Name: David Hill and Christine C. Hili, his wife. Mailin .Address: 3540 Main Highway, Coconut Grove, Florida 33133 Telephone ivumber: (305)648-1523 Legal DescripdgQ : See attached Exhibit "A", 3225 Franklin Avenge, Miami, Florida. Of Subject Proper}+ t. Owner's Name: Mailing Address: Telephone Number: Legal Description: Owner's Name: Mailing Address: Telephone Number: Legal Description: Any other real estate property owned individually, jointly, or severally (by, corporation, partnership or privately) within 500 feet of the subject site is listed as follows: Street Address Legal Description See attached Exhibit "B" which lists other real estate owned. Street Address Legal Description Legal Description %"kn -02- DISCLOSURE OF OWNERSHIP 1:,..._ Legal description and street address of subject real property: Street Address: 3225 Franklin Avenue, Miami. Florida Legal Address: See attached Exhibit "A" Folio. Number: 01-4121-049-0020 2. Owner(s) of subject real property and percentage of ownership. Note:,, Section 2-618 of the Code of the City of Miami requires disclosure of all parties having a financial interest, either direct or indirect, in the subject matter of a presentation, request or petition to the City Commission. Accordingly, question ##2 requires disclosure of shareh6' lders of corporations, beneficiaries of trust, and/or any other interested parties, together With their addresses and proportionate interest. David Hill 50% Christine C. Mill 50% 160% 3. Legal description and street address of any realproperty (a) owned by any party listed in answer to question #2, and (b) located within 50.4 feet of the subject real property. 3532 Main Highway, Miami, Florida- 01-4121-045-0160 3550 Main Highway, Miami, Florida 01-4121-049-0010 3235 Franklin Avenue, Miami, Florida 01-4121-049-0030 3245 Franklin Avenue, Miami; Florida 01-4121-049-0040 3255 Franklin Avenue, Miami, Florida 01-4121-049-0050 3554-60 Main Highway, Miami, Florida Q1-4121-011-0010 3580 Main Highway, Miami, Florida 014121- 0-0040 Owner o Attar for Owner Lucia A. Dougherty, Attorney 1"m OF FLOIZID1 COUNTY OF MIAN 41-DADE The foregoing instrument was acknowledged before me this day,..of August, 2001 by Lucia A.'Dougherty „who is personally known to me, and who did (did not) take an.foath. AROL� p HOS AR Y PUBLIC STATE OF pLO_R U,,, COIN64ISSIONNO. co" Name Notary Public -State of F14 Commission No.: My Commission Expires: ln- 02'- 115 EXHIBIT "A" ff LEGAL DES '"'ON: Lot 2, Btack 1, THE ROYAL GAR) SNS, according to the Plat thsreof, recorded Irt Plat Soo 20Y a Page 3, of the 96biic Records of Dade County, FlQMde. `V1 N tented �� EXHIBIT "B" 3532 lin Highway, Miami, Florida 01-4121-045 M ROES PLAT DB D-253 POR LOTS 10-11 DESC E COR�QF LOT 26 BLK 30 PB B-106 E134.30ft SWLY I TO POS CONT SWLY ALG W/L OF MAIN HWY 134.E ALG E/LIC)F LOT 1 BLK 1 PB 20-3 & E/L 3550 Main THE ROYAL Miami, Florida 01-4121-049-0010 3235 Franklin Avenue, THE ROYAL G ENS PB 20-3 LOT 1 BLK L 3245 Franklin Avenue, Miami, Florida OP -4121-049-0030 PB 20-3 LOT 1•$LK 1 Ftgrida 01-4121-049-0040 THE ROYAL GARDENS PB 29-3; `LOT 4 BLK 1 3255 Franklin Avenue, Miami, Florida '' ,. 01-4121-049-0050 THE ROYAL GARDENS PB 20-3 LbT 5 BLK 1 3554-60 Main Highway, Miatdi, Florida 01-4121-011-0010 ROBERTS SUB PB"A-21 BEG 184ft NW of"SE COR of NE 114 of SW 1/4 NW 125ft E 165ft SW 11 5f to POENpss SELY 10ft for R/W & less Ext: "area of curve in NE COR for R/ 3580 Main Highway, Miami, Florida 01-4121�p00-0040 21 54 4°I TR 1 & UND 1/7 INT TR 7 of GEO WR AN, DRADE SUB.PER DB 2413-538 OR 17072-0125.0128-0196 1 W,I e: d let (A-02- 15 s W,I e: d let (A-02- 15 Jul 09 01 11:04a Helen & Helen pa 3054453861 TI R TITRE ''' 305 261 2110 OW/01 10:41 P.2 :02/06 NO: 099 0 0 not it �ir1S7 °6R 121 i 98 � Ali 'i MJIN44� f S .IFI . 1x11$ 3MU[ar1UNl', ns -to Ihlu1Vya urn• C. 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Cocdnut'rrovr�fMla■I��,IftSO as 1)49-d4 orida.� all of Which It** wholly Within the fol lowing ecribad propartYl rt'NaQ1AAlnq lAa fw■t 40rthweet of SotIL It Purace of .C. of 5!.11. I/a l t+lorthw•Wt 115 footi !at li5 f••lI southseot 111I foot to beOinAlnq, of Rob*r1E 5t 165 Sian *Ceotding to the Plitt theroof of recorded i0 Plot Boost 21, or the Public Records Aerie*post or 0•dj, counter 311143ECT TO,-tanin suthllsity. #* irlcticnrr �rA�;t.e� WppWrringraerth•narntlil othorwiliq coomon to the subdivisions sett tit, record rhieft are lMeat•d on the •Ed• vtbr*st"iin.erelathsayvb or pl!apfrtyr..and taxa! 1'er the year trBL at and rubWsgV*nt yaasa.AND jt *ad fall geantee Ope* M,ablr fultir warrant the title to Wald lend and 14" dsfend fast ayllnst the lawful Ctalar of ati persona whomsoever* I"11TNL3B WNIRCOr, •aid grantor hag hereunto sat granter's hand atf'1d •fA&l the day and Year first ■baro written. $194*460 ed end dsllyerod In • s ;� Q*i V. k�1Qd 2 115 Jul 09 01 11:04a yelen yelen pa 3054453961 P•3 TICOR TITLE d"`'305 261 2110 07,'01 10:41 :03/06 No:099 i � iti i & f \to e of florlda. tr +sr nada 1 HE Rt BY CtR1i1'1 that an %"I* der. bwrore wr. wn ortice►r dulq Drimod in the Stott afarmanid and in tA* County mf orwwrld to ■eknoaledgsents. pasaonaliy appeared Jtfk1L L. ACKLRi111R. knAen R the person described in and who sarouled the t'10 as"Cl stied+ ■ant end nhe *0&nowiedQQd before me that phe a:ecwied Vhu some ;r the put•iiamme thrtlsin Puproeupd. Ytt1([ss my hehA Sort efer'stss orrrclol sesi in the Count are State ld th(dew or Apr A.G. f I l Off i UA A f L ARG My coeaiseien iipireat �• w....• ham;• �....u.. �..-.w. _ this M*truea.►t pipperod by a HOW, t eauiro. Ati)1!rfssft at Lae. 1G)Q Ione* deEkeen HIeA. Corsi Gabler. t torlJfa 1!136 . r•IWO~ � r� ipemlfi OMMQ i 4 Dtri 1 e1L 64 Vo 02- 115 Jul 03 01 11:04a TiCOR TITLE i 6jelen & 3elen pa W T 305 261 2110 3Ub44b3JS 1 p.4 07/911 10:41 (f :04/O6 NO: 099 •S 34031 9� ;b twi�� sysd `Balla thio r7: day of _,r"4/&44A" a 11 seed Christine C. Hill, hLr wife of the Csesgcy of"Mads. in the sues, ei Florid,►. ere, and the Cts or KIJIKI, a �uetsdi al Cerperaeien�eP.p� iax etssa scene Qraves dta��On, )hams, 33933-0 n�!�L o! the Cqua y? a[ soxs?linda' the State at Tloria4, party s� Sha see part. dans t eraMn=I the ti valuabLe Gann detatloa! seea8400"part, the revel bargainsd and sold to losing in th"d Goeip'se Comae of the said parties b the first part, for and in 'Am Oa 001 oOLUR iCl.ao) and other coed at►d to them in hand paid by the party O! the J99 whG rao! Is hereby 4canowledled. retiree, tt� said party of else aecaeed past, its wetaap era I h* lvllowtn$ described laud, situsts. lYias..'and VA" and stave Of Tloid ra, ea Wst, Set ataac#gad fxhsbit`,"A" Dc 5n-r�•;c:r,.•ItJ f`.'_•• Icy -F .. And the s&4d pert ase of tb* first part. tdo hereby fully warrant title to said lsuC and WUL dafeeed the 9004 against the lawful cla'!ms Of a1I persons whomsosvar. IN WITN221 WNEI 01', the said portd.es f the First part herevnco set thstr hands and seals the day and yasr:� above written. 1114ea4, 84a144 and dauvicerad in titre psaeWnes or, use ThINT Maw Pago I of 2 ZAL) I"ALl � i M-020- N5 Jul 09 01 11:05a /ICOR TITLE .A,. t1elen & tielen pa 305 261 2110 ' 130N gr8 3054453961 07 Ak 01 10:41 f9:06/06 NO:099 �E p.6 A portion of 4a 2o14_wins described Plata of property: Aatlinning t a pine in concrete eat 1n the Horth- woete,rly li a of Main Highway, formerly knewn as County Read, which pips is North 45' hest s distance of 186.5 fee from a pipe in concrete in a rock wall markLria the S utheast agrner of the H.E. 1/4 Of tho S,w. 114 of Se tion 21. Township 34 South. Range 41 rAst, Dads Cana Y, F1 Pride, said S.E. corner belna the so-called a wed corner referred to in an inetsum nt and %vked ons l,at recorded in Deadkook "D", page 2to 253 of DasaGountyy Public Records: dtance coed N. 4r21' 4S" �1. 108.20 ft, to a point on thputh line of Franklin Avwnuer thence procead N. 890 39' 0011 E. &long the said South, Zine of Franklin Ave*ie 145.15 ft. to its intersection with the Northwesterly Nita of Vain Hithway. as It now axiars� thence pr4sed S 41 32' 15" 41. along said liorthwastarly iins,,ot ilalr lli6inway 102.49 ft to the point: of Baginningl .;the enclosed trsl.ngle con- eaintng. porciona of Lista";2, 3, 4. and on uitnam@4 strus.% ae shown in lloberiv Subdiviatah of the Frew liwaastead and recorded inn'?lac Bonk A, pa&e:21, of Cite public Records of bads`Coultty, Florida; together with rise URprovemejIts located thereon, also known as 3554-60- Hain Highway, Goeaaut Grova,,Mfami. Florida. bring more pa rticuiarly described dr< follows, 'ahs Southeasterly to feat thereof adjacent to (lain Highway and the external area of a circular c� ve having a radius of 15 feet and tangents which are oexalla'l with end 2S fest South of the nanterline of Franklin Avenuelij 33 tear Northwesterly of the coned conterlive of ?fain Highway,;, f, y so aiQd a m-02- 115 Jul 09 01 11:05a yelen & ,delen pa P.b TICOR TI1'E_E� +'� a 305 261 2110 010/'01 10:41 5 :05106 M0 : 099 SrATZ or COUM or #41,13403Pg 977 this an d san4j Adaa�4b4fGnoDante, 4dainfatsw Andceal•4 sDavid H. and ChTLOUne C, Hill, his atEa o og im Mowq tq' .be the Persa� dsaas;bad iK cad +rhQ executed the Pora;o 9'M Ysad VaL t{ ga tiwladpd bates " that K�yay a�tuted the tars jteasl aQ w�CasitY !'er Cha i aA PurPose there n e roased. i 8 41 Rand ot."lci�tx seal atAp1i, r Scat* a Florida$ this ouaty of Dada anis 31 day of �vr t�rl,-.Z r A, D. IN 7.,' ST or "ARIDA �Pr�oovtD As ro YOU AM wpapvm Ad m Dg�c�trx'zan� C4Ri!!tG'rilt$s, /l.a7f i 1 Ms. IttstrmMant Accepted ih%a Inatrta�ts Prepared RP Parsuant to Resolution inn. posedd and Adopto4 DsParc t 4.t Lair • MY of Maaw„ rlorlda Pala S a# S A De'l d 4s q 0-02- 115 Luff Consulting, Inc. JACK LOFT Employment Experience: • urban Planning & Design 1997 to Present PRINCIPAL_ - LUFT CONSULTING, INC. Comprehensive planning, Strategic Planning, Urban Design, Expert Witness Testimony, Development Consultation. 1995- 1997 MIAMI DEPARTMENT OF PLANNING, DEVELOPMENT & ASSET MANAGEMENT Director Responsible for city wide Comprehensive Master Planning, Community Planning, Joint Public/Private Development of Public Properties, Management of City Property Assets (600 parcels) & Leases (120 commercial leases), GIS Information Systems, Historic Preservation, Zoning Administration and servicing 5 Hearing Boards. Managed staff of 48 professionals, para -professionals, - $2.5 million budget 1990- 1995 CITY OF MIAMI - DEPARTMENT OF DEVELOPMENT Assistant Director / Development Coordinator Responsible for coordination of public/private joint development of all city owned properties. Directed redevelopment program for SE Overtown/Park West. Project manager for Parrot Jungle, Dinner Key Boatyard, Watson Island Aviation facility, Tower Theater Public Cinema project, Virrick Gym redevelopment. Staff of 14 professionals - budget of $1,000,000 1970- 1990 CITY OF MIAMI PLANNING DEPARTMENT Senior Planner / Chief of Urban Design / Art in Public Places Coordinator 1967- 1968 HOWARD NEEDLES TAMMEN & BERGENDOFF Consulting Planners, Kansas City, Mo. Principal Planner, Regional and Community Planning 1965- 1967 HARE & HARE LANDSCAPE ARCHITECTS, Kansas City Landscape Architect, Urban Designer PROFESSIONAL ACCOMPLISHMENTS: Submitted into the Principal Author (Planning Department, City of Miami, Florida): recoro in Downtown Miami Master Plan - 1990 ftern o Watson Island Master Plan - 1989 'Idtf€clttar City Cwkt. I 900 rigertaii Avenue. Miami. Florida. )5 1 5 j ph. 5o5.856.0158 fax 505-516.()158 �.laft@minclsFling.c.om ❑Cull 17-f" Sioux City, Iowa Submitted into the public record in connection with item pz- 9 on / as Walter Fooman 02- 115 Lits/ clerl- 50 m N p N N 50 65 O P M m A m Fl 1 m m D 11 O O m n M � 1 Fl Fl m M m 0 0 A r I 24 010 m 00 30 so 1 65 Sp 65 p 1p 1" N r' 10 p3i o .1 A _ Fl Fl O M Fl m I m r I 24 010 m _ n so 1 65 W 114 . I" = 200' 257-2 _ AVE. L- lA RC DONALD SYS OF .0 JOE PL vt-if sc m P m N 50 n .1 A _ Fl Fl N m M Fl m m m 17 Fl 010 m _ n N I I pn e Fl „E 1 n m M o m m M M Fl N m Fl Fl 5 50 N Fl 75 SO O SO 73 I N O I' s0 O /o0 75 0 50 2A b 27 gP P P1 M II�^^ M VJ 26 ] 03 �'• v Dal a, 1 M M m 34q 70 50 50 7 SO N P m °e 50 n m N m Fl Fl Fl N m M Fl m m m 17 Fl m m _ n N I I pn e Fl „E m n m M o m m M M Fl N m Fl Fl 5 50 N Fl 75 SO O SO 73 r U) 2 50 D SO m 0O m N m N P $ ry i P m m N Fl m NF N 9 N N e n m 3a m m N m ry Fl N M m N Fl 75 SO O P POE I N ►- 21 AG{ERIS fill 01 -N21 -I1 A- 45 aERI NDRESTEAS ET -2127-10 ►- S7 RURIDEES PEE LEI IOYf al-411S_3 t t-31 A- S6 a1RL 2YDDOES 01 -COCl -31 t- 70 PEACOCK -i1SW S-106 01G`121W&7TEAD 1-1 S0 RE REST, wulE1 s0 gp O0sSoMmO nNFl�Fl mnMmmPNi NnnMom aOO E t L N1 00 o rP- Om nN ♦O = mFl w m N M �•- 0O1t -4121- z1- 12 N -iR1►THOMAS (B 150) AVE,• O1aRE2I-15 3449 tx 1QVC• 7o SO 50 75s so Ulpll5 N .50 75 SOSmm P m 1 N 1- 13 ![- 1-34<12T ! r r P[P sE[0 [i1- 62 [oCORUw Am aPm r0 CO[07 5 36 2-101 CAA1E15 Age23 E66 62 54 53 0f1p2r121-02 I- 5 Toa Pm CfM Pmn PFl Pm�y JEJ.1 'M mmM AFl'^ M1mm Mm Fl'^ :MFl Flq cG pN mN NFl N N N AOK-- 4111-Il1 I. 3479 F 10OtA1C000llRE2lS.0 I- 1{ PE COCK CQ M m 3- 34 DR 1nPN9Li D4122-70 50 50 75 So 75 so 50 75 5075 50 3- 53 DEACON RALCOS RRD g -106) ° AVE. 3- 15 {iSCAN EAIORI O 1118PER7RDESIEM RA a N Q SO /00 1O SO 0O P P P i P m N N SO m n N N n I N n N m m O m m m M m m & `9 O P POE I N O I' 0 n E 01-4121-20 N M m Fl m '^ M m m Fl rP- Om nN ♦O = mFl w m N M �•- 0O1t -4121- z1- 12 N -iR1►THOMAS (B 150) AVE,• O1aRE2I-15 3449 tx 1QVC• 7o SO 50 75s so Ulpll5 N .50 75 SOSmm P m 1 N 1- 13 ![- 1-34<12T ! r r P[P sE[0 [i1- 62 [oCORUw Am aPm r0 CO[07 5 36 2-101 CAA1E15 Age23 E66 62 54 53 0f1p2r121-02 I- 5 Toa Pm CfM Pmn PFl Pm�y JEJ.1 'M mmM AFl'^ M1mm Mm Fl'^ :MFl Flq cG pN mN NFl N N N AOK-- 4111-Il1 I. 3479 F 10OtA1C000llRE2lS.0 I- 1{ PE COCK CQ M m 3- 34 DR 1nPN9Li D4122-70 50 50 75 So 75 so 50 75 5075 50 3- 53 DEACON RALCOS RRD g -106) ° AVE. 3- 15 {iSCAN EAIORI O 1118PER7RDESIEM RA a N Q SO /00 1O SO 0O P P P i P m N N SO m n N N n I N n N m m O m m m M m m & `9 O P POE I N O I' 0 n E 01-4121-20 N I l M m Fl m '^ M m m Fl M M Fl M Pml P1 m m 50 Fl m 1 4- 7/ 0 11iTrSzl m 3517 50 / m m Fl Fl Fl n M 638ado-i=7{ARDERS AVE. °X10906-1LARDMEAU!50 707.5 so /00 1O SO 0O n m N O SO m P SO n z50 3-156 01-4121-21 ►E A10C[ EYAS m 14 m O N D 0 m 0 N O P POE N N m 10 01-4121-20 N I l M m Fl A ti '^ M m m Fl M M Fl M Pml P1 m M 50 m 1 4- 7/ 0 11iTrSzl n 3517 SO M C-tt7 REAlI CL EEO E AFSUR pl-c121-DO A I L-137 [ PpOE1.R-(iCO�O[ B 27 Q 45 47 up1.412 car lOt OR vzC[1iK ---R2t E{0 70 LNP 1.11AO a r 51 PI p Fl i Fl N N -34 6- 32 PEACOCK (PAS J 01-1121-41 / m m Fl Fl Fl n M 638ado-i=7{ARDERS AVE. °X10906-1LARDMEAU!50 707.5 so n m m SO n N N 0 0 kon p I l On m m A ti ti N m O M M 50 m m SO B -106 C at-N2t-SD i- tz r.lRRuls1 � /a0 7,0 50 m m N N P N O P e 1 pt-atzt-01 s�zv_o NO03345968 PM, Flm W h NN 1T/•- 25 Opo0A110R--o-Xc4a211t0E2[2z05 xl7l0 -.i---Afn OEDiS97 g 1 14 'It AOC[ NICE L co 0 m141104 25 6Tv6RO-itEl91 DA2 Ln +^° 3559 2 53I2 15- 29 ois 7' ft 1/- 7 1ANiE{IRI N 01 X721-2 11- SD RLA21[ SO t11-19 50 n$A ' 14 2K6 79)106- (2 -31 AVE 35T3 ❑ 9 1 10 ]e TO 56. 77TRACT Q SO 503587 (80-24) A - X7_4 (los-ao) S / O. ,65 I „3453 5 o a 3 a zs 50 0 0 n P 3X8 t Q �,'i1.i J �o 815 a 359�� � y:__nn\` SO l 12 cuA87w c Rte, � cyNcu SP!bmi "Iifed mto the f?E;114'0 N fern; 1 a item M _ C. � co��ti IR10-01 ESSI4INGER WOOTEN,,�AXWELL FOLIO NUMBER: 01-4121-00060 3265 FRANKLIN AVE OWNER'S NAME AND ADDR SHIRLEY E MARSH 3267 FRANKLIN AVE MIAMI FL 33133-5841 LOT SIZE -=> TSC COUNTY 7900.00SQFT 7900.00SQF LOT TYPE => 01 -REGULAR -LOT 01.2402 PAZIP BED BTH HB *LT ADJ SQFT $/SQFT AVR 33133 4 2 0 1947 1,350 94.81 0.99 W G V P FLR CONSTRUCT ZONING LV SQFT 2 CBS -POURED 01 - R-1 1,350 L E G A L D E S C R I P T I O N THE ROYAL GARDENS PB 20-3 LOT 6 BLK 1 LOT SIZE IRREGULAR OR 12076-303 0284 4 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 37,310 90,850 128,160 94.93 01 4,237.51 N 3.13 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 JUN. 1981 128,000 1 2001 37,310 90,850 128,160 SLC CLC MAR. 1980 108,000 6 CEN TR-BLK 72.000 - 1 08 02 MAR. 1979 68,000 1 UNITS IBD 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY 2 27.040500 N SELLER (S) MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER RIHT MORTGAGE 0203120824 ENTER=FWD F1=DOCS F4=TAX F5=LEGL F7=DIM F8=MORE F6=COMPS MENU IR10 Submitted into the public record in connection with iters -� ' 9 on -a�- Walter Foeman 02- 115 01ta Clerk TRIO -01 ESSLINGER WOOTENAkMWELL O 012402 FOLIO NUMBER: 01-4121-0 0070 PAZTP BED BTH HB LT ADJ SQFT $/SQFT AVR 3291 FRANKLIN AVE 33133 5 3 0 1956 2,462 0.04 0.00 OWNER'S NAME AND ADDR W G V P FLR CONSTRUCT ZONING LV SQFT BAIS CHABAD SYNAGOGUE INC I CBS --POURED 01 - R-1 2,462 3291 FRANKLIN AVE L E G A L D E S C R I P T I O N MIAMI FL 21 54 41 33133 THE ROYAL GARDENS PB 20--3 LOT SIZE ==> ISC COUNTY LOTS 7 & 8 BLK 1 15800.00SQFT 15800.00SQF LOT SIZE 1.00.000 X 158 LOT TYPE => 41 -MULTIPLE -LOT OR 16921--2476 0895 4 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 54,594 158,000 212,594 86.35 01 0.00 N 0.00 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 AUG. 1995 100 4 2001 54,594 158,000 212,594 SLC CLC JUN. 1992 275,000 1 CEN TR-BLK 72.000 - 1 71 44 UNITS IBD 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY 2 27.040500 N SELLERS)==> EDUARDO FERNANDEZ TR MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER SUNCOAST SAVINGS & LOAN ASSN 190,000 081095 CON FIXED N/A ENTER=FWD F1 -DOCS F4=TAX F5=LEGL F7=DIM FB=MORE F6=COMPS MENU IR10 RECENT DEED/MTG PRESENT - FI=VIEW Sobmlttc;d into the public record in onnection with iters on :? - o? - Wafter Foernan 02- M DN c100< TRIO -01 ESSLINGER WOOTENA AXWELL FOLIO NUMBER: 01-4121-00090 3303 FRANKLIN AVE OWNER'S NAME AND ADDR CRAIG A LYNCH 137 MADEIRA AVE CORAL GABLES FL 33134 LOT SIZE ==> ISC COUNTY 7900.00SQFT 7900.00SQF LOT TYPE => 01--REGULAR-LOT 012402 PAZTP BED BTH HB *LT ADJ SQFT $/SQFT AVR 33133 1 1 0 1962 1,424 84.26 0.88 W G V P FLR CONSTRUCT ZONING LV SQFT 1 CBS -POURED 01 - R-1 712 L E G A L D E S C R I P T I O N THE ROYAL GARDENS PB 20-3 LOT 9 BLK 1 LOT SIZE IRREGULAR OR 16139-4435 1193 1 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 44,756 90,850 135,606 95.22 01 4,438.86 N 3.11 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 NOV. 1993 120,000 1 2001- 44,-756 90,850 135,606 SLC CLC JUN. 1980 240,000 2 CEN TR-BLK 72.000 - 1 08 02 NOV. 1977 94,000 2 UNITS IBD 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY JUL. 1974 80,000 2 1 27.040500 N SELLER (S) == > ROBERT S COLLINS MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER PRIME MORTGAGE INVESTORS INC 108,000 111993 CON FIXED N/A ENTER=FWD F1 -DOCS F4 -TAX FS=LEGL F7=DTM F8=MORE F6=COMPS MENU TRIO RECENT DEED/MTG PRESENT - F1=VIEW Submitted Into the public record in connection with itern pi"g ©n --_--' ►A,r,1tor Fooman 02-115 awCle.r'{ IR10-01 ESSLINGER WOOTENA&AXWELL FOLIO NUMBER: 01-4121-D 5420 3242 CHARLES AVE OWNER'S NAME AND ADDR STTRRUP PROPERTIES INC 3619 PERCIVAL AVE MIAMI FLA 33133-4909 LOT SIZE ==> ISC COUNTY 10000.00SQFT 10000.00SQF LOT TYPE => 012402 PAZIP BED BTH HB IRLT ADJ SQFT $/SQFT AVR 33133 4 1 0 1930 1,860 207.84 4.22 W G V P FT -,R CONSTRUCT ZONING LV SQFT 2 FRAME--STUC 01 - R-1 1,860 L E G A L D E S C R I P T I O N FROW HOMESTEAD PB B-106 LOTS 25 & 26 BLK 30 LOT SIZE 100.000 X 100 OR 9691 644 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 45,501 46,000 91,501 49.19 01 2,860.24 N 1.53 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 JAN. 1977 386,600 4 2001 45,501 46,000 91,501 SLC CLC CEN TR-BLK 72.000 - 1 01 01 UNITS 1BD 2BDS 33DS EFF MILLAGE RT LP MLS -QTY 1 27.040500 N SELLER(S)==> MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER ENTER=FWD F1 -DOCS F4=TAX FS�LEGL F7�DIM F8 -MORE F6=COMPS MENU IR10 Submitted into the public roc®rd in connection with item cn bh.1aUer Foornan 02- 115 Cihl 01 -rt IR10- 01 ESSLINGER WOOTENgJJAXWELL FOLIO NUMBER: 01-4121-05210 3247 CHARLES AVE OWNER'S NAME AND ADDR GEORGE SIMPSON &W DAZELLE 3247 CHARLES AVE MIAMI FL 33133-5801 LOT SIZE ==> ISC COUNTY 012402 PAZIP BED BTH HB AWLT ADJ SQFT $/SQFT AVR 33133 0 0 0 0 0 1.86 0.35 W G V P FLR CONSTRUCT ZONING LV SQFT V 0 * N/A * 01 - R-1 0 L E G A L D E S C R I P T 1 0 N FROW HOMESTEAD PB B-106 W50FT OF E142.5FT OF S118FT BLK 29 5900.00SQFT 5900.00SQF LOT SIZE 50.000 X 118 LOT TYPE => OR 15745-2449 1192 1 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 0 31,211 31,211 5.29 01 843.96 Y 0.14 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 NOV. 1992 11,000 1 2001 0 31,211 31,211 SLC CLC 00 81 UNITS IBD 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY 27.040500 N SELLERS)==> MALLIE ENFINGER MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER ENTER=FWD F1=DOCS F4=TAX F5=LEGL F7=DIM F8=MORE F6=COMPS MENU IR10 COUNTY SHOWS TAXES DELINQUENT, F4=VIEW Submitted into the public record Yon nnection with Item r� •b? Walter Foeman 02- 115 City Clerk IR10-01 ESSLINGER WOOTENA&AXWELL O 012402 FOLIO NUMBER: 01-4121-0 5411 PAZTP BED 9TH HB LT ADJ SQFT $/SQFT AVR 3250 CHARLES AVE 33133 2 1 0 1932 1,054 29.41 0.57 OWNER'S NAME AND ADDR W G V P FLR CONSTRUCT ZONING LV SQFT MARIE E MIHALIK 1 FRAME-STUC 01 - R-1 1,054 3250 CHARLES AVE L E G A L D E S C R I P T I O N COCONUT GROVE FL 21 54 41 33133-5802 FROW HOMESTEAD PB B-106 LOT SIZE ==> ISC COUNTY LOT 24 BLK 30 5000.00SQFT 5000.00SQF LOT SIZE 50.000 X 100 LOT TYPE => OR 18789-0232 0999 5 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 N/A N/A 53,670 50.92 01 1,118.99 N 1.06 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT PiND TYPE YEAR BUILDING LAND TOTAL 25000 SEP. 1999 31,000 5 2001 33,806 23,000 56,806 SLC CLC JUN. 1999 64,000 3 CEN TR-BLK 72.000 - 1 PHONE 305 648 0408 01 01 JUN. 1995 77,500 1 UNITS 1BD 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY MAY 1993 60,000 1 1 27.040500 N SELLERS)==> FIRST NATIONAL BANK TR MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER INTERAMERICAN FIRST MORTGAGE 72,853 090199 FHA FIXED N/A ENTER=FWD F1=DOCS F4=TAX FS=LEGL F7=DIM F8=MORE F6=COMPS MENU TR10 RECENT DEED/MTG PRESENT -- F1=VIEW Submitted into tho public record in GOnnectiorl with item e?" on Walter Foornan 02- J J 5 City Clerk TRIO -01 ESSLINGER WOOTENIKAXWELL FOLIO NUMBER: 01-4121-0 W410 PAZIP BED BTH HB OLT ADJ SQFT 012402 $/SQFT AVR 3254 CHARLES AVE 33133 2 1 0 1962 899 0.11 0.00 OWNER'S NAME AND ADDR W G V P FLR CONSTRUCT ZONING LV SQFT RICARDO DIAZ 1 CBS -POURED O1 - R -I 851 MERCEDES DIAZ L E G A L D E S C R I P T I O N 3254 CHARLES AVE 21 54 41 MIAMI FL 33133-5802 FROW HOMESTEAD PB B-106 LOT SIZE --> TSC COUNTY LOT 23 BLK 30 5000.00SQFT 5000.00SQF LOT SIZE 50.000 X 100 LOT TYPE _> OR 19075-3675 03 2000 4 YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 38,290 23,000 61,290 68.17 01 2,043.30 N 2.27 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 MAR. 2000 100 4 2001 38,290 23,000 61,290 SLC CLC NOV. 1999 63,800 1 CEN TR-BLK 72.000 - I PHONE NON PUB 01 01 UNITS 113D 2BDS 3BDS EFF MILLAGE RT LP MLS -QTY 1 27.040500 N SELLER (S)-> JOAQUI DIAZ MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER ENTER=FWD F1 -DOCS F4=TAX FS�LEGL F7=DIM F8=MORE F6=COMPS MENU IR10 RECENT DEED - PREV MTG PRESENT F1=VIEW .AbMittOu into the public record In corn; b oo h item � on Walter Fceman 02_ 115 cityC")"' IRIO-01 ESSLINGER WOOTEN WELL 012402 FOLIO NUMBER: 01-4121-0400 PAZIP BED BTH HB OLT ADJ SQFT $/SQFT AVR 3268 CHARLES AVE 33133 3 1 0 1960 819 36.63 0.65 OWNER'S NAME AND ADDR W G V P FLR CONSTRUCT ZONING LV SQFT LEROY TAYLOR 1 CBS -POURED 01 - R-1 81.9 3102 CARTER ST L E G A L D E S C R T P T I O N MIAMI FL 33133 FROW HOMESTEAD PB 13-106 LOT 22 BLK 30 LOT SIZE ==> ISC COUNTY LOT SIZE 50.000 X 100 5000.00SQFT 5000.00SQF OR 18724--1522 0399 4 / 18434-2794 LOT TYPE => YEAR BUILDING LAND ASSESSMENT AS/FT YEAR TAXES D TX/FT 2001 23,112 23, 000 46,112 56.30 01 1,632.89 N 1.99 COUNTY MARKET VALUES HOMESTD SALE DATE AMOUNT AND TYPE YEAR BUILDING LAND TOTAL 0 MAR. 1999 30,000 4 2001 23,112 23,000 46,112 SLC CLC CEN TR--BLK 72.000 - 1 PHONE 305 445 1206 01 01 UNITS IBD 2BDS 313DS EFF MILLAGE RT LP MLS -QTY 1 27.040500 Y SELLERS)==> ELMER L BETHEL JR MORTGAGE COMPANY AMOUNT DATE MTG TYPE RATE NUMBER HOME FINANCING CENTER INC 58,000 112499 CON FIXED N/A ENTER -FWD F1=DOCS F4=TAX FS=LEGL F7=DIM F8=MORE F6=COMPS MENU IR10 LIEN(S) PRESENT, PRESS <SHIFT> AND <Fl> TO VIEW Subrnittcd into the public record in connection with Itom on Walter l=oeman 02— 2— 115 City Clerk Submitted into the pts record In connection wiffi item rz _ 9 on 2-4 o Walter Foernara City Cletk r Workers' Compensation Managed Care Arrangement .......... 33 WHAT IS WORKERS' COMPENSATION?............................................33 YOUR WORKERS' COMPENSATION: MANAGED CARE....................33 YOUR RIGHTS AND BENEFITS............................................................33 General................................................................................... ....33 MedicalCare....................................................................................34 DisabilityBenefits............................................................................34 Pharmacy........................................................................................34 YOUR RESPONSIBILITIES....................................................................35 If You Get Hurt On the Job..............................................................35 If You are Outside the State of Florida, Away from the Worksite, or Outside the Service Area of the Managed Care Arrangement....................................................................35 If You Need Surgery or Hospitalization............................................35 While Receiving Treatment..............................................................36 DrugTesting....................................................................................36 Safety..............................................................................................37 Returnto Work................................................................................37 Family and Medical Leave Act........................................................37 Working for Another Employer While Out on Workers' Compensation............................................................37 Workers' Compensation Fraud........................................................37 GRIEVANCE PROCEDURE..................................................................38 Informal Resolution.........................................................................38 FormalResolution............................................................................38 Filing a Petition with the State of Florida..........................................39 VINCAM OCCUPATIONAL HEALTH SYSTEMS RESPONSIBILITIES........................................................................39 VINCAM HUMAN RESOURCES, INC. RESPONSIBILITIES ................39 Submitted I??tc the pubtie repac �.ord in cor,,r?ectto� t&,ith Merl Wafter Foernart City Clerk 02- in INTRODUCTION WELCOME! Welcome to Vincam Human Resources, Inc. You have joined a professional employer organization that specializes in human resource and benefits management. We want to do our part to make your job more fulfilling. Our goal is to provide you with the best benefits and employee services possible. Ultimately, the success of your client employer depends on you_ You are important and that is why our Clients have united with us. They want to create the best opportunity, encouragement and recognition to develop your talents. This employee handbook ("Handbook") is a source of information about payroll, privileges, benefits, and procedures, along with a few general rules and policies. This Handbook is not a legal document or an employment contract. It is for your information. Vincam reserves the right to amend, add or change the policies, protocols, procedures and/or employee benefits listed or offered in this Handbook, including the Special Policies Supplement. You should also consult the Special Policies Supplement ("SPS"). The SPS can be found in the pocket on the back cover of this Handbook. The SPS is very important and, in addition to this Handbook, should be reviewed very carefully because it contains additional policies which may affect your employment. Afterwards, if you have questions, contact Vincam directly at its regional office servicing the client where you have been assigned. Southeast Regional Office............................................................(800) 962-4404 Midwest Regional Office................................................................(800) 446-8009 1 Subrni►ted into the public selp'sit corecErc�n with 1-m on Foet'nan City Clerk 02- 115 QUESTIONS & ANSWERS ABOUT WORKING FOR A PROFESSIONAL EMPLOYER ORGANIZATION What is a professional employer organization? An organization that provides an integrated, cost effective solution to the management and administration ol a is human � resource and cmN�uycc i iana of its clients, by contractually assuming substantial employer rights, responsibilities and risks, through the establishment and maintenance of an employer relationship with the workers assigned to its clients. Why does a company elect to use a professional employer? A professional employer organization provides a more effective method of managing employee related functions for its client companies such as processing the payroll; withholding deposits for Medicare and federal taxes; federal and state unemployment insurance and workers' compensation benefits; handling the administration of workers' compensation claims and risk management, group health insurance claims and benefit plan development; and overall human resource administration. Vincam is a professional employer organization which has entered into a contract with the client employer where you are currently working. What are some of the benefits you will gain through Vincam's services? • Improved employer/employee communications. • Professional assistance to employees with questions or problems related to employment. • Assistance in worksite safety and employee wellness. • Benefits and personnel policy orientation. • Employee complaint procedure for resolving workplace problems. Access to an employee assistance program for assistance with personal and family problems. • Employment placement opportunities during layoffs. • Workers' compensation injury case management and return -to -work programs. Submitted into the public • Employment verification and references. record in connection With • Accurate and timely payroll. item Ft -9 on Who is your employer? Waiter Foeman Cit,' C!erk Vincam and the client employer are considered to be your employers. Vincam will issue you your paycheck and W-2 form by January 31 of each year. If the company you work for contracted with Vincam after you were hired by that company, then you will receive two W-2 forms for that year. 2 02- 115 QualityService........................................................................................13 Solicitation..............................................................................................13 Employment References........................................................................13 Confidentiality..........................................................................................13 COMPLAINT PROCEDURE..........................................................................14 n w rrT/ r %J HAZARDOUS CHEMICALS AND YOUR RIGHT TO KNOW ......................16 WRITTEN HAZARD COMMUNICATIONS POLICY....................................16 SEXUAL HARASSMENT POLICY................................................................17 WORKPLACE VIOLENCE POLICY..............................................................18 THEFTPOLICY............................................................................................19 Post Treatment Testing (a.k.a. Follow-up Testing)................................26 EMPLOYEEBENEFITS................................................................................20 OTHERBENEFITS......................................................................................20 Employee Assistance Program (EAP) Policy ............................21 Drug -Free Workplace Policy............................................................23 PolicyStatement....................................................................................24 Definitions..............................................................................................24 DrugTest Refusal..................................................................................24 Pre-employment Testing........................................................................24 Reasonable Suspicion Testing..............................................................24 Post -Injury Testing..................................................................................25 Post -Accident Testing...........................................................................25 RandomTesting......................................................................................25 Fitness -for -Duty Testing..........................................................................26 Post Treatment Testing (a.k.a. Follow-up Testing)................................26 Type of Tests Administered....................................................................26 Education................................................................................................26 Before a Positive Drug Test Result ........................................................26 After a Positive Test Result....................................................................27 Confidentiality..........................................................................................28 Challenges to Test Results....................................................................28 Convictions..............................................................................................28 Amendments..........................................................................................29 Employee Assistance Program..............................................................29 DrugsTested..........................................................................................29 Over -the -Counter and Prescription Drugs that Could Alter or Affect the Outcome of a Drug-Test............................................................29 List of Definitions...................................St1€C¢i#i�:. .t3t0..t;�E pub. 0 record in coignection ni itern on . _-- Wa ler 1=oeman pity Cleric Table of Contents INTRODUCTION............................................................................................1 QUESTIONS & ANSWERS ABOUT WORKING FOR A PROFESSIONAL EMPLOYER ORGANIZATION..... ................... 2 GENERAL POLICIES......................................................................................4 Equal Employment Opportunity................................................................4 Americans with Disabilities Act................................................................4 Immigration and Employment Eligibility....................................................5 NewHire Policies......................................................................................5 Special Skills Licensing and Certification................................................6 90 -Day Evaluation Period........................................................................6 Anniversary Date......................................................................................6 Conversion Employees............................................................................6 Full -Time, Part -Time and Temporary Employment..................................6 Payday......................................................................................................6 PayrollDeductions....................................................................................7 Changeof Status......................................................................................7 Layoff........................................................................................................7 Absenteeism/Tardiness............................................................................7 Hoursof Work..........................................................................................8 Overtime....................................................................................................8 Pay Increases and Promotions................................................................8 Performance Reviews..............................................................................8 Paid/Unpaid Leaves of Absence..............................................................9 JuryDuty..................................................................................................9 MilitaryService..........................................................................................9 Resignations and Terminations................................................................9 Discipline................................................................................................10 Moonlighting............................................................................................11 Conflict of Interest..................................................................................11 TelephoneUse .............. ............ ........................ ...................................... 11 Privacy....................................................................................................11 Appearance/Dress Code........................................................................12 Personal Vehicle Use/Expense..............................................................12 Smoking..................................................................................................12 Refreshments..........................................................................................12 AcceptingGifts........................................................................................12 Parking....................................................................................................13 Good Housekeeping..............................................................................13 CompanyProperty ..................................................................................13 02- 115 Your client employer is responsible for such things as directing the manner in which services are to be delivered to customers, product design, methods of production, and day-to-day work assignments. Who is your supervisor? Your supervisor is the person at your work location who is responsible for training and the day-to-day supervision of your work. Whom should you call with questions? If you have questions about work schedules, use of machines and equipment, job duties, job training, safety procedures, proper reporting of hours worked, where to park your vehicle at work, dress code, requests for time off, or whom to call if you will be late or absent from work, contact your immediate supervisor. If in doubt, or if you would like additional Information you should call your regional Vincam office. If you have questions about work-related complaints, issues regarding fair treatment, hiring policies, payroll, payroll deductions, benefits, employee assistance programs and counseling, or terminations, contact your regional Vincam office. 3 Submitted into the pubft itenI liron i/ �Nrey,,r FoeMan 01ti GIs* 02- 115 GENERAL POLICIES Equal Employment Opportunity Vincam believes in equal employment opportunity for all individuals without regard to race, color, religion, sex, age, national origin, disability or status as a war veteran. Thic nnliny aytanric to ail tprmc nnneiitinnc anri rivilagpc of employment as well as the use of all company facilities and participation in all company -sponsored activities, including the following: • Hiring; • Upgrading; • Transfer; • Recruitment or recruitment advertisir9'ubmitted into the publiC� • Layoff or termination; record in connec on wi% • Compensation of any kind; item �q on 1� • Selection for training; Walter FC9rnali • Educational programs; city V'. • Company -sponsored recreational and social activities. Harassment, retaliation, coercion, interference, or intimidation of any employee because of that employee's race, religion, color, national origin, sex, age or disability is strictly forbidden. Any employee who experiences such activity should report it immediately to his/her supervisor and his/her Vincam representative. We earnestly seek the cooperation of all employees in helping to maintain this policy. Americans with Disabilities Act It is the policy of Vincam to comply with all the relevant and applicable provisions of the Americans with Disabilities Act ("ADA"). Vincam will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Vincam and/or the client employer also will make a reasonable accommodation, where such accommodation is necessary, feasible and effective for all employees or applicants with disabilities, provided that the individual is medically qualified for and effective in the position and provided that any accommodations made do not require significant difficulty or expense. Vincam's policy of nondiscrimination applies to all personnel and employment practices, including: • Hiring; • Upgrading; Vincam Human Resources, Inc. Fifth Edition, January 1995 This employee handbook is not an employment contract, and none of the policies described in this manual should be construed as being a part of any employment contract. Your employment is at will which means that you may be terminated for any reason at any time. This Handbook, its Special Policies Supplement and appendices supersede the provisions and policies of any earlier dated or distributed version of this Handbook. This Fifth Edition of the Employee Handbook supersedes any prior editions. Subm teed into the public rLeord in connection with it&n on Walter Foeman City Cie& 2 — "'115 CJ 4 ©1995 The Vincam Group, Inc. 02— 115 02- 115 r • Transfer; • Recruitment or recruitment adveriisin U,y cd t [ { o • Layoff or termination; r8c rd ifl Cc : € v,in Cn with • Compensation of any kind; itLM PZ- f 0n --d! • Selection for training; �, off. =. oerna �..... i-�.,2;ia4i • Educational programs; • Company -sponsored recreational and social activities. We earnestly seek the cooperation of all employees in helping to maintain this policy. Immigration and Employment Eligibility In compliance with the Immigration Reform and Control Act of 1986 and the Immigration Act of 1990, we will hire only those individuals who are authorized to work in the United States. All individuals will be required to submit documentary proof of their identity and employment authorization. Employees will also be required to complete and sign, under oath, Immigration and Naturalization Service Form 1-9. Form 1-9 requires you to attest that you are authorized to work in the job for which you are hired and that the documents you submit are genulne. If you are authorized to work in this country for a limited period of time, before the expiration of that period you will be required to submit proof of your employment authorization and sign another Form 1-9 in order to remain employed by Vincam. New Hire Policies Besides the requirement to show employment eligibility through the 1-9 form, applicants for certain client employer work locations or specific types of positions may be required to: • take job related tests, • take a driver's examination, • present proof of a valid driver's license and certificate of insurance issued on your vehicle, • take a pre-employment drug test, or • present and maintain qualifications for bonding, • take a physical examination (post -offer). For any position for which a driver's license or DOT certification is required, you will be required to maintain vehicular insurance which meets applicable state standards and to maintain an acceptable driving record. p2--15 5 - . Special Skills Licensing and Certification Certain positions may require that you maintain specific certifications as a condition of employment. Your supervisor will inform you if ere arq a y. ii en 'n remArpments for your job; e.g., nurses, hair stylist;', E �N1 `tiriVCrs all are required to have specific', licenses. rnvnrr�i in Onnnartinn with item {-=— On 90 -Day Evaluation Period Walter Foeman ity Clerk The first 90 days of employment is an evaluation period Tor new employees. During this 90 -day evaluation period, your skills, productivity, etc. will be monitored. At the end of the 90 -day evaluation period, if your employment continues, you may become eligible for certain benefits. Anniversary Date Your first day of work as a regular full-time employee with Vincam will be your Vincam anniversary date. However, if you were working for a company that contracted with Vincam after you had already begun work, your anniversary date, for the purpose of determining length of service in a particular position or for determining eligibility to receive particular benefits, may be the date you were hired by that client employer. Conversion Employees You are considered to be a conversion employee if you were already working for the client employer at the time that company contracted with Vincam for its professional employer services. Full -Time, Part -Time and Temporary Employment Unless otherwise specified, the non -mandatory benefits, e.g., paid vacation, holiday and sick leave, in this manual apply only to full-time regular employees. All other policies apply to all employees. In order to be classified as a full-time regular employee you must be regularly scheduled to work at least 35 hours per week. In order to be classified as a part-time regular employee you must be regularly scheduled to work at least 20 hours but less than 35 hours per week. Temporary employees are those employees who are hired during peak periods, for specific projects or for a limited period of time. Payday Vincam's payday is dependent upon the pay cycle for each client employer. This may be a weekly, biweekly, semimonthly or a monthly pay period. In case of an error in your paycheck, you must contact your worksite supervisor 02- 115 Crrployee Handbook Fifth Edition - Florida General Policies Employee Assistance Program Policy Drug -Free Workplace Policy Workers' Compensation Managed Care Arrangement Submitted into the public record in connection with iter �. L _ on 1z +,2i %gaiter Foeman City Clerk Vincam Human Resources, Inc. m affiliate of The Vincam Group, Inc. 02- 115 immediately. Except in emergencies, adjustments will appear in the next issued paycheck. If you lose your paycheck, notify Vincam immediately. Vincam will replace the check only atter bank authorization, and will charge the applicable bank fee for processing the new check. Payroll Deductions Vincam is required to make proper deductions from your earnings on your behalf. Amounts withheld may vary according to how much you earn, your marital status, government employment regulations, and other factors. These mandatory deductions are made until the maximum amount is reached. Mandated withholdings include such things as federal and state, if any, income taxes, social security, and Medicare taxes. In addition to standard payroll deductions, Vincam is required by law to comply with certain court orders, liens, or wage assignments and make payroll deductions pursuant to those orders. Change of Status It is your responsibility to notify your immediate supervisor and Vincam immediately if you change your name, address, phone number, marital status or number of dependents. Such infe 4iti iliErtt iN�OniptbNcin a confidential manner. record in connection with item EZ -'J Layoff Walter Foeman Economic slowdown or financial reversal at the client emplo~�4 &[?& may make a reduction in working hours or layoff necessary. Vincam, in conjunction with your client employer, will follow a policy of staff reduction or reduction of hours based on the needs of the business and/or, if applicable, any contractual agreements which affect your employment. If this occurs at your client employer, you should contact the Human Resource Department at Vincam regarding employment placement opportunities through reassignment to another client employer. Remember, Vincam is your employer, too. It you do not contact us upon receiving notice by a client employer that your services are no longer needed at that worksite, we will assume that you have voluntarily resigned your employment with Vincam. Failure to contact us may affect your ability to collect unemployment benefits. Absenteeism/Tardiness You are expected to be at work at your scheduled time each day and attendance is an essential requirement at your job. Tardiness, excessive absenteeism, long lunch hours, and leaving early will not be tolerated. .f P. If you will be absent from work due to illness or personal reasons, you are 02— 11 J required to contact your supervisor or other designated individual and inform 02- 115 him or her of the reason for your absence as far in advance of your starting time as possible. If you will be out for more than a day, you are expected to contact your supervisor on a daily basis to inform him or her of your status or to submit a doctor's note which sets forth the period of absence. It is your responsibility to ensure that proper notification is given. Except under emergency conditions, asking another employee, friend or relative to give notice on your behalf is not proper notification. If you fail to give proper notification of your absence for 3 consecutive work days, it will be assumed that you have voluntarily resigned from your employment. Hours of Work The basic work day for full-time employees is usually 8 hours, exclusive of the meal period (work breaks may be paid, while meal periods are not). Factors such as workloads, operating efficiency, staffing needs and client employer work schedules may require variations in individual employee start and quit times. The schedule of your standard work week will be given to you by your supervisor. Overtime Occasionally, due to special needs in your department, you may be required to work overtime. However, you are not permitted to work overtime unless such overtime is specifically approved in advance by management. If you are classified as a nonexempt employee and you work more than 40 hours in a work week, you are entitled to overtime compensation at one and one-half times your regular rate under federal law for each hour worked over 40. In situations where state law applies too, overtime payments will be made consistent with both the federal and state law. Certain administrative, professional, executive and sales positions are exempt from the overtime provisions of the Fair Labor Standards Act and employers are not required to pay overtime compensation to employees working in these positions. Pay Increases and Promotions Compensation adjustments are based upon merit. The amount and frequency of compensation adjustments are determined by job classification, performance, time elapsed since last adjustment, market and economic conditions and management discretion. Performance Reviews Your supervisor will be observing your effectiveness in performing your work and may periodically conduct a performance review to evaluate the results of your 1 r work ♦ These reviews provide you with an opportunity to talk about the 5 9 "STANDARDS OF COMMUNICATION" I make myself available to my employees so they can talk with me. I know all my employee's names and speak to them by name each day. My employees talk often to me. I share information including good news and bad with my employees on a regular basis. I encourage employees to come to me with ideas and problems. I put aside what I am doing and give employees my full attention when they talk with me. I calmly thank employees when they bring me bad news. I sincerely thank employees for their ideas and input. I hold regular "Listen and Respond" sessions in order to encourage brainstorming and communication. 28 Submitted into the public record in Connection with its �21q on �� Walter Foernan City Clerk 02- 115 Tecton's Open Door Policy ensures that every employee, regardless of position, be treated fairly and with respect. We recognize that mistakes may occur despite our best efforts, so we want to correct such mistakes as soon as they occur. The only way we can do this is if we are aware of your concerns or complaints. There is not a member of management that is too busy to listen to your concems or complaints. If you have a concern or complaint this is what you should do: Step 1 When a problem or question arises, you should first discuss it with your immediate manager. During this discussion, be direct and sincere. Your manager will listen in a friendly and courteous manner because he or she wants to understand and help solve problems that arise in your work area. Generally, you and your supervisor will be able to resolve your concern or complaint. Step 2: If you are still not satisfied with the steps taken by management to resolve the problem, you have the right to talk with the respective Executive Committee member for your department. Step 3 If you find that you are still dissatisfied or that you have something that you prefer not to discuss within your department, you can speak to either the Human Resources Officer, General Manager, or the Corporate Human Resources Director. We maintain an Open Door Policy and assure you the right to discuss your concerns with these individuals without penalty or fear of recrimination. Sabv�'tifvd 9rto ti'te pubft rStoid in connection `#"tti jZ-or E:P. cs p �r�,tSr Foemai1 02- 115 27 job, your performance on the job, and your professional goals. Performance reviews are an evaluation and planning tool for both the supervisor and the employee, and do not necessarily result in merit increases. Any complaint or problem that is work-related, should be communicated in writing to your supervisor (see the Complaint Procedure). Paid/Unpaid Leaves of Absence Your questions regarding paid and unpaid leaves of absence should be directed to your supervisor and your regional Vincam office. Such policies have been developed in accordance with applicable laws, including the Family and Medical Leave Act, and take into account both business and employee needs and concerns. Jury Duty If summoned, you are encouraged to serve on jury duty. However, to reduce interruptions in your work which may be caused by your absence, you are required to promptly report to your supervisor the fact that you have been summoned for jury duty. Arrangements will be made by your supervisor for approving such absence. Whether or not you will receive your normal pay while serving on a jury is governed by state law. For more information, you should contact your supervisor or your regional Vincam office. Military Service If you are a member of any U.S. military organization or state militia group (i.e., National Guard), you may take the necessary time off without pay to fulfill this obligation, and you will retain all your legal rights for continued employment under existing laws. If you are called to active duty for a longer period of time, your health coverage, if applicable, will be continued or discontinued in accordance with applicable law. Also, eligibility for reemployment or reinstatement will be governed by applicable law. Resignations and Terminations If you decide to leave our employment, you are expected to give reasonable notice, i.e., two weeks in advance. Under some circumstances, you will receive earned vacation pay. However, you are not entitled to vacation pay if you are discharged for disciplinary reasons or you resign without giving proper notice, as defined in this section, gubmitted into the public fbcond in connection with herr on � Watter Foe:' 902- M c7ify GL'& luk-lu ill uumiecrron wltm item F2-1 ori0�- Discipline Walter Foeman. You are expected to meet client erQi"(A%ndards for work performance, punctuality, attendance and personal conduct. Violations of Vincam or client employer policies and procedures is misconduct and appropriate disciplinary procedures will be initiated. Examples of disciplinary action inciude, but are not limited to, the foilowing: orai warning, written warning, suspension with or without pay, and discharge. Disciplinary actions are noted in your personnel file. The following is a non-inclusive list of examples of misconduct which violate both Vincam and client employer policy: • Supplying false or misleading information when applying for employment. • Possession or use of dangerous or deadly weapons on company premises or while performing company duties off the premises. • Reporting to work unfit for work, drinking alcoholic beverages during work, using or possessing controlled substances either on company time or premises. • Failure or refusal to submit or consent to a required alcohol or drug test. • Immoral or indecent conduct; soliciting persons for immoral purposes or aiding and abetting any of the above (see Sexual Harassment Policy). • Insubordination, including, but not limited to, refusing to obey an order or directive of a supervisor. • Disruptive conduct on company premises: gambling, fighting, horseplay, coercion, intimidation or threats against supervisors or other employees, vulgarity, abusive treatment or discourtesy to a customer or fellow employee. • Theft, misappropriation, or unauthorized use of property or money belonging to Vincam, the client employer, employees or a third party. • Excessive absenteeism or tardiness. • Making or publishing false, vicious or malicious statements concerning an employee, supervisor, supplier, customer, Vincam or the client employer. • Disclosing confidential information. • Falsifying a time card or any other Vincam or client employer record. • Destruction or misuse of company property. • Careless, improper or neglectful use of client employer vehicles including trucks, autos and forklifts. • Unauthorized removal of company property or documents from the premises. SMOKING Subject to state and local ordinances, smoking is strictly prohibited in any area where food is prepared, stored, or served and in public/guest contact areas including halls, elevators and stairways. Smoking is only permitted in designated areas if available. Submitted into the public record in connection with item f z- 9 on (->q-lb Walter Foeman City Clerk 02-- 115 10 26 02-- 115 1. The right to know of the listed toxic substances present in the workplace. 2. The right to obtain a copy of the Material Safety Data Sheet (MSDS) for each listed toxic substance present. 3. The right to refuse to work under specified circumstances with a listed toxic substance, if not provided a copy of the Material Safety Data Sheet (MSDS) for that substance within five (5) of the requesting employee's working days after submitting a written request to the employers. 4. The right to instruction within thirty (30) days of the employment and at least annually thereafter on the following: • Adverse health effects of each listed toxic substances with which they work in the workplace. • How to use each substance safely. • What to do in case of an emergency. 5. The right to obtain other information on the properties and hazards of listed toxic substances from the Toxic Substances Information Center, 2551 Executive Center Circle West, Tallahassee, Florida 322301-5014, (800) 367-4378. Similar agencies are available in all other states. 6. The right to protection against discharge, discipline or discrimination for having exercised any of these rights. FIRE PREVENTION There are fire extinguishers located in every area of the hotel. You will be trained on how they operate and given their specific locations. Timely use of a hand fire extinguisher can avert a major fire. In the case of an actual fire, try not to panic. The way you react can have a great effect on how others will act. Your department manager will explain the hotels fire emergency procedures to you. You are required to participate in regularly held fire drills. If there is a fire, you are to follow management's specific directions. If you suspect a fire, report it to the hotel telephone operator and management immediately. FIRST AID First aid stations are available throughout the hotel and many staff members are trained in first aid. Your supervisor will tell you the location of the station designated for your work area and the names of employees trained in first aid. If there is a serious injury to any employee, medical attention will be provided. You should report all first aid cases to your department manager or the Manager on Duty immediately. 25AA 4 0. r • Failure to observe safety rules or failure to wear required safety equipment. • A general disregard for the policies set forth in this handbook, or supplemental policies. • Falsely stating or making claims of injury. In addition to discipline, you may be subject to criminal prosecution for filing a fraudulent workers' compensation claim. • Failure to report an injury in a timely manner. • Failure to maintain a valid drivers' license or maintain a driving record which is consistent with the requirements of the job. Moonlighting By accepting employment with Vincam, you have agreed to loyally and conscientiously perform those duties assigned to you. A job with Vincam is expected to be your primary employment. Conflict of Interest Vincam compensates you for the services you perform. Vincam, as well as the client employer, expects you to loyally perform such services. As such, it is vitally important for you, if you are in a position to exercise influence over a purchase, contract, lease or any other business matter and you will derive a personal gain from such, to inform your supervisor that you may receive some type of compensation should the transaction be completed. Compensation includes, but is not limited to, bribes, kickbacks, gift certificates or any other gift or benefit that would be received by you because you were able to influence the transaction. Telephone Use Company telephones are for conducting business only. Incoming and outgoing personal calls on client employer phones should be held to a minimum or limited to emergencies. All other calls must be made on your own time and from a telephone which may be designated for personal use. You will be required to reimburse the affected party for any unauthorized phone or line charges. In accordance with applicable law, you should be aware that the client employer has reserved the right to monitor telephone conversations to ensure that the level of courtesy and service provided meets professional standards. Privacy Vincam or your client employer may provide you with computers, computer files, electronic mail (E-mail), and, in some cases, voice mail to assist you in 11 02- 115 completing your job duties as quickly and efficiently as possible. The equipment and any other informational storage or retrieval services provided are for business use. Consequently, use of such equipment for personal reasons should be limited. Vincam and/or the client employer reserve the right to enter, search or monitor the rnmmitPr filet E-mail or voice mail of nn,i omnlnvon uAthn.Si't advance notice. Such actions will be for business purposes such as investigating theft, disclosure of confidential or proprietary information, personal abuse of the system, or monitoring work flow or productivity. Vincam and/or the client employer require access to all computer or voice mail pass codes. Appearance/Dress Code You create the image many people will have about Vincam and the client employer to which you have been assigned. You should use good judgment in determining your dress and appearance. A well groomed appearance and good body hygiene is important in your overall effectiveness. Specific guidelines for your appearance and dress code policy may be established by your supervisor. Safety and protective clothing may also be required. Personal Vehicle UselExpense Under certain circumstances, you may be required to use your personal vehicle for company business or make a purchase using your own money. If that occurs, you should consult your supervisor regarding the policy which governs reimbursement to employees. Smoking Smoking may be prohibited entirely at work or be limited to designated smoking areas. Do not smoke in any No Smoking areas. You should exercise extreme care regarding the fire hazards associated with smoking at all times and contact your supervisor regarding this issue. Refreshments Consumption of food or beverages may be prohibited in some areas of your client employer location, e.g., a patient examination room or sales floor. You are expected to eat or drink in areas designated for this purpose. Accepting Gifts Advance approval from your supervisor is required before you may accept a gift of any kind from a customer, supplier or vendor representative. 02- 115 12 Submitted into the public SECTION 7: SAFETY PRACTICES record in connect;on with item ??-3. on I ->11,- SAFETY >11, -SAFETY Waiter Fceman City Cleric You are required to follow safe work practices and precautions while on duty. If you are injured while on duty, you must report the accident to your manager, another manager, security or human resources immediately and complete an Accident Investigation form. No matter how minor your injury may be, ALL injuries must be treated by an approved health center. Failure to follow the action and reporting of work related injuries will result in loss of health coverage and payment of such. Failing to report unsafe conditions or unsafe work practices may result in disciplinary action. SAFETY IN THE HOTEL The Safety Committee consists of rotating representatives from different departments. The committee's job is to stay alert to hazardous behavior and conditions and to recommend improvements to the hotel's Executive Committee. The committee also 'spreads the word" about safety, and informs management on any safety issues. If you would like to be involved with this committee see your department manager or committee representative. Report all injuries to your supervisors immediately and make sure an Accident Investigation Report is completed. All associates are to: • Be thoughtful and orderly while working. Many injuries result from horseplay. • Keep your work area clean. • Follow the safe work methods outlined by your manager. • Obey all no smoking rules. A fire will endanger your job and the jobs of your fellow employees. • Report any unsafe conditions or practices to your manager and/or Safety Committee member immediately. • Use the safety devices that are provided for your protection at all times. RIGHT TO KNOW The Right -to -Know Law imposes on employers an obligation to inform their employees of the toxic substances to which they are exposed in the workplace and to provide training in safe handling practices and emergency procedures. Right -to -Know Law provides various rights to employees and responsibilities to employers, such as: 24 02- 115 TERMINATION OF EMPLOYMENT Sometimes it is necessary for Tecton to terminate the employment of an employee. This is distressing and uncomfortable for all involved. Following is a list of four circumstances that give Tecton the right to terminate your employment for cause: • If you received one written warning during the 90 day probation period. •If you received two written warnings in any 90 day period. • If you receive three written warnings in any 12 month period. • If you commit an act of employment misconduct. For purposes of this policy, misconduct includes, but is not necessarily limited to, the items listed in the Acts of Employment Misconduct. Submitted i oto the pu;ic reor>j in cer�gee`_ierl k,Ftit� item Fot9man _4< 23 n C% A y Lo Parking Neither Vincam nor the client employer is required to offer employee parking, although they may do so. On your first day of work, contact your supervisor to find out which parking areas, if any, are designated for employee parking. Good Housekeeping Neatness and good housekeeping are signs of efficiency. You are required to keep your work area in good order at all times. Report anything that needs repair or replacement to your supervisor. Company Property You are expected to treat any and all company property, property belonging to fellow employees, or any other third party property with care and respect. You are responsible for the custody and care of any company property that has been issued or assigned to you for use in performing the functions of your position. If you are terminated, whether voluntarily or involuntarily, you are required to return such property immediately. Quality Service You are expected to deliver service and perform your duties in a quality - oriented professional manner. Solicitation You are not permitted to solicit fellow employees during working time. Employment References All inquiries about or verification of your employment with Vincam should be referred to your regional Vincam office. Confidentiality In the normal course of your work, you may come across or have access to sensitive or privileged information. Such information is to be handled in a confidential, business -like manner and any unauthorized disclosures while employed or following termination may result in legal action against you. You may be required to sign a loyalty and confidentiality or non -compete agreement. If you have questions regarding such information or concerns regarding how to handle confidential information, contact your supervisor for instructions. Subin,flUed into the public Racord in connEctEon with Resat on L= �*l o r � Jdter Foern 2 - 115 city cis COMPLAINT PROCEDURE Vincam and the client employer want to do what is fair and right in their day-to- day relations with you. To accomplish this we urge you to bring any complaint or problem to us along with any solutions you may have, and to expect that it will receive prompt consideration and fair settlement. The following procedure must be adhered to by all emplovees for all complaints, except sexual harassment complaints (see Sexual Haras f¢�# 4aMpltheppabWre to file a claim of sexual harassment): record in connection with item on r _o Step1: Wal.er Foeman Bring your complaint or grievance to your immedQWCu isor. Explain it in detail, offer any solutions you may have and, if applicable, outline what actions you expect or want management to take to rectify the situation. In most cases, your supervisor will be able to provide you with an answer within 5 work days. if your supervisor is unable to respond within 5 work days, you will be notified of the reason for delay. If your complaint goes unanswered or you are not provided a reason for the delay, proceed to Step 2. (If for some reason you feel that you cannot take your grievance to your immediate supervisor, then take it to the next higher level.) Step 2: . If for any reason you are dissatisfied with your supervisor's decision, you may appeal that decision to the next higher level at your assigned client employer worksite. All appeals must be filed in writing within 5 work days of the date you received your supervisor's decision. In most cases, client employer management will respond to your appeal in writing within 5 work days. If management is unable to respond within 5 work days, you will be notified of the reason for delay. Step 3: If for any reason you are dissatisfied with the decision from that level of management, then you may appeal to Vincam directly. This final appeal must be filed within 10 work days from the date you received the prior decision. Vincam will answer your appeal in writing within 10 work days of receipt of same. All decisions made at this level are final and prior decisions have no precedential value. If at any stage of your complaint, appeal or final appeal more time is needed to fully investigate your complaint, you will be notified of same with substantiating reasons and the projected length of delay. Important Note: You are required to follow this procedure prior to filing a complaint with any government or outside agency. Terminated employees may bypass this procedure and contact Vincam directly. -02 115 14 EMPLOYMENT MISCONDUCT The following is a partial list of offenses and violations that can result in disciplinary actions and/or termination of your employment: * Abuse of sick leave or excessive absenteeism. • Any deviation from cash handling policy. • Failure to cooperate with management who reserves the right to inspect all parcels and packages entering into and out of the property. • Loss of master keys and/or issued keys or failure to return them at the end of a shift. • Misuse or misrepresentation of time card or time sheet. • Neglect of employee's personal hygiene or personal appearance. • Peddling, selling or asking for contributions at the work place to employees or guests. • Persistent tardiness. • Poor job performance. • Receiving or placing personal calls while on duty, except in the case of an emergency. Smoking, eating or chewing gum in the presence of guests or in unauthorized areas. • Unauthorized use of company equipment, copy machine, postage stamps, etc. • Unfriendliness, uncooperative or rude behavior toward guests, supervisors and coworkers. • Utilizing any hotel facility or visiting with guests, friends, relatives or former employees on the property without the written authorization of the General Manager. IMMEDIATE TERMINATION The following offenses and violations will result in immediate termination of employment: • Being convicted of a crime, which involves breach of trust or dishonesty. • Carrying or possession of any time of gun, knife or weapon. • Destroying, defacing or stealing company property. • Engaging in immoral or indecent conduct on company property. • Failure to report to work without notifying supervisor; considered a no show no call. • Falsifying information contained in the employment application or other records or documents related to your employment. • Insubordination; which is refusal to carry out an assignment related to your employment. • Participation in horseplay fighting, or any action or activity that may directly or indirectly endanger others. • Revealing confidential company, employee or guest information, including revealing information to the media. • Theft or embezzlement, or failure to report knowledge of such incidents to department manager. 22 02-- 115 SECTION 6: DISCIPLINE PROCEDURES PROGRESSIVE DISCIPLINE If you are not satisfactorily performing your job or are not complying with certain Tecton policies and procedures, you may need to be informed of your problem areas before your anniversary date. This notice will be given in one of two ways: Verbal Counseling and or Written Warnings. Verbal Counseling Your manager will discuss with you the circumstances that have prompted the need for verbal counseling and will advise you of ways to improve your job performance in writing. (Considered as a first time offenselviolation). Written Warnings Your manager may feel that it is necessary to advise you in writing of poor performance in a certain area of responsibility or the failure to comply with an applicable hotel policy or procedure. Depending on the severity of the situation, your manager may decide to give you a written warning without first giving verbal counseling. A written warning indicates that the problem is serious and that it is related to a problem that was previously addressed in a verbal counseling session. Written warnings will strictly adhere to Tecton's progressive discipline procedure and will include: Submitted into the publiC The specific reason why you were disciplined; record in connect on with The specific policy, which you violated. item f7-9 do The means by which you can improve performance; W-�Ifei t-oeman The next disciplinary measure in case of recurrence. Citv Clerk Your manager will review the written warning with you and will allow you the opportunity to discuss the issues raised with the warning. You will be asked to sign the written warning, which acknowledges receipt but does not necessarily indicate agreement. SUSPENSION If you receive two written warnings in any 90 -day period, three written warnings in any 12 -month period, or commit an act of misconduct, you may be suspended, normally for three (3) days without pay (or longer if itis reasonably required). This allows Tecton time to evaluate the case and to verify the facts on which the suspension has been based. Hotel management will review any warning or acts of misconduct and determine whether the suspension will be upheld and your employment terminated. SAFETY POLICY Safety is a vital concern to both Vincam and the client employer to which you have been assigned. It is your right to be able to perform your job without concern of injury to yourself, a co-worker, property or equipment. Your help is vital for your own protection and well-being and Vincam insists upon safe methods and practices at all times. SAFETY RULES You are required to comply with all safety rules and follow published work instructions. It any doubt exists about safety of the job, you must stop and get instructions from your supervisor before continuing to work. The following are general safety rules that you must observe. In the course of your employment, you may be provided with additional safety policies, procedures or rules. • Operate only machines or equipment that you have been trained to operate or authorized to operate by the supervisor. • Use only the prescribed equipment for the job and use it properly. • Wear protective equipment when working in designated areas. • Unless authorized to do so, do not remove or bypass any guards or lock -out devices on any machinery at any time. • Dress safely and appropriately. • Immediately report all unsafe or hazardous conditions and unsafe acts to the supervisor. • You are responsible for the safe operation of any equipment assigned to you. • Keep work areas clean and orderly at all times. • Immediately report all accidents and injuries the same day, no matter how minor, to your supervisor. • All non -emergency treatment for accidents must be authorized by your supervisor. • Be certain that instructions are completely and fc-MWfdWBeJ�Mir@ubliC work. record in connection with • Learn to lift and handle materials properly. i€e'°, Fz­q on L�"01 Walter Foeman • Get assistance for heavy or awkward Toads. Cit` C18r{s • Do not engage in any horseplay and do not distract others. • Review safety education material. • You are responsible for making sure that you understand how to properly use the equipment you have been assigned. Ask if you don't understand. 21 02— 115 15 02- 115 • Do not use alcohol or non-prescription drugs that will impair mental or motor abilities while at work. • Do not operate any machinery if you are taking prescription drugs that may impair your mental or motor abilities. You must inform your supervisor if you are taking such drugs. • Wear seat belts at all times in company vehicles or when drivinn mir own vehicle on company business. • Follow all other written and spoken safety rules. THE ULTIMATE RESPONSIBILITY FOR SAFETY LIES WITH YOU. Please feel free to bring your suggestion about how to improve safety in your work area to your supervisor. HAZARDOUS CHEMICALS AND YOUR RIGHT TO KNOW You must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act of 1970 and regulations which have been added to this Act by both state and federal governments. If you believe that you are being exposed to a known or suspected hazard when working with toxic chemicals or substances, you have a right to know about such hazards through Material Safety Data Sheets ("MSDS"). Your supervisor will review the MSDS with you. If your supervisor does not have this information available, you are to contact Vincam immediately. New employees who work with or have contact with hazardous chemicals or substances are required to consult with their supervisors regarding the proper handling of such chemicals in the workplace during orientation and new employee training. WRITTEN HAZARD COMMUNICATIONS POLICY Hazard Communications Law was enacted to protect workers from contamination exposure to potentially dangerous chemicals. In accordance, the following information and procedures will be provided to Vincam employees: 1. Information on what hazardous substances are in the work area; 2. Material Safety Data Sheets (MSDS) will be provided upon request; 3. Protection against discipline or discharge for exercising employee rights; 4. Training will be provided on the adverse effects of each toxic substance with which you come into contact in the workplace at the time of your initial assignment and at least once a year thereafter. Such training will consist of: • identification of hazardous substances; • proper techniques for handling and storage of substances; writing as to whether they are key employees before leave is approved In the event both a husband and wife work for the company, the period of leave that spouses are entitled to take for the birth, adoption or placement of a child or to care for a parent will be combined and cannot exceed twelve weeks. FmnlnvQe .Wil' b requested i.. 4.....7♦ 'aa..., a aL_ i__.._ eo :+� a requested o submit a vViiMLe i retquest oil the leave request form in order to take family and medical leave. BANQUET FACILITIES DISCOUNT Tecton offers our associates a 10% discount on retail pricing for personal use of banquet facilities, based on availability. A service charge will be applied to the full retail value of the function. See your Human Resources Department or the General Manager for additional information. HOSPITALITY DISCOUNT As an associate of Tecton, you are eligible for special discounted room rates, up to and including complimentary accommodations, when staying at other Tecton operated hotels and certain affiliated properties. All discounted rates are subject to availability and reservations are required. All arrangements are made through the Executive Offices of the hotel you would like to stay in. Proof of current Tecton employment will be required. You may request your manager's assistance in obtaining reservations. OTHER DISCOUNTS All Tecton associates are eligible upon hire to receive employee discounts for the following: Wait Disney World Theme Parks, Sea World Theme Parks, Bush Gardens Theme Parks, etc. Contact your Human Resources Department for details. Submitted into the public record in conne tiara with item P2- 41 on -0 2 Walter Foeman City Clerk 02- x.15 16 20 02- 115 present certification from a treating physician In order to be considered for intermittent or reduced schedule leave. Exempt employees who take a reduced schedule leave will only be paid for hours actually worked. In certain instances an employee may be required to transfer to an alternative position which better accommodates an intermittent or reduced schedule leave. However, the alternative position will be compensated at equivalent pay and benefits. Employees are expected to provide at least thirty (30) days notice of a need to take family and medical leave. In those instances when leave is not foreseeable, the employee is requested to give as much notice as possible. Employees requesting leave must present a medical certification supporting the request. For leave taken for an employee's own serious health condition, the certification must state the date on which the serious health condition began, its probable duration and the appropriate medical facts regarding the condition. For leave to care for a family member, the certification must state that the employee is needed to care for that person and contain an estimate of the amount of time the employee will be needed. For intermitted or reduced schedule leave, the certification must state the dates on which medical treatment is expected to be given and the duration of the treatment. In all cases of certification if the company chooses, a request for a second opinion may be made, at the company's expense, from a health care provider of the company's choice. If the two opinions differ, the company can request a third opinion, also at its own expense, from a health care provider chosen jointly by the company and the employee. Any third opinion is final and binding. Family and medical leave is unpaid. However, employees may choose to use accrued paid leave for any or all family and medical leave to the extent that it is available. Employees must notify their supervisor or manager as soon as possible of their intention to return from family and medical leave. The employee must furnish the company with a health care provider statement, which certifies the individual's ability to return to work and list any work restrictions that may apply. While an employee is on family and medical leave, the company will maintain the employee's health care benefits in the manner these benefits were maintained prior to the leave. Employees are expected to make arrangements with the Human Resources Department as to how the portions of health care premiums, which are paid by the employee, are to be made. If the employee does not make his or her payments in a timely manner, the company will terminate the employee's health care coverage. Employees who take family and medical leave will be returned to the same or an equivalent position with equivalent employment benefits, pay and other terms of employment if the duration of the leave does not exceed twelve (12) weeks. In certain instances, "key" employees are not guaranteed reinstatement after a family and medical leave. However, all "key" employees will be notified in 19 no_ - 16; • methods of observation to determine presence of hazardous substances; • health effects of exposure to hazardous substances; • how to lessen and prevent exposure to substances; • use of protective equipment; • container labeling and identification; and • what to do in the event of exposure or contamination. SEXUAL HARASSMENT POLICY It has always been Vincam's policy that all of its employees should be able to enjoy a work environment free from all forms of discrimination, including sexual harassment. Additionally, unwelcome activity of a sexual nature is classified as discrimination under the law. Sexual harassment is a form of misconduct which undermines the integrity of the employment relationship. No one, whether male or female, should be subjected to unsolicited, unwelcome sexual advances or sexually suggestive conduct, either physical or verbal, from another employee. Vincam does not tolerate sexual discrimusatEwi aiWootAp} aiM4Wr(3sexual harassment shall be taken seriously. rec^rG' in 'C-Sn;iloc i0g 'with Types of Sexual Harassment '.°�'wlfer =ceman Unwelcome sexual conduct constitutes sexual harassment Ga+RVOeri< • acceptance or rejection of the conduct Is used to make employment decisions, e.g., hiring, pay raises, etc., that affect the employee claiming harassment; • the conduct has the purpose or effect of unreasonably interfering with the employee's job performance; or • the conduct creates an intimidating environment. Quid Pro Quo: (Something for Something): Occurs when an employee is subject to unwelcome sexual advances and submission to them is made the basis for employment decisions. Hostile Environment: Occurs when unwelcome sexual conduct interferes with an employee's job performance or creates an intimidating, hostile or offensive workplace. The foregoing has been provided for example purposes, and is not an exhaustive list. If you feel that you have been sexually harassed, report it immediately! Reporting Procedures: Sexual harassment complaints ("Complaint') should be taken to your immediate supervisor. However, if the supervisor is the person at whom 17 02- 115 the complaint is directed, then take your Complaint to the next higher management level. Additionally, you must notify Vincam of any such Complaints. 2. Once the Complaint has been filed, Vincam and client employer management will undertake a confidential, prompt and thorough investigation to nathar anti document all relevant infnrmation rannrding the Complaint. 3. After the investigation has been completed, a determination will be made by Vincam and client employer management. If it is found that this policy was violated, Vincam and the client employer will take appropriate remedial action against the offending employee. Confidentiality and Retaliation: Complaints filed will be held in the strictest confidence and this policy expressly prohibits retaliation against an employee who files a Complaint. Further, an employee shall not be discriminated against, adversely affected or terminated for having filed such Complaint. Records Any records pertaining to a Complaint or the investigation of a Complaint will be maintained in a confidential file separate from the employee's personnel file. WORKPLACE VIOLENCE POLICY It is Vincam's policy to provide a safe workplace environment for our employees. Due to the increased incidents of violent activities in the workplace, we are implementing this policy. The purpose of this policy is to minimize the risk of personal injury to employees while at work and damage to Company property. We wish to stress that Vlncam does not expect you to become an expert in psychology or to physically subdue a threatening or violent individual. In fact, we discourage employees from engaging in a physical confrontation with a potentially violent individual. However, we do expect you to exercise reasonable judgment when confronted with a potentially violent or dangerous individual or situation and that such be reported according to the below procedure. You should recognize that the following acts and behaviors are indicators of potential violence in the workplace: • a co-worker exhibiting overt resentment, anger, or hostility; • a co-worker exhibiting signs of extreme stress; a co-worker making threats like bad things are going to happen to a particular person, to the Company, or a catastrophic event might occur; 02- 115 18 • If a death occurs during your vacation, additional vacation days may be granted to compensate for up to four (4) days of bereavement leave. • There may be other circumstances where you need time off without pay to attend the funeral of some one other than a relative. You must request vacation time or a personal leave of absence for such circumstances. For benefit purposes, "immediate family' is defined as your spouse, children, parents, grandparents or siblings, or in laws. �jg*rMWivRA n ahilblic adoptive and step children relations. record in connection with Jury Duty item F2 -!l _ on Walter Foernan A leave of absence for jury duty will be granted to any full time or pa''yfr&erk regular employees who have been notified to serve on a jury. During this leave, employees will be compensated for the first three (3) days of jury service at their full rates of pay. Employees serving more than three (3) days will be reimbursed according to governing laws. An employee on jury duty is expected to report to work on the day he/she is excused from jury duty. • The employee should immediately notify their department manager as well as the Human Resources Department. Additionally, a copy of the summons to serve jury duty must be attached to the employee's personnel action form. • Upon the employee's return, the employee must notify their department manager or the Human Resources Department and must submit a signed certificate of jury service indicating the number of days served. Family Medical Leave (FMLA) Family and medical leave is available to employees who have been employed for twelve (12) consecutive months and who have worked 1250 hours in the preceding twelve (12) month period. Up to twelve (12) weeks of leave maybe taken in any rolling twelve (12) month period for the following circumstances: 1. The birth or adoption of the employee's child. 2. The serious illness of the employee's spouse, child, parent or grandparent; 3. The employee's own serious illness. A rolling calendar year will be used to determine eligibility for leave. Therefore, no more than twelve (12) weeks of leave may be taken in any twelve (12) month period. Family and medical leave may be taken on an intermittent basis or reduced schedule basis under certain circumstances. Employees will be required to 18 02- 115 Tecton reserves the right to request a physician's note for absences resulting in three consecutive days. All employees are required to call their department managers at least two (2) hours prior to the start of your shift. Failure to follow this policy will be subject to disciplinary action to include termination. Any accrued unused sick time will not be paid for unexcused absence,4siRl6n p DbVLwination. LEAVES OF ABSENCE record din_ Qconnection with Iters Pz. q on Unpaid Leave flutter Foeitman City Clerk Should a situation arise that temporally prevents an employee from working, he/she may be eligible for a personal leave of absence without pay. However, employees must be employed at least one year in order to request such leave. Any reason for a leave of absence without pay must be submitted in writing and will be reviewed on a case by case basis by your department manager and the Human Resources Department. The decision to approve or disapprove is based on the circumstances, the length of time requested, the employee's job performance, attendance and punctuality record, the reason for the leave, the effect the employee's absence will have on the work in the department and the expectation that the employee will return to work when the leave expires. Certain types of leave of absence, will not guarantee the employees current job upon return. While on a personal leave of absence without pay, employee's medical coverage will end on the first day of the month following the start of such leave. Employees may have the opportunity of continuing their benefits under applicable COBRA regulations. Unemployment insurance benefits cannot be collected while on a personal leave of absence without pay. A personal leave of absence without pay will be considered for approval only after all paid vacation and paid personal time have been exhausted. Bereavement Leave Following completion of ninety (90) days of employment, if you experience a death in your immediate family, you will be granted time off from work with pay, according to the following provisions: • Eligible employees granted this leave will be paid for scheduled time lost up to a maximum of four (4) working days. Time off for bereavement leave will not be counted as hours worked for computing overtime. 02- 17 • a co-worker who is fascinated with or talks about notorious incidents of workplace violence; • a co-worker whose work performance has deteriorated suddenly and/or significantly; • a co-worker displaying irresponsible, irrational or inappropriate behavior; • a co-worker who has access to weapons, knows how to use them, discusses them in the workplace or brandishes weapons in the workplace. Prohibited Conduct Threats, threatening language, and any other act of aggression or violence made toward or by any Vincam employee WILL NOT BE TOLERATED. For purposes of this policy, threat includes any verbal, or physical harassment, attempts to intimidate or instill fear in others, hostile gestures, flashing of concealed weapons, stalking, verbal or physical abuse, or any iother ho tile, aggressive, or injurious actions toward anoth�rjb iY�Wdl 4MAietog"Al domination or intimidation. record in connection with Rem On ---� Threat Reporting Procedures Walter Foeman All potentially dangerous situations including threats should b lrepo1A1Z1 Immediately to your supervisor or to other management personnel. The key is reporting of the threat. All threats will be promptly investigated. Reports of threats may be made anonymously. You will not be subject to retaliation, intimidation, or discipline as a result of reporting a threat under this Policy. If an investigation confirms that the violence or threat was committed by an employee, Vincam will take swift appropriate corrective action which may, in Vincam's discretion, include discharge of the offender. Disciplinary action up to and including discharge may also be taken against anyone who knowingly makes a false, meritless or malicious claim under this Policy. Vincam's objective is to provide a safe workplace for all of its employees. It will not, therefore engage in any conduct which would serve to escalate a hostile or threatening situation. Should you have any questions/ideas in this regard, please contact your human resource manager at Vincam's Human Resources Department. THEFT POLICY In accordance with applicable law, Vincam or client employer management, with reasonable suspicion and at its sole discretion, may request that you consent to and permit an inspection of, including, but not limited to, personal property brought onto or taken from the premises, any work, rest or storage area, all company vehicles, desks, lockers, computers, etc. that are within the employee's possession or control. Submittcfd i, -1t0 t,�e public record in co ineetion with itQlm pz-,q crt 1902— 5 Vdalfter soernan Before you remove company products, samples or any other item belonging to the company from the premises you must obtain a signed receipt or an authorization form from your supervisor. EMPLOYEE BENEFITS Credit Union Membership Where available and provided you qualify, Vincam employees are eligible for membership in a credit union. Some of the advantages of credit union membership include personal and secured loans, Mastercard, Visa, home equity line of credit, savings and money market accounts, holiday club, checking accounts, check guarantee cards, direct deposit, telebanking, ATM's, free travelers checks, and much more! Contact your regional Vincam office for specific information about each plan and how to join. Wholesale Club In certain locations, wholesale club memberships may be available at a discount. For more information, contact your regional Vincam office. Entertainment and Travel Discounts Vincam has discount cards available for its employees to many of the fine entertainment and theme parks, such as Disney World and Epcot Center. To obtain these cards and for information regarding discount card availability for other theme parks, contact your regional Vincam office. Movie Tickets Where available, Vincam has discount movie tickets for several movie theaters. These tickets are offered at prices which are a substantial savings over regular admission prices. Please note that there may be restrictions on the use of these tickets for some "special engagement" movies, and exclusion in some theaters. Please read your tickets carefully. It you wish to buy tickets, contact your regional Vincam office. OTHER BENEFITS Depending on your worksite location you may be eligible for certain additional benefits. To find out more information about additional benefits, you should consult the Special Policies Supplement at the back of this Handbook and your regional Vincam office. Subruitied into the public record ir, connection With j item '2-1 on L21-01 E Water Fcem arT E 02- 115 Ci;y Cleric - HOLIDAYS Tecton offers the following paid holidays: • New Year's Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Christmas Day Submitted into the public record in connection with Item f!A_ on - o Walter Foemen r X'r t^,.,4. You are eligible to receive holiday pay after completion of your first ninety (90) days of employment (with the exception of on-call and temporary/seasonal employees). Although there may be employees who would like days of religious or historical significance to be included as paid holidays we cannot always satisfy everyone. However, whenever possible, your management will consider any special day of celebration that you may want off on a case by case basis. You will not be paid for these additional holidays. Full Time Employees: If you are not scheduled to work the holiday, you will be paid holiday pay equal to the daily average number of hours worked for the prior four weeks. Holiday pay will not exceed eight hours. You must work your scheduled shifts before an after the holiday to qualify for holiday pay. If you are scheduled to work on a holiday you will receive the holiday pay described above plus your regular rate for hours worked on the holiday. For example, if your total hours worked during the last four weeks equals 150 and the total number of days worked equals 20, then your daily average hours equals 7.5 (150 divided by 20). Therefore, your holiday pay equals 7.5 times your hourly rate. Part Time Employees: If you are scheduled to work on a holiday, you will receive an additional hour's pay for each hour worked up to a maximum of eight (8) hours. SICK LEAVE All regular full time employee's may accrue 112 day per month up to a maximum of six (6) sick days per year and may accumulate up to a maximum of twenty (20) days. Sick leave is accumulated based on the average number of hours you work each week. This benefit can only be taken after six (6) months of continuous employment. Sick leave will not be granted for less than half a day (equal to 4 hours). You will be advised when all sick leave has been exhausted. Arrangements must be made with your department manager or the General Manager for additional days without pay if you exceed the accumulated amount. 20 16 02" ItS Submitted into the public SECTION 5: BENEFITS record in cc^nection with t EMPLOYEE MEALS V-Ja ter Fca­an x Gil", Gert[ Some of our properties provide an employee cafeteria serving good meals at an economical price. All employees are encouraged to use such facilities as a place to relax during breaks. To avoid overcrowding, you may use the cafeteria only if you are on duty and on a scheduled meal break. All employees are required to be in uniform or proper attire along with wearing their name badge in the cafeteria. The employee cafeteria or designated break areas are the only authorized location to eat in the hotel. Consult with your department manager or the Human Resources Department for specific policies and hours of operations. INSURANCE BENEFITS On the first day of the month following completion of the ninety (90) days of employment, all full time (32 hrs or above) employees are eligible to participate in the group health programs. Our programs offer Medical, Dental, Vision and Life Insurance programs covering the single employee to family coverage. Consult with the Human Resources Department or your department manager for information and company contributions. VACATION Full time (32 hours or more) and part-time (fewer than 32 hours) regular employees are eligible for vacation benefits as follows: • One to Four Years of Service: Two weeks of paid vacation. • Five or More Years of Service: Three weeks of paid vacation. Your vacation week is equal to the average number of hours you worked each week during the previous year, up to a maximum of forty (40) hours per week. Vacation time is vested on your anniversary date and may not be paid in advance of this date. Vacation pay will not be paid in lieu of time off and vacation may not be carried over from year to year. A request for vacation must be submitted to your department manager in writing at least two (2) weeks prior to your requested days off. The hotel reserves the right to approve or deny your vacation based on business needs. Variations in vacation benefits for years of service may exist in certain Tecton hotels. The Human Resources Department or General Manager will let you know of any variance in the vacation policy. 02- 115 15 Employee Assistance Program (EAP) Policy Vincam is aware that many personal problems can and do affect employees' jobs, health, and home lives. To help employees and their families with these problems, Vincam offers the Psych/Care Employee Assistance Program (EAP). You can contact the EAP confidentially, by calling Psych/Care at 1-800-756-5792 24 hours per day and seven (7) days per week. The Psych/Care EAP offers up to 3 visits per year free of charge, to assess the problem, develop a plan of action, and to refer you as needed for ongoing treatment. Even after the 3 visits, the EAP continues to follow your case to help as needed. When ongoing treatment is recommended, it may be covered by your insurance, or the EAP will help you find affordable care. You and your immediate family (spouse, children) may use the EAP. Routine appointments can be made during normal business hours. The EAP helps with many personal problems, including: • Stress, Depression, Anxiety • Grief, e.g., loss of a loved one • Marriage and Family Problems • Alcohol and/or Drug Abuse • Financial or Legal Concerns Submitted luso the public recon in connection with item FZ-2 on Walter Foeman CRY Cled< The EAP is confidential. No information will be disclosed to anyone without your written permission. The only exception is if there is a serious danger to yourself or another person, such as someone trying to commit suicide or in the case of abused children. Sometimes a supervisor may ask an employee to contact the EAP. With the employee's permission, the EAP may give limited information to the supervisor. There are three ways employees use the EAP: • Self -referral: the employee or family member calls on his or her own, confidentially. • Informal supervisory referral: a supervisor suggests an employee contact the EAP for help. The use of the EAP is still confidential and up to the employee. • Mandatory referral: the supervisor makes using the EAP a condition to continue working with the client employer. Often this is because the employee tests positive for alcohol or drugs, where there is a drug-free workplace policy. The EAP is provided to help you resolve problems which you may have so you can once again be a productive employee. See your drug-free workplace policy for additional details. 91 02- 115 Participation in the EAP will not affect your future advancement or employment. However, you cannot use the EAP as an excuse to avoid your normal job duties or as an excuse to violate company policy. If you have any questions, contact the EAP at 1-800-756-5792. Brochures explaining the program are available. Help is available 24 hours a day, seven (7) fIaVC A week[ Submitted Into the public ' record in connection with item — on ' 3 -0 a. 41ialter Foe:ilaln city Cleric and areas in need of improvement. If there are areas where you need to improve, your department manager will make every reasonable effort to point them out and assist you in overcoming them. You will be informed if you are not complying with the rules outlined in this handbook. After completion of your first ninety (90) days of employment, you will receive a mitten, eval'u'ation of your performance i �ance to date f Mo 1-11 yLiir depairt i lei It manager. Annual Reviews/Anniversary Reviews On the first anniversary of your employment (or other date set by the hotel where you work) you will receive from your department manager a written evaluation of your job performance covering the time since you were last evaluated. You will receive an annual review of your position on your anniversary date each year thereafter. This evaluation will include a summary of your strengths and weaknesses and the objectives you need to achieve to continue being successful in your position. You will need to acknowledge in writing that you received your evaluation and that you understand your performance objectives. You will also be asked to share any comments you may have about the evaluation with your supervisor. Based on a satisfactory rating on your annual review you may be eligible to receive an increase. All employees will receive a minimum of one performance review every year. Submitted into the public record in connection with item Z�_/ on tz4y- a3 - Waiter Foeman City Clerk 02-- 115 22 is 02- its record in connection w9s1 SECTION 4: CAREER DEVELORM on TECTON'S COMMITMENT Wal er 1Foeman iii-! Clerk policy Statement We at Tecton are committed to providing the opportunity for all employees to succeed. It is Tecton's goal to have you ready for promotional opportunities and to give you the opportunity to realize your ambitions. Consult with your department manager and the Human Resources Department for additional information. JOB POSTINGS Your hotel will post available or newly created positions as they arise. The posting will be located in the designated employee areas. To apply for a posted position, make an appointment with your department manager to discuss the opportunity. Following, visit your Human Resources Department or your General Manager to discuss your interest in the position. It is Tecton's policy to promote from within the hotel if at all possible. However, at times we may see outside candidates due to qualification requirements. PROMOTIONS All promotions are based on outstanding performance. Our company believes in promoting from "within" when at all possible. Many of our supervisors and managers started at entry-level positions and were promoted when a suitable position became available. The criteria for promotion is as follows: • You must be employed for a period of at least six (6) months in the same capacity. • An Associate must demonstrate outstanding performance in their current capacity. • Candidate }rust not have received any type of disciplinary warnings during the last six months of employment. • The Associate must consistently meet the position requirements, standards and demonstrate an ability to handle increased responsibilities. PERFORMANCE EVALUATIONS It is Tecton's wish that all associates succeed. We do realize that your success in part depends on you receiving constructive feed back about your performance. There may be times when you need to be reminded to comply with Tecton's policies and procedures_ That is why your job performance evaluations are so important. Tecton's performance evaluation system is described as follows: Probationary Ninety (90) Day Reviews During your first ninety (90) day's of employment, your performance will be closely monitored and evaluated by your department manager and other managers in the hotel. This period of evaluation will identify both your strengths 13 02•` 11� Drug -Free Workplace Policy While Vincam Human Resources, Inc. ("Vincam", "we", "our") does not intend to intrude into the private lives of its employees (`you", "your"), we recognize the problem of drug abuse within our society. Its causes are many and complex but one thing is certain: employee use, sale, purchase or possession of illegal drugs, abuse of prescription drugs, use of alcohol or being under the influence of alcohol while at work or reporting to work or working with drugs in the body is inconsistent with our commitment to provide a safe and productive environment for you. We are addressing this problem by implementing this Drug -Free Workplace Policy ("Policy"). As such, we are subject to the State of Florida Department of Labor and Employment Security Workers' Compensation Drug Testing Rule Chapter 38F-9 and the State of Florida Department of Health and Rehabilitative Services Rule Chapter 10E- 18, Florida Administrative Code Drug -Free Workplace Standards. Drug and alcohol abuse is a complex, yet treatable disease. For this reason our Policy targets the problem at the community level by involving both you and your family. Our commitment to eradicating drug and alcohol abuse in our community reflects our firm belief that by building our community, we build our company. While we understand employees and job applicants under a physician's care must use prescription drugs, abuse of prescribed medications will be dealt with in the same manner as the abuse of illegal drugs. Additionally, if any of the prescribed medications you are taking can affect your job performance (i.e., if there are warning labels about driving or operating machinery on the container) you are required to inform your supervisor prior to beginning work. The ultimate goal of this Policy is to balance our respect for your privacy with our need to provide you with a safe, productive, drug-free workplace. Our intention is to prevent drug abuse among our employees. If you are using illegal drugs, abusing prescription drugs, or abusing alcohol we encourage you to seek help through your Employee Assistance Program (1-800-756- 5792). With these basic objectives in mind, we have established this Policy for all of our employees with regard to use, sale, purchase or possession of illegal drugs, the abuse of prescription drugs, being under the influence of alcohol while at work, or reporting to work or working with drugs in their bodies. This Policy is administered by the Division Director of Drug -Free Systems, a division of Psych/Care, Inc. A copy of this policy, including a policy summary and a list of the drugs which may alter or affect a drug test, will be given to job applicants prior to them taking a pre-employment drug test, and to all employees. Submitted into the Public record in connection with n �y itBi�l PZ_ on % -Of/-.0 a- X#S2 ` 115 Walter Foeman Definitions The definitions used in this Policy are those stated in the State of Florida Department of Labor and Employment Security Workers' Compensation DrtW Testing Rule Chapter 38F-9. A list of thoddefin' pT jh1BcIpgdp�t�tlftnb of this section on page 38. �l1bTi1I{" record in connection with ` Drug Test Refusal item Wait�'r Foeman A job applicant who refuses to take a pre-employment drug taitWiYW31Cbei hired. If you refuse to take a drug or alcohol test, you will be immediately terminated and your unemployment benefits may be denied and you will be ineligible for reinstatement or rehire for a one year period from the date of termination. If you are injured and require medical attention beyond first aid, you will be required to take a drug and alcohol test within 8 hours of the injury or within 8 hours from the time medical aid or treatment was requested. Failure to do so will be deemed as a refusal to take the drug and alcohol test and you will be terminated, your workers' compensation medical indemnity and disability benefits may be denied, and your unemployment benefits may be denied. In the case of a debilitating injury or unconsciousness, we will ask the emergency treating facility or hospital to draw a tube of blood for the purpose of running a spectrographic test for the presence of drugs and alcohol or we will ask the emergency treating facility or hospital to permit our authorized agent to draw a tube of blood for the purpose of running a spectrographic test for the presence of drugs and alcohol. Important Notice: Prior to being tested you will be given a list of drugs that could alter or affect the results of your drug test. It is imperative to report to the testing technician any prescribed or over the counter medication you have taken during the past 30 days. Pre-employment Testing All prospective employees, upon receiving a conditional offer of employment (certain limited positions will be tested at the end of their probationary period), will be given a pre-employment drug test. Employment is conditioned upon a negative test result. Job applicants who have a confirmed positive drug test will not be hired and will be ineligible to reapply for employment for one year. For employees tested at the end of their probationary period, continued employment is conditioned upon a negative test result. TIPPED EMPLOYEES The IRS states that all tipped employees must report all tips. This policy also applies to indirectly tipped employees. The 1986 Tax Reform Act requires employers to allocate tip income to directly tipped employees who under declare their tips. It afso states that all directly tipped employees must report their daily gross sales. If employee reported saies are less than financial statement sales, we must allocate sales to you. You must declare 100% of your tips on a weekly basis. Failure to make accurate sales and tip declarations daily on the form provided by your manager will delay payroll processing and may result in disciplinary action to include termination. Reasonable Suspicion Testing Submitted into the public recur :rt corlrtectiora with If there is reasonable suspicion to believe that you are using or have used rec $ 4 nn ..o. with illegal drugs, are using or are under the influence of alcohol while at work, itemon li8iter0eman were arrested for a drug related crime, are in possession of illegal drugs or City Cleric 02- 115 24 12 02-- 115 SECTION 3: COMPENSATION PRACTICES PAYMENT OF SALARY It is Tecton's policy that employee paychecks will ONLY be given personally to that employee. All other arrangements for mailing or pick up must be made in advance and in writing with the Payroll Department. All Tecton Hotels are on a bi-weekly payroll cycle system. Meaning, all employees receive a payroll check every other week for hours worked during each payroll week of the payroll cycle. Employees may be paid by check through direct deposit of funds to either a savings or checking account at their bank of choice (providing the bank has direct deposit services). To activate direct deposit, the employee must complete a direct deposit authorization form that will be activated by the Accounting Department. The completed form must then be returned with a voided personal check or deposit slip to the Human Resources Department. Due to banking requirements, it may take up to four (4) weeks for activation of the direct deposit. In the event of a lost paycheck the payroll department must be notified in writing as soon as possible in order to have a stop payment issued on the check. Once clearance is given, the Payroll Department will issue a new check. In the event of a lost check, you will be charged the amount charged by the issuing bank. All employees are encouraged to review their pay stubs at the end of each pay period and verify that you have received the proper pay for the hours worked during the pay period. if you believe there is a mistake in the number of hours recorded for the pay period, you should report this information to your department manager, who will review the appr6s9rforgAff � reScptint tify any, mistake that has been made. UTMrecord in COMIection with PAY ADVANCES IteM r q on Walter Foeman Payroll advances will NOT be granted at any time to any employetq circumstances. OVERTIME PAY If circumstances dictate, you may be asked to work overtime. All overtime hours must be pre -approved in writing by your department manager. Overtime is paid'after forty (40) hours of work in a given week. The rate of pay is calculated as one times and one half of your regular hourly rate. Leaves of absences, paid vacation, paid sick leave, holidays, jury duty and bereavement leave will not be considered in computing overtime pay for any one week. alcohol while at work, are selling or have sold drugs or alcohol while at work, are distributing or have distributed drugs or alcohol at work, or are avoiding medical attention following an injury to avoid being tested for drugs and alcohol, you will be tested for drugs and alcohol. If you are required to take such a test, transportation to and from the testing site will be arranged for you. Additionally, you will be suspended without pay until the test result is evaluated and you are released back to work by the EAP. Release from the Employee Assistance Program requires a negative drug test result and continuing compliance with the treatment program. For example, testing under this provision may be conducted if: you are observed using illegal drugs; exhibit symptoms or manifestations of being under the influence of illegal drugs or alcohol while at work; exhibit abnormal conduct or erratic behavior while at work; there has been a significant deterioration in your work performance; you have been reported to be using illegal drugs, abusing prescription drugs or using or are under the influence of alcohol in the workplace by a reliable and credible source which has been independently corroborated; evidence that you tampered with a drug test during your employment, or are refusing medical attention following an injury because it would require a drug or alcohol test. Post -Injury Testing If you are injured on the job and require medical attention beyond first aid you must submit to a drug and alcohol test. If you could have caused or contributed to the cause of an injury requiring medical attention beyond first aid you must submit to a drug and alcohol test. It your test result is positive for drugs or alcohol following an injury you may be denied your workers' compensation medical indemnity and disability benefits, you will be terminated, your unemployment benefits may be denied, and you will be ineligible for reinstatement or rehire for a one year period from the date of termination. Post -Accident Testing If you caused, could have caused, or contributed to the cause of an accident where total property damage exceeds $500 you will be required to take a drug and alcohol test. If you test positive for drugs or alcohol following an accident you will be liable for the cost of repair, replacement or restoration of the property, you will be terminated, your unemployment benefits may be denied, and you will be ineligible for reinstatement or Q6i% 'Etedn 8r io0J the date of termination. re Cord in Co 3rlwction with item PLI on "->Y-61 Random Testing Walter Foerrfan If you are covered under either federal or state department of trariskr[ drug testing rules or regulations, you will be subject to drug and alcohol testing on a random basis in accordance with such rules. If you are not subject to either federal or state department of transportation drug testing 25 02- 115 rules or regulations, you may be subject to drug and alcohol testing on a random basis. Random testing is performed by selecting a percentage of employees from the entire employee pool without regard to rank or position on a random basis. If selected, you Y6ll cj[qdh"a"jfRFbtime of your appointment. reCCrdpp in ��C4ri,r, �: C � faith L Iteti7 L`'1.. ltne s -for -Day Testing r If you are required to have a fitness -for -duty physical orC4.i7 @VI*1 or bi- annual basis because of federal, state, or local law, a drug and alcohol test will be included as part of the physical. Post Treatment Testing (a.k.a. Follow-up Testing) If you enter the Employee Assistance Program for drug or alcohol related problems or enter an alcohol or drug rehabilitation program, you must submit to drug or alcohol testing as a follow-up to such a program on a quarterly, semi-annual, or annual basis for a period up to two years. If your test result is positive for drugs or alcohol following a post treatment test you may be terminated, your unemployment benefits may be denied, and you will be ineligible for reinstatement, or to apply for rehire for a one year period from the date of termination. Type of Tests Administered A urine sample will be used to test for drugs and a blood sample will be used to test for alcohol. Vincam reserves the right to administer other acceptable types of tests when and if specific situations may deem such testing methods appropriate or due to changes in federal, state or local law. Additionally, the type of test administered is subject to change if the Department of Transportation's drug testing rules, regulations or guidelines change. In the event that the Department of Transportation promulgates new procedures governing such testing, then this provision of this Policy shall automatically be amended to comply with any such new testing procedures. Education On an annual basis, Vincam will provide annual education to help you identify personal and emotional problems which may result in the misuse of drugs or alcohol. You will also be given a presentation on the legal, social, physical and emotional consequences of the misuse of alcohol or drugs. Before a Positive Drug Test Result If you are experiencing problems with drugs or alcohol you are encouraged to contact your Employee Assistance Program (1-800-756-5792). You may use your Employee Assistance Program or request a referral to another agency. In either case, the information will be kept strictly confidential. 02- 115 26 Note: Existing relatives prior to this policy revision (9/98) will be grandfathered in this policy. Note: Newly acquired hotels with relatives employed on property will also be grandfathered in this policy. Note, if management feels the employment of the relatives is detrimental to the operations of the property it may terminate the employment of one or both of the relatives. REDUCTION OF WORK FORCE At times the marketplace and the future of our industry forces the properties to select a course of action and set a strategic plan to reduce current costs and maintain operations within budget. Such times may be cause to reduce the work hours of our associates or eliminate job positions. Should your position be eliminated after completion of one full year of service at the hotel, you'll be eligible to earn one week of pay for every full year of service at the property. RESIGNATION OF EMPLOYMENT Tecton requires a minimum of two weeks notice in writing for all voluntary resignations. Once notice is given and your department manager accepts, your service will end on the date stated by you upon resignation. At the time of your departure, your department manager will conduct an exit interview in order to review the reason for resignation. If you resign with proper notice, you will receive all earned untaken vacation pay. Among the matters to be taken care of during your exit interview are the following: • Return of all Tecton's Hotel property PRIOR to receipt of your last payroll check. • Explanation of any benefits you may be entitled to. UbM)tted mato the Public Vec*Rd in Connection with Waiter Foeman CiLy C4&U 10 n2- 11 Submitted into the public: record in connection with 1-�* Z $2.00 for the replacement of a lost nametag. item P�-R a0 Shoes Walter Foeman City Clerk • Uniformed employees are requested to wear shoes as specified by the hotel. Non -uniformed employees are requested to wear appropriate dress shoes that complement their attire. • Sneakers, earth shoe styles, flat styles and wedge styles are not allowed unless approved as part of the uniform or attire for certain departments. Shoes should be polished and kept in good condition. Approved shoes and socks are required the first day you are in uniform. Personal Hygiene Due to close contact with guests and fellow employees, employees are requested to bathe, use deodorant and practice good oral hygiene on a daily basis. Fingernails must be kept clean and presentable at all times. Fingernail tips should not extend beyond the fingertip for males or more than 1/2 inch beyond the fingertip for females. Nail polish should not be flashy or multicolored. Male employees are not permitted to wear colored nail polish. DEPARTMENT MEETINGS Each department conducts regular meetings to discuss ideas for the improvement of the hotel and to provide a forum to express concerns. We encourage everyone to participate by offering suggestions, asking questions and expressing opinions. You should clock in and out if you attend an authorized meeting outside of work hours to be paid for the time you spent in the meeting or the minimum amount as may be dictated by local, state and federal laws. EMPLOYMENT OF RELATIVES Due to potential employee relation's issues, employment of relatives is not permitted at the hotel. By definition a relative is considered; spouse, parents, children, grandparents, uncles, aunts, cousins, and in-law relatives. However, a relative of an existing employee may work at another Tecton hotel. Once employed, such relative or current employee may not transfer or apply for a position at a property where such individual is employed. Anyone found in violation of this policy will be subject to disciplinary action to include termination. 42- 115 a It you voluntarily come forward and seek help prior to being required to submit to a drug or alcohol test, no disciplinary action will be taken against you. However, you will still be expected to perform your job and report for work unless your treatment program counselor requires you to miss work. Enrollment in a treatment program or attending counseling will not grant you a license to violate any Vincam, or Vincam client company, policies or shield you from disciplinary action for such violations. Vincam reserves the right under certain circumstances including but not limited to safety and security, to reassign you to another position. After you return to work follow-up testing for drugs or alcohol will occur on a quarterly, semi-annual, or annual basis for a period up to two years. If you test positive for drugs or alcohol following the completion of the primary phase of your treatment program, you will be terminated and your unemployment benefits may be denied, and you will be ineligible for reinstatement or rehire for a one year period from the date of termination. if you do not complete your drug or alcohol treatment program or do not comply with the terms of your treatment program, you will be terminated E§d#yartt ffr> ""t may be denied. record is C4nne00n Wst item - on After Positive Test Result Wa!,ter Foema"l If you have a confirmed positive test result, we will send you a letteil j4hGlt6 days of our receipt of notification from the Medical Review Officer notifying us of your positive test result. The letter will outline your rights and the manner in which you may challenge a positive test result. You are responsible for any costs associated with the challenge. Additionally, depending on the circumstances of the taking of the tests, the following will occur: • If you have a confirmed positive test result for alcohol or drugs that was administered following an accident, injury or as a follow-up to treatment, you will be terminated, your unemployment benefits may be denied, and you will be ineligible for reinstatement or rehire for a one year period from the date of termination. • If you have a confirmed positive test result for alcohol or drugs and the purpose of the test was for reasonable suspicion, random selection, or a fitness -for -duty physical, you will be immediately suspended without pay and given 48 hours from the time of suspension to contact the Employee Assistance Program to make an appointment for an assessment and evaluation. Failure to contact the Employee Assistance Program, complete the assessment and evaluation or failure to comply with the treatment plan developed as a part of the assessment and evaluation process will result in your immediate termination and you will be ineligible for reinstatement or rehire for a one year period from the date of termination. If you choose to comply with the treatment plan developed as a part of the assessment and evaluation process you are solely responsible for the cost of your 27 02- 115 treatment program. If you have health insurance, we will assist you in coordinating those benefits. Before you will be permitted to return to work, you will be required to obtain a release from your Employee Assistance Program. Release from the Employee Assistance Program requires a negative drug test result and continiunn Cmmnlinnro with the frnafinent Confidentiality All information, interviews, reports, statements, memoranda, and drug and alcohol test results, written or otherwise received by Vincam through this Policy are confidential communications and will be maintained in a separate confidential file. Vincam, any laboratory, Employee Assistance Program, drug or alcohol treatment program or their agents who receive or have access to this information concerning drug test results shall keep it confidential. Release of such information under any other circumstances shall be solely pursuant to a signed written informed consent form, unless such release is compelled by hearing officer or court of competent jurisdiction or if deemed appropriate by a professional or occupational licensing board in a related disciplinary proceeding. Additionally Vincam, its agent, the laboratory or treatment program shall not be prohibited from releasing this information when consulting legal counsel in actions brought under or related to Section 440.102 Florida Statutes; nor shall they be prohibited from releasing this information in any actions related or relevant to its defense in a criminal, civil or administrative matter. Challenges to Test Results You have the right to challenge any confirmed positive test result. All challenges must be filed within 5 working days of receiving notification of such result. The first stage requires that you explain or contest the result in writing to the Division Director of Drug -Free Systems or his designee. if your explanation is unsatisfactory, you will be notified of such in writing within 15 days of the date your challenge was received. At that time, you will be provided with a copy of your positive test result and the name and address of the laboratory. If you were involved in an accident and denied medical and/or indemnity benefits, you may file an administrative challenge by filing a claim for benefits with a judge of compensation claims. If no workplace injury occurred, you may challenge the test result in a court of competent jurisdiction. If you decide to challenge the test result, it is your responsibility to notify the laboratory that you are challenging the test result. You will be solely responsible for all costs associated with such a challenge. Convictions If you are convicted of any drug related crime (sale, use or possession), you must notify us within 5 days of your conviction. Failure to notify Vincam of such conviction is grounds for termination. 02— 1 15 Appropriate hair confinement should be used in food service areas where required by law. Mustaches and beards must be neatly trimmed and no extreme styles will be permitted. If you want to groom a beard or mustache, you must do it while you are on vacation. Sideburns should be neatly trimmed and may be permitted to extend to the beginning/start of the earlobe, following their natural contour. Hair: Female Employees Hair is to be kept neatly combed and well styled. Any extreme look, such as shaving or carving the head and eyebrows and spiked hair is not permitted. Extreme hair coloring outside of normal tones (brunette, blond or red) is not permitted. Hair confinement and accessories should be tasteful. No more than two combs or barrettes are to be used. Make Up Your make up Should appear natural. Eyebrows should be r y 4pr� y Guru uc neat and eye Shadow and mascara should be used in moderation. False eyelashes are acceptable only if they are natural looking. Lipstick should complement your natural coloring. Avoid excessive make up and heavily scented powder, cologne and perfume. Jewelry Keep your jewelry simple. Do not wear fancy or "evening" jewelry to work. If you are in uniform, necklaces must not be visible. You are not permitted to wear more than two simple rings on each hand. You are not permitted to wear fancy costume rings or large cocktail rings since they may present a safety hazard. Wedding and engagement rings are considered as one ring. You may wear either a wristwatch or one bracelet/chain per wrist. Ankle bracelets are not allowed. "Dangle" earrings or large hoop (longer than one inch in length) and multiple earrings in one hole are not allowed. Multiple matching earrings in one ear are allowed providing there are never more than two earrings in one ear, and one earring is a "stud". The color of your earrings must complement or match your uniform. Ear clips are not allowed, tOa e e gye &rlat public allowed to wear earrings. No other jewelry may 9Mi`your ear� Ne with etc. record in CEEitneCIM �iltl item Pz. on - -9*AP Name Tags Walter Foernan City Clerk All employees have been issued a nametag, which should be worn with pride.in an upright readable position. Since nametags are an integral part of the uniform, they should be seen and transferred to coats and jackets. There is a fee of 28 Q nn aar BREAKS & REST PERIODS The only authorized break is your meal break, which is thirty (30) minutes of uninterrupted time and is scheduled by your department manager. Breaks must be taken in the designated area. If you wish to take your break off property, you may do so by following the time clock and entrance/exit procedures. RESTROOM BREAKS All uniformed employees must use the designated restroom facilities, which are usually located in the Employee Locker Rooms. PERSONAL APPEARANCE & DRESS CODE A polished personal appearance is extremely important, since to the guest, you represent Tecton and your hotel. A neat, well-groomed appearance is a reflection of your pride and professional responsibility to your hotel, guests and fellow employees. Specific guidelines for grooming and attire are as follows: Attire Employees must arrive at the hotel in full uniform or proper attire. Uniforms should be clean, neat and pressed at all times. The only pins or decorations that may be worn are nametags, or company -issued special pins. Employees are responsible for their uniforms. Should you lose something, it may result in a payroll deduction from your earned wages. Any questions pertaining to your uniforms should be addressed with your department manager. Non -uniformed female employees must dress in professional business clothing consisting of suits, dresses, blouses and skirts. Dress pants are considered appropriate when worn as a suit with a jacket that covers the hipline. Split skirts, shorts, leggings, stretch pants (stirrups) or tights are unacceptable. All female employees are required to wear proper undergarments, such as a slip, bra, underwear, camisole and color coordinated pantyhose while working. Non -uniformed male employees are permitted to wear suits; or a sports coat with slacks and a tie. Jeans, Polo shirts, T-shirts and shorts are unacceptable. NOTE: Casual attire such as jeans, shorts, leg�i�aif�#e "sad, WTdiQ0HC sheer attire are not permitted at any time. record f0 coriG:ec',inn ttrith lteam P2"? f,.,Z �•ar Hair: Male Employees Poemart, ng- Z` le€'rC Hair is to be neatly cut and tapered so that it does not extend beyon r over any part of your ears. Hair must be cut above the shirt collar. Ponytails, shaving or carving of the head and eyebrows or spiking the hair is not permitted. 02- 115 Amendments Vincam reserves the right to amend, change or alter this Policy without the consent of its employees. Employee Assistance Program Your Employee Assistance Program is administered by Psych/Care, Inc. You can reach them for confidential assistance at any time by calling 305-460- 2550 ort -800-756-5792. You are not required to enter a drug and alcohol treatment program through your Employee Assistance Program_ You are free to enroll in any licensed drug and alcohol treatment program. You can contact your Employee Assistance Program for a list of treatment programs available in your community. However if you do not choose to enroll in a treatment program through your Employee Assistance Program, your insurance benefits, if any, may be reduced substantially. You are solely responsible for any costs associated with your treatment, including, but not limited to, drug or alcohol tests administered during treatment. If you enter a treatment program without going through Vincam's EAP you must authorize the release of information to the EAP so continuing compliance with treatment can be confirmed. Drugs Tested You may be tested for any or all of the following: Alcohol Benzodiazepines Cannabinoids Methaqualone Opiates Amphetamines Cocaine Phencyclidine* * The only hallucinogen to be tested. **The only synthetic narcotics tested. Over -the -Counter and Prescription Drugs that Could Alter or Affect the Outcome of a Drug Test Barbiturates Methadone** Propoxyphene** Alcohol: All liquid medications containing ethyl alcohol (ethanol). Read the label for alcohol content. Amphetamines: Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex Cannabinoids (marijuana). Marinol (Dronabinol, TNbM."""ked nh-3 the public Cocaine. Cocaine HCI topical solution (Roxanne) reCCrd�3 In ZQ0� ? `e0ii0i� fi lth item ,A,'aE`8r Foeman 29 02- 115 Opiate: Paregoric, Parepectolin, Donnagel PG, Morphine, Tylenol with Codeine, Empirin with Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid (hydromorphone), M S Contin and Roxanol morphine sulfate), Percodan, Vicodin, etc. Barbiturates: Phenobarbital, Tuinal; Amytal; Nembutal, Seconal, Lotusate, Fiorinal, Fioricet, Esgic, Butisol, Mebaral, Butabarbital, Butabital, Phrenilin, Triad, etc. Bensodiazepines: Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tranxene, Valium, Verstran, Halcion, Poxipam, Restoril, Centrax. Methadone: Dolophine, Methadose Propoxyphene: Darvocet, Darvon N, Dolene, etc. If you are being given this list as preparation for a drug or alcohol test you must bring a picture ID with you to the collection site, a release of confidential information form, and report to the testing technician any prescribed or over the counter medications you have taken during the past 30 days. Definitions Alcohol means ethyl alcohol (ethanol). References to use of alcohol include use of a beverage, mixture or preparation containing ethyl alcohol. Chain of Custody refers to the methodology of tracking specified materials or substances for the purpose of maintaining control and accountability from initial collection to final disposition for all such materials or substances and providing for accountability at each stage in handling, testing, storing and reporting of test results. Collection Site means a place where individuals present themselves for the purpose of providing a specimen to be analyzed for the presence of drugs. Collection Site Person means a person provided by an approved laboratory who instructs and assists individuals at a collection site and who receives and makes an initial examination of the specimen provided by those individuals. Confirmation test, confirmed test, or confirmed drug test means a second analytical procedure run on a sample that was positive on the initial screening test. The confirmation test must be different in scientific principle from that of the initial test procedure. The confirmation method must be capable of providing requisite specificity, sensitivity and quantitative accuracy. The confirmation test for alcohol will be gas chromatography and the confirmation test for all other drugs��iJl tb aas chromate rftb ra is spectrometry. J record in connection with If item s on 02- 115 Walter Foeman 30 cay C;n°'c WORK SCHEDULES The hotel is open for business seven days a week and 24 hours per day. While every effort will be made to honor requests for time off, scheduling is based on business requirements and requests are not guaranteed. Written work schedules will be posted weekly. Only department managers are authorized to change posted schedules. If you fail to report for your scheduled hours without prior notification and authorization, you will be subject to disciplinary action. TARDINESS & ABSENTEEISM Tecton's success depends on all our associates working together and we can't work together if you don't report to work. Therefore, you need to make every effort to be on the job when scheduled for work. It is your responsibility to know your work schedule and to be reliable. If you are faced with an emergency, you must contact your department manager in advance of your scheduled starting time. You are responsible for reporting your absence and should not rely on other people to notify your department manager of your absence. Non emergency absences will renui fe notification of t:;'� (2) 1— S prior to the start of your scheduled shift. Violation of this policy will result in disciplinary action to include termination. Your department manager will inform you of your department's calkoff procedure. Be absolutely sure you understand this procedure and who you must contact if you are unable to report to work. Repeated tardiness and excessive absenteeism may be a sign of unreliability and can result in disciplinary action to include termination. A note from your physician may be required for you to return to work. Three or more consecutive days of unexcused absence will be considered a voluntary resignation. LEAVING THE HOTEL DURING WORK HOURS If it is necessary to leave the hotel premises during working hours, you must first obtain permission from your department manager. After receiving permission, you MUST punch out at the time clock prior to leaving the hotel. Upon returning, you must punch back in and check in with your department manager. Leaving the hotel premises while on duty without first getting authorization or while still on the time clock will result in disciplinary action to include termination. Subm.Itted into tho-1 record in connection item Pon �1- Walter Foem s n" 4, C City Cleiii right to discuss your concerns with these individuals without penalty or fear of recrimination. TIME CLOCKS If you are required to use a time clock when you report to work, your manager will show you the location of the time clock designated for your department. The following rules are to be observed when punching in and out at work: 1. You should not begin work or punch your time card more than five (5) minutes before or five (5) minutes after your scheduled shift starting and ending time. Exceptions are permissible only when you received advanced approval from your department manager to work overtime. NOTE: EMPLOYEES ARE PERMITTED TO WORK ONLY WHEN SCHEDULED. 2. Employees must not enter the hotel more than fifteen (15) minutes prior to the scheduled starting time and are not to remain in the hotel for more than fifteen (15) minutes after punching out. 3. Overtime must be authorized by your department manager in writing before it is worked. 4. Your are not permitted to use another employee's time card at any time for any reason. Anyone found using another employees time card or permitting another employee to use his or her card will be subject to disciplinary action to include termination. Failure to clock in or out will also be subject to disciplinary action to include termination. If you fail to punch in or out when required, you must contact your department manager immediately to report the proper starting and ending time of your work shift. 5. Employees are only permitted to punch in or out when dressed in full uniform or proper attire. All employees are expected to be ready to work and in full uniform or proper attire prior to punching in. 6. The only authorized break is your meal break, which is thirty (30) minutes of uninterrupted time and is scheduled by your department manager. If you wish to take your break off property, you must punch out and leave through the employee entrance and exit areas. Upon returning from your break, your are required to enter the building through the employee entrance and exit areas and punch in. Division means the Division of Worker's Compensation of the Department of Labor and Employment Security of the State of Florida. Drug means alcohol, including distilled spirits, wine, malt beverages and intoxicating liquors, amphetamines, Cannabinolds, cocaine, phencyclidine (PCP), hallucinogens, Methaqualone, opiates, barbiturates, Benzodia- zepines, synthetic narcotics, designer drugs, or a metabolite of any substance listed herein. Drug test means any chemical, biological or physical instrumental analysis in conformity with this rule, administered for the purpose of determining the presence or absence of a drug or its metabolites. Employee means a person who performs services for compensation and is covered by the Workers' Compensation Act. Employee assistance program means an established program for employee assessment, counseling, and referral to an alcohol and drug rehabilitation program. Employer means a person or entity that employs individuals in Florida and is covered by the Florida Workers' Compensation Act. CG/MS means gas chromatography/mass spectrometry. Initial drug test means a sensitive, rapid and reliable procedure to identify negative and presumptive positive specimens. All initial tests shall use an immunoassay procedure or an equivalent, or shall use a more accurate scientifically accepted method approved by the Department of Health and Rehabilitative Services as such more accurate technology becomes available in a cost-effective form. Job applicant means a person who has applied for a position with an employer and has been offered employment conditioned upon successfully passing a drug test. Laboratory means a facility, inside or outside the State of Florida, licensed by the Department of Health and Rehabilitative Services or in certain cases, a facility certified by the National Institute of Drug Abuse (NIDA) to analyze specimens for the detection of drugs. Medical Review Office or MRO means a licensed physician, employed with or contracted by an employer, who is responsible for receiving and reviewing all confirmation results from the laboratory. The MRO is responsible for contracting all positively tested individuals to inquire about possible prescriptive or over-the-counter medications which could have caused a positive test result. The MRO must have knowledge of substance abuse disorders and have the appropriate medical training to interpret and evaluate a positive test result with prescriptive or other relevant medical information. Nonprescription controlled substances means amphetamines; cannabinoids; cocaine; phencyclidine (PCP); hallucinogens; methaqualone; 31 02— 115 opiates; barbiturates; benzodiazepines; synthetic narcotics; designer drugs obtained without a prescription. Nonprescription medication means a medication that is authorized pursuant to state or federal law for general distribution and use without a prescription in the treatment of human disease, ailments or injuries. Prescription medication means a drily` or medication obtained pursuant to a prescription as defined by s. 893.02(17). Reasonable suspicion drug testing means drug testing based on a belief that an employee is using or has used drugs in violation of the employers policy, drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon: (a) Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. (b) Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. (c) A report of drug use, provided by a reliable and credible source, which has been independently corroborated. (d) Evidence that an individual has tampered with a drug test during his employment with the current employer. (e) Information that an employee has caused, contributed to, or been involved in an accident while at work. (f) Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on the employer's premises or while operating the employer's vehicle, machinery, or equipment. Reason to suspect means an articulable belief that an employee possesses or uses drugs or alcohol at the workplace, is intoxicated or impaired by drugs or alcohol, based on specific and particularized facts and reasonable inferences drawn from those facts in light of experience. Specimen means a tissue of product of the human body capable of revealing the presence of alcohol and/or drugs or their metabolites. Threshold detection level means the level at which the presence of a drug or alcohol can be reasonably expected to be detected by an initial and a confirmatory test performed by a laboratory that meets standards established herein. The threshold detection level indicates the level at which valid conclusion can be drawn that the drug or alcohol is present in the employee's sample. Submitted into Jhe public record incO0rteGt9i±jth item � item Ori i 32 Walter Foemari SECTION 2: EMPLOYMENT PRACTICES ORIENTATION All newly hired employees are required to attend orientation within the first thirty (30) days of employment. At some properties, orientations are held on a weekly or bi-weekly basis. The purpose of the orientation is as follows; Introduction of the General Manager, Tour of the property, Employment Conditions, Benefits and Safety. The General Manager shall approve any exceptions to this policy. OTHER EMPLOYMENT An executive or key manager of Tecton Hotels may not become associated as a full-time or part-time employee, consultant or in any other capacity with any other commercial enterprise. The General Manager must approve exceptions to this policy in writing. OPEN DOOR POLICY Tecton's Open Door Policy ensures that every employee, regardless of position, be treated fairly and with respect. We recognize that mistakes may occur despite our best efforts, so we want to correct such mistakes as soon as they occur. The only way we can do this is if we are aware of your concerns or complaints. There is not a member of management that is too busy to listen to your concerns or complaints. If you have a concern or complaint this is what you should do: Step 1: When a problem or question arises, you should first discuss it with your immediate manager. During this discussion, be direct and sincere. Your manager will listen in a friendly and courteous manner because he or she wants to understand and help solve problems that arise in your work area. Generally, you and your supervisor will be able to resolve your concern or complaint. Step 2: If you are still not satisfied with the steps taken by management to resolve th problem, you have the right to talk with the respeA4�>9%� t* iv&' 4Rte9u�IIC member for your department. record in t�.-,M= -,ef on with iteralPZ-'? cn Step 3: _r Foeman ,ity Clerk If you find that you are still dissatisfied or that you have something that you prefer not to discuss within your department, you can speak to either the Human Resources Department, General Manager, or the Corporate Human Resources Director. We maintain an Open Door Policy and assure you the 4 02- 115 safety hazards. If there is a valid reason for someone to see you at work, such visitor must go to the Executive Offices and wait for a representative to notify your department. Visitors are not allowed in employee areas of the hotel. NO RETURN POLICY Whenever the employment relationship terminates (whether voluntarily or in- voluntarily), such individual may not return to the hotel (work place) for a period of no less than 90 days without the department manager's approval. The only exception is to return hotel property and pick up a final payroll check. No return Includes not being able to pick up family or friends after work, or visiting any area of the property. SUbmitied into the pifbliQ fe='d in connection With Re on i Wafter Fomw C" 3 (12 — 1 151 Workers' Compensation Managed Care Arrangement WHAT IS WORKERS' COMPENSATION? Workers' compensation is a program which pays medical and disability benefits due to a disability, when the injury or occupational illness arises "out of and in the course of employment. Workers' compensation is regulated by the State of Florida, and the benefits are set by law. Workers' compensation laws exist in all U.S. States and Territories. In Florida, the law: • Allows for a Managed Care Arrangement to be the exclusive provider for treatment of work-related injuries. • Allows the employer to maintain a Drug -Free Workplace. YOUR WORKERS' COMPENSATION PROGRAM: MANAGED CARE Under a Florida workers' compensation law passed in 1993, Vincam is now operating a workers' compensation managed care arrangement to provide medical care for injured workers. The firm providing managed care is Vincam Occupational Health System (VOHS). VOHS will coordinate and work with you and your doctor to provide treatment that is appropriate and that will help you return to work as soon as medically possible. YOUR RIGHTS AND BENEFITS General • This workers' compensation insurance coverage is provided by your employer at no cost to you. • It will pay for all reasonable and necessary medical care if you get injured at work or develop an occupational disease arising out of and in the course of your employment. • You are covered from your first day of work on the job. • If you are injured on the job, you will be required to take a drug and alcohol test. If you test positive for alcohol or illegal drugs at the time of your injury, you will not be entitled to workers' compensation benefits under this program as per Florida Law and you will be terminated from employment. • You have the right to copies of any medical reports you request ($.50 per page for regular copies, actual costs for X-rays or non -paper documents). Stsbtritted into the ptiot,rc fftOrcl in CorFpactjon with WP_iter Fof?frt'3n Medical Care • Care that is medically necessary will be given at no cost to you. This includes surgical, hospital, dental care, prescriptions, and medical supplies, if needed. You must use VOHS providers for medical care. Care must be authorized by VOHS. • If you go out of the network and seek medical care, your benefits will not be covered, except in the case of a limb- or life-threatening emergency. • A VOHS treatment center has been assigned to provide medical care near your worksite. You should go there for care unless it is an emergency, or unless you are told otherwise by VOHS. • Vincam's workers' compensation plan will pay providers directly for authorized services. If you receive provider bills, please call VOHS or send them to VOHS. Do not pay them. Disability Benefits • The program provides payment to you for a portion of the wages you might lose if your injury or illness disables you for more than seven calendar days. • These payments continue until the VOHS physician releases you back to work, with or without restrictions. You must follow the physician's instructions and prescribed medical treatment. If you have any questions on a disability payment, you can call VOHS at 460-8150 or, outside of Dade County, 1-800-226-2919. Pharmacy • If you go to a VOHS participating pharmacy the pharmacy will bili your workers' compensation plan directly. Or, you can go to any pharmacy you choose, pay the bill yourself, then send the original receipt in to VOHS for reimbursement. If you do not use a VOHS pharmacy, you may have to pay part of the cost of the prescription. • If you go to a non -participating pharmacy, make sure the receipt includes this information: date dispensed, new or refill, prescription number, medication name and strength, National Drug Control number, quantity dispensed, number of days supplied, reason for use of non -generic drug (when applicable), prescribing physician's name and DPR license number, and the usual charge for each medication billed. Reimbursement will be made according to State rules or the lowest rate VOHS normally pays. This means you may not be reimbursed for the full cost you paid. .t; S 1vrFZit:2d idiioii '�]ldbltC recon in ccnaaeczic,-) Wfth ite... L2^9 Walter Foeman ,02- 115 City C' -,-k authorized to remove something from the hotel, your department manager will issue you a Package Removal Slip. Management and Security Personnel have the right to inspect all parcels and packages leaving and entering the premises. PAGERS If you are issued a pager you are responsible for its maintenance. A lost or a damaged pager due to negligence may result in disciplinary action. You will be required to sign a release stating the above at the time of issue. No personal pagers will be permitted. PARKING If your hotel provides a designated parking area, it will be the only authorized area where you can park. If you park in un -authorized areas, you will receive a vernal or written warning and your car may be towed at your expense. PERSONAL CALLS Personal calls are not permitted during working hours unless it is an emergency. Personal calls may be made during your break from a designated pay phone. Employees may not utilize public pay telephones in guest areas. PERSONAL MAIL For obvious reasons the hotel cannot be your mailing address. Postage will not be provided for your personal mail. USE OF HOTEL FACILITIES You are entitled to use hotel facilities if you received advance permission and a written pass from your department manager. You are permitted to use the facilities with your immediate family or one guest, according to published hotel policy. You must accompany your guest(s) at all times. Detailed rules for your hotel will be posted and can be explained by the Human Resources Department or the General Manager. All hotel facilities are designated for the comfort and enjoyment of hotel guests. Your use of hotel facilities may be restricted during periods of high occupancy or when guest activity is expected to be heavy. Submitted into tete pub(le record in connection with item pZ^ ? On ^ ^ 01 VISITORS Walter Foeman City Clerk Visitors (associates, friends, relatives, etc.) are not permitted while you are on duty. Unauthorized visits can cause unnecessary interruptions and potential SECTION 1: HOUSE RULES KNOW YOUR PROPERTY If your job places you in contact with our customers, you should be able to answer any basic questions regarding your facilities, hours of operations, local attractions, etc. It is your responsibility to be knowledgeable about your position as well as your property. Your property will provide you with this information in an orientation process. ENERGY CONSERVATION Energy (gas and electricity) has become one of the biggest operating expenses for your hotel. Help us contribute to energy conservation by following these basic practices: • Turn off all lights when practical. • Turn off machinery after a job is completed. • Turn off -radios and televisions in unoccupied rooms. • Set all thermostats at designated settings. • Follow all procedures regarding the use of energy. ENTRANCE & EXIT Employees must enter and exit through the designated employee entrance/exit. See your department manager for details. CASH HANDLING If your position requires you to handle cash, you are responsible for banks issued to you and for cash and credit sales received. If you are negligent in performing your cash handling responsibilities, you will be disciplined and/or removed from cash handling responsibilities or terminated. See your department manager for the hotel's cash handling policy. LOST & FOUND You are required to tum in any articles you find to your supervisor or the Lost and Found Department, which is located in housekeeping. Any item not claimed by the owner after 90 days will be returned to the finder. All illegal items will be turned over to the appropriate autl�od*Sftted into the pub IIto record in connecti jn with PARCELS & PACKAGES item P� on Walte((r��;`Ftvoernan rk You should not bring any parcels or packages into the hotel, nor remov�any from the hotel, without authorization from your department manager. If you are 02- 11N YOUR RESPONSIBILITIES If You Get Hurt On The Job EMERGENCY CARE: • If it is a true emergency, have someone call 911 or take you to the nearest emergency room. • Your supervisor or another responsible person must call VOHS as soon as practical at 305-460-8150 or, outside of Dade County, 1-800-226-2919. • VOHS will coordinate additional care for you as needed, and make arrangements for a drug and alcohol test. ROUTINE OR URGENT CARE: • Tell your supervisor immediately. Your supervisor must call VOHS for treatment authorization at 305-460-8150 or, outside of Dade County, 1-800-226-2919. Your job -site supervisor will provide you with an identification card which can only be used at a VOHS treatment center. You must have this card with you and show it when you go for care. If you don't have a card, the treatment center must call VOHS before providing treatment. • Go to or have someone take you to the assigned VOHS center, or to the physician indicated by VOHS. • The VOHS physician(s) will treat you, and perform a drug and alcohol test. VOHS will work with the physician to set up any other treatment needed, and get you back to work as soon as possible. M You Are Outside The State Of Florida, Away From The Worksite, or Outside the Service Area of the Managed Care Arrangement Normally, you must go to a VOHS treatment center assigned to your worksite for care. However, if you are outside the State of Florida, away from your worksite, or outside the service area, call VOHS before seeking treatment. The VOHS case manager will refer you to a nearby provider within our network, or provide you with alternative procedures. If You Need Surgery Or Hospitalization VOHS must authorize all surgery or hospitaladmissions eXcoeptn�EiC emergency situations. Submitted 40�c ir'" p recorCS ir, connection n with item. P . q on - -o Vlalter Fcerttan 35 P Git�� Glee- The physician should call VOHS at 305-460-8150 or, outside of Dade County, 1-800-226-2919 for authorization. VOHS will give authorization to the physician or hospital. If VOHS determines that the procedure or admission is not medically necessary, the Medical Care Coordinator will call the physician for further discussion or to develop an alternative pian of care. VOHS may also request a second opinion. You can request a second opinion. Call VOHS to ask for a second physician appointment. You can also file a grievance if you are not happy with the ultimate decision. See the section on Grievance Procedures. While Receiving Treatment You may ask for a second opinion about your treatment plan. Call VOHS at 305-460-8150 or, outside of Dade County, 1-800-226-2919 to do so. You may ask for one change of physician/center by calling VOHS at 305-460-8150 or, outside of Dade County, 1-800-226-2919. The VOHS case manager will help you selecta second physician within the VOHS network. Your VOHS physician may refer you to another VOHS physician or specialist if needed. The physician should call VOHS for approval. The specialist will consult with the VOHS case manager to arrange for additional tests or care as needed. You are responsible for keeping all your scheduled appointments. If you have any problems, call VOHS at 305-460-8150 or, outside of Dade County, 1-800-226-2919. They will be glad to help you. Drug Testing If you have a problem with drugs or alcohol, or any other personal problem, you may want to call the Psych/Care Employee Assistance Plan (EAP) at 1-800-756-5792. This is strictly confidential. You can get help BEFORE you may get hurt on the job. You are responsible to read your employer's drug free workplace policy and you must submit to druglalcohol tests as required. If you are injured on the job and test positive for illegal drugs or alcohol, you will be denied your workers' compensation benefits. If you refuse or fail to take a drug test, your workers' compensatiQn benefits will be denied. 9-Ub' 2ftie-Ci i; tci the public record in cc?'tl With eta ®y 9 00 36 n c— 4 4 C Cid ,-A Section 5: Benefits Employee Meals....................................................15 Insurance Benefits..................................................15 Vacation,.........................................................15 Holidays..........................................................16 SickLeave........................................................16 Leaves of Absence..................................................17 Bereavement Leave.................................................17 JuryDuty.........................................................18 Family Medical Leave (FMLA)..........................................18 Banquet Facilities Discounts...........................................20 Hospitality Discounts ................................................. 20 Other Discounts....................................................20 Section 6: Discipline Procedures Progressive Discipline................................................21 Verbal/ Written Warnings.............................................21 Suspension........................................................21 Employment Misconduct..............................................22 Immediate Termination...............................................22 Termination of Employment............................................23 Section 7: Safety Safety in the Hotel..................................................24 Rightto Know......................................................24 Fire Prevention.....................................................25 First Aid..........................................................25 Smoking..........................................................26 Submitted into the public record in connection with item - on . 12- --Walter Foeman Cit; Clerk 02-- 115 Table of Contents Section 1: House Rules Know your property ...................................................1 .....................4 Energy Conservation.................................................1 . ...4 Entrance& Exit......................................................1 Cash Handling • . ...................................................1 Lost& Found.......................................................1 Parcels & Packages..................................................1 Pagers............................................................2 Personal Calls/ Mail ............................................. ..... 2 Use of Hotel Facilities.................................................2 Visitors........ ..............................................2 No Return Policy .................... . ............................3 Section 2: Employment Practices Orientation............................. .....................4 Other Employment ............................................. . ...4 Open Door Policy....................................................4 TimeClocks........................................................5 Work Schedules.....................................................5 Tardiness & Absenteeism..............................................6 Leaving the hotel during work hours......................................6 Breaks& Rest Periods................................................6 Restrooms Breaks...................................................7 Personal Appearance & Dress Code......................................7 Department Meetings.................................................9 Employment of Relatives..............................................9 Reduction of Work Force . . . . . . . .......................................10 Resignation of Employment............................................10 Section 3: Compensation Practices Payment of Salary ...................................................11 OvertimePay......................................................11 Tipped Employees ................... .........................12 Section 4: Career Development JobPostings.......................................................13 Promotions ......................................... . .......13 Performance Evaluations.............................................13 Subm—it od into the �'iC Probationary Ninety Day Reviews ......:...............x...i, ...........13 q e'v v>ru ii, c)n 8eC on with 14 AnnuallAnniversary Reviews ........... items eZ' R 1 CR �:t .41. . Waiter FOP -man 02— 115 City cies-, record in connection with Safety iters? Pe -9 on Z—V-0 –a � Walter Foemar You must wear and use any safety equipment required by your eclomaf you do not, and you get hurt, your workers' compensation benefits may be reduced. Return To Work You are expected to return to work in your normal job, or a temporary modified -job as approved by your physician. If you refuse to return to work, you may lose certain workers' compensation benefits. Family and Medical Leave Act Under certain circumstances a workers' compensation injury is considered a serious illness under Vincam's Family and Medical Leave Policy. If you are off work for more than seven days and have not been released to return to work you will be placed on family and medical leave beginning on the eighth day for the remaining period of your absence. You will continue to receive your workers' compensation disability benefits because you have not been released by your treating provider to return to work. If you are released to return to work in a light- or modified -duty position by your treating provider, you do not have to accept that position. You may choose to take unpaid family and medical leave. You will not receive any workers' compensation disability benefits because you were released to return to duty but chose instead to take family and medical leave. You may obtain a copy of Vincam's Family and Medical Leave Policy by contacting Vincam's Human Resources Department at (305) 460-2350 or (800)962-4404. Working for Another Employer While out on Workers' Compensation While you are off work for a work related injury or illness, you are prohibited from working for another employer or person. Working for another employer or person while you are off work for a work related injury or illness is considered misconduct and is grounds for immediate termination. 37 n'2— 11.5 GRIEVANCE PROCEDURE Most issues can be resolved by discussing them with the VOHS Case Manager at 305.460-8154 or, outside of Dade County, 1-800-226-2919. But it does not stop there. If you are still not satisfied, you have the right to file a formal grievance. Informal Resolution If you have a grievance about payment to the provider for actual medical services provided, contact VOHS Director of Loss Containment at 305-460-8150 or, outside of Dade County, 1-800-226-2919. If the grievance is about payment for medical services, and the grievance is found to be valid, reimbursement will be made to the appropriate party in the next billing cycle. If the grievance concerns a change in physician (within the same specialty), a second opinion, or a change in treating facility, VOHS will provide you with a list of physicians or facilities, or a fist of facilities from which to choose a new physician. VOHS will investigate and resolve, or propose a resolution regarding your complaint within 30 days. Formal Resolution If you are not satisfied with the informal resolution, you can send a letter within 60 days to: Vincam Occupational Health Systems Director of Loss Containment 2850 Douglas Road Coral Gables, FL 33134 Your grievance will be acknowledged within 2 working days of written receipt. If the grievance involves reimbursement issues, include the specific service being disputed, a copy of the letter of explanation, the date of service, the amount billed, and the amount reimbursed. If the grievance involves an additional change in physician (within the same specialty), an additional medical opinion, or an additional change in treating facility, you must include the specific reasons why you feel such a change is necessary. Within 60 days of receipt of your written request, it will be reviewed by the grievance committee. A written reply will be sent to you with the results of the 02- 115 Welcome to our family... We are very pleased to welcome you to Tecton's team. As a member of our team you are its greatest asset. Our common goal is to make this hotel a successful, dynamic and safe place to work. A place you will be proud of. Being part of a winning team is fun and rewarding. As part of our team, you will have an enormous amount of influence over the "personality" and success of the hotel. When each member of the team is committed to excellence in job performance, everyone benefits. Working as a team, we will together achieve our goals of providing the highest in guest and employee satisfaction, and ultimately a place where you will be proud to build your future. We recognize that within every organization there will always be room for improvement. That is how a company, as well as individuals, grow and prosper. We invite you to suggest practical ways of making the hotel a better working environment by urging you to get behind our Quality Improvement process. We pledge our best efforts to ensure that each of our employees are treated with dignity and consideration by their colleagues and is respected as a very welcomed and important part of Tecton. Once again it is with great pleasure that I welcome you to Tecton and wish you much success. Cordial) 1 iichard P. Mcllard President Tecton Hospitality, Inc. Submitted into the pubiid` record in connection with item P2-17 on ~el-ok miter Foeman Ci Cleric 02- 115 reconsideration. If needed, a meeting may be set up with you and the VOHS case manager at a convenient location. Filing a Petition with the State of Florida If you decide to contest the final decision of the grievance committee, you must send a certified letter to the Division of Workers' Compensation within 30 days. You must copy VOHS and all parties involved by certified mail. The letter must be forwarded to the Department of Labor, Division of Workers' Compensation, Rehabilitation and Medical Services Unit. You have one (1) year from the date of occurrence to file a grievance. You may also contact the State of Florida, Department of Labor and Employment Security, Division of Workers' Compensation in Tallahassee at 1-800-342-1741 for immediate help and further instructions as to what additional rights and benefits to which you may be entitled. VINCAM OCCUPATIONAL HEALTH SYSTEMS RESPONSIBILITIES VOHS will provide you with convenient access to medical care by assigning a treatment center/physician near your normal worksite. VOHS will make sure that all medical services are provided by licensed, qualified providers. If you have any complaints about your care, VOHS will provide you with the information needed to file a grievance. VOHS will help you with questions about Workers' Compensation and how to access medical care. VINCAM HUMAN RESOURCES, INC. RESPONSIBILITIES We are committed to providing a safe working environment and have established a drug-free work place policy. This means that all injured workers will be drug and alcohol tested post -accident. It is our responsibility to provide you with convenient access to medical care by assigning a first aid treatment center/physician in a location close to your place of work. We will ensure that all medical services provided are performed by licensed, qualified providers. We will coordinate your return to work with your treating physician by making sure to observe physical restrictions. We will provide appropriate workplace mod- ifications, when necessary and consistent with applicable law. Along with your supervisor, and co-workers, when needed, we widF ;VL evelop a job description that reflects the exact nature of your work. ed° into the public fdbdrd in con-recdoli with its ,Pz-9 on 4 Waiter.Fcem 39 z city C19f After the job description is finalized we will forward the information to your treating physician. He or she will determine what parts of your job you are able to perform at that point in time. Once all information is received, we will be better able to find appropriate and reasonable job modifications to meet the restrictions given by your doctor should such modification be required. In case you have any complaints regarding your care, it is our responsibility to provide you with the information necessary to file a grievance procedure and that your grievance is acknowledged within 2 working days of written receipt. We have the responsibility for promoting policies and procedures for the early intervention and prevention of serious accidents through Safety and Training programs, First Aid training, First Aid availability on-site (when applicable) and Safety Incentive programs. Submitted irtta the pubiia' record in ccrMG-C';on with iteM ZL-_t on - may Walter Foe ran City Clerk 4002 115 TECTON HOSPITALITY Customer Service Standards reate a welcoming, pleasant, and professional atmosphere. se the customer's name, if and when possible. peak to our customers in a respectful, friendly, and courteous manner. ake personal responsibility and respond immediately to our customers' requests. ffer a warm and sincere greeting to each customer. aintain a positive attitude. xtend a helping hand and anticipate the customer's needs. emember to always offer a fond farewell, and ask the customer to return. SubMitted inti] tie public record in connection wilt itern On Walter Foernan City Clerk 02- 115 L',� .`i TABLE OF CONTEINTS 4 ME'AM xF5 oi: Si cx;i_s.5 h, imp", L, dri, t, j r 11,� — _, - _ -d h, p,,d,-T o ,t — Cn,,, R —, ­ul S, It -1, la— I IJ — 1-111l th" 150 N-1 IL:n„T+Z111 Ain— N"M, �C­i',j­­T, -1 Tl- 111.,11- 1-1 U47-1, I. -I, , unlr I T,J,, , _A "VIL, : 1 1-11 F- I" "Me are nmking our marh in the hotel industry by exceeding the expectations OF Our custOrpers. " C OIl--1�11F.s O1 1. 13108 11Hy.1 U Y.910s K31SOMd SMn13jj :�Oj� olCO� SOI gC � [ Citi a06 d 9,66 i . —Ulu- - OM OH 09 OV 0z 0 . .ia alo-a M33 s "'a 1�ON j 1N IN1'.{'IQ 1 ',lu'. IY II II id:l Irl cul �rfl�lu [, f�l-bselanbQ eeeiS >tr3Q �..�aa3_3aaual-aaQ m.,.. � ,_,, vvl nil'd �cr ng vsiQ ieoNd--lti.lrot'p ! L �6 �, �,ueis �alol{3p a-r�1�3'3 ssitinas3rog „gyp SC13.\ UOA O-L 1R LS 30 b53.X3.115 �OdS—Td � 1 "1"11ti3.1�'I310j-j SIH j _ w �g-(TEA u"d 3orNd .in 3,�ltn 00 L O09 D 8 b OZ 0 I milimmmommi \315x1 o1 —mlhi'a 31.1- ill-11- wy i M 1 �L -fJwn2� .5',Mlt„1 i0W-1.13 LF'"N,L H3Ol \j1 -j'1 � I�r 1?1113a HllM ;i ( N1.19 11 .1?1 N3OY.IF'j1:3.13I 91 1 it I 1 33111IIll OMoJt'7, iIHIUA �[M3 h♦1111h'N3_�37311,� LP. ;d -,71n+ 6i 1114 1A JV v11Av ')111-d 'IV I .1. g � N IM,`^ } Oil kk iz ■ .� � ` d .� _ ,, �� „� ,�.. ..� ,dip �*r �, ?� s 4 �i �� � . , � �, F° � \ 4 �4�" �CI'r; �, �� �«4• r.,. �� �.:' "Tecton Hospitality provides me with the type of individual attention that you. don't .see inthis industry anymore. Their management team is professional and proactive, and they have an rxtniordinarycaparity to A—dle the details effecti ely. Thanks to Tecton, my hotels' operating...... T procedures are vastly improved, and my employees have a renewed ti � commitment to customer service. Best of all, Tecton has made a p-it• rz Y. diff—enre to my bottom line. Hiring Te.tan Hos_oitaltty was the r gbt business. decision..' P,-pal, l clef l U 3 Hotel Poma bry ti ,. Submitted into the pubiio record in connection with its P--z--4Of) _L9±- oa Walter l oe:nan R E E E R E N C E S Fifsi National Ranh cfSouth Aliami 57S0 Sun=et D7 zvc°, Soattr Ii4iriazi, FL .;,31 43 Gerson Preston &Company Certified J',-sh?icJCfauntants 667 71s?St.-eek, FT iJ1�1 Richman, Greer; ✓veil,-rumbazigh, MiraGito &Ch,;-istenser "✓.liansi Cewer, Teri>> Fled 201 S. $iscvr,.e Bo�elevarG ?v?;,(„v.-az, 1=T ,_'?3i 15 0 0 RICHARD P. MILLARD 200 Biscayne Blvd. Way - Miami, Florida 33131 - (305) 358-2541 PROFESSIONAL SUMMARY With more than 30 years of experience in all facets of hotel operations, Richard P. Millard brings an exemplary level of expertise to his position as President & CEO of Tecton Hospitality. Specifically, Millard is renowned for his ability to provide in-depth analysis of hotel properties and create profitable business and marketing plans. PROFESSIONAL HISTORY Tecton Hospitality, Miami, Florida 1987 to Present President and CEO Pearson Hospitality Group, Salt Lake City, UT 1985-1987 CEO of this Management Company Clarion Hotel, Denver, CO 1984-1985 General Manager responsible for daily on -sight management of 600 room hotel. Hyatt Regency, Dallas, TX 1983 -1984 General Manager of this 950 room hotel Old Mountain Company, Jupiter, Fl. 1979-1983 Director of Operations responsible for management oversight of the following hotels, • Jupiter Beach Hilton, 200 rooms • Jacksonville Airport Hilton, 220 rooms • Norwalk Holiday Inn, 256 room high rise Continental Services, Miami, Florida 1976-1979 General Manager Sheraton River House Responsible for the management of this 410 room hotel at Miami International Airport. During employment at hotel, was selected as Sheraton General Manager of the Year and the hotel was named No. 1 Airport Hotel In the country. Dupont Plaza Hotel, Miami, Fl. 1967-1976 Steady, successive promotions from Front Office Manager to Sales Representative, Sales Manager, Catering Manager, Director of Sales and marketing and Operations Manager. Key Biscayne Hotel, Key Biscayne, Florida 1966-1967 Bellman, Steward In charge of food purchasing, receiving and kitchen cleanliness for 240 room luxury hotel. New York Hilton, New York, N.Y. 1965.1966 Night mail clerk, night room clerk, night auditor for 2,100 room hotel. Submitted into the pubila__ record in connection with item 2 _ q on / ' �,. D y Waiter Foeman 02- 1 5 City Clerl, 0 RICHARD P. MILLARD Page 2 of 2 American Hotel - Motel Association Greater Miami Convention & Visitors Bureau Miami Beach Chamber of Commerce Miami Beach Resort Association Greater Miami and The Beaches Hotel Association • JAY LESHAW 3 Grove Isle No. 909 Coconut Grove, Fl, 33133 • SENATOR GEORGE FIRESTONE 10414 Bermuda Drive Cooper City, Fl. 33026 • BILL HULL Pegasus Properties, Inc. 854 Tiffany Blvd., Suite 203 Rocky Mount, N. C. 27804 • LLOYD GOLDMAN BLDG Management Company, Inc. 52 Vanderbilt Avenue No. 1600 New York, N.Y. 10017 • PEPE SANCHEZ Vincam Human Resources 10200 SW Sunset Drive Miami, Fl. 33173 0 AFFILIATIONS REFERENCES Submitted Into the public record in connection with iters Pz- °f- on Walter Foeman 02— 115 city clerk HOTELBUSINEtStS ere, ta.'99a 0 MANAGEMENT ICD s' F Tecton Hospitality Invests In Guest Service RY NICK RAID i -MI.ANII— When Tecton Ho,pi- lalin ',usunlcd nperalions of the DuPont plai-a Howl two turd a half nears ,Igo aiming to inlir c nese life into thr Ile.l1'I! l0 car -old properly. Raul I'Cal, rp/operirions, knew it yva-ql'1 going to he easy. I Leal, who stepped in as inter- im general manager of the Plaza, was trp against major hotel opera- tors, boasting first - class properties, fly- ing under flags like Sher atop, Hyatt and Hilton, in a highly com- petitive Miami markel. With a (Vap- idated infra- structure and a $1.2 million annual operating deficit the DuPont, unaltered since it opened its doofs in 195$, seemed doomed without a com- plele makeover. Some even sug- gested that the propernwould cease to he a liability only alter it had been raze([ Tecton, ever, dill not subscribe to that tonne of thinking. Without rhe option of a physi- cal renovation. Leal concen- trated on revamping the DuPont customer service phi- losophy and highlighting the onletvnt-o hotel's most valuable asset-- its employees. Tecton, with Leal as its point than, implemented a total quality management program Ivhich indurled the lonnation Of a Ilmrlan resources depart- nient and quickly compiled an employee opinion smvcy as the first or of husincss. Sec ondly, management and employee training courses ill custornei service, increaserl henefils parkages and employ- ee recognition programs were all put in place In addition, haidworkill.g employees, many of whoal had been with the hotel for more than ID rears, were IC"arde,I tVltlt raises and pl'oluollollS I-) managerial positions, The irlc,t was to bring the flcifit}.ba, k IIl profitability strictlsby bolster- ing the fYont lines; ill other words, take rare of the people, Who 'are in contact with the people who spend their money' at die hotel. Once those programs were in place, Leal began offering cpccial programs, munei back oyer cte-popping numbers tole .II ;naraillces mol nuvoticcs In since Tecton took oyer. It IS opelAWrs who had now experiencing 100% occu- IiIitc. tnppcd IISin!tlic ac p',Incl', up itIillI jl1SI Irl%;, tuit I I;e•r;ulse of IIic lark of modern cash fllrir incrc;tsing IOnl technological an,elliues ;it the S 0D,000 per tear lir S900,0110 hnlel, Le;d knew he could norper real CI I]11SI II eSS II<l tel et'S, S Iran :SDR a llle hotel has In -ed inslearl he coll(votrated nn the Limn) the S-10 range to the Still [our and tiovel Inosillesi, Illnell 1'a 11 go C,uest Vmisfarii loll of 1 im 11 w'ls Cie liec(l from ilnp, C,.j fI ,m 7. c Genual and South America- (keep in 01116 the physical condition of the hotel afietis this rating). But the most telling eta- tistir of all is the 91 ° employee satisfaction rat- ing— the high- est of any Tec - ton -operated property. "This Is a prime example of what a good staff can do if --rhe hotel was in sort of a you vain them properly," Leal tinge wa:p," Leal said- "Bur we said. ' if the selVice is there, knew we had ro improve the guests will Overlook some of revenue base right away so we the deficiencies of the facility-" Ltatl ro give people sante deals-" Once the mechanisms were The resllh-, It worked, With- in place and the hotel began dI rxrl so much as replacing the bounce hack after the first well wrens carpets m the hotel, year. Leal lulned to an old occlip'ancy rales rose from 58',/,, friend whorl he had worked to Rig% All apm'mient sec Lion V,ith at [Wel'St'ate Hotels, ti) Of the hotel, which operates as take Deer as general manager. permanent residences, gener- ' Orlando Velazquez agreed and The Missing Piece ���77 Your MMS fomtlnry tlolas lamrfnn Success P 'r awnenhl le,nflnn n -Ah. MO. ffi- Not twl- TOTAL 110TU i1'LANAGFINF.NT Ox A Sr;tX rtON OF A L4 Gum SERVIC 3S. + institutional Pood Alanagement. + Sales & Warketirw Reiiens + lnlernal Aacilts + is:rccatirr 111acemeni + kcnorallonv — t1anln IIn+pII.In[y Hrno, alirnn_ Inc + !toter firokertt� c - ,rim r.nit,y Rlau{+t,Iil-Inc =11 oaf J -;�1(aso,z �o1�rLc�It�,S::211i^es,!lzc. (;onlacl: Ken Ilasrnl (R00) 432-07135 —n, (703) 768-13225 r:Iy fi210f Amts l hglmeg. AlcyanllrlM-V.-t 12:03 Raaf'reat Tecron Hospftaidt), stepped into rite position a year and a half ago, continuing the mitiamcs begun by Leal. Lander his watch, morale among the hotel's employees has continued to improve and, despite the As - yet -unimproved physical plant, things keep getting better. While the employee satisfac- tion rating may indeed be the most telling statistic, surely the most important numbers are the ones which appear on the bottom line. In just over two years, Tecton took the Dupont from a $1.2 million annual operating loss to profitability, For the first time in a number of years the hotel will turn a $400,1100 profit Leal and Velazquez said that the hotel's owsiers are now planning to renovate the prop- erty, and are expecting an announcement of the long- awaited prograin- Leal said 2 there has been talk of adopting a new flag for the hotel, and perhaps transforming the apartment section into an extended stay facility, While the turnaround it the DuPont is an exceptional suc- cess story, Tecton employs Ilse same philosophy with every property it manages. Under President/GEC) Richard Mil - laid, the company is dedicated to bottom-line resents by employing technology, indepth training, and in Millard's words "an old-fashioned work ethic." Leal and Velazquez both agreed that the company's turnaround strategy would work with any property. "Any company can collie in and sav we need a renovation, bill can you do it with employee morale?" Velvquci.said. 1 think that's more valuable than just adding to rhe bottom line." 0 U._C r-.jG a) o l2 U O C d G U U C= -Oki E— V .Q U Find � � Ity Prod ch and S wvicw QnwUne Internet Web -Site exclusively serving the Hospitolity and Restaurant IndusMel • Over 7,400 Listings in 273 Categories • Search by Ke(w.1d, Company, or Category • Free Request for Quotations Are❑ • Free Reps Registry • Finail & Web Site Links • New Products & Services listings LO g On l -I Today! for information an listing your company call: 1-540-236.1076 01 >L' 4. ICD NO Tecton Hospitality Sets Jimmy Johnson's Game Plan With Market Research 13Y JEANINE CAREY Ulti'AII0ibIA CITY— As nuu-c ADd marc Itt,l(•IS Mid '.. lilt Inrd reslaurinls to hoo.m ((1(1111(. Jinu„p Jul€uson l llrrr kings 14ar R Grill is ;tildying il.s playboo}: and brlirvrs Ihat the Snrress of its Ior;tlioos 1 c1'r and in Mi'AL11i Rrar1) call be rralizcd in olllrr LI..S. cillos. 11'llilI..conic omy ager Ih:u tllr nolllllcr of dice„Cd crnu,s, itulicnlarl}' slorls- rrfacd r;ucrics, in in (11119(( I ;tlllrrwi(hing overkill, Lloyd nldncul, owner of 111c.1inurty f oil n snl)'I'hr rc IZinf;S Ilan &- [Irdi h'anrhisc ;111(1 'Fc(lon II )spi-llily, which nlallagvS hr Uklahonr.I (:ilY rr.slaurnnt, ht lit t'1- 11111 Ihr rIcnl:11ol for E 11,ilIli WilI: docs indred r•Sicl ill ol1,rr Il l'Cit of Ihr ,11411111'€•. Fhc• lu'v in hodiof; it mid cnsnrillg (hal Ihr resl;,uralll will �11(I rrrl,' Rcsra 1-r 11, :nut In ogeicin}; Ow alrliniog rhill - it. 'Ivji%6('s A)l(I individila111y of ra(�h lu;oia•t. :1111 r Ih<• I'irsl rralaoranl. II Ir.o111 ;it I-A,ll kor I.rso,l ill \-li;4mi Ik•all1, lsrovrd En Iw a wil, t, €:ulcllll;Irc and usso(i- ,III• ,IIol too Joh 11.5[131, ;I it 1-1' -'1111111 Ihr v(.11nr is nallo.J, t,atm•(i ,III tvi11t 'I'erlon to latme'h the limidlisr i[I Ok1a- lion crnl't its the slalc of in[licalcrl Ih;u Ihr. I;ISics of ;L }urns Gily ill 1)rcember 1S}47 Oklahlma, "nccd'd ;1 lithe un>re rnnservalivc, I ihlr-hell al Ihr (;larinn IlolclI which noloriely" sinrc ()klahortla cunlnlunity <IiIIvrcd from Tecto11 noulagvs. (',iL)' was in the 1iti(1sl Irf ;tn L11ose of a IIi1) Ilyli;uni heath Raul I.,al, C CC III i v I, vp/olrrr;llioils fur Tv( -Ion, cNI)IMur'd lhal 111' (:talion. which is Ihr Iar'ge•sl rollvctl- THE IN -ROOM COFFEE COMPANY l't'clfurbrg f!€e Black and Recker Thermal Carafe Coffeemaker pros ided EXCLUSIVELY hp (;uml Chmul lut ul(mA, with Sprcnrill ,r€,fitterpurfclr coffees Ito choose,from Guest Choice Inc Circle Reader Action Card #121 X oomonlil rcvil;lli'v;llitol Despil( (ill- ol114'1 'x.1011 resUlulAills 'ill Ihr Ill[':€.'I'cr lon 1'alorina'I('(I suryevS x'hich revealed Ilial Owiv lulls iodr'rl Aloftl in n111' lo;o•kcl for Jimmy Johltson Tlllr' Rings 11,11' and (:rill, tvllirll is IIa€uc11 afu'r 111c (' ImIllpiollstlip rings Jollnson wan rnl(hing the Nalional (:olle'g,i;ec Allllr•lic A s s n r i a I i o 11 , S (NII(�AA) I\'I imoi Illn'rirals's to a CAA litle;in([ Ill' NIrational Foolirlll I.r;1goe's (NFL) Dallas Cowhoys u1- Iwo NF1.IitIvs. "VdC tvcnl incl Ill(: markclplace and 114 ,1<1 fneox groups In drtct- min' lvhcl11er n1- not it would lvork,.' .said 'Idding (hal fcc(1- back I'roln lie• polcnti;d cuS- Illllll•IS CV('a i1111)arl 0(1 111(' (lesigil of 111c resu€,Ir;tnt. Arcoi(ting It) Leal, 91-1-11 nu:ntlx:rs wltn saw (h'sign plans for the venue rcco11r nun led Ilial i I S bar he )Llccd in til<• rear of Ill(, reslauranl. IMIl'1' IIIAll 114,;€t IRC Irons. to pl'eSCtvc it more hunt n'ic ed millosphere. "I'll �ul eslion, which rrnwd, rcinfur<'d 'Fcrinn's t11'ory Him ;t Conr<•p( popular in our city leighl nol Ere well. tt'.I r'IV(.(I III ;kill lo'l. Fhc• 1'2,Illif)-s(lear(,-foo l (IUM)oill ;t Cil}' litop,1-ty. wLliI II was IlI's il;nc(I 11y ,141(1; K IGe II,I oI' IN faI k Iimelc•L it lel Assrl'i;-cs, will S,rcr ;I% Ill, 1, rotoly'pc fol' I-(tlr(• IilnIIIy `(Consumer tired (of A tyl hotel restat Hotels Illeed compeilitiv they can ge --R> �l'c'.LL031 TAr1. _Johnsoo 'I"Ili c•c Rings R;o' and Grill venncs. Unlike ttilt!opi- ral "sl nrls b;n'," the rcal;ul- r;uLl is upscale II a(1 oily wish ;ln 1-rpell kit v I I r'll :,I€(I ;1 bar which is Seg1-cgaled from the ecnur.'s dilk:mg arca by ;I "Wall of 1;enc” f'atllring celehrilics who h;lae. visilc(I the rest;nlratll. lncarponmud inlo the ptop- erty's dec:ur arc [Topliv cases which line IIIc pe•ritncler of Ihr main scaling; rra ;Ind II<om, sigiled sports Itici ml- hilia, aulogntplled pholos of well-lulowli Ilrofu�csional ;1oi r tdIcgiat(• rcroc11cs and Ill, ,nlarged signaler, oI Jillull Jollnsoe, whi(11 has brio plareel is Ill(. Iloor €vith nuc-iu<'h lilts. 1'11' l'll il'1 i'dlII 1111'Ilt. Ihr rt Sruur;ntl 1("Inn's 32 lele%i- sions, ;l (olm-lot hllill-in hrna(Irasl booth wirrd lot rarEial vtomk;kSIs rlr closc'It ciII itit in -boos, use ;111(1 a g;llno ,l'nnl ol'fcl'irlg ;u liyiliUS slit h n rs shulllr hoard. kil- liards, d;n'Is and in, lr,lrlirr vid't o pmwii. Jilonly Johnson 'I'llwi, Rings k.(:rill 11;rs Inter srp;rralr I1lrn Us (rich Wills tallgl 114; I 'olll h;In111urgeru N III pos,s alxl firsh sc;Ifood- kv'ry1hin.g I., S(•I,Nud in I;II'I;(• portions, in('huling'L;?-ni, cnnllcs, Itl- im II x'1111(1 oy(n p lvil� ;ell ;t la illll-Innd calfish owal, AIlhnIlgll 1.(•;11 -.;l ill IIt;ll fond (ill,llin' k til, It.111( main prilrit). ;111(1 hrp 'srcts it to drier ('peal bll:;illr•s, ;1 1hcror' 11'111 (1raw ftl .6ou• i -esto Ill?' 1-8 ;11111 11(.111 11n1(•I rrsl:ulrnnlS I (rt11 pr Iv wil11 I1'r-sl:uulinl; tenors. "(',I 111 till Ill [' t S ;III• I]I'c(I {of IN-13I(.al 11(11(.I rrn sl;II'.1nI%) Ifolrls ncr(t cv,ly n1I111mlilivr ctlgt• 111,}' ran go -- [(,(Ill[(,(Illand hrveragr i.a ow 1))nfilahl, tlnlchs vou'vr' )rill h;1lIgtWk to anf;na'nl il." I.ra} said, He added lhal ald olil;1l Il]h r(,Slsllm['t's :11'C "looking for cnlrr- h6IIIl)CM. It [:;lll'I c 11cookie Allier S are For rac'n hold. )ical we're flying to lai- trants). for cath idea for every ;(cls 111;11 eedg(: Wtil(' the %[I(- t„ ccss o{ Jimmy Jnhnson Thr('' 1111 Lca Rings Mil 8c (;lilt tiin hlm 01d;,olCity J>iLallty hilS the h-nildli.sr• rorrcntl}' consid- cring (,xl);ulsion oppotlulliles in Dallas mss 1100%ton, 'Fcclon is ;11s- working with oth<:r franchis'a. 11 is conSidviing S'11c Chresrcakc Fikcurry for lllacclllcnl wilhin tl€(' Dupont Plaza (;cater in Vliatai, which will he (.o11- I'crlcrl Eo the RarliSsn11 fl;lg over iglu lo:X1 year. •Fenton is also working o11 developing a [Sill lrat'rcl}s veaoc lot theislclvYork;uca. iV RUSINUS" Sun -Sentinel, Tuesday, August 11, 1998 Section D �. -A 7111111111111 HOSPITALITY 4 r Cw '� t } Richard Millard recalls the heyday of the Dupont Pius llotel, Now Ire's part of a group of ROOMS FOR IMPROVEMENT Dupont Plaza Hotel, once fashionable but now faded, plans a bright future. By TOM STIEGHORST eusinose WW, In the threadbare lobby of the Dupont Plaza hotel in downtown Miami, afternoon sun streams through floor -to -ceiling windows and fades the carpet a doll blue. Thirty years ago, the Dupont was fashionable. President Lyndon Johnson stayed there when he came v to town. Dick Millard was proud to -Hold a job on the front desk. Q ate"In those days, this place was taC1t o(� where it was all happening," Millard said. Yet winter Today, Millard runs the company percent to 86 that operates the 297 -room hotel and Tecton Hospiti • inveafors trying to bay The 1950s hotel,, he readily admits the Dupont would man. not be the first choice of most been travelers, much less a U,S, president. sight The design is vintage 1958. The sell t furniture hasn't been reupholstered mons in years. The lobby lacks any hint of Mi contemporary pizazz. "What has to be been done here is so major there is no 160-p point in painting and patching," I pay and a plaque and $50 and a Millard said. would never know." p i -L may' 80 Sun -Sentinel, Tuesday, August 11, 1898 MS CD HOTEL o c, c ct1 G p FROM PAGE I Jr. said. slut off the fans in the bathrooms To be sure, other factors are Tecton lets employees grade involved. Occupancy at most Ira Faded Dupont Velazquez and other top nlanng- ar G i economy and a lack of new hotel ors twice a year and gives an cut - f� relies on service ployee of the month a day off with lard said. "They came up with it. to win customers pay and a plaque and $50 and a .Ca a would never know." flee dinner. U) "It goes to prove how powerful Millard told managers to listen to the employees. One result the human side of business is," cleaner bathrooms. When Tecton he said, slut off the fans in the bathrooms To be sure, other factors are to save electricity they gathered involved. Occupancy at most Ira .lust, which spilled onto the to Is has been rising as a good floors when guests turned them economy and a lack of new hotel on again. construction has left demand "Tile employees told us," Mil - ahead of supply. lard said. "They came up with it. Tecton intensified the hotel's It's little stuff but they do it. We loons on budget and group travel would never know." from Latin America and the Ca- A motivated staff is important ribbean. And it is saving the sala- because the Dupont doesn't get ries of 30 employees laid off many second chances with when it took control guests. Even at the bargain rate But Tecton also has spent mal- of $60 a night, there are a half- eyjudiciouslytoimprovesetvice, dozen competitors in downtown After learning some workers took Miami. their meals in linen closets, a caf- "We know we're not their first eteria was built. choice but when someone is sent The cafeteria costs. $45,000 a to us, we're just all over them," year to run. "But we believe the Millard said. return on this is priceless," Gen- Tecton Hospitality is managing eral Manager Orlando Velazquez the Dupont on behalf of a New rose front 58 Lee. Millard's tel to new owners wun enovate, raid the turnaround has {ht about by nloftvating the staff. ASE SEE HOTEL ( 8D York family that isn't willing to invest the substantial money it would take to renovate, Millard said, Aftermanaging the hotel for a year and a half, Millard, along with a group of investors, is mov- ing to buy the hotel from the family. They plan to flag the property as a Radisson and convert a 147 -room apartment building connected to the Dupont into a Residence Inn. Millard said he would spend more than $25 million to renovate the hotel, which sits between the Miami River and several square blocks of vacant downtown land that is slated for office and retail development. Tecton, formed in 1984, runs 15 other hotels but most are Comfort Inns or Holiday Inns in mid-sized markets like Indianapolis. Mil- lard said Ile took on the Dupont Plaza as a labor of love and a fa- vor to tine family that has owned it for 30 years, "The only thing we have to of- fer at the Dupont Plaza is cleanli- ness and friendliness," he said. SERVINtr 50Uii'1 FLORIDA THE INE S.S 10,VRW NOVEMaER 10-16 2= RICHARD R MILLARD Title: President and CEO Company: Tecton Hospitality Address: 300 Biscayne Blvd.Way, No. 1100, Miami E-mail: r.millard@teaonhospital'sty.com Education: Attended school in the 1lnited Kingdom. Professional badtround: Previously GM of the Sheraton River House at Miami International Airport, which was named the top air- port hotel in the United States at the time. Received Sheraton's General Manager of the Year Award. Has been GM of the 1,000 -room Hyatt Regency in Dallas and CEO of Pearson Hospitality Group and its 14 hotels. Started his hospitality career in 1965 at the New York Hilton and worked his way through all levels of the industry. ■ Most Interesting pro- fessional experience: Opening Sheraton Riverhouse and Dallas LArestaurant. ■ Who do you think is the most influential hospitali- ty industry professional in South Florida? Sherwood Weiser has built hotels all over the world and created a world-class operat- ing company, ■ What is your biggest challenge in pro- viding outstanding customer service? Retaining qualified associates. ■ What is your most successful staff recruitment and retention plan? We proactively develop programs to attract and retain associates, including offering compet- itive pay, establishing career tracks and rewards for our associates and encouraging job pride, Our professional associate training program has been sanctioned by the Educational Institute of the American Hotel Motel Association. ■ What advice would you give someone entering your profession? Join a quality, well-financed, reputable company. ■ What one thing helped you succeed in this field? Tenacity. ■ What is your own dream vacation? A romantic trip to Venice with the woman I love. ■ Who do you admire most and why? admire Sherwood Weiser because he is hard- working, honest and quality oriented. He also does a lot to give back to the community. J.RAULLEAL Title: Executive vice president Company: Tecton Hospitality Address: 300 Biscayne Blvd., No, 1100, Miami E-mail: r.leal@tectronhospitality.com Education: Lasalle University, bachelor's degree Professional bacNround: 25 years in the hospitality industry, began as a dishwasher at the Everglades Hotel in downtown Miami, worked for the Continental Companies, Lane Hotels, Interstate Hotels as general manager for various locations, and currently a partner at Tectron Hos italic . ■ Most interesting profes- sional experience: Working as general manager of the Sheraton Biscayne Bay dur- ing the Brickell Bridge reno- vation project. It was a chat - lenge maintaining the hotel's occupancy at the time when clients would not even come close to the hotel.The hotel expe- rienced no losses in occupancy during the 2 1/2 year period that the bridge was closed. ■ Who do you think is the most influen- tial hospitality industry professional in South Florida? Sherwood (Woody) Weiser of Carnival Hotels. Hejust keeps bouncing back and surprising us all. He has been incredibly consistent and successful over the last 20 years. He built a great company and is now on the verge of building another. ■ What is your biggest challenge in pro- viding outstanding customer service? In Miami, cultural diversity. What service means to one individual from one country does not necessarily mean the same to another.Also,finding new and innovative ways of training to offset the cultural issues that affect this community. ■ What is your most successful staff recruit- ment and retention plan? Be consistent. Walk the talk.Treat associates as they would like to be treated and insure that there is a process in place for hiri ng, training and career pathing. ■ What advice would you give someone entering your profession? Work as many positions as possible. Learn it from the ground up. Be as well rounded as you possi- bly can be.Thoroughly understand the finance end of the hotel business. ■ What one thing helped you succeed in this field? Perseverance, Consistency, A lot of good mentors and friends. ■ What is your dream vacation? A two week trip to the Greek islands. ■ Who do you admire most and why? My father. For being the most consistent, nicest man I know. ■ If you could have dinner with one per- son, who would it be? President Clinton. For his survival techniques and focus. 02- 11 r� f� Submitted into the public record in connection with item on Sun -Sentinel an ia COMMUNITY NEWS GROUT SOUTH FLORIDA NOVEMBER 15, 1999 VOL. 1 NO. 18 Cfty CIeT� � WEST AIRPORT BUSINESS NEWS FEATURE NOVEMBER 15, 1999 9 Workers, students get to walk a day in bosses' shoes By SIIARMINE R. BRENNAN BusiNEss NEWS Tecton Hospitality, inc.'s staff is walking a little easier now that they spent a day walking in their bosses'shoes. As part of Tecton Hospitality's "Walk A Day In My Shoes" pro- gram, staff members at the Qual- ity Inn & Suites at Miami Inter- national Airport (MIA), Dupont Plaza and Howard Johnson's ho- tels in downtown Miami were assigned to a manager or depart- ment head for one day to learn more about the daily work he or she performs. "It's a program designed to as- sist and unlock the full potential of our associates and increase the productivity of our organiza- tion," said Silverio Lantigua, general manager for the Quality Inn & Suites at MIA. Tecton Hospitality, which is headquartered in downtown Miami, has been conducting this program company -wide for the past couple years, said Lantigua. All of Tecton Hospitality's hotels participated in the event, which took place Nov 9. In addition, local high school students from the Academy of Travel and Tourism, an in -school career training program, partici- pated in the activities. Students from Miami Springs High participated in the program that Quality Inn & Suites at MIA hosted. The program is really good for the students because it gives them a chance to see what the different departments of hospi- tality have to do to execute their responsibilities, said Lantigua. The program builds cultural un- derstanding and respect for what each other does," said Lantigua. Staff members from the bell stand, front desk, restaurant, sales department, reservation departments and administrative assistants were several of the employee participants in the pro- gram- Tecton Hospitality offered this program company -wide as part of its professional employee training to improve employee morale and customer service. Lantigua said the event en- courages communication in the different departments. He also credits the program for giving employees a desire to achieve higher positions within the company. "`Walk A Day In My Shoes' is very beneficial for everybody, not only our company but asso- ciates," said Lantigua. "It rein- forces one of our philosophies: ,we have to work together.'" The event was inspired by "Walk A While In My Shoes," a book written by Eric Harvey and Steve Ventura, a book Lantigua LEARNING A LESSON IN LIFE: Loma Valdes, sales director of the Quality Inn & Suites at MIA, talks to Rory Villalobos and Perlie Dorvilus, students at Miami Springs High School. staff photcdWayne Fleisher said he keeps in his office. The book gives a clear view from both sides of a situation, said Lantigua. So often, employ- ees look at another person's re- sponsibilities and think it is much easier than their own, but you dont know until you are in that position, he said. Overall, Lantigua said the day went well and everyone enjoyed themselves. Tecton Hospitality manages 20 hotels in the United States and provides operations man- agement, marketing strategy and accounting services to hotel properties nationwide. Submitted into the public � • record in connectlo p,,� �yM U N' IT "Y" a�,_!cy Mount Te!ejnm . S:.^may. Oece^•_r 3�. item a Q� — r3 Y �-=uTiC� . Wafter City Clerk Hospitality industry Marriott survey ranks two RM :alt hotels No. 1 in ri North America nn' By TQM MURPHY SI slness Elicor ,u ,r ake eke ou pitat m1i. ful. ntinrt .a loss ;e to pur- or 1 one, I!. So. :ell to •w r in Ithe. IV. If lal'1 .ider ,curi II get X Irket Ie, pay. Ill [1w 1 M1 Tobe No. 1 in the country in 01Chospitality industry. you have to care about people, says Steve hitcher, lea3 enerai rnnnager of two Tecton-managed hotels in Rocky `lnunt. The two hotels - Residence Inn anti Courtyard by Marriott —have been ranked by Marriott as the No, i Residence Inn and Courtyard properties in tiortlt America for overall fittest satisractinn, The rankings are based on random surveys Marriott mailed to recent rttests of the 342 Residence inns and 474 Courtyard by Marriott hotels in North America. The surveys focus on the properties' cleanliness, overall maintenance, attentiveness of personnel and ease or check in. "Our employees are the biggest part of aur success for both hotels," Butcher said. "Cara Howlett, general matim or of the Courtyard. and I set high oxpectatintts for all team members and create a fun, yet professional, cnv'ironment with the ultimate goal of ensuring all our guests are satisfied." Butcher said employees of the two hotels focus on customer satisfaction, and that has resulted in the top awards. "I think that just the fact that people who come into town get to have an experience with the genuine, caring service of associates like we have is going to make, there want to stnri hack in Roclsv Mount next tine they are out a trip through the area." This latest ranking pats the Residence Inn in the running for hotel of the year, said Richard Millard, president and chief executive officer of Tecton Hospitahn,. "It also shows how inte6n'al Tecton's total quality management program is to the success of hnrels," klillarci said - "Our programs also empower the managers to lead the hotels and drive the tears The 78 suite Residence Inn, localed at 210 Gateway Blvd., opened in August 1999. Designed specifically for hLISMess travelers, it w>cs the Rocky \fount area's first extended stay propeily. The hotel was ranked No. t for overall service of Residence buns in Seluentber and has consistently' planed in rhe Ml) three for Marriott's year to date ra I elegram pncm i --o -, • Steve Utcher, lead manager for the Residence Inn and Courtyard by Marriott in Rocky Mount, stands in front of the award-winning hotels, located off Gateway Boulevard. Contrl;uted photo Several Residence Inn and Courtyard staff members show they care about people, as exemplified in this act of kindness last Christmas eve, when they delivered gifts to 159 Nash General Hospital patients, including eight children and six newborns and their mothers- From left. Caidyn Butcher. Brenda Wright, Victor Weaver. Lamrsha Reed, Laverne Hudson, Sondra Glaspy, Anne Bullock and Steve Butcher. The 90 -roost Courtyard by Marriott. located at 2.50 Gateway Blvd_ opened in 5eliteniber and features Rockv Mount's first indoor pool. It is TeNOo'S first CUtirtyard property and the fourth hotel it mana;es it1 the Rocky Mount area. In its first tuo rn,lnths(if operation. eking. Rutcher said, tits' Court}ard ranks ti numl;rnine (j �j ,� C consecutively for overall service. Butcher said. Butcher says the two hotels get It IIx of corporate business customers and travelers oil' Interstate 95. "Probably the- biggest thing that helps us to be successful is thLlt u e encourage oil associates re Il;tve furl and enjoy 11 hat thec :lr� gain,." he said. -ft makes it full for ever} like .,. a SSOCitlteS and �IULSt S. "I[ is very rewarding to mr' for Nie o.co ho[e1s to recti•, e this huncr- ranked number one in the country. T'n, staff and I have [fieri very hard all year working to be number cine. Final',: conies right at the end of the year." Lara l[owtett, Courtyard manager. said, "Rte push the hotel's associates tc choose their attitude each day and to have fun at the same titne being proressional and courteous. "All that leads to ;nest satisfaction Resilience Inn htis been number tisn anti nu:ntber three att year lung in tiW year•to-date rankings, and finally moved to number one. CourtS'ard opened up at number one for the first two months or its operations. The hard part and fun part now is going to he staying at number one." The Residence [nn and Courtyard by \[arriott in Rocky Mount are mara;ed by Nlianti based Tecton Hospitality h.,� a hotel rind crntsuit'tny, irm that prnvirles operation InanagentenL to properties nariom.t J!" Tecton maiiagcs 30 hotels in the Unlled States, including Shoratun. Courtyard try ylan it n. Re_! I,ince bt: by Marriott. Ralnada. Crowne Pia',- . Hampron htn, Holiday [Ila. Co:tti'nrt Inc, Howard.johnsons. QUMitt' IIln Sides and Flilt,nl Gnn!en Ann �J rUpt'1't ll'S, SEPTEMBER 20, 1999 Sun -Sentinel sun-Scntlnc. om •SUN-$t:NTl:�I`.i., SOUPH ROIUUA - YOUa BUSINESS ■ Business Issues Good training makes good service workers By RAUL LEAL COMMENTARY TECTON HOSPITAtIn For most service-orientedbusi- i nesses, it is easy to create catchy e ads and clever marketing materials i to attract customers. What isn't t easy is providing top-notch service to keep the customers coming t back. Because "training is marketing," service organizations, such as ho- tels and restaurants, should focus on their "internal" as well as'exter- nal" customers by implementing professional training programs tar- geting their employees. Service businesses, in particular, need to carefully watch every dollar they spend and determine the return on their marketing investment. FOCuS- ing on customers through a well- trained staff is the primary way to accomplish this. Ongoing training programs for employees give service businesses several advantages: ■ Well-trained employees pro- vide consistent service that leads to satisfied customers. Asatisfied cus. tomer is more likely to return and send referrals, if a customer leaves a hotel or restaurant dissatisfied, he or she will probab ly tell others about the bad experience. A com- pany's entire marketing budget for one quarter can be thrown out the windowwith one negative circum- stance. 11 Employers who are willing to invest money in their employees creates sense of pride in the indi. viduals. A happy employee can be a company's best spokesperson. And with today's high turnover in the hospitality industry, a quality train- ing program gives employees a rea- son to stay. ■ An employer that creates a positive work environment has more to offer qualified workers. A business offering a quality training program may be able to attract a higher -caliber employee. ■ Management -level staff is better able to bold employees ac- countable with a professional train- ing program. A manager can en- force appropriate behavior and service techniques knowing an em- ployee has received proper train- ing. If a job is not done well, re- training can be assigned in a particular area. These are the most important benefits a professional employee training program can provide. But how does acompany find ordevel. op the right program? A good source for industry training stan- dards is the appropriate industry association or trade organization. For example, the American No- tal Motel Association's Mucation- al Institute is dedicated to provid- ng quality training and ducational materials forthe lodg- ng industry. The institute offers raining expertise, resources and publishes studies on employee raining needs. Employee training programs can be administered in a variety of different ways, including pro- fessional vid- eos, manager - led employee a meetings and on"n-one dis- cussions. An employer may Find it best to in- tegrate a new training pro - Leal gram into exist- ing company activities, such as regular staff meetings. This will ensure all em- ployees participate, as meetings are typicality mandatory. in addi- tion, it will keep scheduling con- flicts to a minimum. Individual dis- cussions are best kept to a minimum, mainly due to time con- straints on a manager's daily schedule. They may only be needed if an employee has been repri- manded and is required to repeat a particular session. Recognition of employees who have successfully completed a training program is away to fur- ther encourage an employee and create a positive and supportive work environment. An employer can present a certificate to each employee who has completed a training program and schedule a staff celebrationwhen all employ- ees have passed a set hour guide- line. Measuring the success of an em- ployee training program is the final step. Each employee should re- ceive quarterly or annual perfor- mance reviews to determine any behavior and service improve- ments or areas that need work. In addition, periodic customer sur- veys can give insight into customer opinions. All the benefits of a pro- fessional employee trainingpro- gram ultimately have a positive af- fect on a company's bottom line. Training can be a useful tool for a hospitality business to ensure con- sistent and quality service while keeping employees, management and customers satisfied. Raul Leat is executive vice president and partner of Tecton Hospitality, a Miami -based hotel management company that operates hotels in several states. Submitted Into the pubfla record in connection^writ ' item e2:±— on Walter Foeman City clerk 02- lib Submitted into the publl4 record in connection wltH item fa"? on L •07_ Wafter Foemart City Clerk C,- ir5 0 0 'A111— -.111m New Year's Day Police Martin Luther King Jr. Day Jan. 21 Lincoln's Birthday Fire Ash Wednesday Feb. 13 Valentine's Day Ambulance Presidents' Day Feb. 18 Washington's Birthday Poison Control St, Patrick's Day Mar. 17 Spring begins Doctor Palm Sunday Mar. 24 Name Mar. 28 Name Mar. 29 Address Mar. 31 Address Apr. 7 Phone Fax Phone Fax E -Mail May 27 E -Mail lune 14 Name June 16 Name June 21 Address July 4 Address Sept. 2 Phone Fax Phone Fax E -Mail Sept. 23 E -Mail Oct. 14 . Name Oct. 27 Name Oct. 31 Address Nov. 5 Address Nov. 11 Phone Fax Phone Fax E -Mail Dec. 22 E -Mail Dec. 25 Name Dec. 26 Name are listed here Address Address Phone Fax Phone — - Fax E -Mail E -Mail New Year's Day Jan. 1 Martin Luther King Jr. Day Jan. 21 Lincoln's Birthday Feb. 12 Ash Wednesday Feb. 13 Valentine's Day Feb. 14 Presidents' Day Feb. 18 Washington's Birthday Feb. 22 St, Patrick's Day Mar. 17 Spring begins Mar. 20 Palm Sunday Mar. 24 Passover begins' Mar. 28 Good Friday Mar. 29 Easter Mar. 31 Daylight -Saving Time begins Apr. 7 Mother's Day May 12 Armed Forces Day May 18 Memorial Day (Observed) May 27 Flag Day lune 14 Father's Day June 16 Summer begins June 21 Independence Day July 4 Labor Day Sept. 2 Rosh Hashanah" Sept. 7 Yom Kippur' Sept. 16 Autumn begins Sept. 23 Columbus Day (Observed) Oct. 14 . Daylight -Saving Time ends Oct. 27 Halloween Oct. 31 Election Day Nov. 5 Veterans Day Nov. 11 Thanksgiving Nov. 28 Hanukkah begins' Nov. 30 Winter begins Dec. 22 Christmas Dec. 25 Kwanzaa begins Dec. 26 *All Jmish holidays start at sundown the day before they are listed here �nmm�mnrnirL:v�rsnm�rru�lu TECTON MISSION STATEMENT Deliver exceptional management services through trained, dedicated and empowered associates, resulting in a competitive advantage and propelling TECTON, its partners and associates to financial success. r CALENDAR FOR 2001 T JANUARY FEBRUARY MARCH APRIL MAY JUNE r 1 2 3 4 5 6 m T w 1 2 3 m T w 1 2 3 1 2 3 4 5 6 7 m 1 2 3 4 5 m r w 1, 2 7 8 9 10 11 12 13 4 5 6 7 8 9 10 4 5 6 7 8 9 10 8 9 lU 71 12 13 14 6 7 8 9 10 11 12 3 4 5 6 7 8 9 14 15 16 17 18 19 20 11 12 13 14 15 16 17 it 12 13 14 15 i6 17 15 i6 17 18 19 20 21 13 14 15 16 17 18 19 10 11 12 13 14 15. lfi 21 22 23 24 25 26 27 18 19 20 21 22 23 24 18 19 20 21 22 23 24 22 23 24 25 26 27 28 20 21 22 23 24 25 26 17 18 19 20 21 22 23 28 29 30 31 25 26 27 28 25 26 2728 29 30 31 29 30 27 28 29 30 31 24 25 26 27 28 29 30 JULY AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER 1 2 3 4 5 6 7 m r 1 2 3 4 m r w r v l 1 2 3 4 5 6 m T w 1 2 3 m r w r F 1 8 9 10 11 12 13 14 5 6 7 8 9 10 11 2 3 4 5 6 7 8 7 8 9 10 11 12 13 4 5 6 7 8 9 10 2 3 4 5 6 7 8 15 16 17 18 19 20 21 12 13 14 15 16 17 18 9 10 11 12 13 14 15 14 15 16 17 18 19 20 it 12 13 14 15 16 17 9 10 11 12 13 14 15 22 23 24 25 26 27 28 19 20 21 22 23 24 25 16 17 18 19 20 21 22 21 22 23 24 25 26 27 18 19 20 21 22 23 24 16 17 18 19 20 21 22 29 30 31 26 27 28 29 30 31 0 24 25 26 27 28 29 28 29 30 31 1 25 26 27 28 29 30 , 25 26 27 28 29 CALENDAR FOR 2002 JANUARY FEBRUARY MARCH APRIL MAY JUNE w m 1 2 3 4 5 m r w T 1 2 m, w T 1 2 1 2 3 4 5 6 m 1 2 3 4 "' r 6 7 8 9 10 11 12 3 4 5 6 7 8 9 3 4 5 6 7 8 9 7 8 9 10 11 12 13 5 6 7 8 9 10 11 2 3 4 5 6 7 8 13 14 15 i6 17 18 19 10 11 12 13 14 15 16 10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 16 17 18 9 10 11 12 13 14 15 20 21 22 23 24 25 26 17 18 19 20 21 22 23 17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 2C 21 22 23 24 25 i6 17 18 19 20 21 22 27 28 29 30 31 24 25 26 27 28 i 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31 0 24 25 26 27 28 29 JULY AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER 1 2 3 4 5 6 m r w 1 2 3 1 2 3 4 5 6 7 m 1 2 3 4 5 m r w r 1 2 1 2 3 4 5 6 7 7 8 9 10 11 12 13 4 5 6 7 8 9 10 8 9 10 11 12 13 14 6 7 8 9 10 11 12 3 4 5 6 7 8 9 8 9 10 11 12 13 14 14 15 16 17 18 19 20 11 12 13 14 15 16 17 15 16 17 18 19 20 21 13 14 15 16 17 18 19 10 11 12 13 14 15 16 15 16 17 18 19 20 21 21 22 23 24 25 26 27 18 19 20 21 22 23 24 22 23 24 25 26 27 28 20 21 22 23 24 25 26 17 18 19 20 21 22 23 22 23 24 25 2fi 27 28 28 29 30 31 25 26 27 28 29 30 31 29 30 27 28 29 30 31 24 25 26 27 28 29 3C 29 30 31 CALENDAR FOR. 2003 JANUARY FEBRUARY MARCH APRIL MAY JUNE m T 1 2 3 4 m T w r r s m* w T r 1 m 1 2 3 4 5 m r w 1 2 3 1 2 3 4 5 6 7 5 6 7 8 9 10 11 2 3 4 5 6 7 8 2 3 4 5 6 7 8 6 7 8 9 10 it 12 4 5 6 7 8 9 10 8 9 10 11 12 13 14 12 13 14 15 16 17 18 9 10 11 12 13 14 15 9 10 11 12 13 14 15 13 14 15 16 17 18 19 11 12 13 14 15 16 17 15 16 17 18 19 20 21 19 20 21 22 23 24 25 i6 17 18 19 20 21 22 16 17 18 19 20 21 22 20 21 22 23 24 25 2fi 18 19 20 21 22 23 24 22 23 24 25 26 27 28 26 27 28 29 30 31 23 24 25 26 27 28 T i 25 26 27 28 29 27 28 29 30 25 26 27 28 29 30 31 29 30 JULY AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER m 1 2 3 4 5 m T w 1 2 1 2 3 4 5 6 m 1 2 3 4 m r w r T i 1 2 3 4 5 6 6 7 8 9 10 11 12 3 4 5 6 7 8 9 7 8 9 10 11 12 13 5 6 7 8 9 10 11 2 3 4 5 6 7 B 7 8 9 10 11 12 13 13 14 15 16 17 18 19 10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 i6 17 18 9 10 i1 12 13 14 15 14 15 lfi 17 18 19 ZO 20 21 22 23 24 25 26 17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 20 21 22 23 24 25 16 17 18 19 20 21 22 21 22 23 24 25 26 27 27 28 29 30 31 3� 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31 30 24 25 26 27 28 29 28 29 30 31 JA.NUA,,KY 2002 Submitted into the public record in connection with item e2-1 on . 'L Walter Foemat b 012- 1.15 City Cfer • 0 y 1 1 2 3 4 5 , New Year's Day 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 264 Martin Luther King Jr. Day I 27 28 29 3 0 31 DECEMBER 2001 S M i W T F 5 FEBRUARY S M T W T F S 1 2 1 23 4 5 6 7 8 3 4 5 6 7 8 9 9 10 11 12 13'41510 11 12 13 14 15 16 16 17 18 19 20 21 22 17 18 19 20 21 22 23 23 24 25 26 27 28 29 24 25 26 27 28 30 31 y 1 z By facing our challenges, we discover our potential. a :i4 f es , 1 ARA ti ?O \'L '+ �.;, .% � 4 �•l �. ^ e By facing our challenges, we discover our potential. ,s...AaFFFW - MMIL admawe FRt9 the pualw am" iR connectlon wf* ism gz-,) an -�--os VY21ter F(fatntSl c Q p p `)/ FCBKUAK 2002 Oe�r u� City Cl' SUNDAY 0NgAY JANVARy _ S M T W T F S . _ _ MARCH S MT W T F S - — _ _ 1 2 - - _ _ 6 7 8 9 10 11 12 I. 2 3 4 5 6 7 8 9 13 14 15 16 17 18 19 10 11 12 13 14 1111 20 21 22 23 24 25 2fi 17 18 19 20 Z1 22 23 27 28 29 30 31 24 25 2fi 27 28 29 30 • 31 3' 4 5 6 7 8 9 10 11 12 13 14 15 16 Lincoln's Birthday Ash Wednesday Valentine's Day 17 18 19 20 21 22 230 Presidents' Day Washington's Birthday 24 25 26 27 28 N OVEMBCK 2002 9tlilrnittod Into the pups F000f lII Onnectlon wttfr item on Wafter Foeman 02— 115 city clerk SUNDAY MONIIAY- - OCTOBER DECE7✓1BER 1 2 S M 7W T F S S M T W T F_ S 1 2 3 4 5 1 2 3 4 5 6 7 6 7 8 9 70 11 12 8 9 10 it 12 13 14 13 14 15 16 17 18 19 15 16 17 18 19 20 21 20 21 22 23 24 25 26 22 23 24 25 26 27 28 27 28 29 30 31 29 30 31 ' 3 4 5 6 7 8 9 Election Day 10 11 12 13 14 15 16 Veterans Day 17 18 19 20 21 22 234 24 25 26 27 28 29 30 Thanksgiving Hanukkah begins 0 p Submitted Into the publIQ record in connection with item P z • 4 on IL ---q --0 - MA K C H 2-002 Walter FoemaA 027 27 1Z 5 City Ckm* TUSQAY WERNISDAY THURSDAY FRIDAY SATURDAY FE 3gvA8Y APRIL 1 5 M T N T F 5 5 M T W T F S ----- 1-2 _- i 2 3 4 5 6 3 4 5 6 7 8 9 7 8 9 10 11 12 13 6 17 18 19 20 10 11 12 13 14 15 16 14 15 161 17 18 19 20 21 22 23 21 22 23 24 25 26 27 24 25 26 27 28 28 29 30 ' 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 234 St. Patrick's Day Spring begins 24 25 26 27 28 29 30 Palm Sunday 31 Easter Passover begins Good Friday • 1 1 Submitted Into the pubW record in connection with Item on -a -o�- Walter Foeman C T O S E 1Z 2002 0 2_ 115 city clerk SdNdAY MONOAYc _Tt1ACF1DV — IAiFO1dTt11Al r 111bA11 $a . 16iii Gam$ a �2 u tt � i 0 p 0 1 2 3 4 5 1 6 7 8 9 10 11 12- 2Columbus ColumbusDay (Traditional) 13 14 15 16 17 18 19 Columbus Day (Observed) 20 21 22 23 24 25 26 27 '1 O 2% 3 0 31 SEPTEMBERiTNOVEL TER G O 5 M T W T F S S M T W T F 5 12 3 4 5 6 7 1 2 - 8 9 10 11 12 1314 3 4 5 6 7 8 9 15 16 17 18 19 M 21 10 11 12 13 14 1516 22 23 N 25 26 27 28 17 18 19 20 21 22 23 29 30 24 25 26 22 2T 29 30 Daylight -Saving 11me ends Halloween 0 p 0 r M— ,y,yr � dry G k a APF,IL 2002 Submitted Into the publt6 record in connection with item ff-41 on 1->q-0 Walter Foeman 0 � .r g S city clerk • 1 SEPTEMBER 2002 SW%u tted lett the public record in ewmeftn nth Wafter Foezmw, 02— 115 city clerk 10 J 1 J _11t11SAY" SATURDAY 1 2 3 4 S 6 7 Labor Day Rosh Hashanah ' 8 9 10 11 12 13 14 15 16 17 18 19 20 21 Yom Kippur 22 23 24 25 26 27 28 Fall begins 29 30 AVGVST OCTOBER S M T W T T s S M T W T F S 1 2 3 1 2 3 4 5 4 5 6 7 8 9 lO 6 7 8 9 18 11 12 11 12 13 14 15 16 17 13 14 15 " 17 18 19 18 19 20 21 22 23 24 20 21 22 23 24 25 26 25 26 27 28 29 30 31 27 28 29 30 31 10 J 1 J Submitted into the publie record in conn e do with Item P2 -q on W81terJ r M A y 2 002- 02. 115 sty, SUNDAY MONDAY' . TUSDAY VYf�FRs AP21L JV1Jf 5 M T W T F 5 12 i1 3 �j- 5 M T V! i F S 1 -.2 3_4- 5 6. 1 7 8 9 10 11 12 13 2 3 4 5 6 1 8 14 15 16 11 18 19 209 10 11 12 13 14 15 21 22 23 24 25 2fi 27 16 17 18 19 20 21 22 28 29 30 23 24 25 26 27 28 29 30 5 6 7 8 9 10 11 12 13 14 15 16 17 18 Mother's Day Armed Forces Day 19 20 21 22 23 24 254 26 27 28 29 30 31 Memorial Day (Observed) Memorial Day (Traditional) 1 submitted hte the POND - record In connection with Item fz-q on i _yy_c� Walter Foeman U (.UST 2002- 0 2- 115 City clerk A sense of humor frees us to think creatively. A commitment to quality guides us to great achievements. • _iyy. F E - y.� '.,y� 4n.} SSh��j{' . a .. it E+� L � "pl!'� F �'T •`' 4 n�""�-:. �:.. y�\ \ 4i1. },,� *�'\ $rill ^Sy� A commitment to quality guides us to great achievements. 0 E ! Seaidi Index TECTON HOSPITALITY At Tecton, the key to our success lies in our unique practice of addressing your needs individually. That is why we pride ourselves in running your property as if it were our own. Our proactive management team has the experience and resources to run your property successfully and meet your financial goals. We are what we repeatedly do. Excellence then, is not an act but a habit. -- Aristotle Basic Facts We provide comprehensive management and consulting services to the hospitality industry. Who We Are Tecton is affiliated with nationally recognized hotel franchises and operates with a focus on results. Services Our "Total Quality Management" team provides comprehensive services in finance, sales and human resources. Hotel Portfolio We operate a growing hotel portfolio nationwide. What's New? We're in the news and making news - read about it! Our Resources Our strategic alliances are key to the high level of service we provide. Employment Opportunities Learn about the management and staffing opportunities at Tecton's hotels across the country. Messy e_Board Let us know what you think. 300 HISCAYNE BOULEVARD WAY, SUITE 1 1030 MIAMI rL 33131 305.577,$484 IN FOCR)T EG TON HOS FIT ALITY.Co MI Submitted into the public record in conne cti nOW- item item A2-� on Waiter Foeman 02- 115 city Clerk 0 0 115- % 'i.�'%�' C —40. 0 Contact Us • Sealch lndgx TECTON HOSPITALITY OVERVIEW Basic pacts DUALIZY INN, MIOMI,FL Founded in 1984, Tecton Hospitality provides operations management, . Who We Are h marketing strategy and accounting services to the hospitality industry. Our properties are affiliated with nationally recognized franchises, Services including Choice, Comfort Inn, Hampton Inn, Holiday Inn, Howard Johnson's, Residence Inn by Marriott, Sheraton, Quality Inn & Suites, 40 Hotel Portfolio � Courtyard by Marriott, Ramada and Crowne Plaza. 44 What's New? Executive Richard P. Millard, President & CEO OurResources Team: J. Raul Leal, Executive Vice President of Operations EinDouglas Carrillo, Vice President of Sales & Marketing Qppertunities playmern Paul Finnegan, Director of Finance Bob Porter, Director of Human Resources hdessa�e Board Headquarters: 300 Biscayne Boulevard Way, Suite 1100 Miami, Florida 33131 Telephone: (305) 577-8484 Fax: (305) 577-8228 E-mail: infoQtectonhospital y.com Services: • Hotel Operations • Sales & Marketing • Revenue/Cost Structure Analysis • Development of New Project Feasibility • Human Resources Management 30(.1 E31aCAYh'E BOULEVAIZ0 WAY. SUITE 1100 MiAMI FL 33131 :345.577,84E34 INFO(rjTl=CTONHOSPIT +LITY,COM9 Submitted into the public record in connection with itern P_z-R_-- on � � Waiter l=oeman 02— 115 City Clerk ID Basic Facts Who We Are h}ltsslun �?�tenteltl Services Hotel portfolio What's New? Our liescvices Ernploment Opportunities 4 message Board TECTON HOSPITALITY 0 HOME ! cuillsct Us # Scarth Index We all live under the same sky, but we don't all have the same horizon. -- Konrad Adenauer Since 1984, Tecton Hospitality has provided top-notch management and consulting services to more than 200 hotels across the country. Our progressive approach to the success of each property has earned us an outstanding reputation for achieving significant results. Tecton is proud to be affiliated with nationally recognized franchises, including Crowne Plaza, Comfort Inn, Hampton Inn, Holiday Inn, Howard Johnson's, Marriott, Ramada, Residence Inn, Sheraton and Quality Inn. Tecton also lends its expertise to national restaurant chains, including Jimmy Johnson's Three Rings Bar & Grill. Our management team oversees the entire process - from initial ..-_ _ . - feasibility studies, development, financing, interior and exterior design of the hotel to implementation of a marketing plan - to ensure your needs are met. What sets us apart is our focus and commitment to our most valuable assets - our associates. Tecton has established successful training programs for its associates that focus on delivering first-class customer service and increasing employee retention. We track and evaluate results through a variety of research techniques. Our end result is a lower than usual employee turnover, which translates into higher profitability for your business. Today, Tecton is poised to address the issues and concerns of the new millennium and to take you on the road to profitability. We will design a marketing and business plan that will positively transform your hotel property. If you're interested in receiving information on how Tecton can best meet your needs, contact us at info tectonhospitali .com. Join the Tecton family today! 300 BISCAYNE BOULEVARD WAY. SUITE 1 100 MIAMI VL 33131 305.3,77.8484 INFO CWTECTONHOSPITALIT Y.CQM Submitted Into the public retard in connection with iter! Walter Foemani 02— 11 J Citi/ Clerk • Basic Facts 1Nho We Alt? hAisswn 5t.Itemcrit 40, services Hotel Portfolio 111: What's Nevd 41 Our Resources Employment Opportunities Message Board MISSION STATEMENT --fl. • cuntaet Us Sealch Index Behold the turtle. He makes progress only when he sticks his neck out. -- James B. Conant Our mission is to deliver exceptional management services through trained, dedicated and empowered associates, resulting in a competitive advantage and propelling the company, its partners and associates to financial success. 300 UpgCAYNE 93OULEVARn WAY. 5u17E t 100 MIAN11 rL 33131 05.577.6464 1N F0 r{ T EC T0N H05 P[T ALITY.CO M Submitted into the public record in connection with item on -L Walter Foeman 02- 115 city Clerk 4 Basic Facts 0 Who We Are 0 services Finanf; P starldaid Opctatinh PI uredul L'S Sales & Ma it et in q H uman RC Sf 1J 1 CL':; Hotel paltfolio What's New? Cour Resources Employment Opportunities Message Board PJ • HOhrii: ! curltact Us 0 Snaralllndex TOTAL QUALITY MANAGEMENT There's always room for improvement -- it's the biggest room in the house. -- Louise Heath Leber Tecton Hospitality offers a complete and comprehensive management package tailored to your specific needs. Our objective is to foster an environment of continuous improvements and streamline the work process. Our "Total Quality Management" team consists of dedicated professionals with a proven track record in the areas of finance, sales and human resources. 300 UISCAYNE ©OULEVAIYD QUAY, SUiT8 1100 MIAMI FL 33131 305.577,8484 rNFO TEC'rONHOSPITALITY.COM Submitted into the public recon; in connection with item P? -q on .: -or Walter Foeman 02— 115 City Clerk 0 • �. rtx{,. -<!` ,•F.. -..,, . .kxi.:.x'/4cuM'z wk��"-�aa ,sfio-�e!�;b"g'.s a-ta?ta.w"va- ....- .....a.,... .'. - .�+sn: tiitevxuw'., .,n+wr.-icd!r5_ _ _ � .. ,ra; t; -";.. L..�� ♦ Contact Us Sualch Ind1.-x 14, Basic Facts STANDARD OPERATING PROCEDURES 4k Who We Are Everything should be made as simple as possible, but not simpler. -- Albert Einstein services I'Mince To ensure smooth operations, Tecton has developed its own Standard Operating Standard Procedures comprised of four key elements: Opewiing Procedures c To provide organization and structure in order to enhance operating sales a efficiencies and insure consistent product delivery. lAuk hA:� Iketin {i e To ensure the ease of training, measurement and property takeovers. n Rus,oln.es c To provide an operational bench marking system which can be audited through corporate or mystery shopper programs. Hotel f'ortiolio c And last, to measure guest satisfaction. What's New? . Dur Resources En7ployment Opportunities Message Board 300 E31SCAY(vE BOULEVARD WAY. SUITE 1 100 MIAW Fi_ 33131 305.51-7.6484 iN ro(q)'r rC'rON Mos Piz AL ITY.COM Submi�i d into the public roccrcl in connection with item on VValter Foeman �' —' D City Clerk L.J I- L-1 message Focus on Revenues Hoard Accurate forecasting enables us to address the needs of each property based on historical trends and current demand. STAR Report analysis tells us the trends, focusing on the competition's RevPAR and avenues for growth. Other key factors such as managing reservation sales through rate adjustments, daily and weekly management and sales strategy meetings, and participating in programs and promotions offered by the franchise are embraced in order to increase revenues. Focus on Training & Motivation Focus on Results A prepared sales force is the best tool we have to offer. This is accomplished by offering a comprehensive training program followed-up monthly with in-house sales training and biannual sales meetings. Significant incentive programs are created for the sales force to drive them in achieving and exceeding. Results are measured with comprehensive end -of -month reports, internal audits and third -party "mystery shopping" of the central reservations office, catering department and group sales department. 300 BISCAYNE BOULEVAFD WAY_ SUITE 1100 MIAMI FL 39131 305.577.84134 INFO LOTECTONMOSPITALIT Y.COM Submimed into the public record in connection with i t 0 M P� -q on .1.721- a� Walior• Foeman 02- 115 City Glare ... +kel?e'x;iv/3 �` 4 "'=': {--=.i.J. Z:iY'f:! im a; s'iTSAk"' �.'!d�na?'�?+'.ii(' S R' Ky:nfi•,s�F v+.15ie"i.�Y- ni:1.h^fl.�f.4fk:.'a>t.e"1'�..Y i .. • HOME • curltact Us a Srrarch Index 40 Basic Facts SALES & MARKETING Who We Are Only those who will risk going too far can possibly find out how far one can go. -- T.S. Eliot services Finnc;e Our goal is to be the most proactive, highly trained and customer -focused sales force in the industry. We aim to accomplish this by becoming part of your team, your business Standmd Operlting objectives and the market by addressing four key issues: Pr aced w es Sales 5 Focus on the Customer h,�Glrkuting Our focus is on customer satisfaction. We accommodate our Human schedules to our customers, providing flexibility to conduct Resumes business when it is convenient to them. We hold quarterly + ; Hotel Portfolio focus groups to gain valuable customer feedback. A quarterly action plan is created to address the individual What's New! needs of the property by market segment, and reports are presented to measure the impact of the marketing plan. our Resources Although the hotel may have a director of sales, the driving force behind our proactive sales effort is the general E=rnplayrnerit manager who is included in every phase of the sales Opportunities process. message Focus on Revenues Hoard Accurate forecasting enables us to address the needs of each property based on historical trends and current demand. STAR Report analysis tells us the trends, focusing on the competition's RevPAR and avenues for growth. Other key factors such as managing reservation sales through rate adjustments, daily and weekly management and sales strategy meetings, and participating in programs and promotions offered by the franchise are embraced in order to increase revenues. Focus on Training & Motivation Focus on Results A prepared sales force is the best tool we have to offer. This is accomplished by offering a comprehensive training program followed-up monthly with in-house sales training and biannual sales meetings. Significant incentive programs are created for the sales force to drive them in achieving and exceeding. Results are measured with comprehensive end -of -month reports, internal audits and third -party "mystery shopping" of the central reservations office, catering department and group sales department. 300 BISCAYNE BOULEVAFD WAY_ SUITE 1100 MIAMI FL 39131 305.577.84134 INFO LOTECTONMOSPITALIT Y.COM Submimed into the public record in connection with i t 0 M P� -q on .1.721- a� Walior• Foeman 02- 115 City Glare i • • N H • S P I T • - ►t9�� �I`� � ISG' ` � �lar�iE Contact U:x ! 5ealch Index Basic Facts HOTEL PORTFOLIO Who VVeAm We don't remain good if we don't always strive to become better. — Gottfried Keller Strrulces At Tecton, we realize each property is different. While some hotels require full-service Hotel Portfolio property management, others require are only consultative services. We can do it all. Whats N'3 Please select a state from in the box below to search for Tecton properties: our Resources Show me properties in: I Please Choose A State 71 i E:rnployrnerit 0ppertunities [Message Board 00 BISCAYNE 8OULEVARP WAY. SUITE 1 100 MIAMI F7[- 33131 303.577.8484 IN FDS? -r EcTON HISS PIT ALITYXOM Submittod into tho public record in coanection with itern on 4 -- Walter Foernan 02— 115 City Clerk • • Q1il'13�"sOl1rC�5 Our alliance with ADP TotalSource, a Professional Employer Organization, affords us the Employment opportunity of providing our clients with a comprehensive human resources package Opportunities that includes: 410Message c. Human Resources Management provides automated payroll, pre- employment verification, discipline evaluations and turnover measures. c Legal and Regulatory Compliance offers employer liability management and EEOC. c. Safety and Risk Management deals with worker's compensation, inspections and assessments. c Corporate Training provides the tools for customer satisfaction by conducting professional employee training programs through the Educational Institute of the American Hotel & Motel Association. 3001 619CAYNU E30ULEVARD WAY, SUITI; 1 100 MIAMI FL 33131 303.$77.6484 INFO 04T CC TON HOSPITAL ITY.COM Submitied into tate public record in connection with Item Pz' _ Ori Walter Fooman 02- 115 City Clerk .. T_ �i'v��e�' •HAMS :_�...� • cur,taci Us 0 Search Index Basic Facts HUMAN RESOURCES Who We Ale Treat people as if they were what they should be, and you help them become what they are capable of becoming. 0. Servicm -- Johann Wolfgang von Goethe Finance Our objective is to create a skilled, empowered and informed workforce with a "team" Standard Operr,t;riy philosophy that will ultimately benefit our customers and profitability. This is Procedures accomplished by: Sales & Miiiketing c "Listen and Respond" philosophy - Frequent formal and informal meetings Human with all associates for continuous feedback. liesuulcts r-: Corporate "Listen and Respond" on visits. Hotel portlolio Strong "Fair Treatment" and "Open Door" policies that foster an environment of stability and fairness throughout the organization. That's New? c; Standard of communication. Q1il'13�"sOl1rC�5 Our alliance with ADP TotalSource, a Professional Employer Organization, affords us the Employment opportunity of providing our clients with a comprehensive human resources package Opportunities that includes: 410Message c. Human Resources Management provides automated payroll, pre- employment verification, discipline evaluations and turnover measures. c Legal and Regulatory Compliance offers employer liability management and EEOC. c. Safety and Risk Management deals with worker's compensation, inspections and assessments. c Corporate Training provides the tools for customer satisfaction by conducting professional employee training programs through the Educational Institute of the American Hotel & Motel Association. 3001 619CAYNU E30ULEVARD WAY, SUITI; 1 100 MIAMI FL 33131 303.$77.6484 INFO 04T CC TON HOSPITAL ITY.COM Submitied into tate public record in connection with Item Pz' _ Ori Walter Fooman 02- 115 City Clerk • 0 R. .-. "�: T.n � • .� � � � H�hr11: --oo, • Cuninci Ut 0 Seek' Index Basic Facts WHAT'S NEW Who We Are Following is a list of recent Tecton Hospitality news releases, Please click one to get details. Services Hotel Portfolio 311101 Tecton Hospitaliry_Names_Douglas Carrillo Vice President of Sales and Marketings tiVhat's Nevv? 4111101 Tecton HospitalityNames-Cindi_S_milev-General Manager of The .Ramada. In o.C.apitol Conference -Center. The Villager Hotel in Baton Rousse, La. Our Resources Tecton Hospitality Names Brian Reynolds Regional Controller of the 419101 Sheraton Atlantic Beach Oceanfront, Days Inn and _Hanntp on InnHotelsin i Emplcyment North_Carolina_ Opportunities Cou,- and in Roc Mount N.C.. Receives Platinum Award in_. 31131b1 _ - - i k _.. __ -� _M_arriott's National_Guest Satisfactio.n.._Sur_vey. Message Atlantic Beach Oceanfront Offers 2. HoiidW Racka-ges Board 12/26/00 - Sheraton -- 12/26/00 Tecton Hospitality Introduces l cLhh-Speed Internet Access for _Guests -at 3 Rock -_Mo.unt,_N.0 Hotels 12/20/00 Marriott Ranks 2_Tecton-Managed- Hotels in Rock�LMount,-N.G.. No. 1 in North America for Guest Satisfaction 10/20100 Ramada Inn .Ca Capitol Conference Center_ RankedNo. 1 in Customer Service 10/17100 Tecton Hospta.lity.- Names .Linda Snell General Manager of the Quarter 10/16/00 Tecton Hospitality Names Jacqueline Miller Director of Sales.of Hampton Inn in Morehead City, ComN.C. 8121100 Comfort Inn in Rocky Mourlt,_N.C„-Names Doneva.Chavis Director.of Sales 8120100 Residence Inn in. Rockv Mount, N.C.,-Ranked No. 1 in Overall Service for Hotels Nationwide 8118100 Tecton Ho pit and Marriott to Open Courtyard..Hotel 7119100 Crowne Plaza Launches Executive VIP Program 6129100 Tecton HospitalitTL-aunches Carolina Club Guest Rewards Program 6119100 Tecton Has Ltafity Names General Manager for Coward by Marriott io Rocky Mount M.C. 6114100 Tecton H_ ospitality Presents -.Annual, Performance Awards to Hotel Staff, Properties 617100 Sheraton Atlantic Beach's. Paradise Bar and Grill O Best t_Wntr6e' Award at Crystal Coast Habitat for Humanity's 'Taste of the Town' 300 EDSCAYNE BOULEVARD WAY, SUITE l 100 M1AMf FL 33131 305.577 1NEd@1?T ECTON MOS PIT ALITY.COM Submitted into the public record in connection with item Pte_ on . Ia�-qk- Walter 1=oarnan City Clorlc 02- 115 r UNIFOCUS Unifocus 3150 Premier Drive Suite 120 Irving, TX 7506 www.unifocus.com Educational Institute 800 North Magnolia Avenue Suite 1800 Orlando, FL 32803 w".6-a_hma.org Thorp & Company Tho �s 150 Alhambra Circle o nany Suite 900 Coral Gables, FL 33134 www.thorpco_com Guest satisfaction survey organization Employee -training workshops and seminar provider Public relations and marketing agency Submitted into tho public rocord in c;at nection with i1e,-1 Pira On a f Waiter Foeman 02- 115 0i(v Clerk .rte-, +{yY. %.i� Y �'#6IXT _ '�'�1 V -rr`.fffi,...Ai.'R1YAu4 r<"?+fl1T�� ?;G x�.'�Sit, a.sY. hT.ai idk.b1 "EM 5' 4TGM ".!k+YAf<sSY+sii�i[IXJs'"�*M'melfn r of OR leef • HOME 0 Cunt act Us 1 Seateli Index �Basic ]=acts OUR RESOURCES Wltc We Are True politeness is perfect ease and freedom. it simply consists in treating others just as you love to be treated yourself. Services -- Earl of Chesterfield 10 Hotel portfolio By creating strategic alliances with key companies, we are able to provide the quality service you deserve and make a positive impact on your organization's bottom line. We pride ourselves 4 Wltat's Neve? on the professional partnerships we have nurtured through the years that allow us to give you high standards of service. Our Resources Employnnertt opperiunities ADP TotalSource Professional employer organization 10200 Sunset Drive (PEO) I+tessape Miami, FL 33173 Boare _w, ww_adp.corn Signature Reservations, sales, guest service 3770 Ridge Mill Drive training organization Hillard, Oki 43026 www.iegertdar}Lnet Host Quality -control reporting company 14331 S.W. 47 Court Fort Lauderdale, FL 33330 r UNIFOCUS Unifocus 3150 Premier Drive Suite 120 Irving, TX 7506 www.unifocus.com Educational Institute 800 North Magnolia Avenue Suite 1800 Orlando, FL 32803 w".6-a_hma.org Thorp & Company Tho �s 150 Alhambra Circle o nany Suite 900 Coral Gables, FL 33134 www.thorpco_com Guest satisfaction survey organization Employee -training workshops and seminar provider Public relations and marketing agency Submitted into tho public rocord in c;at nection with i1e,-1 Pira On a f Waiter Foeman 02- 115 0i(v Clerk • • 11No S,tt41c4Ir� TECTONI.TIMES Tecton Associates Help Get America Moving "Let's not allow this act of terrorism change our way of life or how we live. Let's be positive and continue to give our guests and customers the finest service that we know how." Richard P. Millard The Tecton Coporate Office received this message on September 14, 2001, from its hotels in Rocky Mount, NC: "'today's news has been unreal! A nightmare! I lowever, we are trying to serve our community the best we can. The Gateway Centre will be used on Friday by the Red Cross as a blood collection point. We have called many of our other corporate accounts checking on their needs. We have arranged a block for CDC for their guests that can't fly out tonight (15 rooms). We have called Raleigh hotels giving aur rates and availability...and we have done a lot of praying. If you have any additional ideas of how Holiday Inn or Comfort can better come to the aid of our area, please share ASAP! (We can't think ofa UhingF wlnax�slj sl3JliC rp.nnrfl in item on -d Walter Foeman 02— City Clerk MMN Tllull ,53 � ,, Se OO/T'1'llyd Quarter 2001 Tector Makes on �/Vave Beach Miarr�� In this Issue Tecton Makes Waves .......... 2 Message from the President ..... 3 Seven Tecton Hotels .......... 4 Fresh Views ...... , .... 5 Tecton Leadership Conference . 6-9 Intern. Housekeepers Week . 10-11 Ramada Inn Baton Rouge ...... 10 Quality Inn & Suites ........... 1 l Comfort Inn Asheboro ......... 12 Courtyard by Marriott ......... 13 Crowne Plaza ...... . .. . . 14 Gateway Complex ........... 15 Howard Johnson ........... 15 Sheraton .... , ..... , 16 Residence Inn I .... ...... 17 Ramada Dupont Center ........ 18 Holiday Inn North Miami ....... 18 Motherly Love ...... . .... 19 Our Flag ........... 20 ubmitted into the pt Icord in connection on Three New Hotels Join the Company! The Wave Hotel & Restaurant The four-story, 66 -room hotel, located at 340 Ocean Drive is the first South Beach property in Tecton's portfolio as well as its first boutique hotel. '"this unique property is a new step for us as we continue to aggressively expand our management portfolio and grow our presence in South Florida," said Richard Millard, president and CF0 of Tecton Hospitality. "The South Beach marketplace is a thriving business community within which The Wave Hotel has established a strong position," continued Mr. Millard. Originally built in 1941 and known as The Lord Balfour, the property reopened as The Wave Hotel in 1999 after an extensive renovation to Art Deco design with European decor. The hotel and restaurant include a bar, courtyard and lobby area. The hotel is located in the heart of South Beach and is within walking distance to shopping, beaches, restaurants and nightclubs. The Traymore Hotel The eight -story, 88 -room Traymore Hotel is located at 2445 Collins Avenue, in Miami Beach. It was originally build in 1939, was purchased by Alessandro Ferretti, also owner of The Wave Hotel on South Beach. "We are planning to continue our expansion in Miami", said Richard Millard. "This is a good time for our company to move forward as the city is fast becoming an international business and leisure -travel hub." The Traymore hotel, an oceanfront property, has an Art Deco design and is centrally located on South Beach. The hotel will undergo a $3 million renovation next year. The Holiday Inn North Miami With the addition of this seven -story, 163 -room Holiday Inn North Miami/Pro Player Hotel, located at 148 N.W, 167th Street, Tecton's management portfolio has six properties in Miami. The property, which recently underwent a $2 million renovation, has a full-service restaurant, fitness center and an outdoor pool. It is less than 30 minutes from the Miami International Airport, Fort Lauderdale -Hollywood International Airport, Aventura Mall and downtown Miami. Walter Foeman' Il; ti _ v City Clerk TGTt�TIIR Mmoo+Tli€I Message from the President a he scale of the tragedy that happened in New York, Washington and Pennsylvania last week is shocking and beyond anything that we can understand or explain. The personal losses of so many thousands of people cannot be estimated. But t know our hearts, thoughts and prayers go out to everybody who has been involved in this tragedy. What happens going forth is not necessarily within our control, but certainly we all have something to do with it. On behalf of all of us at Tecton, we want to extend our sympathy to anybody within our organization that suffered any personal loss during this tragedy and, as a company, we hold out a hand ready to assist anyone within the organization or in our communities who needs help. Please be aware that each of us in the Corporate Office stands ready to respond to the needs of anybody within the organization during this tragedy. In this moment in history, it is certainly the time for all of us to come together to help each other, our friends and our fellow countrymen. Again, let's not allow this act of terrorism change our way of life or how we live. May god bless each and everyone of you. Remember, the ten-orists only win if they change our way of life, so let's be positive and continue to give our guests and customers the finest service that we know how. Thanks for hanging in there. By Richard P. Miliard, President & CED La magnitud de ]a tragedia ocurrida en New York, Washington and Pennsylvania la semana pasada es espantosa y va ni is ally de to que podemos entender o explicar. La perdida de miles de vidas no puede ser estimada. Pero se que nuestros corazones, pensamientos y oraciones alcanzan a todos aquellos envueltos en esta tragedia. Lo que suceda de aqui en adelante no csta necesariamente bajo nuestro control, pero no,,, incumbe a todos. En nombre de todos nosotros en Tecton, quiero extender nuestras condolencias a cualquier persona de nuestra organizacion que haya sufrido alguna perdida personal durante esta tragedia y, como empresa, extendemos nuestras manos listas para asistir a cualquiera en nuestra organizacion o en nuestra comunidades que necesite ayuda. Tongan presente que cada uno de nosotros, en ]a Oficina Principal, esti preparado para responder a las necesidades de cualquier persona de nuestra organizacion durante esta tragedia. Este momento de la historia es ciertamente ]a hora de unirnos y ayuclarnos los unos a los otros, nuestros amigos y nuestros compatriotas. Aliora bien, no pennitamos que este acro de terrorismo cambie nuestra forma de vida o como vivimos. Que Dios bendiga a cada uno de ustedes. Recuerden, los terroristas solo ganan si cambian nuestra forma de vida, asi que seamos positivos y continuemos brindando a nuestros lurespedes nuestros mejores servicios. Gracias por sus esfuerzos. Letter sent to all Tecton General Carta enviada a todos los Gerente Generales Managers on September 17, 2001. de Tecton el 17 de Septiembre de 2001. Submitted into the .. itmrn Qz • Q nn L T- - Walter Foenwm • X.XXXXXXXXX- Stalndfl'hirtl Quarter 20O1 Seven Tecton Hotels Managed by Women!!! Yes, sir/madam, you read correctly. There are six females GM on the Tecton team. They are: Melissa Thompson, Comfort Inn Asheboro; Seretha Powel, Comfort Inn Rocky Mount; Lara IIowlett, Courtyard Rocky Mount; Barbara Kieger, Hampton Inn Morehead City; Linda Snell, Holiday Inn Rocky Mount; and Cindi Smiley, Ramada Inn Baton Rouge and The Villager, since this is a rather outstanding record, we thought our readers would enjoy finding out about these women, their experiences aid challenges in such a high profile position. We designed a brief questionnaire and here are their answers: Q W. What is it likefor a woman to be a General Manager? Has it been difjic•ult foryou? What has been the most challenging aspect of your• position? If'you have o family, have you neglecter! it? Melissa Thompson, Comfort Int Asheboro, N,C.- IS years in the industry, 9 years as a General Manager, married, 2 children. .It is It challenge ever working so hard in my life and being so overwhelmed by it all. I thank God every night for having such a supportive staff and management company to guide me and teach me." "A year has passed and things are moving right along. What a great challenge! It seems like there are never enough hours in the day to do all that you need to do and still maintain your property and keep your staff motivated and trained. That is probably the hardest aspect of being a GM, time. You work extremely long hours daily and still feel that you could easily work another 3 or 4 and MAYBE you might gel finished. My daughter and boyfriend ask me if 1 had to do it over again, would I'1 I can honestly say that I would. Opportunities for personal growth come along so rarely in our lives that we have to take advantage of thein when they present themselves. Linda Snell, Holiday Inn Rocky Mount, NC - 29 years in the industry as Director of Sales, 3 years as a GM, married, one daughter. "In general, my job as a GM has been more rewarding than difficult. Most of lily difficulties were created as a result of my own shortfalls. I do have a husband and, at [lie time of my o r i g i n a l I td .- sometimes to be taken seriously, °° If you work hard and use the tools that Tecton e.mp oyntctt arc, a teenage daughter in ' makes available to you, it doesn't matter if you the midst of her -J especially when dealing with are a man or a woman, you can become whatever senior high school _ maintenance or you want to be. Your success will be the result of year. Yes, it can be difficult, but you ,F€i.-� ° mechanical type your efforts". Linda Snell, Holiday Gut Rocky Mount have to and a balance iu your life and a f 'l ll t' rt' f issues. It has changed some since I first worked as a GM in 1991. 1 remember at roy first hotel dealing with a salesperson that came in and asked to see the person in charge of maintenance decisions. l explained 1 was the GM and asked how I could help him. He was selling fixtures and fasteners and asked if there wasn't a maintenance "matt" that he could speak with. After I said repeatedly that I made any purchasing decisions and after he would not deal with me, 1 just asked him to leave and not return. I was amazed that he could be so shortsighted! The most difficult aspect is definitely being able to balance the work family issues. I fell blessed to have a partner that is supportive and willing to fill in when I have to work auditor evening shills. Because of this, l do not feel my family suffers. I can only image how difficult it must be to be a single parent (male or female) in this type of position. " Lara Howlett - Courtyard Rocky Mount, NC - 8 years in the industry, 3 years as a G.M., single, no children, 2 kitty cats, "Typically, I don't think women have any more challenges than Wren in this day and age in this industry. 1 have had no particular difficulty relative to gender with the exception of one isolated incident (described below)." Barbara Kieger - Hampton Int Morehead City, NC - 6 years in the industry as Director of Sales, 15 months as a G. M., single, one daughter. "Iftwo years ago, someone had asked me if ] would like to be the GM of the 1 lanipton, I would have quickly answered, "No Way!". Too many hours, too much responsibility, not enough knowledge, etc. but, as things happen, the opportunity presented itself 15 months ago and I hesitantly accepted. WOW! Did my life change! 1Suuot recall aunt y ha is suppo ivc o your career choices, Many tittles you feel guilty when you are at work, and you only see your family in passing. And sometimes, you feel guilty when you are at home, and your desk is piled high with paperwork. The most important thing to do, is to find that balance and work when you have to be there, be with Your family when it is important and find a little time for yourselfin between each clay." Cindi Smiley, Ramada Inn & The Villager, Baton Rouge, Louisiana - 5 years in the industry, 10 months as a GM, married, 3 children. "The experience is very rewarding and interesting. The most challenging aspect of the position was the maintenance issues of the property and learning to manage hourly employees. I had only managed accountants in the past which is a big change from housekeepers and food and beverage staff. After I made the transition, I learned to love my staff members more than l ever had accounting professionals. They are hutch more warm and tun loving. I ant the mother of three teenagers and young college age and I have been married 18 years. hay husband and children became involved in the property with me. They realize that I get very involved in whatcrer position I am in and they arc very supportive of whatever I do." Q#2; Do you have any anecdote to share with u.s that hest illusrratrs raur experience CLS a GAP Melissa "I remember a gentleman who was a company lock representative. I w;ts speaking with him about our lock system it) Syracuse and our difficulties cutting new keys when we had to replace missing keys. We se'ere using it key cutter with a grinder and he explained that the lock cores were so precise that using this particular machine was not effective as the slightest flaw in lata glia 17ubrl& - - . (COntimtCd an 1 age Io ) Cannartinn u�iih item � on -Z 02— 115 i 6 Walter Foeman ..................... ................. ........ ......... ............. S T6�C[I fThi GMurt�lrt t Fesh Views THE DIRTY DOZEN: WHY PEOPLE FAIL I. THEY DONT ALLOW THEMSELVES TIME TO SUCCEED. They quit in the first 90 days before they are able to see the rewards of their labor. SLXCCSSllll people never quit. Utley are persistent. 2. THEY DON'T[ ]AVE GOALS OR PLANS TO ACHIEVE THEM. They really don't know what they want in lilt, so they can't do anything to achieve it. Successful people have written goals and plans. 3. THEY DON'T HAVE TI IE PROPER ATTITUDE. "['hey don't think BIG enough. They don't believe strongly enough in themselves or their nppollunily. Successful people have positive attitudes and dream BIG. 4. "1liI:Y GE' l' DISCOURAGED BY MINOR PROBLEMS AND INCONVENIENCES. They Iet the negativity ofothers drag then) down, Successful people are thankful for what they have. 5. THEY ARE UNWILLING TO INVEST IN THEIR BUSINESS. They do not invest in educational tapes, books and other tools to build success, They are too security oricntcd - they wait and watch. SUCCesSf d people invest in their business and in themselves. G. THEY DON'T SI IOW ENOUGH ENTHUSIASM. They are easily influenced by negative continents from friends and relatives. Successful people arc confident in their deeisious and share their opportunilies with GREAT enthusiasm. 7. THEY DO NOT ASSUME RESPONSIBILITY FOR THEMSELVES. They blame the company, products, qualifications, marketing plan or sponsor at every set -back. Successful people don't ccnil) lit in..,they accept responsibility and work out the challenges, S. THEY ARE FULL OF EXCUSES. They don't realize that if others can succeed under the same or even worse circumstances, they can too. Successful people talk about what they CAN do, not what they can not do. 9. THEY SPEND ALL TI[E[R T1ML-' "GETT[NO READY". They're so busy "planning" things that they never have time to ACCOMPLISH them. Action is the key ingredient all successful people use to realize their dreams. 10. THEY ARE DISORGANIZED. They have no appointment book or tike system, They can't find things they need. They waste time when they could be helping their people. SUCeeSSfnl people are organized and disciplined... it's really easier to do things when you are organized. I. I. THEY DON'T WORK SMART ENOUGH. Successful people work SMART as well as I [ARD and they work DAILY. 12, THEY DON'T UNDERSTAND THE BUSINESS, They are looking for top producers instead of tryittg to become one. They want a "get rich quick" scheme rather than a chance for personal (level oplit, Successful people are patient and persistent. Submitted into the public record in connection with item ftn 9 an r�ii a. Walter Foeman . City Cleric EYE: Blmx y.Dur eyes frequently to keep'.i+em moist and avoid discomfort. Look an from the screen several times an hour and focus on something at least 10 feet away. Keeping your eyes focused an something too close for too long can cause blurred vision. How to prevent workplace injuries DEEP BREATHING Breath in s -1 -o -w -I -y though the nose. Hold It for two seconds, then exhale till-Ongh the mouth. Repeat several Times. WRIST LOWER BACK Bold your hands io front of you. Raise Wille sitting, slOWly vend your upper and lower your hands several times to body between your knees. Hold for a stretch the muscles in the forearms. few seconds, then sit up and relax. x ,h4 ,i SHOULDERS poll shoulders forward five times, using Hill & HANDS a wide circular motion. Then roll shoulders backwards five eines. Make a tight Fist and hold for a second. Then spread your fingers as far apart Repeat cycle 5.10 times. Keeping your shoulders relaxed is very important. as you can for five seconds. UPPER BACK With ares bent at shoulder height, push elbows back, and hold five seconds. Repeat 5-10 times. This prevents tension in the upper back that ran cause muscles to contract permanently and put pressure where you don't wanrpressure, causing painful inflammation. HEAD & NECK LECs Turn head slowly from one side to the Grasp the shin of one fog and other, holding each turn for the aura slay.ly toward your chest. Ho of three. Repeat 5-10 times, seconds Repeat several tin pull d far five -- .. es. .-._.. 02— 115 �a. _ I Saeon d'hird Quarter 2001WON The Tecfon leadership Conference 2001- Miami, Florida 76-dord in connection with item P-7-1 on /- - Oa -,A Wafter Foeman City Clerk 0 • ... WN iIME R W 1... The Tecton leadership Conference 2401 • Miami, Florida 0 [. President's Award: Lilliana Dou, Executive Ilousekeeper, Ramada Dupont Plaza hotel - Miami, Florida and Richard Millard, President & CEO of Tecton Hospitality. 2, General Manager of the Quarter: Greg Kaylor, Crowne Plaza Cincinnati, Ohio and). Raul Leal, Executive VP of Tecton Hospitality. 3. General Manager of the Year: Jerry Tang, Clarion Hotel Oklahoma City, Oklahoma 4. Leadership Award: Steve Butcher, Lead General Manager Residence Inn by Marriott/CauItyard by Marriott, Rocky Mount, North Carolina and J. Raul Leal, Executive VP of Tccton Hospitality. 5. Leadership Award: Terry Coltabaugh, General Manager Days Inn Atlantic Beach, North Carolina 6. Rookie of the Year: Barbara Kieger, General Manager Hampton Inn, Morehead City, North Carolina and J. Raul Leal, Executive VP of Tecton Hospitality. 7. Newcomer Award: Melissa Thompson, General Manager Comfort Inn Asheboro, North Carolina and J. Raul Leal, Executive VP of Tecton Hospitality. S. -Hotel of the Year: Residence Inn, Rocky Mount, North Carolina (Steve Butcher, GM) -Outstanding Brand Performance: Residencia Inn Rocky Mount, Ramada Inn Baton Rouge, Courtyard Rocky Mount. (Cindi Smilcy, GM of the Ramada [nn & Lara I lowlett, GM of the Courtyard) 9, Sales Team of the Year: Elizabeth 'Turner, Tina Purifoy, Sheraton Atlantic Beach, North Carolina and Douglas Carrillo, VP of Sales & Marketing, `Tecton Hospitality. 10. Customer Satisfaction - Best Value of Room for Price Paid -Holiday Inn Rocky Mount, Roy McClaney: -Comfort Inn Rocky Mount, Linda Site[[ Customer Satisfaction - Highest Overall Rating: -Holiday Inn Rocky Mount -Comfort Inn Rocky Mount. Customer Satisfaction - Responsiveness of Staff to Guest's Needs -holiday Inn Rocky Mount -Comfort Inn Rocky Mount. Customer Satisfaction - Friendliness and Efficiency of Staff -Iloliday Inn Rocky Mount -Comfort Inn Rocky Mount Other Awards: • Outstanding Achievement in Associate Satisfaction: Comfort Inn Rocky Mount, Hampton Inn Rocky Mount • Most Improved Financial Performance: Crowne Plaza Cincinnati Submitted into the public record in connection with Item &Z-9 on / isJ-o ff Walter Foeman Cit�r Cie& 02- 115 item PO %__ on �* 02— 115 l u Walter Foeman City C" • The Tecton Leadership Conference 2001 - Miami, Florida ...and the Ones Who Had ALL the fun!!! Submittod into the public record in connec 'on with item IPZI on Wal er J oeman 02— its City Cleric 0 �tl TiMiwT Tt�SacanitilTi�irtt Qualrteir 2001 September 9-14, 2001 International Housekeepers Week "Praise and recognition were given to those associates that every day of the week go, silently, above and beyond the tail of duty. Their hard work and dedication is an example to us all." Armarulo 1-ternantie_, G.M. Qaalit , last & Suites Miami Air p orl The International Housekeeping week is celebrated at all Tecton hotels every year. This year, despite the crisis in our Country, the events turned out very positive. The following depicts the celebrations in two of our hotels. Ramada Inn Baton Rouge A recognition and awards banquet was held in the Garden Romn of the liotel. Every department head anti every employee from each department were invited to attend. Dinner was prepared and placed on the buffet line by our own chef and kitchen staff, L' -very housekeeping employee received a certificate of appreciation along with lapel pins, tote bags and lanyards. Special performmnce certificates were fi amcd and awarded to the following outstanding perlormers: Outstanding Room Attendant- Melinda Cable Most Improved Perfomtance - Senovica McIntyre Excellence in LaUndry Services - Leola Fort Outstanding Versatility of a Houseman - Marvin Qucen Special plaques Longevity of Service - Mattie Queen - 32 years Housekeeper of the Year - Ruby Williams A plaque was prescnled to the General Manager, Cindi Smiley, for the 100% Advancement of Housekeeping. Quality inn Miami Airport All Department Heads and Housekeeping staff attended a luncheon held on the last day of that week. The hotel issued a certificate to each member of the Housekeeping staff for their hard work and dedication. recora In connection with,..., +',: r item E� T on _!-?t-oa V/Jter Foeman rir„ ("nr1k 02— 115 C� C1 :1.1 TECTON TIMES rid Q Septiembre 9-14, 2001 Semana Internacional de las Amas de Uaves "Se rindio honor y reconocimiento a aquellos asociados que dia a dia, silenciosamente, van mas alln del debet en el eumplimiento de su trabajo. Su entrega y dedication son un a jemplo para todos nosotros." �loaattrlo Ifernandez, G.M. QlfaiitY tiro A, .Sxit¢s Miruni Ai pore U Scmana Internacional de las Amis de Llaves es cclebr,16 en todos los Hoteles Tecton calla alio. Este ano, a pesar do la crisis que vivo cl pais, los eventos tranSCL11-17eron en Un ambiento optimists. A continuation, dos ejemplos ilustrativos ole la cclebracion. Ramada Inn Baton Rouge Darante Lill banyuele cclebrado en el Garden [loom del hotel, fnCT011 entregados los premios y los reconocimientos, 11 :uta asislicron los jcfcs cic cicpartamcntos y los asociados. Se yirviti Lina cera -buffo prepnracl:r pot el chcf del hotel y el personal de cocina. Cada Ama de l.lavcs recibio an certilicado junto n un boton Conmemorativo y otros regados. Pueron cntregados adetnas los siguienles Ceailicados Fspecialcs: Ama de I.lavcs Deslacada - Mfelinda Cable Mellor Rendunicnlo en sus runciones - Scnovica McIntyre 1{xcelencin en Scrvicios de Lavanderia - Leola Porl Amo tie Llaves Destacado par su Versalih(Lid - Marvin Quccn placas Fspecialcs Antiguedad en CI SCI -%160 - M21[tie Quccn - 12 arios Ama de Llaves del Ano- Ruby Williams ('indi Smiley, ( creme General, recibio una plata por sus esluerzos por el progreso del Deparlameino de Ama de Haves. Quality Inn & Suites Miami Airpot 'i'odos losjefcs & cleparlantcnu0S y Ins micmbros del Departamento de Ama de I.laves asistieron a un nlnwcrzo celebrado el ultuno dia de csa semana, El hotel emitio un Cerlifwado a hombre de cada empleada por su Irabajo lesoncro y su dcdicIcidn_ recur❑ In connection with item F? -:f on - 0� 1 02- 115 Walter Foeman A City Clerk E 0 Comfort Inn Asheboro; A Star is Born 1.111 Melissa Thompson, General Manager of the Comfort Inn Asheboro, displays in this page her narrative [abilities, her insight into her people's strengths and skills and her profound love for her team members. Associates of the Month Cheryl Cheek - Associate of the Month for April. Cheryl has been with us since July of 1997. She acts as an associate trainer for any new housekeepers and does a great job making any new associates feel welcome here. Her pleasant demeanor and warm smile make her an easy person to work with and she never hesitates to jump in and help whenever necessary without waiting to be asked. Josephine Ownsbey (Jo) - Associate o f the Month for May. Jo was rehired in February of 2000 and we are fortunate to have her back with us. Jo works full time as our laundry attendant. Many times she has put in six or seven day weeks with no complaints and has helped in other duties from housekeeping to i n s p e c t i n g whenever needed. She has a ready smile and easygoing personality that is comfortable for everyone that has the privilege of working with her. EverettYloffitt - Associate of the Month for July. Everett celebrated his seventh year with this property in April. Fie also celebrated his 81st birthday in June! He acts as a breakfast attendant 2-3 days a week and has started helping us with some house -person duties as well. He is great with the guests and a truly remarkable person. He is also employed part-time at the WalMart as a greeter for the Vision Center, plays bass violin in a group that performs at his church, and works a few acres hAIRVOL 4P MARK J. GRAY July 15, 2001 Dear Ms. Thompson, with some livestock on his farm. We are tndy blessed to have him on aur team. Veronica Stevenson - Associate of the Month for January August. Veronica ]aces earned this awardOF ' for the I - second time Ihis year due to her exceptional guest service skills and ability to respond calmly .and professionally in some difficult circumstances. Over labor Day weekend, our main water boiler supplying water to the laundry room and back building died. She was able to very efficiently help e= any displaced guests find rooms with very little expense to the property. Way to go Veronica! Richard Burchett- Associate of Eire Month for September. Richard is the perfect tit for this property. This is also his second award this year and he truly deserves our thanks, Richard came to this properly in October 2000 from the Days Inn Atlantic Beach. Ile has since helped keep this property in good shape with the minirmun ofcost. I le goes above and beyond the call of duty on a weekly basis and always with a smile and chuckle. He is also our "Master Griller" taking care of many of employee luncheons, enrolling has wife, Judy, to help with deviled eggs and cheese balls. We are glad to have them both as part of aur f lotily. l just wanted to take a quick moment to drop you a line concerning the excellent service that one of your employees gave ou Friday, June 29 of this year. Your employee Veronica did an outstanding job, She was very pleasant and helpful from the moment of check in. I have worked in the hospitality industry for over 20 years and the value of a great hest impression is undescibable. Veronica gave just such an impression. It was a fairly hectic check in time and she was calm, friendly and helpful. I had occe cion to rasa into Veronica a few times later in the evening and her smile and good humor where still shining through. I hope that you value Veronica as a great asset to your hotel. Because of her, the next time that my family and myself travel to your acre we will have no hesitation to stay in your inn, Submitted Into the public t4tarkJ.Crrn record in connection with �z on 02— 1 Walter Foeman city Clerk Courtyard by Marriott Employee "Work First" Person of the Year 2001 The Rocky Mount Chamber of Commerce recognized Lachan Taylor as a "Work First" participant who has successfully become self-sufficient. Since the first step to self-sufficiency is getting a job, Edgecombe and Nash County Departments of Social Services use the Joh Search Class to teach participants ways to search for a job and leave the welfare roles. They • also learn the skills needed to keep the job. After attending "Work First" classes, Lachan'raylor, located employment at the Residence Inn in March 2000, transferring in August to the Courtyard by Marriott. Lachan's immediate supervisor, Beatrice Taylor, Executive Housekeeper, says, "She is the best worker that I have. She has helped me out a lot with supervision as well as her own duties when I was not able to be there." The General Manager of the Courtyard, Lara Howlett, indicated that: "Lachan is an asset to the Courtyard. We consider ourselves fortunate to have her here. She is always smiling. She has proven herself with us from day one. If I could have 10 more like her, I would be thrilled." Lachan has been named Employee of the Month at the Courtyard for April 2001. Congratulations, Lachan!! As the Nash County "Work First" Person of the Year 2001 you make us proud!! Courtyard Receives Second Platinum Award The Courtyard by Marriott -Rocky Mount received the Platinum Award for Guest Satisfaction for the Ist Quarter of 2001. The Rock Mount Courtyard was one of only 62 Courtyards, out of 500, to cam this award. Each quarter these awards are based on overall scores for cleanliness of the room upon entering, attentiveness of staff, and overall maintenance and upkeep. The Rocky Mount Courtyard has received the Platinum Award for both quarters that they have been open. The entire team is to be commended for a great job in serving our guests. "Walk a Day in my Shoes" The Courtyard by Marriott had a blast when hihe associates walked a day in a Manager's shoes. Pictured above (from left to right) are the participants: Tonya Powell, Assist. GCIlCFal Manager; Lachan Taylor, Room Attendant/tnspectress; Lara Howlett, General Manager; Marrisa Williams, Roont Attendant; Kimberly Birth, Front Office Supervisor; Vloihe Hunter, tnspectress; Beatrice'raylor, Fxccutivc Housekeeper; Barbara Taylor, Sales Coordinator', (Frohn row, left to right) Gmk Winslow, I IoIISCperson; Sandra All-ington, Restaurant Superviso d Crym Crystal Williamston, Guest Relations, d into the ub�l ..nn rA in-nnnw-tinn Witil .� oy 1 item on— Walter Foeman 02— 115 City Clerk • i - eow dj.Thlyd Quarter =1 �4-,� C eMs fr F y� e The Mission Statement Challenge The creative energies were flowing through the air at the Crowne Plaza Cincinnati! Each department had the task of creating; a poster to advertise its Mission Statement, The First Place Prize went to the Front Office, the second to Sales and the third place award to Housekeeping. Here is the Front Desk Mission Statement: We want to welcome every guest in a warm and friendly manner. We strive to provide outstanding individual service in a quick and efficient manner. We keep in mind that the answer in making a difference can sometimes be found right under our noses... A SMILE! Other awards were: Engineering, for creativity; Front Office, for teamwork; and Sates for communication. Special recognition to: Karen Schrek and the creative Front Office team; Kathy, Etta, Leslie and the Sales crew; Helen and the Housekeeping group; Mike and the Maintenance members; Regina Griffith and the F&B Department; Annie, Linda, and Shawanna in Reservations; Cary, Beth and Jeff in Accounting. Having Fun at the Picnic! The Associates and their families got together on September 16th to enjoy good food, Dames and each other's company! They played softball (Run, Kathy, run...), Volleyball (Hey, Lamar, you're slacking in the hack line...), and Bingo (with Mary Fisher and Martine Walker as our guest bingo callers). They all left with full - bellies as Greg Kaylor, the hotel's General Manager, and Ralph Kaiser, Bellman, were the Master Chefs. Now I understand the Peptobismol at the door! Managers and Associates Walked a Mile... Associates followed managers this tinge around and managers had many surprises in store for their shadows! "it was full and interesting," said Mary Fisher, Linen Attendant. "I listened to wedding calls, watched Kathy (Director of Catering) talk to our guests and I helped send out wedding invitations." "It was fun working in a totally different department," said Martine Walker, Director of F&B for the day. "We negotiated with the playhouse and checked on the meetings, went to ... and Cary Prior Went the Extra 300 Miles!!! What happens when one of our valued guests leaves three pieces of luggage with Valet and does not realize it until lie makes it to his next destination, Columbus, Ohio? Well, if you are Cary Prior, Controller, you take it to him, ofcourse! Cary drove round trip, 3 hours, to return John Brown's luggage on June 6, 2001 ! Thank you, Cary! Guest bfic Service at its finest! with item on, -L-�� Walter Foeman 02 _ 115 0 Heyq We are the Gateway Cor'iplex! ! t Holiday Inn, Comfort Inn, Residence Inn and Courtyard Rocky Mount, in North Carolina On May I Ott), the Gateway Way Centre associates received awards for outstanding performance and excellence. All associates gathered at the Centre for awards, food, music, dancing and lots of fun. "We take pride in working as a team and celebrating as a team," they said. Way to Go, Team'. Roy McClanc v, General Manager of the Holiday Inn "It was like a breath of fresh air to walk through the door at this Holiday Inn. we arrived unannounced and without reservations. Brandi welcomed us as if we were old friends. Atter the events of this last week, along with our long and stressful trip from Central Florida where we were just ahead of tropical storm Gabrielle and its associated tornadoes, Brandi made the trip a happy one. Her smile alone made us feel happy. Her attitude was the best we have ever seen at any hotel and you will see from our records that we travel extensively. Brandi along with cliff, exude the word hospitality. We regret leaving... but you can count on us being back. Please know we have only written "kudos" only once before in our 15 years of travel. It takes a lot to impress us. Brandi and Cliff did that. Thank you!" Jim R Donna Glant - Wine & Spirits Comfort but Asxociales show !heir awards ,k ers Celebr 0 t Howard: Johnsoh��a a s "Our Housekeeping team is a wonderful and dedicated group" said John Arxer, the hotel General Manager, during the Housekeeping Week celebration on September 9-15, 2001, Congratulations to them all! HO -JO's Associate of the Month September 2001 HO -JO's BIRTHDAYS SEPTEMBER -OCTOBER Mena Christian - September 07 Virginia Ramirez - September 20 Apolinar Sierra - October 27 Freddy Sema - October 24 Vp A HAPPY ONEHM record in connection wE Item On waiter t-oeman 5 City ClerK 02- 0 • 6111 ndMird Quarter 2001 Sheraton Sales Team of the Year 2000!! Two Years running! Way to go Ladies, you do an awesome job!! The hotel was presented with a "Powerful Partner" certificate recognition at the recent meeting of the North Carolina Executives Association, for contributions and support of the organization in 200012001. The hotel participates in the Association's Annual Silent Auction, Trade Show, and Golf Tournament. Way to go! Congratulations! Oe For the second year in a row, the Sheraton also won People's Choice for Best Entree at the "Taste of the Town" fundraiser for Habitat for Humanity. Chef John Andreola's "Maryland Style Crab Cakes" were a huge hit!!!! •+• Marty Holtzleiter was caught red banded going the extra mile! Marty's picture in the front page of this issue was taken by the Front Office staff as he helped the hotel's Executive Chef in the kitchen, for 5 hours, one extremely busy Friday. Way to Go, Marty! That's the spirit! Keep it Up! Check (:>ut out- Nom`' sand XMPROVED Restaurant Staff. i"he car o ►restrta #ink€ our new engin d In�ve r4Zceiv +i lets and lots of service r•ninitng Submitted into th public record in connecti n with item PL q on 1- -o�-- -'VViliMl oeman 414 t 02- 115. city • 0 Text of the letter sent to Steve Butcher, General Manager of the Residence Inn by a hotel guest Steve, As you know, I've been a customer of the Residence Inn for the last 8 months. I wanted to make sure that you l know that I am checking out this Sunday, 1111 1101, for what may be my last visit. I am moving into an apartment in Rocky Mount. Last March, I began my stay with your group while I was making the move from c Indianapolis to Rocky Mount. This has been a very difficult transition for me and my Y• Tamil f �. I honestly don't think anyone �. realizes how tough it is for m someone who is used to being surrounded by friends and family, ?` to one day find himself all alone. l-lowever, your staff always made me feel right at home and it was reassuring for my wife to know that people were taking an interest in me and my welfare. Your associates have treated me like family. I think that this type of behavior in people is very Uncommon. But t notice that you are always friendly and take the time to recognize your guests and that must be where they get it. You lead by example. You have a wonderful team and I will not soon forget their kindness. My day starts out with Brenda offering me a waffle and inquiries about how my family is doing. sgbmltt Eneka, always politely refers to me as Mr. Dave, Then Sheila smiles from behind the desk and tells me to have a great day. The housekeeping staff have done a great job. But there are two people in particular that have been especially considerate of me, Cathy and Pat. On more than one occasion, Pat has fixed me a plate, long after the social hour was over. She always takes the time to speak and asks about my day. s She certainly doesn't have to care about her customers the way she does, but that's what makes her special. Cathy is another special person. Of course, she is normally there in the evening. It is so nice to talk to someone about current events or lite in general, after a long day at work. It helps you wind down. In particular, I remember that she and I talked a lot of the day the World Trade Center was attacked. If not for her, who would I have shared my frustration with on one of the darkest days in our country's history. certain that my company and our headquarters in Indianapolis will continue our business relationship with the Residence Inn. You guys do great work. 1 plan to drop in on occasion, just to say hello. Sincerely, Your friend, Dave Thomas pub re Item... pi - 9 on !. Walter-Foeman ' City Clerk 02- 115 (i 02- 115 t�lca Si�t>Ind/1'hLA [rd QuartertW1 Ramada Dupont Center Recognized' as Community Leader The Ramada Dupont Plaza Hotel, in Miami, was acknowledged among the Community Leaders who have supported the Non - Violence Project in South Florida. In the picture, Rosie Ari/a, Director of Personnel receives the award from Dr. Michael Nobel, on (tic 100th anniversary of the Nobel Peace Prize. 30 Years of Continuous Service at Ramada Dupont Rain, storms, hurricanes or floods did not stop Manuel Chica trorn his job as a houseman. He was a well- known figure walking the hallways of the hotel very early in the morning. Lending r i a lielping hand where needed was what he did best. After 30 years of service, the Dupont Plaza Hotel was a second home for hint That is why retiring from service m this year was the hardest thing lie did in his life. Manuel was respected and liked by management and staff alike. Ile will be remembered as an honest, hard workingand reliable part of the Dupont Plaza Hotel. In the picture, Jerry Tang the hotel's General Manager, presents hlanacl with an award. The Dupont Plaza "Rooting Clan" Every year, the Ramada Dupont Pla. a nominates associates for the Inn Key Awards. This year was not an exception, The nominees were Elvia 7.antbrano, Security Deparunem; Jose Cascro, BellSiand; € nd L€€de Volniar, Housekeeping, And, of course, w'c couldn't Icave out the "rooting clan" with them in the picture. Congratulations! Holiday Inn North Miami Celebrates Housekeepers Week', • r,rry ;,rc•r.rc+ne_r•. vc'+rNru+ rvrwtuger n� t+te +xtte+ aurt u€c• uuu.ruxccpt+€g su+Jl record in cor the pObW nVul L-=.: • on r-- 0 2 m 115 Walter Foeman City Clerk SEVEN TEC`I'ON HOTELS MANAGED BY WOMEN!!! (Continued from page 4) cutting and grinding would make a useless key punch machine was much more effective and would make a perfect key 991% of the time. When we were wrapping up the conversation, he made "By being this focused on the culture, they the continent that he had never spoken are serious about creating a work to a women that could understand the environment where issues such as gender or mechanics of our problem as I did. ] have to believe this is because there race are not the focus." were so few in my position at the Melissa 1hampsm, Comfort hrn Rshehoro Linda I don't think it is becoming a trend of Tecton to hire women general managers, but [ think Tecton is learning that, if they find the "right woman," she can do the job just as good as the "right man." [truly believe not just anyone can be a general manaeer with Tecton 1-losnitalitv." Lura "'there was it particular circuntsumces where .ur individual expressed his outright unwillingness to deal with me I)CCat15C he held lite belief that women had Ile place in a position of authority or power. Fie happened to be a GM at another hotel in the area and hada reputation fbr not dealing with women. I finally had to have my boss, a man, deal with this particular situation." Linda "The following reflects my experience as a GM with Tecton Ilospitality; If you work hard and use the tools that Tecton makes available to you, it doesn't matter if you are a ntan or a woman, you can become whmtever you want to be. Yours success will be the result Of your efforts". Cindi "My best anecdote as a GM was when Raul presented me with the tool box at the GM Conference last year. A plastic tool box was the closest thing to a tool that [ had ever had experience with prior to this position! Although aftera few months J even hefpcd paint the lobby!!! [ was never more proud Of,'l group of people than when the staff' at Ramada won ".Most Improved Hotel ofthe Year" in Baton Rouge." Q#.3.- Dirl t'oi set nit to heconne a G,t1 or the oppornuritsanns7 presented itself? Do you think that !tiring women as (hV.% is a trend wilhin Tecton Or is it haplrenring throighout the indiso:v? Melissa In the management company I started with, a female GM was no big deal. The VP of Operations was a ttemale also, so there was no biased against women. My reasou for choosing to came to Tecton was the culture Thal Richard and Raul do a good job of describing. After our eouvcrsations, I felt that Illy nutnagenlcnl style would fit in well with Tecton's cullure. I believe that when Tecton chooses a GM they are mostly hasirtg their decision on the personality, characler and management styles that they believe the candidate holds. By being this focused on the culture, they are serious about creating a work environment where issues such as gender or race are not the focus. Lara "While in college there was a hotel on campus that was rut 95°4 by the students. I got involved with this and thus decided to major in hotel management. It has been my experience that the industry as a whole is focused on an individual's experience and qualifications rather than gender." Barbara "ht my limited experience, I would have to say that the hiring of women as GM's is becoming more widely practiced industry -wide. The ratio of male vs. Female GM's appears to be 60140, but this is rapidly changing." Chid! "I didn't intend to be a GM. I had been offered a position as it GM before and had turned it down. [ ant glad that [ took this position and that I have a great management team like Tecton to teach me the ropes. l think companies arc hiring women more int the hospitality industry in general." Finally, it should be mentioned that Tecton Hospitality has other high profile positions held by women: Mary Gabert, North Carolina Regional Controller Janet Morton, Controller Holiday Inn North Miami Lorna Valdes, Regional Director Tour & 'travel, Miami, FL Ulliana Don, Rooms Division Manager, Ramada Dupont Plaza Doneva Chavis, Director of Sates Comfort Inn Rocky Mount Tara Spooner, Director of Sales Courtyard Rocky Mount Jackie Miller, Director of Sales I [ampton Inn Candice Sutherland, Director of Sales Holiday Inn North Miami Doneva Chavis, Director of Sales Iioliday Inn Rocky Mount Millie Penalver, Directorol'Siles Ramada Dupont Plaza Eivelya Brand, Director of Sales, Ramada inn Baton Rouge Tara Spooner, Director of Sales Residence Inn by Marriott Elizabeth Turner, Director of Sales Sheraton Atlantic Beach Liliana Cadavid, Director of Sales Residence Inn Miami The following appeared in "National Geographic" several years ago. After a forest fire in Yellowstone National Park, forest rangers began their trek up a mountain to assess the inferno damage. One ranger found a bird literally petrified in ashes, perched statuesquely on the ground it the base of a tree. Somewhat sickened by the eerie sight, he knocked over the bird with a stick. When he gently struck it, three tiny chicks scurried from under their dead mother's wings! The loving mother, keenly aware of impending disaster, had carried her offspring to the base of the tree and had gathered them under Iter wings, instinctively knowing that the toxic smoke would rise. She could have flown to safety, but had refused to abandon her babies! Submitted into the pubtii record In connection with item P 9__ on '4y Walter Foemarl 11'1'i I1 , i t8c�rtdhfrd Quarter 2001 Our Flag How to Honor It, how to Display It A Standard of Honor The flag of the United States of America is a living thing that calls to our spirit, reminding us of the greatness of our America. We cherish and uphold it because it is the standard of honor under which we live. We view the flag with devotion, for it represents our national heritage of noble deeds, splendid accomplishments and untold sacrifices which combined to establish the moral character of our national foundation. Our Flag is a symbol that makes our past one with lite present and makes the present a prophecy for tomorrow. It signifies a people dedicated to liberty, justice and freedom for all. It is our companion around the world. It suntntons confidence on Sight. There is a magic in its folds that continually renews the trope that this nation, under God, will long be an example everywhere for al I who love freedom with honor. Standards of Respect The Flag Code, which formalize and unifies the traditional ways in which we give respect to the nag, also contains specific instructions oil hoiv lite flag is not to be used. They are: • The flag should not be used as a drapery, or for covering a speaker's desk, draping a platform, or for any decoration in general. Bunting of blue, white and red stripes is available for these purposes. ']'lie blue stripe of the bunting should be on lop. • The flag should never be used for any advertising purpose. It should not be embroidered, printed or otherwise impressed on clothing or such articles as cushions, handkerchiefs, napkins, boxcs or anything intended to be discarded alter lentporary use. Advertising Signs should not be attached to the staff or halyard • "Elie flag should not be used as part of a costume or athletic uniform, except that a flag patch may be used on the utriform of mililary personnel, firemen, policemen and members of patriotic organizations. • The flag should never have placed on it, or attached to it, any mark, insignia, letter, word, number, figure or drawing of any kind. • The Flag should never be used as a receptacle for receiving, holding, carrying, or delivering anything. • When the flag is lowered, no part of it should touch the ground or any other object. It should be received by waiting hands and arms. To store the flag it should be folded neatly and ceremoniously. First fold is lengthwise in half, then repeat with the blue field on the outside. Finally, while one person holds it by the blue field, another makes a triangular fold in €he opposite end and continues to fold it in triangles. Finishing with only the blue field showing. The Flag in Mourning The flag is flown at half staff to indicate national mourning, but only by order or proclamation of the President of the United States. To place the flag at half staff, hoist it to the peak for an instant and [lien lower it to a position halfway between tine top and bottom of the staff. 'Iltc flag is to be raised again to the peak for a moment before it is lowered. On Memorial Day, tits flag is displayed at half staff until noon and at full staff from noon unlit sunset. Submlttcd Into thO publla record in conneotibh with item Pz •-q . on - o *)-- T ECTON )—TECTON HOSPITALITY Displaying the Flag • When the flag is displayed from a staff projecting from a window, balcony, or a bui[ding, the union should be at the peak of the staff unless the flag is at half staff. • When the flag is displayed over a street, it should be hung vertically, With the union to the north or cast. If the flag is suspended over a sidewalk, the flag's union should be farthest from the building. • When flown with flags of states, communities, or societies on separate flag poles which are of the same height and in a straight line, the flag of the United States is always places[ in the position of honor to its own right. The other flags may be smaller, but none may be larger. No other nag ever should be placed above it. The flag of the United States of America is always the first nag raised and the last to be lowered. • The flag should be raised briskly and lowered slowly and ceremoniously. Ordinarily, it should be displayed only between sunrise and sunset. It should be illuminated if displayed at night. v: Information provided by the Disabled American Veterans and contained in a brochure which is part of Tecton Bellstaff SOA No, 2 1 300 Biscayne Blvd. Way, Suits 1100 " Miami, FL 33131 • (305) 577-8484 ' Fax (305) 577-8228 Wetter Foemiam City Ctelk ^ f f t�A 'f.7 Vol. 2. No: I First Quarto 2001 TECT Connecting Tec TIMES and their Associates Three Tecton Hotels Ranked #1 in the Country!!! In this Issue Marriott Survey ......... 2 Ramada No, I in Survey ..... 2 Message from the President ... 3 New Players at Tecton ....... 4 Fresh Views ......... 5 The [[ampton Inn Team ...... 6 Hampton Happenings ........ 7 Gateway Centre Expo ........ R Ramada Dupont Centre ...... 9 Holiday Inn Rocky Mount ... 10 The Residence Inn ........ 10 Howard Johnson .... , .. 10 Sheraton Atlantic Beach .... l i Days Inn Atlantic Beach .... 12 Comfort Inn Asheboro ...... 13 Ramada [nn Baton Range 14 Take our Daughter to Work , . 15 1`etiers that Make us Proud ... 16 I,, - _A113 /:l 17:1 INN "Not many hotel management companies can say that they have three of the top hotels in guest satisfaction in the country within their respective franchises, Especially when the franchises are of the quality of Marriott and Ramada. Yet, we can." With these words, J. Raul Leat, Tecton Executive Vice President and the man responsible for operations within the company, expressed his satisfaction for the outstanding accomplishments of the three hotels. "The Ramada Inn Baton Rouge J. Raul teal, Tecton Ex. Vice President was recently ranked #1 within the Ramada Inn Franchise System for the least amount of complaints received. The Marriott Residence Inn and the Marriott Courtyard in North Carolina were also ranked #1 within their respective organizations for guest satisfaction. Leal congratulated the management teams and the associates of each property for an exceptional job, saying that he hopes other Tecton properties follow their steps. "What separates winners from losers in the hotel industry is excellent service pro id d b, car-f'n m n associates."t;rT1tGCi18 �B IIS record in connectionlth _. e%O a - -- I, Wj "O. 02— 115 Walter Foeman Citv Clerk a9g seg -a a"3tg sr,�°9a Wv E [ as r m� e s Q{ Us or �� g g 9�8 9ai'W X g g 9 5 -fid Y€ fl 3 _ ,?Fhg�..>.. .�.a�._ i...fl nx,'�„(d,�8,.80 �x.c, agi v L➢,.14g ..� . .....,_, .W. a;. .. .1.3 Marriott Survey Ranks Two Tecton Hotels No, I in North America!!!! Steve Butcher and William O'Connor "To be No, I in the country in the hospitality industry, you have to care about people," says Steve Butcher, Lead General Manager of two Tecton-managed hotels in Rocky Mount, North Carolina. The Residence Inn and Courtyard by Marriott have been ranked by Marriott as the No. I Residence Inn and "To be No. 1 in the Courtyard properties country in the in North America for hospitality industry, overall guest you have to care satisfaction. about people". The rankings are based on random surveys Marriott mailed to recent guests of the 342 Residence Inns and 474 Courtyard by Marriott hotels in North America. The surveys focus on the properties' cleanliness, overall maintenance, attentiveness of personnel and ease of check in. "Our employees are the biggest part of our success for both hotels." Butcher said. "Lara Howlett, General Manager of the Courtyard, and I set high expectations far all team members and create a fun, yet professional, environment with the ultimate goal of ensuring all our guests are satisfied." to have fun at the same time being professional and courteous. All that leads to guest satisfaction. Courtyard opened up at number one for the first two months of its operations. The hard part and fun part now is going to be staying at number one." Butcher said employees of the two hotels focus on customer satisfaction, and that has resulted in the top awards. "I think that the biggest thing that helps us to be successful is that we encourage our associates to have fun and enjoy what they are doing," he said. "It makes it fun for everyone,., associates and guests. It is very rewarding to the for the two hotels to receive this honor of being ranked number one in the country. The staff and I have tried very hard all year ... working to be number one. Finally, it comes right at the end of the year,» Ramada Baton Rouge No. I in Ramada Customer Service Survey!!!! Ramada Inn Capitol Conference Center in Baton Rouge has been ranked No. 1 in Customer Service in Ramada's nationwide customer service survey. The survey, completed by Ramada at its 718 hotels nationwide, also reported that the Ramada Inn Capitol Conference Center is ahead of the national average of rooms rented and that the hotel has not received any customer complaint letters since it was flagged as a Ramada in March 2000, General Manager of the Quarter J. Rau[ Lea[ presents Armando Hernandez, From Quality [nn & Lara Howlett, Courkyard. Manager, said, "we push the suites, the G.M. of the Qnartcr Award for the First Quarter 2001. hotel's associates to choose their attitude each day a'S'li.bmittt?d into the�ilntions, Anrnando' record 1n coni: Item cn ` Walter 02 1 rJ Cily Clark • 0 l�/� R?YII��R �E �EjFilla 2001- _ Message from the President e. ' "Hey, I work here too!" ho are those nameless, faceless people that make up all the rules for something that sometimes seems so ridiculous to us? Well, I guess certain things come with age and now I have become that famous THEY that make all the crazy rules? What is most interesting about this is that 1 would often walk around the hotels that we manage and hear about those rules that THEY made, which quite frankly I know nothing about? And often times, those THEY people (which is usually me) didn't make the rules! Sometimes the supervisor or just the fellow associate made up a rule that suited them at the time, but decided that they did not want to take the responsibility for it. Well, guess what? I work here too! And I live with all the rules that are made. And some of the rules that I hear about seem as crazy to me as they do to you? So I just thought that I would give each of you my office Phone number and extension and should you ever conic across any crazy rules that (THEY made), you might like to call me and ask me why. If I understand why the rule makes sense, I will be happy to share it with you. But if doesn't, i would like to know more about it. But let's take five minutes to talk about working here too. It has been my observation over the years that all Of us want to be proud of where we work and most of us don't really like a lot of authority. I have learned that a team doesn't really work because the coach or the captain tells them what to do. It works when they are all proud and have faith and trust in each Other. And so it works in the hospitality business. If I do everything that I believe the team has requested that I do, but one of my teammates doesn't, I believe it beholds me to say something to that teammate, because that teammate has let the rest of us down. Consequently, in my day to day job, if I look at every customer, smile, speak first, wear my uniform, 1 v Richard Millard wear my name tag, etc., I am pretty annoyed if I have a fellow associate not following the same rules. It is my belief that the only way that we can do a good job is for each of us to know our place and part and to feel free to tell a teammate if they do something wrong that "we don't do it that way here". We don't need to wait for a supervisor to tell them. We have the right to tell them that they are letting the rest of us down. But it has also been my observation, that there are many more associates that do great things than those that don't. Many of those great things are only observed by fellow associates. There is no reason that we also cannot tell each other when we have done something good. bet's congratulate our fellow associates as well as critizicing them. Feel free. It feels good. So remember, we all work here. Even that famous THEY up in the sky that make the rules. And, we also want to be proud of where we work. P.S.: My telephone number is (305) 577-84$4, ext. 225. Quick Tip If you don't understand that you work for your mislabeled "subordinates", then you know nothing of leadership. Dee Hock, founder of Visa Submitted into the public record_ in connection with Walter Foeman 02- 115 city ctek • • •" Y a' 1, - 8 3'"® 'a'T "a Se' (d ll'W a 8 a Ya is k of L 4 ..a G' E . � � E9 �j 8� J S ba i g�. !y d F �ll�lllill� S New Players Join the Tecton Team!! TECTON HOSPITALITY NAMES DOUGLAS CARRILLO DIRECTOR OF SALES AND MARKETING Douglas Director of Sales and Marketing at 'Tecton Hospitality, "1 assumed the position at the beginning of April. Douglas will develop and implement a national Sales and Marketing program for Tecton as well as oversee the sales efforts of Tecton-managed hotels in Florida, North Carolina, Louisiana, and Ohio. Douglas has more than 20 years of experience in the hospitality industry. Prior to joining Tecton, lie was General Manager of the 185 -room, full-service Hampton Inn/Doubletree Surfcomber Hotel in Miami Beach, FL. Before this, he was a manager at the 178 - room Grand Bay Hotel & Resort in Coconut Grove, FL, where he oversaw the rooms and food and beverage divisions. He was also the director of rooms, revenue management and quality assurance with Carnival Hotels & Casinos in Miami. "Douglas' experience in the hospitality industry will enable him to develop and execute a results -oriented Sales and Marketing program to help us meet our goals", said Richard Millard, President and CEO of Tecton Hospitality. "His hiring is part of our move to significantly increase our portfolio here in South Florida as well as in markets where we have good penetration." Douglas holds a BS in Hospitality Management from Florida International University. He is married to Cori and has four children, Douglas (of course!), Michael, Justin and Julian. Submitted into the pubile recor%L :­ rnrnection with item !City Clerk t NEW REGIONAL CONTROLLER FOR THREE TECTON HOTELS IN NORTH CAROLINA Brian Reynolds has been appointed Regional Controller of the Sheraton Atlantic Beach Oceanfront, hays Inn — in Atlantic Beach and the Hampton Inn in Morehead City, N.C. He will = ,# oversee accounting operations for the - three hotels. Brian Reynolds was previously area controller for GF Hotel Company, in Cleveland, where he managed the accounting operations for three full-service hotels. Before this, lie was a General Manager with Crossroads Hospitality in Westlake, Ohio, where he managed a Hampton Inn hotel. He was also controller of several resorts in California and Vermont. "Brian has more than 20 years of experience in the hospitality industry and has the knowledge and skills to contribute greatly to the success of our hotels," said Richard Millard, President and CEO of Tecton Hospitality. Tecton's management staff is extremely pleased to have individuals of the caliber and professionalism of Doug Carrillo and Brian Reynolds join the team at Tecton. We wish them much success in their new responsibilities! Quick Tip Improve Credibility. Do what you say you are going to do or offer a good reason why you can't. Even if it's something trivial, you lose face with your associates when you don't keep a promise. 02- 115 • Fesh Views Living a More Empowered Life Have you ever noticed how some people always seem to be in control of their moods and events in their lives and on thejob? Here's a news flash --being in control isn't a genetic predisposition! Living a more empowered life is possible for all of us, not just some lucky few. With practice, all of us can learn to habitually deal with situations and emotions in a more positive way. Since our jobs often present daily challenges, being in more control of your emotions can help you reduce stress and be more attentive. Try this sugestion: Don't be afraid of negative feelings. Take a deep breath, identify the negative thought, analyze it for validity, and relax. If the thought is on target, devise a strategy to positively deal with the situation. If it's not valid, look for what's real --things may not be as bad as you first thought. Is there a Right Way to Argue? When it is done the right way, arguing can help bring issues out into the open so they can be explored and resolved. But arguments that are edged with hostility or an unwillingness to cooperate can create even more problems. Prevent Arguments before they Happen ♦ Be assertive about your needs. For instance, if you feel you are doing more around the office than your coworkers, schedule time to discuss the matter with your boss -instead of blowing up in frustration. ♦ Have important talks with family, friends, and colleagues when you feel rested, if possible. Being tired affects how well you communicate. ♦ Get some personal time and exercise every day to help you keep your cool. ♦ Let unimportant frustrations slide. For instance, is it really worth arguing with you spouse about which driving route is best`? Follow the Rules of Arguing ♦ Don't waste time discussing who is right and who is wrong. Remember that an argument is not a battle to be won. It is a problem for you to solve with another person. ♦ Don't blurt out the first thing that comes into your head. Instead, take a deep breath and think carefully about what you want to say. ♦ Avoid words like "never" and "always". For example, don't say "you're always forgetting things". It's probably inaccurate and just hurts others. 1 Start sentences with 1' , not "You." Say "I feel neglected," rather than "You ignore me." ♦ Don't make demands ("I must have..." or "I want"). Instead, politely state your desires and needs (I would like..." or "It upsets me when you..."). ♦ Try to paraphrase and repeat back what the other person said to make sure you understood it ♦ If one of you is too angry to continue, suggest continuing the discussion later. If you tend to get very angry a lot or have a lot of pent up hostility, you may benefit from counseling. Extreme anger and hostility have been linked to heart problems. From Neighborhood Health Partnership Contact Lenses: A Word of Caution Without proper care, contact lenses can become your eyes' worst enemies. "That's because bacteria and viruses can cling to contact lenses. This can lead to an infection, eye ulcers, or even vision loss. Anyone who wears contacts overnight -even extended wear lenses- may be at the greatest risk of developing a serious eye infection. Just one to three nights of overnight wear can lead to an infection. These precautions can help keep eyes healthy: ♦ Don't wear your contacts when you sleep or swim. ♦ Wash your hands before handling lenses. ♦ Rinse your storage case out each day with sterile saline or disinfecting solution. Then leave it open to dry or wipe it out with a clean tissue. If you develop vision problems or have red, painful, or watery eyes, seek media] attention. For Safety's Sake Did you know that some over-the-counter cold and allergy medications can impair your driving abilities even more than alcohol? Submlttod Into the 9 record in connection 2 115 City Foeman "` City Clerk Fd" S �arY' & aw 3},a ss .c s sxi 3 e&� 9 a��e s 3 x a� s,...;� 3 s a exa a� 7a a a a s M $ s 6a a 9€a elz% e Sak, � xE a�a ati'� �a"arx Rdua a i > ; ,�.,r—, � 9 ra&�. `.a t s e o '2M'' .. &;�x�, SE uana°:a o a.,� �-.,�XX4:�,.,,. s:,i�,, HIRE � a;.� . ) Te Hampton Inn DreaM Team!! Becky Wolfinbarger, "Employee of the Year' for 2000, receives the award from Jerry Paquette, Assistant GM and "Manager of the 4th Quarter' for 2000". Sue Hunt, " o1Ploycc of the Month" for March 2001, receives the award Irom Barbara Kiger, General Manager of the Hampton Inn Subr=ed into th-e pYfft Assort iq CoMrMUtioM rift bm z " an Walter Foeman City Clerk Barbar.[ Kiger, receives the "Tecton Manager of the 4th Quarter' plaque for 2000 from Gerry Belisle, Tecton Internal Auditor and Corporate Accountant. With them in the picture, Jerry Paquette, Assistant GM. Il aF" .3,"A e s'a 2 "� €arae-s3aasag - a �s esu .o a �Ma s. s aoag-. s..., �ea^a a y�sQ e e 3 s@a aE s' i^a£XriA� a`a"eEs,e a1Po� aw.szr� R� �b .s� s 9 .er , a9 3�ia��i�mea s�sAm� `� p6 a3 e svE Sze $ �aiss a... ya �s� ° a '� aax��ae$e�as sa��a�a.®' �ka��am�"e., AlFAF THE HAMPTON INN LAST Y AP111 In November 2000, after several months of very hard work and intense scrutiny, the I lampton Inn successfully passed a special inspection by I-lilton Corp. This inspection was a "must pass" inspection and the hotel passed with flying colors! Kudos to all those associates that helped make this happen!!! ♦ November 2000 also brought the Employee Opinion Survey. The Hampton Inn scored a whopping 96% and tied for first place in the Tecton family of hotels! ♦ In December 2000, the hotel staff participated in the WCTI-TV 12 Food Drive which is an annual event. Associates brought in canned foods and made monetary contributions to this worthwhile event. .ferry Paquette and Jackie Miller, Director of Sales, filled Jerry's car to the brim and delivered the food to the waiting trucks. Approximately $100 was collected and spent. ♦ Congratulations to the "Employees of the Month" for the last quarter of 2000: Wendy Jones October Christie Wareham November Daphne Williams December ♦ Another December event in which the hotel associates participated is the U.S, Marine Corps. "Toys for Tots" drive. Associates unwrapped toys to be deliverod by the Marines to needy children in our country. The picture shows some of the gifts. Quick Tip Respect your Manager's time. An E-mail can be as effective as a personal visit. ...and this year! March 27, 2001 was the hotel's l Oth birthday! ht honor of this event, Barbara Kiger, the General Manager, had a cake baked, purchased balloons and had cake and cfffe available in the lobby for guests as they checked into the hotel! Barbara was out of the hotel from January 29 until March 12, 2001, undergoing surgery. We are peased that she is up and running again! Welcome back Barb! ♦ A huge "Pat on the Back" to Jerry Paquette!! During the extended absence of Barbara Kiger, Jerry Paquette assumed the responsibilities of GM. Jerry did a great job keeping the hotel running smoothly while she was out. He certainly went "above and beyond" during this period. Thank you, Jerry! ♦ An official welcome to the new members of the Hampton Inn family: Hilda Finch, Executive Housekeeper; Sandra Brown, GSA; Shenita Barnes, GSA; Heather Purvis, GSA; Marcella Salby & and Betty Dozier, Rooms Attendants, ♦ Congratulations to the "Employees of the Month" for the first quarter of 2001: Diane Robinson January Christie Wareham February Sue Hunt March record in connection w1% Rem _p2- -9 on r 22 - refit Cfe�r 0 i ��"� a _a� �,., Gateway Centre Hotel Complex Spring Expo a Huge Success! On March 28, 2001, the four hotels in the Gateway Centre Hotel Complex --Holiday Inn, Comfort hln, Residence Inn by Marriott and Courtyard by Marriott -- hosted a party for the top decision makers of our local area businesses. In the convention center, each hotel set up an actual room in the four corners of the center, where each guest toured and learned about each hotel's concept, A limo was waiting for them outside to drive them to the individual hotels for an actual tour of the properties themselvcs.The night was a big success and meetings have already been booked from the night itself. Each and every guest that came won a door prize that varied from free nights stays at our hotels, to local restaurants giveaways, luggage bags, toiletry bags, brief cases, etc. A good time was had by all and great food and drinks were provided by Holiday Inn. Outback Steakhouse was also represented with servers walking around with a taste of their great foods. record in connection with item on Waiter Foeman City Clerk 02- 115 i Ramada Dupont Center Holds Tecton Annual Pin Ceremony Mardi Gras Style!!!! Associates awarded the Tecton 5 year pin. Congratulations! Associates awarded the Tecton 3 year pin. Congratulations! Associates awarded the Tecton 1 year pin. Congratulations! i Associates Monthly Luncheon. It is NOT All Work and No Play Here!! Jerry Tang, new General Manager of the Ramada Dupont Center. with the Employee of the Month for February, Delia Orbe. Congratulations, Delia!!!! The Ramada Dupont Center really shows associates how much they appreciate their work during their monthly luncheons. Can you guess what the party's theme was'? Well, unfortunately, this picture is not full color. If it were, 1 am sure you would have said St. Patrick's Day! And you would've been right!!!! P ERO AMONGST U51!!I .Jerry Tang, General Manager and Rosie Ariza, Director of Personnel, handing Mr. Carlos Herrera, Restaurant Manager a check for $250 for helping save a man's life in the Miami River. Sub-11tt-"e1 fe9?e the publi record in connection. wit Walter Foeman 02— l 15 City Clerk E �e,� ♦Ey� \�.yVt The Holidq Inn Rocky Mount The Residence Inn Flaunts its SO !! EXTENDS A HELPING HAND TOWARDS THE COMMUNITY Melissa Wooley and Nathan Wright hoiding the gifts purchased for "My Sister's House" shelter. For Christmas of 2000, the Holiday Inn associates joined together to give Christmas gifts to three of the needy families living at "My Sister's House". This local shelter offers protection and assistance to mothers and children fleeing violence and abuse in their homes. In addition, three car loads of new and used clothing and toys were collected and delivered to "Second Season" resale shop which gives clothing to the shelter residents and sells items to the public, with all proceeds going to the shelter, The associates have already begun plans to help make Christmas happier for even more families at "My Sister's House" for Christmas 2001. Way to go team, keep up that spirit!!! HOWARD JOHNSON NAMES EMPLOYEE OF THE MONTH Agustina Arauz, from the Housekeeping aepanment, was named "Employee of the Month" for the month of March 2001, ted f Ri}® the pCs ltat lations! Ic in connat%ti^- ...!— Walter F elft coca - g 0 The "coveted" Marriott Gold Award for Guest SatisfactionYear 2000 awarded to Residence Inn. Way to Go Teani!I'.''! Sheila Niswonger, Residence Employee of the Year 2000 Anne Bullock, Residence Ian Guest Care Leader 2000 Sondra Goes up the Ladder! Sondra Glaspy, new Rooms Division Manager at the Sheraton and fornteAssistant G.M. for Residence Inn 02- if 5 • �S "e r"q-ato"1 w - V pd zate *Kristie Sager, Front Office Manager, had a baby girl in October, and Kizzy Frazier had a baby boy in December. Congratulations to both of them!!? *The Sheraton Atlantic Beach went through an important renovation. All rooms received new paint, new carpet, new bedding, ttew drapes & sheets. Bathrooms, corridors and banquet department were also revamped. Enioy! r Congratulations to the Employees of the Month: November 2000:JohnCompton December 2000: Rose Johnson January 2001: Cathy Moore February 2001: Sam Mereness Manager of the 4th Quarter 2000 "fiery Ussery, Director of Personnel, was named Manager of the 4th Quarter 2000. Keep Up the Good Work, Terry! in Like a True Team during Sprinkle Flood The same day the twins were born (water is a good omen, Mr. Watson) the hotel had 45,000 gallons of water from the 5th to the 1 st floor and the property was shut down for 4 days. The staff jumped in like a true teamaBanquet,Front Desk, Maintenance, Housekeeping, and Kitchen worked hard to save the day. Thanks to this joint effort, the flood was a minimum inconvenience to the guests, who were relocated to the sister properties (Days Inn & Hampton). Tina Purifoy Named Ambassador of the Month The Assistant Director of Sales at the Sheraton Atlantic Beach made Ambassador of the Month of February 2001, for the local Chamber °: of Commerce. Iler_': responsibilities at the hotel include r_ soliciting groups to hold conferences and conventions at the Sheraton. She currently co-chairs the Chamber's Leadership Carteret 2001. Tina's personality is the perfect tool to secure and welcome new members, as well as meet and greet old ones. Shcraton staff at IIalloween party 2000. "AII Dressed up and no place to go"!!! ZI Restaurant Staff at I-lalloween Party 2000 Welcome! The Sheraton Atlantic Beach welcomes the following new associates: January Sharon Coleman, Restaurant Janet Pinckney, Front Desk Donna Plesser, Ilousekeeping February Leticia Ashton, Housekeeping Robert Belvins, Banquel Peggy Burrus, Restaurant Joslwa Champion, Hellman Donna Coleman, Front Desk Desiree Cook, Gift Shop Debbie Geiling, Gift Shop March Martha Alejandro, I IK Joseph Airenta, Kitchen Marie Cost -Webb, Kitchen Marcela Bojorquez, Laundry Guadalupe de la Cruz., HK Elector de la Cruz, Kitchen Miguel Dominguez, HK Joey Furtner, Restaurant Julie Gonzales, Laundry Will Grant, Restaurant Antonia I lernandez, HK Ulises Jauregue, Lobby Maria Rite Jimenez, HK Ana Jimenez, Housekeeping Jamic Johnson, Banquets Jesse Landers, Bellman linriqueta Magana, HK Katrina Mitchell, Housekeeping OUTS'T'ANDING RATINGS" The hotel is proud to announce that the overall rating of the November 2000 Associate Opinion Survery was 91`% and the l luman Resources internal Audit was an outstanding Subh@&'o o l'tFie public item if 2- 9 on �� Y U 2 i Walter Foem!atn Citv Cly *Rob Watson had TWIN BOYS!!! Yes, the Shcraton' s 4 General Manager was doubly blessed on December 9th. Congratulations!! *Kristie Sager, Front Office Manager, had a baby girl in October, and Kizzy Frazier had a baby boy in December. Congratulations to both of them!!? *The Sheraton Atlantic Beach went through an important renovation. All rooms received new paint, new carpet, new bedding, ttew drapes & sheets. Bathrooms, corridors and banquet department were also revamped. Enioy! r Congratulations to the Employees of the Month: November 2000:JohnCompton December 2000: Rose Johnson January 2001: Cathy Moore February 2001: Sam Mereness Manager of the 4th Quarter 2000 "fiery Ussery, Director of Personnel, was named Manager of the 4th Quarter 2000. Keep Up the Good Work, Terry! in Like a True Team during Sprinkle Flood The same day the twins were born (water is a good omen, Mr. Watson) the hotel had 45,000 gallons of water from the 5th to the 1 st floor and the property was shut down for 4 days. The staff jumped in like a true teamaBanquet,Front Desk, Maintenance, Housekeeping, and Kitchen worked hard to save the day. Thanks to this joint effort, the flood was a minimum inconvenience to the guests, who were relocated to the sister properties (Days Inn & Hampton). Tina Purifoy Named Ambassador of the Month The Assistant Director of Sales at the Sheraton Atlantic Beach made Ambassador of the Month of February 2001, for the local Chamber °: of Commerce. Iler_': responsibilities at the hotel include r_ soliciting groups to hold conferences and conventions at the Sheraton. She currently co-chairs the Chamber's Leadership Carteret 2001. Tina's personality is the perfect tool to secure and welcome new members, as well as meet and greet old ones. Shcraton staff at IIalloween party 2000. "AII Dressed up and no place to go"!!! ZI Restaurant Staff at I-lalloween Party 2000 Welcome! The Sheraton Atlantic Beach welcomes the following new associates: January Sharon Coleman, Restaurant Janet Pinckney, Front Desk Donna Plesser, Ilousekeeping February Leticia Ashton, Housekeeping Robert Belvins, Banquel Peggy Burrus, Restaurant Joslwa Champion, Hellman Donna Coleman, Front Desk Desiree Cook, Gift Shop Debbie Geiling, Gift Shop March Martha Alejandro, I IK Joseph Airenta, Kitchen Marie Cost -Webb, Kitchen Marcela Bojorquez, Laundry Guadalupe de la Cruz., HK Elector de la Cruz, Kitchen Miguel Dominguez, HK Joey Furtner, Restaurant Julie Gonzales, Laundry Will Grant, Restaurant Antonia I lernandez, HK Ulises Jauregue, Lobby Maria Rite Jimenez, HK Ana Jimenez, Housekeeping Jamic Johnson, Banquets Jesse Landers, Bellman linriqueta Magana, HK Katrina Mitchell, Housekeeping OUTS'T'ANDING RATINGS" The hotel is proud to announce that the overall rating of the November 2000 Associate Opinion Survery was 91`% and the l luman Resources internal Audit was an outstanding Subh@&'o o l'tFie public item if 2- 9 on �� Y U 2 i Walter Foem!atn Citv Cly 0 0 Days inn Atlantic Beach Maintained the "Signature" Legend LEGENDARY SERVICE A guest approached the Front Desk during the end of the night shift. She had a puzzled took on her face and seemed very anxious. "Here comes a problem," the night clerk thought. "I am looking for something to write on," the guest said, "Do you have a comment card that I can fill out?" "I knew it", the night clerk thought handing her the card. Overwhelmingly, the guest stated: "This is the first time I have been away from my family alone. I must admit I was very uncomfortable in the room and needed to speak with someone, I called the front desk and told William, the night clerk how 1 felt. The gentleman was very pleasant to me and assured me I would be safe in the room and reminded me to secure the patio door and put the chain lock on the door. Later he called to see how I was doing. He also stated if I was still uncomfortable, it would be okay to come and sit in the lobby until I felt better. He would sit with me for a while. You all have been so nice to me. Please tell William thank you for making my night stay a pleasant and safe one." The guest handed the comment card to the clerk and walked away. A little caring does go a long way. Great job William! Comric CtdverwelI, Carlie Hill, Tonya Seely, Shari Pogledich, and William Hill, Jr. Not just ordinary training for this bunch! Shari Pogledich, Regional Trainer from "Signature" Sale and Service Training Program, joined the Days Inn staff celebration after a morning training session with the Front Desk crew proved to be a celebration in itself. Kudos to the Front Desk team! They were the first in the region to score perfectly 4 out of 5 consecutive months on the sales and service training program. "The Magic formula lives on." Recognizing the "Cream of the Crop" Al Krufulewski and William Hill Jr., Employees of the Month for December 2000 and January 2001. Also, ]vans James, Employee of the Year 2000. With them in the picture, Crimson Brandon. Terry Coltabaugh, General Manager, presented lvana James, Executive Housekeeper & Velma Morris, Laundry Attendant, with the Tecton three years recognition pin. Ivana James, Executive Ifousekeeper & Employee of the Year 2000, receives a plaque and a gift from Terry Coltabaug Tooting Her Own Horn Al Krutulewski, Night Auditor, becomes a trumpet virtuoso on her days off as she joins the new community band. We are all proud of AI's various abilities!! Submitted late the i record in connection item L2 --'q on L_>- 9 --Walter Fo man 02— 115 Citv Clea • • ^A� �` .: v g R f3 ■ry,� [yA 3 '.i i € 8 E88 �. �� 8 �� -849 8€ ^� �EBY 5 �g5 ff -. �`�38 �ffiE Bmf.: �ui 3Rae a;'7ae2r'� @'&`f&e`��,�.ss§..ce��a'�i?���e Let the Slars Shine af Comforl Inn Asheboro!',,' Veronica Ste, Veronica Stevenson, the Employee of the Month for January 2000, has been with the hotel since September 2000. She quickly made herself and important part of the team with her outstanding guest service skills. Veronica has merited many positive comment cards and guest feedback. She also cross trained on night audit to till in when our full-time auditor had to be out for several weeks. I ler positive attitude and genuine nature make her a pleasure to have on the team. Keep it up, Veronica! Happy Birthdays! January Lynda horn 119 Richard BUI-ChOt 1/18 February Faye Johnson 2127 Joan Evans 2/11 Melissa Valdez 2121 March Veronica Stevenson 3128 April Jim McDonald 4122 Larry McPherson 4/22 May Erika Defrccce 5122 Melissa Turner 5/27 Judy OCheltree, the Employee of the Month for February 2000, has been at the property since April 1999 and goner -ally works the weekday A -Shift. She has been the "go to" person for the new GM when she needed information about events happening prior to her• arrival. Judy has also set herself apart by being flexible and happily covering shifts that fell out of her normal schedule on a regular basis through the first quarter. Her reliability and dedication are second to none! Happy Anniversaries! One Year Josephine Ownsbey 2101 Lynda Horn 3114 Two Years Judith Ocheltree 4121 Larry McPherson 5125 Four Years Faye Johnson 2127 Marilyn Mcneill 2/13 Seven Years Everett Moffitt 4116 kJLIUUGI L.UUV. Ill: ll[l� UC:GU[IlG invaluable in keeping up a property that is in its twelfth year and ready for a renovation. He takes pride in all of his work and does not believe in makeshift fixes or "temporary" repairs. Any task that he takes on will be done right the first time. Richard has been very budget conscious and has kept his spending below budget with his cost comparisons and ability to find a good deal. In spite of all this, he always has a smile and pleasant word for anyone he sees! Thank you, Richard! A Note from the G.M. I would like to publicly thank all of my team members for the welcome and support I have received since my arrival in October. The dedication and hard work of each team member has made the transition a very positive one for me and I look forward to a successful future here in Asheboro. Thanks again! Melissa Thompson Submitted into the public record in connection with itPM p2 ^'? nn %^ ^ds- 02- 115 Walter Foeman City Cldtk ! 0 iiN O { {r6 8 Ramada Inn Briefs The Ramada Inn Baton Rouge hosted the movie crew and production staff for a movie called `Behind the Sun", starring Billy Bob Thornton, Sela Ward and Patricia 0 Arquette. They stayed at the property for over a month. One of the bartenders, Clay Gann, was casted as an extra in the movie. That's what we call being at the right place at the right time! After twenty years, the Ramada Inn's Executive Chef, Neala Bradley, rejoiced over her new convection oven. Congratulations, Neala! ! ! Associates at Ramada Inn found out that Terry Coltabaugh, G.M. at Days Inn, and Lilliana Dau, Rooms Manager at Dupont Plaza, have something in common: They both love banana pudding! "The Pet" At the beginning of May, the Audubon Zoo in New Orleans was appearing on a local broadcast and requested permission to house a small animal on property overnight. They claimed that the pet would remain in a cage in the room of the employee from the zoo. Imagine the surprise of the staff the next morning when they saw on television that"the pet"was a 15 foot python!!!!! News from "Around the Crowne" On February 27, 2001, associates from the Crowne Plaza, in Cincinnati, participated in the Crowne Plaza Pride Day sponsored by the TQM Committee. On this ocassion, the point was made that when we are professionally dressed and well groomed, we feel good about ourselves and our job. Annie Harrison, chairperson of this event, directed the team of volunteers on how to o°O ;;sew buttons, searns, patches, mends, and o hems. With the supplies 0 o Annie brought from her o O home, supplemented by o a Walmart stop, Valet's blank natnetags, and Mary Fisher's sewing machine, the team fixed 16 uniforms and engraved 35 nametags within the alloted four hour period of time. Every body had fun showing their Crowne Plaza Pride and eating Pizza, drinking root beer and singinig along with Santana on Annie Harrison's CD. Special thank you to the volunteers: Annie Harrison and Amy Rossi (cranking it out as the nametag making guru.) Also, Mary Fisher saving the day reattaching pockets and pant hems with her machine. Let's not forget Ralph Kaiser on buttons, A Ralph Kaiser Button Award was given by the end of the day. New Faces in All the Right Places The Crowne Plaza welcomes the following new associates: Kimberly Love - Room Attendant Miranda Watkins - Room Attendant Charles Hickman - Banquet Houseman Natasha Betts - Room Attendant Raul Araneta - Housekeeping Houseman Nadeana Stormer Room Attendan Shanika Sandidge - Room Attendant Q: How often does the Crowne Plaza offer turn -down service to executive level guests? A: Seven days a week!!W! Submitted into the public itaM pz - q_ on -2- °s 0 2 -- 115 Walter Foeman cityMft A� -'jg 5 � �:..o. e&„d"aE�& e"'�a e�A� s -E:3 y e ��ie� �nisr�a�� eaA b e NvEaeeti �'�- � �-'�Y!e`s � y tW-E" "iB:: � h-��".s-. . HIM ". E �3 E�r�e, 8�g [e,s; E� ' �g.s � �g�g ��g�_yyf���ggdY 9��8� i�.y 3, y 8��8H�E�� Eg86 8" �� � aL p�q� d� y,a � p��8� �f ��°$�. � � F � � 8$� 'W BL�Y�"�b�� 8 a ,20*1 =tS �P�S$ %a m - a e & a :a � d " _ 6AB �a 3� � WIN � s 2� � M � ������. .ear .a tea- ��� = " �� C _ _.� � as �� oar i. a: E2. a.�.� April 26, 200' Take our Daughters to Work DRY On April 26, 2001, millions of girls ages 9 to 15 will go to work with a parent or mentor on the ninth annual "Take Our Daughters to Work Day". It is an event dedicated to the ideas, thoughts, feelings, spirit, and dreams of girls throughout the United States. The theme for this year is "Girl Force". The workforce is rapidly changing as we enter the 21 st Century. Each year more and more women join the ranks of working America. In fact, the number of working Diversity and gender women has grown from equality in the 18.4 million in 1950 to workplace are 63 million in 1997. fundamental beliefs of Employers are this organization. increasingly demanding a more highly trained, diversified, and technologically savvy workforce. "Take our Daughters to Work Day" provides employer and parents the perfect opportunity to focus on helping girls learn which skills are needed for the jobs of the future. The vision is that a day at work will heighten It is an event dedicated to the ideas, thoughts, feelings, spirit, and dreams of girls throughout the United States. By Robert Porter, Director of Human Resources young women's aspirations and help them make the connection between academic success and success in the real world. Seeing what women, in particular, do in the workplace will provide valuable insight into what their professional lives may be like in the future. Since 1993, every fourth Thursday in April, millions of young women get a chance to see the broadest range of opportunities in the work world: they draft legislation, build skyscrapers, fight fires, explore the solar system, conduct orchestras, --you name it. The opportunity to see a parent or mentor in the workplace has made a real difference to a generation of young women. On April 26th, 2001, workplaces across the country will demonstrate to young women that new and exciting career opportunities will be available to them in the new millennium. This will be the third year that Tecton has sponsored this event. Diversity and gender equality in the workplace are fundamental beliefs of this organization. We strongly encourage our associates to bring your daughters to work on April 26th. We challenge our property management staffs to design activities focused on building the self-esteem of our young women. We encourage you to approach the day in an enthusiastic fashion; to focus positive attention on the remarkable abilities of our female associates, to urge our young women to speak their minds, and to trust their own judgement. Submitted into the record in conn lblia with n rn .f ,r-- z onn! Y" oii. 02_ x,15 Walter Foeman City Clark • 0 ;1 OTI CTQNT1uar first Quarter 2 Letters that Make us Proud Mr. J.W. Marriott, Jr. Marriott International, Inc. One Marriott Drive Washington DC 20056 Dear Mr. Marriott: It's not often that one has the opportunity to write letters of appreciation for services received. This is not the case In my situation. I have been on detail In eastern North Carolina since November of 1999 working In large part on the clean up Involved with Hurricane Floyd. Since approximately March of 2000,1 have had the pleasure of staying at the Residence Inn located In Rocky Mount, North Carolina. I have stayed at more hotels than I care to even think about In my past 18 years of government employment, but none as nice and ran with such professionalism as this onel Steve Butcher and his staff are to be commended for a top-notch operation. It means a lot, when spending so much time away from home, to find a place that makes one feel comfortable and welcome. Whether It Is the wake-up call In the morning to the great meals at night, everything Is handled with a great attitude and a smile. When staff members start remembering your spouse and child's name (that they only see monthly) you know you are in great company) So a special thanks to all those who, for almost a year now, have made me feel so "at home". � �ylaliet Y•ett gonna PO Sox 194 1 Wilkesboro NC 28697 1R/i' r 3. 34h February 12, 2001 Janus Y e N x Y 0stality �tON yipr WaY Z� leai e Blvd' gaUiBiScay god 1v3 131 Suite FL 33 s 4aW yA , teal. al Nuf4nl We deft d0 Y Mr, d a re p001 h 1)rlan Dear you a en ha 'Aaspace%,, u d ge tarfo tin9 as Gook e, HaOr US th early SO r g j 1� d a "f'hcogk e %4'refrPrare u r Fb gore tmy huloan e d sr, v f refe eof'0ki w Jer y OYaatas Wsto e inthre wO d`ookies in N Lina Of Siesta lywar, Ada qY the say jn pqr 'Aarrio th tt 01% h welset the ton oJeYOiou Hard ust 2fl4a f 4 YOo% Chatdeciaed d thatstopd open Nq din t u rete i by Yopj r �o a d we Wed 1 M V1011pC ha, 1 We l was g%Stgr eneede Ae An lyOckand cyan table' Wjllia thing w ve but We Sired ill avai Crystaed everattf-4r, diner u0t 00 ,A itl jell nt. a ex9 Was c} nt OU 1,P {We eould a tavle ask. Wkpow ,,,hour b tiutba ty, ec be jda t sWe tens e'e time, dent to lssent are seat d tea, t 1t bac �}1 grey j a the con kSV i0g' we neo Are _sen ked �s 40U�d o the ng0 5ee unsweenut Shriwasn't Said Ae ,,j ,o so ed deYed cote shrim oYder and Booked �s e k 81 nQ qa d asked ITI Sincerely, CJ.rt� C,tvze'1i Gregory M. U• goner Technician USDAINRCS middle : 2 1 Jnked s° cToo s i 11 bkOd e Whenink arriOto MY tt h so Cook lebankep a�lcor'1dn?tt Came t the cookWalked at Teast�,,iv it. he Usistened fe Were act into t ire ca° get brought°k1e• °� tale 9,,, the hCy1710 ta after to ked if them to oraial bat oe and Crystal and er 9 PHO ( to n wish t as the fol )owtnYthf g th milk, fo.us Ob iced ted h ad asked ✓a he Cling more in we they ey the ', Robin me, r na d• Th had th do the Into la f eTi.YstaT t , even made ars there e could actions g of Md tor rmth our ass of dy P14 Thankin thesfu 4 Oat° at t esafejV ret ' 8eca4sday You for enabling us to motel and ti 1So o 0 Mee Sincerely. Robin and Cr.Ys to 1. Donna an Unit) Mfd°fght ter kOrr Saran ta4 Pass Rd fT 3424 SS Submitted Into the r . i. TIJ t O N HOSPITALITY record in Connection item UAf on LARI 300 Biscayne Blvd. Way, Suite 1100 * Miami, FL 33131 * (305) 577-8484 * Fax (305) 577-8228 Walter Fo a2-- 115 0 • Vol. I No. 2 June 15,'1998 TECTON TIMES A Newsletter For The Employees of Tecton Hospitality Tecton Hospitality adds two new properties, opens Jimmy Johnson's Restaurant and breaks ground on a new hotel TFCTON HOSPITALITY has added Mo new properties to its cturent Operations. They are, the Days Inn and Suites, a 90 room hotel, which is located in Atlantic Beach, North (.'arOilna. With Rob Watson as the new (.teneral Managcr; and the Fifth Season Hotel, a 200 room lull -service hotel, which is located in Oklahoma City, with Roger Brown as the new General Manager. We would like to take this opportunity to welcome these properties and their staff to the Tecton Family and look forward to hearing from them ur our Newsletters. .DAYS IN Atlantic Beach Tecton Soon to Break Ground on New Hotel in North Carolina There is a new Residence Incl by Marriott coming to Rocky Mount, North Carolina and Tecton is proud to announce that it will become part of its management portfolio. The new 72 unit extended stay hotel will be located next to the Holiday Inn and Comfort Inn which are already operated by Tecton. The hotel is due to break ground in the middle of July, 1998 and is scheduled tr, be completed by the end of May, 1909. The executives at Tecton are thrilled to be a pant of this project and are looking forward to its convIetion. Jimmy Johnson's Opens To Rave Revues Jimmy Johnson Three Rings Bar and Grill opened on December 15, 1997 to rave revues. The employees, food and newly constructed building have all exceeded expectations. The restaurant was built alongside our Clarion Hotel and Conference Center, located in Oklahoma City, Oklahoma and is a sports themed bar and grill, which includes big screen televisions, a state of (lie art game room, and outside patio dining. The response has been fantastic in the Oklahoma City area. A special thanks to all the people involved in the project for making it such a grand success! Sub itted i to the pubbe recor _ 'n -connection wfth Waiter Foemen ® 115 city Glen( 0 . 2 TECTON TIMES Clarion, 4KC., Recognizes Employee's of the Month The Executive staff of the Clarion hotel in Oklahoma City would like to recognize the following employees of the month for their exceptional service: January - Aldo Cifuentt.s - Housekeeping February -.foe Cubit -engineering March - David Guerrero -Food & Beverage April - Congratulations to each of you and thanks for your effort! 77,0MENELF-7741 Open Your Heart— How you feel emotionally can affect you physically, i .�o 27 Secrets to Happiness (Submitted by the staff at Clarion O.C.) Live beneath your means Return everything you borrow Stop blaming other people Admit it when you make a mistake Give and clothes you haven't worn in the past 3 years to charity Listen more:Talk less 'Fake a daily 30 minute walk in your neighborhood Strive for excellence, not perfection Be on time Don't make excuses Don't argue the unimportant Get organized Be kind to people Be even kinder to unkind people Let someone cut ahead of you in line Take time to be alone Reread a favorite book Cultivate good manners Be humble Understand and accept that life is not always fair Know when to say something Know when to keep your mouth shutl Try to go 24 hours without criticizing someone Learn from the past and plan for the future Don't sweat the small stuff' Pray everyday and thank the lord for your blessings! New Employees The Clarion Hotel and Conference Center in Oklahoma City and the staff at Tecton Hospitality's corporate offices would like to welcome the following new employees: Suzie Rankin - Catering Coordinator Toe Potter - Controller Winnie Fox -Guest Service Coord. Paft*tRiedejaWs ftbpubllo item fe-�M on'.Lr''_'— May '151996 Hospitality Personality Power Training The Clarion Executive committee believes in promoting "Hospitality Personality" as a culture and a way of life at their Hotel. In keeping with this belief, they developed D.C.L.'s HPPT (David C. Littlefield's Hospitality Personality Power Training), HPPT's 10 points of concentration are: Eye Contact Greeting Response Accountability 100% Guest Satisfaction Positive Body Language Keep Smiling Acknowledge Guests Encourage Conversation Expressing Appreciation to Guests for Staying at the Hotel These points are taught every Thursday by Mr. Littlefield. Each department head sends one person from his staff to this motivating and stirring session. Those that attend emerge with a better understanding and are more inspired to provide quality guest services to our customers, It has received a FANTASTIC response from employees and will be used as another tool in providing "Fantastic Hospitality" for a long time to come. Waltef F"an 02- City Cle& 15 CJ 3 TECTON TIMES Comfort Inn Rocky Mount, North Carolina Achieves Perfect 10 Congratulations to the front desk staff of the Comfort Inn Rocky Mount for being the first Tecton property to achieve a perfect 10 of 10 in the Signature Training Program. your General Manager Bruce Grubb, General Manager of the Comfort Inn. in Rocky Mount, North C'arotina would like to take this opportunity to thank all of his housekeeping staff for taking such good care of the Rotary Youth Learning Association that the hotel hosted in March. He states "Mr. Steve Denning was very satisfied that atter 6 years of Dying, he has finally found a hotel that accommodated him to his exact needs. WAY TO GO TEAM! THE STAFF AT THE COMFORT INN WOULD LIKE TO CONGRATI ILATH CATHERINE JOHNSON ON THE DELIVERY OF FIER BRAND NEW BABY DAUGHTER! TI-iL;Y SAY..."SHE IS SUCI I A cuTIE!" JOE'S GINGER SALMON ingredients: r tablespoon + z teaspoons vegetable oil 4 salmon fillets (6 oz eachl fa Servings) z tablespoons brown sugar, packed 3 tablespoons Prep time: Kikkoman Lite Soy Sauce 7 minutes z tablespoons dry white wine z tablespoons lemon juice Gook time: r teaspoon minced garlic 10 minutes r teaspoon grated fresh ginger root i12 teaspoon hot pepper sauce "4 cup minced onion 1. Heat 1 tablespoon of oil in large skillet over high heat; add salmon. 2. Cover; reduce heat to medium- high. Cook 6 minutes, turning over halfway. 3. Remove salmon; keep warm. Drain off oil. 4. Combine next 7 ingredients. S. Heat remaining 2 teaspoons oil in same pan. Add onion; saute 1 minute. 6. Stir in lite soy sauce mixture; cook 1 minute to thicken glaze slightly. 7. Return salmon; cook I minute, turning over once. VIP CORPORATE COCKTAIL PARTY A SUCCESS The executive management at the Comfort Inn in Rocky Mount are hosting a weekly VIP Corporate Cocktail hour for its corporate guests. The response has been outstanding and the staff feel that it has been a very positive vehicle for building a better relationship between them and their corporate guests. subMitted into the pubft record in connectlon with ea.,..., ipxt4 nn I -"04-0'r • May 1511998' BEAUTY TIP Glasses and Glamour Glasses can completely change the way makeup looks. Here are a few things to keep in mind when wearing eye makeup and glasses. 1). Because reading glasses magnify your eyes, use a magnifying mirror when applying makeup. That way, you'll see your makeup as the rest of the world does. 2). Darken eyeliner and contour colors so they show behind your lenses. 3). To make your eyes look larger, apply a brown -toned eyeliner and then fill in your brows with a pencil or powder in a similar color. Greetings from the Hampton Inn, North Carolina Greetings from coastal North Carolina!! Spring is finally here and with the spring flowers and showers, the pilgrimage of the sun worshipers has begun. Along with the he hoards of beach lovers, come the tour groups. Both senior citizens and students alike travel from points as far away as South Dakota to visit our beautiful beaches and historic sites. This is only the beginning, though. By June, our sleepy little county with a population of under 60,000 people, will grow to a population of over 150,000. Talk about traffic! In preparation for a busy spring and summer season, the Hampton Inn has begun an amenity upgrade program that should be completed by June. Changes that our guests will find include the addition of a fitness center, a business center, 25" color televisions in the guest rooms, in -room coffee makers, irons and ironing boards and hair dryers in every room. All of these upgrades are making our property a very sought after accommodation. Walter Foemaln 02— 4 15 CitV Clerk'! 4'TECTON TIMESMay fib, X898:: HAMPTON INN SCORES HIGH POINTS IN SIGNATURE TRAINING The management of the property wishes to extend their congratulations to the front desk staff - Ray, Bridged, Steve, Christy, .Terry, Karen and Connie for scoring in the mid to upper 90% for the last G months of their Signature Shop Calls!': GREAT WORK, GANG!!! THE: STAFF OF THE HAMPTON INN WOULD LIKE TO EXTEND THEIR CONGRATULATIONS TO PATRICIA C:ASTRO OF THEIR HOUSEKEEPING DEPARTMENT ON THE BIRTH OF HER BEAUTIFI IL DAUGHTER, KAREN ELIZABETH, BORN APRIL 13 AT 1 l P.M. ANI) WEIGHED IN AT 8 LBS. 4 OZS. WELCOME TO THE WORLD KAREN ELIZABETH! -=b=etooWyoub00k" e oM ah+i.. ubmitted Into tho publld 3GOrd in Gonneotion with am:fY-,:q -on, 1Z ^or Dupont Plaza Center Miami, Florida What's Happening at Comfort Inn, Asheboro All of the first floor rooms were renovated as of March 1, 1998 and the hotel has added a brand new fitness room for their guest to use. It has already been a big hit with the guests! The hotel also sponsored the March of Dimes Walk in Asheboro. This organization raises money for the research and prevention of birth defects. Plans for the hotel's 4th Annual Employee Picnic are in progress. The picnic allows the employees to get to know each other, especially those in different departments. The picnic is for the employees and their families to enjoy. Also, the hotel is again sponsoring the North Carolina Zoological Park. The North Carolina Zoo is ranked in the top five among Natural Habitat Zoos and is a major attraction in the Asheboro area. Keep in mind, any Tecton employee that comes to stay at the Comfort Inn in Asheboro, will receive two complimentary passes to the zoo. Thanks Beckie! 19 -- Employee Honored at Luncheon Earlier this year, the Comfort Inn in Asheboro, North Carolina hosted a luncheon to honor Everett Moffitt, the Employee of the Year for 1997. Everett is their Breakfast Bar Attendant and has been with the hotel for the past four years. CONGRATULATIONS EVERETT FROM THE STAFF AT TECTON HOSPITALITY! Thehotel has since already selected three employees for eligibility in 1998. They are Ken Alderman in the Maintenance Department, 'Fina Ward in Guest Services and Jo Ownsbey in Housekeeping. GOOD LUCK "f0 TACH OF YOU! Hampton Inn Walks Away With Three Distinguished Awards at Tecton's Annual Meeting Written By Barry J. Harris Morehead City, NC, - Long known for duality service and excellent accommodations, the 120 room Hampton Inn, located on Bogue Sound, was recognized at the Tecton Hospitality Annual General Manager's Meeting in Oklahoma City last month. Gene Conover, who heads up the team, was presented with highest individual award, General Manager of the Year. Throughout 1997, Gene consistently exceeded expectations and goals that were established for Customer Satisfaction, Employee Satisfaction and Profitability. (Continued on Page 5) • 0 5 TECTON TIMES Gene Conover, GM of the Year, 1997 GM, Hampton Inn, Morehead City. NC (continued from Page 4) In addition to the prestigious award, the Hampton lnn was also recognized as achieving the highest Customer Satisfaction `core as well as having the highest ranking, staff in Friendliness and ! ;tlicienq as graded by the hotel's guests Gene and Iris team have certainly worked hard all year and these awards are a direct result in their efforts to exceed the customer's expectations" according to Richard Millard, President and Cl,,() or Tecton Hospitality. The I Iamplon ]nn is one of 5 hotels currently managed by Tccton in North Carolina soon to be followed by a 6th, which is currently under development. In 1997, the Hampton Inn sought new ways to meet and exceed guest's needs and added a fitness Center and a 1;usincss Center which followed up last years room renovation project. With all of this attention being paid to details and the customer's comfort, Gene wants to make sure that the Hampton Inn will come out on top in next years Jectosl Conference. Tecton Welcomes Days Inn & Suites to its Family The Days Inn & Suites in Atlantic Beach, North Carolina was recently added to the Tecton Hospitality family. With 90 rooms, the properly boasts a new completed and upgraded Continental Breakfast area, newly extended pool deck and new umbrellas oft the pool area for sunbathers, and a beautiful new fish tank in the lobby, which really looks great! The property is minutes from the beautiful Atlantic Beach Beaches and will be renovating the guests rooms in the near future by adding new drapes, new televisions, AM/FM clock radios, irons and boards and microwaves. The exterior of the property will also be painted and a new key system will be installed. Tecton's corporate office, as well as our other hotels, would like to take this opportunity to welcome the hotel's management and staff to its family. RS. THE MANAGEMENT AT THE; HOTEL IS EXTENDING TO TECTON EMPLOYEES THE OPPORTUNITY TO COME TO THF. BEACH FOR SOME FUN IN THE SUN. EMI"LOYEE RATES ARE AVAILABLE SUNDAY THRU "TI IURSDAY. JUST CALL 1-800- 972-3297 FOR ADDITIONAL INFORMATION, Tecton Hospitality's Fearless Leaders! Richard Millard. President &CEO Raul Leal. Executive, VP, Operations May 15,'1996 DAYS INN & SUITES CELEBRATE PROMOTIONS, NEW HIRES AND BIRTHDAYS! Promotions: Lynn Boyd was promoted from Guest Services Representative to Front Office Supervisor, Debbie Bishop was promoted from Front Desk Supervisor to front Office Manager. CONGRATULATIONS TO BOTH OF YOU ON YOUR WILL DESERVED PROMOTIONS! New Hires: The Days Inn & Suites, along with Tecton Hospitality would like to welcome the following people to the Hotel: Kimberly Green was recently hired as a Guest Services Representative. She recently moved to the area from Atlanta, Georgia, with her new husband, who is in the Coast Guard. Ellen Laubner was hired in mid February as Sales/Reservation Manager. Ms, Laubner moved to the beach area from Boston, MA and comes from a hospitality background. She is a graduate of Johnson and Wales University in Providence, RI. WELCOMETO THE FAMILY! The Management and Staff of Days Inn and Suites and the corporate office of Tecton Hospitality would like to wish the following people a very happy birthday: Steven Eubanks - April 24 Al Althesina - April 23 Rob Watson - April 25 HAPPY BIRTHDAY !!t!!!t Submitted into the public item f Z_� On t—�=� m J Walter Foemarl+ d 104 City Clerk E 6 TECTON TIMES "I AM A FRONT DESK CLERK" (Submitted by employees of the Holiday ]nn in Rocky Mount, North Carolina) I have advanced degrees in Accounting, Public Relations, Marketing, Business, Computer Science, Civil Engineering, and Swahili. Cif course, I have the reservation that you hooked six years ago, even though You do not have the confirmation number, and you think it was made under a name that starts with an "X". It is not a problem for me to get connecting, non-smoking, pool side, downstairs, outside suites (with two king size beds), four rollaways, and yes, I would be happy to install and stock a wet bar tat no extra charge). 0h, yes, I know it is my fault that we do not have a helicopter landing pad. 1 am the front desk clerk. I am expected to speak all languages. It is obvious to me that when you booked your reservation fir Friday, that you really meant Saturday. My computer has entrusted me with all your financial information and decisions. And yes, l can tell from memory that your bill from March 16. 1969 contained a 24 cent phone charge, because you obviously never pay yotu• phone charges. I understand that "Me Gilligutty' Widget Manufacturing" is a vast industry that will make or break our hotel. Yes, I am lying to you when f say we have no more rooms available, and it is not a problem for me to construct several more guest rooms. 'I•his time I will not forget the helicopter landing pad, 1 am a front desk clerk and I am quite capable of: "check 3 people in, 2 people out, take 5 reservations, answer 15 incoming calls, and plunge -the toilet in room 121, all at the same time." I always know exactly where the best vegetarian, kosher, Mongolian and BBQ restaurants are. I know exactly what to see and do in the city in under 15 minutes (without spending any money). I take personal blame for airline delays, traffic jams, rental car flat tires, lost luggage, missed connecting flights, and the national debt as well. I realize that you meant to book your reservation here, people often confuse us with the "Galaxy Delight Hotel of Antarctica". Of course I can fit you in and yes, I would be happy to honor the special $1.00 rate because you are affiliated with the "Accounting and Bagel Association of Greenland." Yes, I will be happy to cash your Japanese travelers cheques for real dollars, even though it is for 10,000 Yen. Of course I know all current exchange rates, after all, I am a front desk clerk. We are expected to smile, empathize, console, upsell, downsell, (and know when to do which), perform, sing, dance, and fix the printers (all at the same time), because, "I am a front desk clerk." Karen Myers_ Clarion Hotel & Conference Center. OKC, Collecting Balloons after Employee Rally, April 3rd, 1998 ®2- 115 0 DID YOU EVER THINK ABOUT THIS...? (Also, submitted by Holiday Inn, Rocky Mount) If love is blind, why is lingerie so popular?? If the #2 pencil is the most popular, why is it still #2?? Why do banks charge you a "non - sufficient funds fee" on money they already know you don't have?? Tell a man that there are 400 billion stars and he'll believe you. Tell him the bench has wet paint and he has to touch it. Sooner or later, doesn't everyone stop smoking?? Holiday Inn Rocky Mount gets new Director of Sales Mike Mason, formerly Director of Convention Sales and Visitor Bureau for Winston-Salem, has been named the new Director of Sales for the Rocky Mount complex, which consists of Holiday Inn, Comfort Inn and the Gateway Convention Center, Mr. Mason, who has been in the hospitality field for the past six years, had this to say, "I am very excited about my new responsibilities in Rocky Mount. We are facing a challenging future and I am glad to be a part of this team and a part of the'recton family." BERT LINN has also recently joined the hotel's staff as Sales Office Manager. Mr. Linn has recently worked in the mortgage department of a local mortgage company as a loan originator. He has also worked in the hospitality field in Newark, Ohio area for several years before coming to the Rocky Mount area. We all welcome Mr. Mason and Mr. Linn to Tecton Hospitality and wish them much success in their new positions. submitted into the publig record In connection with iterrl A2�- on >4 �---� Walter Foeman 7 TECTON TIMES APRIL BIRTHDAYS The staff and management of the Holiday Inn Rocky Mount would like to celebrate the following birthdays: Judson Major - April 1 Veronica Smith - April 4 Reginald Barnes - April 5 Geraldine Lewis - April 7 Demetrius Morgan - April 9 Cornelius Alen - April 15 Stanford Horton - April 15 Gilberta Lunt - April 16 Mary Warren - April 21 Doris Barre, - April 26 Valeria Powell - April 29 Nathan Wright - April 30 I IAPPY BELATED BIRTHDAY! HUMAN RELATIONS (Submitted by staff of the Fifth Seasons Hotel) Eleven ways to get along better with people: I 13etbre }}y(u say anything to anyone, ask votrrself three things: (a) is it true`? (b) is it fair`? ` is it necessary? If not, keep quiet. 2. Make promises sparingly and keep them faithfully. 3. Never miss the opportunity to compliment or to say something encouraging to or about someone. 4. Refttse to talk negatively about others: don't gossip, and don't listen to gossip. Have a forgiving view of people. 1 ielieve that most people are doing the bust they can. 6Keel) an open mind: Discuss, but don't argue. (It is possible to disagree, without being disagreeable) 7. Forget about counting to ten. Count to I,000 before doing anything or saying anything that could make matters worse! K. Lel vour virtues speak for themselves. 9, If someone criticizes you, see if there is any truth to the criticism. If so, make changes; if trot, ignore it an live so that no one will believe the negative remarks. 10. Cultivate; vour sense of humor. laughter is the shortest distance between two people. 1 l . Do not seek so much to he consoled, as to console, do not seek so 111Lrelt to be understood, as to understand: do not seek so much to be loved is to love HOLIDAY INN ROCKY MOUNT "HOUSEKEEPING NOTES AND QUOTES" Brenda Wright's daughter joined the Air Force after she graduated from High School. Sandra McNeil has returned to work alter the birth of a 71b. 1 I oz. Baby boy on February 12, 1998. Congratulations Sandra. Also, congratulations on your new house. Anthony Greene acquired a sister-in- law April 11, 1998. His brother was married at Ft. Hood Texas. Beatrice Taylor finally made it out of Rocky Mount.. She went on a trip to South Carolina. Beatrice was selected as "Employee of the Month" for March. Marjorie Cooper's daughter was hit by a car, thankfully she is doing fine! Wonderful News! Loretta Cradic was promoted to Executive I Iousekeeping Assistant on February 17, 1998, Congratulations Loretta! The entire housekeeping staff is looking forward to our next employee opinion survey. We continue to make our guests happy with greetings and friendly faces. ACCOUNTING NEWS Karen Boner, Accounts Payable Clerk, was selected as "Employee of the Month" for February. This is the second time she has been awarded this title. Karen has been with the Holiday Inn since July 5, 1995. (;root Tnki May 15;1995 In Loving Memory The staff of Tecton Hospitality would like to extend their sincere sympathy to Greg Kaylor, General Manager of the Holiday Inn, Rocky Mount, on the sad passing of his mother. OUR HEARTS AND THOUGHTS ARE WITH YOU. Also, the staff wishes to extend their sympathies to Ann Mann in the death of her sister, and to Bryan Holloman, a former employee, on the death of his mother. YOU AND YOUR FAMILY ARE IN OUR PRAYERS. BIRTHS! Congratulations to Raquel Darmer on the birth of her baby boy, Logan Talon, born April 18th, and weighing in at 8lbs. 10 oz. OUCH! WELCOME TO THE WORLD LOGAN! Congratulations to Sandra McNeil on the birth of her baby boy on February 12, 1998. He weighed in at 71bs. I I oz. CONGRATULATIONS SANDRA AND FAMILY! LETTER OF THOUGHT (Submitted by staff of Fifth Seasons Hotel) 1 must go shopping! I am completely out of generosity and must get some more!" "I want to exchange the self - satisfactions I picked up the other day for some real humility - they say it wears better!" I must look at some tolerance, which is worn as a wrap this season. Well, I' a little low on that and one can never have too much of it. I must try to match some patience. I saw it on a friend, it was so becoming and might look equally well on me! I must remember to get my sense of humor mended, and keep my eyes open for some inexpensive goodness. It is surprising how one's stock of goods is depleted." "Yes, I must go shopping today!" Submitted Into the public record in connection with item rF-n on Walter Foeman U Z 115 `' City Clerk ! 0 8 TECTON TIMES Dupont Plaza's Associate Relations and Recognition (Written By Julia Echeverri - Director of Human Resources for the Dupont Plaza Hotel) Our employees make daily contributions to the success of out - operation. It is important to let our associates know the impact each one has on our business, and how everyone, from out kitchen employees to our parking attendants, is an integral part of the Dupont Plaza Hotel. Dupont Plaza Recognizes Employee of the Year Dupont Plaza's Employee of the Year for 1997 was Felicia Torrez, Reservations Clerk, although Felicia helped out throughout the year in several departments. She assisted in the Human Resources and Sales Department its the hotel recruited for vacant positions. Felicia is continuously going above and beyond the call of duty in order to provide outstanding customer service to both the internal land external guests. TECTON HOSPITALITY SINCERELY APPRECIATES FELICINS EFFORTS AND CONGRATi ILATES HER. The Dupont Plaza Hotel also nominated Bob Pearman - Bellman, and Luisa Alonso - Security Officer for the InnKey Award. Wonderful Newst Luisa Alonso WON Security Officer of the Year at the annual InnKey Award Ceremonies!! WE ARI: AI,I, SO PROUD OF YOU!! THANK'S BOB AND LUISA FOR DOING THI: EXTRA MILE. WE ARE PROUD TO HAVE YOU AS EMPLOYEES. Tecton Hospitality Honors the "Best of the Best" Tecton recently held its annual General Mana&er's Conference at the Clarion Hotel to Oklahoma City, in conjunction with the opening of the outside patio area of Jimmy Johnson's restaurant. At the festivities, Tecton honored its general managers and hotel teams with various awards in various categories for outstanding achievements. Please join Tecton and its corporate office in congratulation and recognizing the following members of each team who won these prestigious awards. GM of the Year - Gene Conover, Hampton Inn, Morehead City, NC Outstanding Achievement in Customer Satisfaction Value for the Price of Room - Clarion Hotel & Conference Center, OKC Outstanding Achievement in Customer Satisfaction/Highest Overall Rating - Hampton Inn, Morehead City, NC & Holiday Inn, Rocky Mount, NC May 15, 1998 Outstanding Achievement in Customer Satisfaction/Responsiveness to Staff to Guest's Needs - Comfort Inn, Rocky Mount, NC & Holiday Inn, Rocky Mount, NC Outstanding Achievement in Customer Satisfaction/Friendliness and Efficiency of State - Hampton Inn, Morehead City, NC Outstanding Achievement in Employee Satisfaction - Dupont Plaza Center, Miami, FL Outstanding Achievement in Profit Performance - Dupont Plaza Center, Miami, FI, Mystery Shopper Award - Comfort Inn, Rocky Mount, NC President's Award - Raul Leal, Executive VP of Operations, Tecton Hospitality Corporate Offices, Miami, FL CONGRATULATIONS TO ALL OF THE STAFF MEMBERS OF THE ABOVE HOTELS. KEEP UP THE GREAT WORK! Pictured from lett to right, along with Raul Leal (Center), Tecton's Executive VP of operations, several Tecton Hospitality's General Managers - Roger Brown, Orlando Velasquez, Greg Kaylor, Beckie Johnson, Rob Watson. Bruce Grubb. and Gone Conover Submitteu In►o Ise: pulalii; record in connection. with Walter I-oeman -` 0 2 ,� .. i 5 city clerk • 0 9'TECTON TIMES At the Dupont Safety Comes First In an effort to continuously provide service to both internal and external guests, the Dupont Plaza Hotel, which is located in Miami, Florida, will place a strong emphasis on safety and security. They state that they have implemented various programs and incentives to make their employees more aware of their surroundings and to ensure that safety comes first. These programs are: Safety Bingo: For everyday the Dupont goes without an employee injury, resulting in lost time, $5.00 is added to the Safety Bingo jackpot. The winner of Satety Bin ro is awarded a check in the amount n the jackpot and presented with he check in the presence of the management team. This is a form of recognition for keeping safe and a motivational tool encouraging other employees to do the same. Safety Captains Our safety captain program was impplemented several months ago and has been a big success, We have selected a safety captain per department, issued red name tags to identify these employees, and to motivate our line employees to actively participate in the safety programs. Salety captains attend the Safety Meetings on a monthly basis, bringing excellent feedback and suggestions that contribute to a safer environment 1'6r the employees and guests. Safely Appreciation Luncheons: As a means to collectively thank its employees for an accident free environment, the hotel holds Safety Appreciation Luncheons. For every month without a lost time employee injury, a luncheon takes place the following month. The hotel has gone three consecutive months without a lost time employee injury. These three programs are continuously reenforcements of the important role each and every employee of the Dupont Plaza plays in creating a safe and secure Minimum (Nage May Be Raised by the year 2000 President Clinton is lobbying to raise the minimum wage by $1.00 per hour prior to the year 2000. This would raise the current wage of $5.15 to $6,15 per hour and is proposed to take place in two $.50 cent increments. This plan would effect 12 million workers and would effectively raise their pay $2,000 annually. However, the potential higher wages could ultimately hurt the minimum wage earner since smaller employers may find it necessary to lay off or not hire additional workers because the increase may not be affordable. Luisa Alonso. Security Officer Dupont Plaza Center, Miami, FL Security Officer of the Year Winner! Submitted into the public record in connection with May 15, 1998 L I F F A T W c) R 1< What makes the difference 11 you needto supply your base with reasons for a promotion, it won't do you much good to talk about how hard you work A survey of 1,800 executives shows that being a workaholic isn't at the top of the list of reasons why people get ahead. Those reasons are, In order: the company. aoyii . r +�w R"4914 Conn, Amwi w—V Are your computers, phone systems ready for the millennium? I am sure most of you have heard a great deal of buzz about the millennium computer problems with the date changing to the year 2000. Well, here is some more facts that should be considered. Call accounting systems are mini- computers, so if your system is not 2000 ready, your hotel stands the potential to lose some or all of your long distance call revenue. Also, voice mail systems will most probably not compute, since they are virtually run by computers. What a shame. When we call a company, or another hotel, we just might get to speak to a real live employee, rather than exist in terminal voice mail h!#(r�! Waltr Foeman .k city cterk a l G' 2 115 10 TECTON TIMES: MESSAGE FROM "OUR FEARLESS LEADER" "It Is Time To Make A Difference!" (Written By Richard P. Millard, President and CEO, Tecton Hospitality) With today's abundance of electronic media, we learn almost instantly of peoply throughout the world who make a signthcant difference, both good and bad. To this end, we at Tecton would like to model our accomplishments on those who make a positive difference in the world. At Tecton's recent annual award's conference in Oklahoma City, we celebrated those individuals and teams that have really made a difference in our company, and I would like to take this opportunity to express my sincere appreciation and congratulations to all the participatits and especially to the winners. I believe that each of us is put on this earth with the ability to make a difference, but it is up to us to take advantage of our own unique talents. We each individually have to make the effort, take the risk and meet the challenges. Believe me, challenges in this business are not always easy, but what's worth doing, is worth doing well! The reason for this column is that I Believe that in our industry, mediocrity has become the measure by which we have become judged, and that creativity and passion for hospitality has become lost. I believe itis time for those of us in this business that love it and aspire to have real pride, to stand up and lead, or get out of the way. I challenge each of you in every facet of your life to make it difference. You can! Let's all be the leader in the industry and exceed the customer's expectations. I am proud to be part of an organization of professional that aspire to be the very best, and I sincerely congratulate the winners of our "best of the best" awards and thank them each individually for being great examples to the=rest of us. KEEP. UP TFT GREAT WORK! News From The Fifth Season Hotel GOING FORWARD WITH TECTONI The Fifth Season Hotel is looking forward to a lasting working relationship with the Tecton Family. The employee cafeteria -has been completed, the new time clock installed, and the employee orientation program is in place. We have also scheduled an employee family picnic for the middle of September! EMPLOYEE RECOGNITIONS! Gleen Maple (Assistant Housekeeper) We thank you for your wonderful efforts. We hope that you realize you are making a difference. We have written a letter to Roger and Ruth to tell them what a great job you did in licipmg us out. You are very refreshing to us since there aren't very many people who care about what they do. Doing what you did is a great example of how all fobs are important. Thank You! (A letter sent to management from a customer who stayed at the Fifth Seasons) Amy Watkins (Housekeeper) was awarded $50.00 for going out of her way into the trash to recover a guest's retainer. Annette Ware (Housekeeper) was awarded $10.00 for finding a leather Indian poncho in a guest room. CONGRATULATION TO ALL OF YOU! Submitted into the public record in connection with item !. 012 , on � =1 City Cl&, 02- x,15 May 15, 1996: Ten Commandments of Safety (Submitted by staff of the Fifth Seasons Hotel) 1. CARE for the people you work with as you care for your family at home. 2, KNOW the rules of safety that apply to the work you do. Never let it be said that someone was injured because you were not aware of the precautions required on your job. 3. ANTICIPATE the risks that may arise from changes in equipment or methods. Make use of the expert safety advice that is available to help you guard against such new hazards. 4. ENCOURAGE other employees to discuss the hazards of their work. Their first-hand knowledge may help prevent accidents and injuries. 5. INSTRUCT new employees in safe work procedures. Guide and counsel them with persistence and patience. 6. FOLLOW-UP your instructions consistently. 7. SET A GOOD EXAMPLE. Demonstrate safety in your own work habits and personal conduct. 8. REPORT all accidents and injuries. When accidents go unheeded crippling injuries may result. 9. COOPERATE with others who are concerned with safety. Help to keep employees on the job and cut down the heavy personal toll of accidents. 10. REMEMBER: Not only does accident prevention reduce human suffering and loss of life, it is good business from a practical viewpoint. Safety should be one of your prime obligations. TIPS TO LIVE BY: Give the world the best you have, and the best will come back to you: Don't be afraid to go out on a limb. That is where die fruit is. Progress always involves risk; you can't steal second base and keep your foot on first! Frederick Wilcox 0 TECTON HOSPITALITY 300 Biscayne Blvd. Way Suite 1100 Miami, Florida 3 3 13 1 (305) 577-8484 (305) 577-8228 (Fax) THIS NEWSLETTER WAS PRODUCED INTERNALLY EXCLUSIVELY FOR EMPLOYEE/ASSOCIATES OF TECTON.HOSPITALITY Submitted Into the publl® record in connection with item on twaite� ty C 9* uol. i No. 6 i� tober, ; OO Special Edition of the TECTON TIMES A Newsletter For The Associates of Tecton Hospitality Tecton Hospitality's "Walk a Day in My Shoes" Program is Very Popular with its Associates ectorr hospitality recently held its bi-annual "Walk A Day In My Shoes" program, which, on all accounts, is a tremendous hit with its associates. The program not only gives the associates a chance to interact with management and executive staff members on a different level, it also gives management a chance to participate and learn on a level that generally they do not have the opportunity to. Tecton implemented the "Walk a Day in My Shoes" program several years ago on a bi-annual basis at all of their hospitality properties. "The focal point of Tecton's operating philosophy is motivation, training and enhancing communications" stated Raul Leal, Tecton's Executive Vice President of Operations. "Tecton began using the program three years ago and continues the tradition." On these particular days, managers and associates switch roles and benefit greatly from their individual experiences. Dred Nunez, General Manager of the Ramada Dupont Plaza stated, "This whole day was a working Listen and Respond session, which was beneficial to the associates and to me." Nunez was put to work in Valet Parking where they put him to real good use, as a car runner. "It caused me to loose 5 pounds, which I can't afford, but it was a great experience!' said Nunez. ahit-is Bobea, Reservations Manager at the Ramada Dupont Plaza I lotel in Miami "walked in the shoes" of our Housekeeping Department during the recent "Walk a Day in my Shoes" day at the hotel. She declared, "Even after all that training, I still need help cleaning my own toilet! But on a serious note, it made me appreciate the hard work that housekeepers do every day," SahirisBohea, Reservations " Mana �7�d6� 8RDP' i het service with a Big Smile! �7 IR[V record in connection vMh Walter i=oeman City Clem E • TNY h„ October, 2000` "Walk A Day In My Shoes" Snapshots From Tecton's Hotels Sheraton Atlantic Beach's Managers Put on their Sneakers and Turn into Housekeepers for the Day Sheraton Atlantic Beach's various department heads as well as its General Manager, Rob Watson, changed from business attire to shorts and sneakers for the day during the recent "Walk a Day In My Shoes" event and helped out in the Housekeeping Department. As you will all see fromthe little poem that they submitted for this newsletter, you can bet they were all thrilled when they completed their tasks and went back to their corners of the world, all with a new found respect for our Housekeeping Department. We walked a day in their shoes and the next day we walked with a stalk. We started with a bang, doing 25 rooms, We only hope we could hang. We loaded the carts with supplies and linen wishing at this time we were finished. We started up the stairs with the rooms list in hand, looking for a place to use our kick stand. Most of us started stripping the linens from the beds, wondering what to do with the spreads. We repeated our chores only to hope we would not hit the floors! When it was all said and done, we could not believe we got it all done. Today the housekeeping team knows we think that they are all SUPREME! Ro ratpq� ti ji�e ach in his new role as Housekeeper Extrao lnnaatre? ; JdtS; b !•!i+Pfii �cor6-_in connection with Walter ' Foernw City Cleric Crystaal McQueen„ Rooms Attendant at Crowne Plaza walks in the shoes of A] Eastman, the Director of Sales. Walk a Day in My Shoes at the Crowne Plaza was a Success The Crowne Plaza Cincinnati asked for managers and associate volunteers to participate in the "Walk a Day" program. A lottery/fishbowl was used to assign the various positions to volunteers. Management volunteers worked in associate positions for 3 hours in the morning then associate volunteers worked with management in the afternoon. Was that Helen Williams, the Executive Housekeeper, delivering trays for Room Service? You bet! How about Annie Harrison, Revenue Manager, running ragged with Bobby Howze as a Houseman! "Bobby is called non-stop", said Annie. Kathy Rolf, Director of Catering, answered multi - telephone lines with Sandra Bronner at PBX. Executive Chef Hans Peter became a highly acclaimed Rooms Attendant. Jude Reser, Director of Personnel learned how to put a dance floor together with Robert Harden, Banquet Houseman. In the afternoon the associates took advantage of the opportunity. Thom Hart, Guest Services, became Controller for the day. Andrea Barnett and Crystaal McQueen, both Rooms Attendants, were giving Kathy Rolf and Al Eastman, Director of Sales, administrative help in the sales department. The associates in housekeeping knighted Jon Soderman, Guest Service Agent, `Boss" for the day. Mary Fisher, Linen Attendant, was ecstatic to be Executive Chef. "This is what I have always wanted to do." she stated. Katrina Henry helped look for qualified candidates in the HR department. Arid who could forget Ralph Kaiser, General Manager for the day, shadowing Greg Kaylor as he was making the CXCCut1Ve decisions. Ralph's reaction to the experience was, "Man, that man is busy!". E • ATI*Tfl"tl Q+ils#srfla�Q,' "Walk A Day In My Shoes" Snapshots From Tecton's Hotels Howard Johnson, Miami, participates in "Walk a Day In My Shoes" Activities The "Walk a Day In My Shoes" program at the Howard Johnson hotel located in Miami, Florida was very successful and all of its associates enjoyed the activities. Leocadia Paredes and Martha Serrano, room attendants, were trained as supervisors by Sandra Rivas, the hotel's Executive Housekeeper. Paul Sierra, bellman and Moises Velazco maintenance, were trained by Thomas Alvarez, Chief Engineer to be head of maintenance. Dolly Balfour working diligentlywith Judy in the I[ausekeeping Department "Walk a Day In My Shoes" Program a Huge Success at Quality Inn & Suites - Miami The "Walk a Day In My Shoes" program was a complete success at the Quality Inn & Suites, Miami International Airport Hotel. All managers participated in the program and worked in various departments throughout the hotel. It was an exciting and enthusiastic day for both managers and associates at the property. Virgina Ramirez, Executive Housekeeper, worked at the Food Court while Dolly Balfore, Reservations Manager, worked with Judy in the Housekeeping Department. Lorna Valdes, the hotel's Director of Sales helped Dino out at the Bellstand and Guest Services Department. John Arxer, General Manager, training Freddy Scrim on Manager's duties. publll item Walter Foeman City Cleric 0 Walter Foeman City Clerk . . .. ..... . .... ..... . .. .. .. .......... . ...... .. . . ..... ......... ......... . .......... . .......... ... ........ .. .... ... ...... .... ............. . . ......... . . . ......... .. .......... . 6 TECTON. 000 TIMES :.2 ... .... .... . ............... .. ..... ...... .. .. .... . .. ........... ... .. .. .............. . . ............. . . ................. . . .......... ... ....... .... . ............... . . ..... .......... . ....... ... . .............. .. . ...... . ........ . ........ .. . ..... ....... ... . .... "Walk A Day In My Shoes" Snapshots From Tecton's Hotels leaves! CYP " Was 1)()t i ; S jol)(I.S.,iP ny lio,7! 'T'llis One's YO,,,-, Joyce.? io - MM i h item an Walter FoeMAn City CIA Oto ber, 2000 mn "Walk A Day In My Shoes" Snapshots waiter i-oeman gty C,lprk "Walk A Day In My Shoes" Snapshots From Tecton's Hotels /0t Ok lop? =1 rl`�' =t an, 1.-L wafferFeernan xis°' 40. Roe �It, Ok lop? =1 rl`�' =t an, 1.-L wafferFeernan • "Walk A Day In My Shoes" Snapshots From Tecton's Hotels You bpt p slit and drdxl't? tr► M.A. 000 Yeah, Yt�th, f�ayaUlcy, rYeah,,ic.civa(,les, Who,, is lt� chr