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Benefits
You are the key to MarineMax’s philosophy of uniting our Customers with themselves and others on the water.
This section of the Resource Guide describes these programs.
About Your Team Member Benefits
Another valuable part of your total compensation with MarineMax is the program of Team Member benefits offered to you and your eligible dependents. This section briefly highlights the main features of the different insurance plans and programs that currently make up your benefits package.
MarineMax offers a wide array of benefits, including health care, dental, vision, life insurance, disability coverage and other welfare plans. Generally, you are eligible to participate in one or more of these benefit plans starting on the first day of the month following your sixty (60) day Introductory Period (provided you’re a full-time Team Member scheduled to work 30 or more hours per week). Other eligibility requirements pertaining to specific welfare plans are mentioned in the Summary Plan Description of each of these plans.
Although we introduce you to the benefit plans in this section, we cannot provide the details of each plan here. You will have access to official plan documents for each of the benefit plans that we offer. Those documents (along with any updates that you are provided) should be your primary resource for information about your benefit plans. If you see any conflict between those documents and the information in this Resource Guide, the official plan documents are what you should rely on.
When you first become eligible, you’ll have a chance to elect benefit coverage for the remainder of the program year. Prior to the beginning of subsequent program years, you’ll have a chance to review your benefit coverage and make coverage changes or new benefit choices. You’ll be offered the opportunity to change your coverage for:
Health Care Dental
Vision Long and Short Term Disability (underwriting may be required) Flexible Spending Account Contributions Supplemental Voluntary Life Insurance (underwriting may be required)
You must complete and forward enrollment forms for all benefit plans in which you participate or complete a waiver of coverage. Enrollment forms are available from your Human Resources Department or on the MarineMax Intranet.
It’s a Once-a-Year Election
The coverage elections you make for medical, dental and vision are on a pre-tax basis for a program year and will re-
main in effect for the remainder of the enrollment year unless you have a qualified change in status.
A qualified change includes:
Change in marital status; Birth, adoption or death of an eligible dependent; Change in your or your spouse’s employment status; Change in dependent eligibility.
If you have a change in status and wish to change your elections, you must do so within 31 days of the event. Failure to notify your Human Resources Department of any status changes within this time period will result in an inability to make the change in your benefit elections until the next open enrollment period. Contact your Human Resources Department for the appropriate forms or assistance.
Healthcare
Team Members who work an average of 30 hours per week or more are eligible to elect healthcare, dental and/or vision coverage for themselves and any eligible dependents the first of the month following the initial 60-day Introductory Period. Most insurance providers require enrollment forms be submitted within 30 days of your eligibility date. Failure to do so may result in your coverage being denied until the next open enrollment period.
Below is an overview the healthcare options: The Medical Insurance Plan offers Team Members a medical plan that gives you the freedom to see a national network of physicians, and see specialists without a referral. Prescription Benefits provide you with a low co-insurance on prescriptions.
Dental Benefits
MarineMax offers PPO dental plans and team members may have the choice of a high-option or low- option plan. Contact the Human Resources Department at Team Support for more details on the dental benefits.
Vision Benefits
Vision benefits are available and offer participants significant discounts on vision services and hardware. the Human Resources Department at Team Support for more details on the vision benefits
Group Short Term and Long Term Disability and Supplemental Life Insurance
MarineMax provides our full-time Team Members with $50,000 in life insurance and accidental death and dismemberment. There is no cost to the Team Member for this benefit.
In addition, MarineMax offers you the opportunity to enroll in an affordable group Disability Insurance program designed to help protect you and your family from financial worry should you ever become unable to perform your job on a full-time or a part-time basis as a result of a prolonged illness or accident. Team Members who work at least 30 hours per week and have completed the Introductory Period as designated by MarineMax are eligible to enroll in this valuable program.
MarineMax offers you the opportunity to enroll in Supplemental Life Insurance benefits for yourself, your spouse and children. Team Members who work at least 30 hours per week and have completed the Introductory Period as designated by MarineMax are eligible to enroll in these benefits.
Medical underwriting is required for late enrollees in any of the above plans (those enrolling in the plan after first becoming eligible). A Statement of Insurability Form must be completed to begin the underwriting process.
Continuance of Health Insurance Under COBRA
Under the Consolidated Omnibus Budget Reconciliation Act of 1985, better known as COBRA, if a Team Member terminates employment with the Company, the Team Member is entitled to continue participating in the Company’s group health plan for a prescribed period of time, usually 18 months. (In certain circumstances, such as a Team Member’s divorce or death, the length of coverage period may be longer for qualified dependents). COBRA coverage is not extended to Team Members terminated for gross misconduct.
If a former Team Member or eligible dependent chooses to continue group benefits under COBRA, he/she must pay the total applicable premium plus a 2% administrative fee. Coverage will cease if the elector fails to make premium payments as scheduled, becomes covered by another group plan that does not exclude pre-existing conditions, or becomes eligible for Medicare.
For detailed information or questions on COBRA, Team Members are requested to check with their Regional Human Resources Manager.
Retirement / Investment Programs
MarineMax is pleased to provide three investment opportunities: MarineMax 401 (k) Profit Sharing Plan MarineMax Employee Stock Purchase Plan (ESPP) MarineMax Incentive Stock Plan
MarineMax 401(K) Profit Sharing Plan
The 401(k) Plan provides a convenient, tax-advantaged opportunity to build financial security. All Team Members are eligible to participate in the 401(k) plan following their 90th day of employment beginning either January 1, April 1, July 1 or October 1, provided you are at least 18 years old. See the 401(k) Summary Plan Description or contact your Regional Human Resources Manager or the Team Support Human Resources Department for more details.
Here’s how the 401(k) Plan works… When eligible, enroll during one of four enrollment periods – January 1, April 1, July 1, or October 1 You can contribute up to 100% of your pre-tax compensation to the plan, with an annual maximum contribution of:
Year
2020
IRS Annual Maximum Contribution
$19,500
Catch-Up Provision for Participants over 50
$6,500
MarineMax currently matches team member contributions to the 401(k) at the rate of 50% of the first 5% of the team member’s contribution. MarineMax’s contribution is subject to change at the Company’s discretion.
The Company match portion is vested according to the following schedule based on achieving 1,000 hours of work in a calendar year of employment:
After 2 Years
After 3 Years
After 4 Years
20%
40%
60%
After 5 Years
After 6 Years
80%
100%
Once enrolled in the plan, you can choose various investment electives for your deferred compensation and the vested portion of the Company match.
If you have funds in a 401(k) or other eligible program from a previous employer, those funds may be rolled into an account with the MarineMax 401(k) Plan once you become eligible to participate. See the Team Support Human Resources Department for assistance.
MarineMax Employee Stock Purchase Plan
The Employee Stock Purchase Plan (ESPP) offers you the opportunity to purchase MarineMax stock through payroll deduction (after-tax) at a discount from the market value. You are eligible to participate in the ESPP after “one year of service” (as defined in the ESPP Plan Document).
Once eligible, the ESPP has two enrollment periods, April 1 and October 1. Eligible participants purchase stock at 85% of the lower of the market price of MarineMax common stock on the first day or the last day of the enrollment periods.
As a participant in the ESPP you may contribute up to 10% of your salary and purchase up to $25,000 of stock at the market value each year. As a participant in this plan, you will have full shareholder rights, including voting. What’s more, you’ll become a part owner in MarineMax – sharing in our Company’s success.
This plan can serve as another form of incentive compensation. As you add value to MarineMax, you increase the chance that our stock price will also increase. If you are participating in the ESPP, you have the chance to directly benefit as the value of the Company increases.
The ESPP has varying risks and tax consequences to you as an individual. You should seek advice from your personal tax or investment advisor, if applicable, to understand how the ESPP may impact your specific situation. Please refer to the ESPP plan document for more details.
MarineMax Incentive Stock Plan
The MarineMax Incentive Stock Plan is another long-term investment opportunity and benefit offered by the Company. At various times, the MarineMax Compensation Committee may approve the granting of stock options, restricted stock units and other equity awards to MarineMax Team Members.
What are Stock Options?
Stock options are the right to purchase shares of stock at a specified price during a defined period of time and are subject to certain vesting criteria.
What are Restricted Stock Units?
Restricted Stock units are rights to receive shares of stock during a defined period of time subject to certain vesting criteria. Once the time and/or vesting criteria are met shares of MarineMax, Inc. common stock will be delivered in accordance with the grant notice.
What is the vesting schedule?
For vesting information, please refer to the Stock Option or Restricted Stock Unit Agreements contained in your grant package. Generally, the Agreements include criteria for time and/or performance vesting.
What if my employment with MarineMax is terminated?
Terminated Team Members may be eligible to exercise the stock options based on the provisions of the stock option agreement. Generally, vesting ceases at the time of termination and only stock options that are vested at the time of termination may be exercised. Terminated Team Members may be eligible to exercise vested options within three months after termination of employment, unless termination is due to death or disability. Unvested options are forfeited to MarineMax. For more information, please refer to the Stock Option Agreement contained in your option package.
Restricted Stock Units are automatically converted to shares of MarineMax, Inc. common stock once all of the vesting criteria are met. Vesting ceases upon the termination of employment. Unvested Restricted Stock Units are forfeited to the Company. For more information, please refer to the Restricted Stock Unit Agreement contained in your Restricted Stock Units package.
You will be notified if equity awards are to be granted to you. For more information on the MarineMax Incentive Stock Plan, contact the Team Support Accounting Department.
Time Away From Work / Paid Time Off / Vacation, Sick Pay, Personal Days
Paid Time Off (PTO) is available for relaxation, illness, or to attend to personal needs – giving you more choice on how you use your time. Team Members begin earning PTO on their start date, however, cannot use PTO until they have completed their Introductory Period. PTO time is only available to full-time Team Members who work an average of 30 hours a week or more.
PTO is granted at the following rate:
Years of Service
Year One
Granted on January 1st after year of hire Granted on January 1st after 1 and 2 years of service Granted on January 1st after 3 years of service Granted on January 1st after 4-8 years of service Granted on January 1st after 9 or more years of service ½ day per month earned beginning the date of hire (total of up to 6 days to be used prior to December 31st of year in which hired) Earned PTO can be used after successful completion of 60 days
8 days / 64 hours
10 days / 80 hours
12 days / 96 hours
15 days / 120 hours
20 days / 160 hours
PTO is not a vested benefit which means it is available for use only while employed by MarineMax. PTO is ratably earned over the course of the calendar year. PTO is not paid upon termination unless required by state or local law. PTO must be used during the calendar year or it is forfeited, unless state or local law mandates otherwise. PTO must be used for any leave or absence prior to a Team Member requesting unpaid leave.
PTO must be approved by your manager and when possible, requested at least two weeks in advance. Team Members must submit the necessary “Request for Time Off” form located on the Intranet in the Human Resources Department link or on the Employee Self Service Portal in order to be paid for scheduled PTO. Keep in mind that if you use PTO that has not been scheduled in advance, you harm the operations of your department because your manager has not had time to make the necessary arrangements needed to cover your position. Our business can be highly seasonal, thus your PTO requests should be consistent with our business cycle. Additionally, due to seasonable demands, some MarineMax locations do not permit scheduled PTO during peak times. MarineMax can reject a Team Member’s request for PTO in its sole and absolute discretion.
An unscheduled absence must be reported to your manager as soon as you realize you will not be coming to work. Absences must be reported within one hour of your scheduled starting time. Failure to report an absence within these guidelines may result in disciplinary action, up to and including termination.
MarineMax is also pleased to provide paid time for holidays, funeral attendance, jury duty and military leave. Team Members who have completed their 60-day Introductory Period and work an average of 30 hours per week or more are eligible for these benefits.
Holidays
MarineMax provides seven paid holidays per year. These dates vary based on region and/or location, so please check with your manager or Regional Human Resources Manager for your region’s holiday schedule.
For those Team Members who work on a Company-provided holiday, you will be paid straight time and will have the opportunity to take a day off with pay in the future, or, dependent upon your location or region’s needs, you may be paid for the holiday in addition to the straight time earned. Team Members who have an unscheduled absence the
day before or the day after a holiday will not be paid for the holiday.
Funeral Pay
In the event of a death in your family, you are given leave appropriate for the circumstances. For extended family (including aunts, uncles, and cousins) and non-relatives, PTO may be used. For immediate family members, up to three days outside of the PTO program will be granted. These three days must be consecutive and one day must be the day of the funeral. The immediate family is defined as your or your spouse’s: Child Parent, step parent, or legal guardian Grandchild or grandparent, or Sibling Spouse
Jury Duty
Team Members are to notify their manager promptly both upon receipt of a jury summons and upon subsequent notice of selection to serve as a juror. Team Members so required to provide this civil service will receive their regular rate of pay for normal hours worked, for the actual time in the courtroom or in deliberations, up to a maximum of eight (8) hours per day, a maximum of forty (40) hours per week, and a maximum of two (2) weeks for this occasion of absence, provided the Team Member submits evidence of the summons, selection notice and verification of time in the courtroom or in deliberations to the Team Member’s manager and Regional Human Resources Manager.
Paid absences for jury duty must be so noted on the Team Member’s time sheet, if applicable, by the manager for each pay period in which this form of absence occurs.
Team Members who are required to be in court or any other legal setting for any reason other than jury duty must use Paid Time Off or request time off without pay if no PTO is available.
Military Leave
A Team Member who enters active military duty in a branch of the U.S. Armed Forces (including the National Guard or Reserves), will be granted an unpaid military leave for that period in which reemployment is protected by law. The Team Member will be eligible for reemployment to the same or equivalent position held prior to the leave, provided the Team Member applies to MarineMax for reemployment into the former position within 90 days from the date of military release.
Family and Medical Leave Act (FMLA)
A. General Provisions
It is the policy of MarineMax to grant up to 12 weeks (26 weeks to care for an injured military service worker) of family and medical leave during any 12-month period to eligible Team Members, in accordance with the Family and Medical Leave Act of 1993 (FMLA). The leave may be paid, unpaid, or a combination of paid and unpaid leave, depending on the circumstances of the leave, state or local laws, and as specified in this policy.
B. Eligibility
In order to qualify to take family or medical leave under this policy, the Team Member must meet all of the following conditions:
1. The Team Member must have worked for MarineMax for 12 months, or 52 weeks. The twelve months, or 52 weeks, need not have been consecutive. For eligibility purposes, a Team Member will be considered to have been employed for an entire week even if the Team Member was on the payroll for only part of a week or if the Team Member is on leave during the week.
2. The Team Member must have worked at least 1,250 hours during the twelve-month period immediately before the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by the Team Member. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours eligibility test for a Team Member under FMLA.
3. The Team Member must work in an office or worksite where 50 or more Team Members are employed by the Company within 75 miles of that office or worksite. The distance is to be calculated by using available transportation by the most direct route.
C. Type of the Leave Covered
In order to qualify as FMLA leave under this policy, the Team Member must be taking leave for one of the reasons listed below:
1.
2.
3.
4.
5.
6. the birth of a child and in order to care for that child; the placement of a child for adoption or foster care, and to care for the newly placed child; to care for a spouse, child, or parent with a serious health condition; or the serious health condition (described below) of the Team Member. a “qualifying exigency” arising out of a covered family member’s active duty or call to active duty in the Armed Forces in support of a contingency plan; and/or to care for a covered family member who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member’s office, grade, rank or rating.
A Team Member may take leave because of a serious health condition that makes the Team Member unable to perform the functions of their position. A serious health condition is defined as a condition which requires inpatient care at a hospital, hospice, or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care or a condition which requires continuing care by a licensed health care provider. This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long- term health condition that, if left untreated, would result in a period of incapacity of more than three days, would be considered a serious health condition.
Team Members with questions about what illnesses are covered under this FMLA policy or under the Company’s Paid Time Off Policy are encouraged to consult with your Regional Human Resource Manager or the Team Support Human Resources Department.
MarineMax may require a Team Member to provide a doctor’s certification of the serious health condition. The certifi cation process is outlined in section H. If a Team Member takes paid leave for a condition that progresses into a serious health condition and the Team Member requests unpaid leave as provided under this policy, the Company may designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications.
An eligible Team Member can take up to 12 weeks of leave under this policy during any 12-month period. The Company will measure the twelve-month period as a rolling 12-month period measured backward from the date a Team Member uses any leave under this policy. Each time a Team Member takes leave, the Company will compute the amount of leave the Team Member has taken under this policy and subtract it from the 12 weeks of available leave, and the balance remaining is the amount the Team Member is entitled to take at that time.
If a husband and wife both work for the Company, and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent “in-law”) with a serious health condition, the husband and wife may only take a combined total of 12 weeks of leave.
Service Member FMLA Leave Entitlement
Service member FMLA provides eligible Team Members unpaid leave for any one, or for a combination of, the following reasons:
A “qualifying exigency” arising out of a covered family member’s active duty or call to active duty in the Armed
Forces in support of a contingency plan; and/or
To care for a covered family member who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member’s office, grade, rank or rating.
Duration of Service Member FMLA
When Leave Is Due To A “Qualifying Exigency”: An eligible Team Member may take up to 12 workweeks of leave during any 12-month period. When Leave Is To Care for an Injured or Ill Service Member: An eligible Team Member may take up to 26 workweeks of leave during a single 12-month period to care for the service member. Leave to care for an injured or ill service member, when combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-month period. Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local law.
Leave Under State Military Leave Laws
A growing number of states provide leave for family members of service members. The entitlements for such leave differ from state to state. Our policy is to comply with such laws in any circumstances where they apply to Team Members of our Company.
D. Team Member Status & Benefits During Leave
While a Team Member is on leave, the Company will continue the Team Member’s health benefits during the leave period at the same level and under the same conditions as if the Team Member continued to work.
If the Team Member chooses not to return to work for reasons other than a continued serious health condition of the Team Member or the Team Member’s family member or a circumstance beyond the Team Member’s control, the Company will require the Team Member to reimburse the Company the amount it paid for the Team Member’s health insurance premium during the leave period.
Under current Company policy, the Team Member pays a portion of the healthcare premium. While on paid leave, MarineMax will continue to make payroll deductions to collect the Team Member’s share of the premium. While on unpaid leave, the Team Member must continue to make this payment, either in person or by mail. If MarineMax maintains coverage, they may recover the costs incurred for paying the Team Member’s share of any premiums whether or not the Team Member returns to work.
If the Team Member contributes to a life insurance or disability plan, MarineMax will continue making payroll deductions while the Team Member is on paid leave. While the Team Member is on unpaid leave, he/she may request continuation of such benefits, and pay their portion of the premiums; or MarineMax may elect to maintain such benefits during the leave and pay the Team Member’s share of the premium payments. If MarineMax maintains coverage, MarineMax may recover the costs incurred for paying the Team Member’s share of any premiums whether or not the Team Member returns to work.
E. Team Member Status After Leave
A Team Member who takes leave under this policy will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms. The position will be the same or one that is virtually identical in terms of pay, benefits, and working conditions.
MarineMax may choose to exempt certain highly compensated Team Members from this requirement and not return them to the same or similar position.
F. Use of Paid and Unpaid Leave
If the Team Member has accrued or earned paid leave, he/she must use paid leave first and take the remainder of the eligible FMLA as unpaid leave. The Company will notify the Team Member within two business days in writing or orally (to be confirmed in writing by no later than the Team Member’s next regular payday), whether or not the leave will be designated as FMLA leave.
A Team Member who is taking leave because of his or her own serious health condition or the serious health condition of a family member must use all of their Paid Time Off prior to being eligible for unpaid leave.
Disability leave for the birth of a child and for a Team Member’s serious health condition, including workers’ compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA leave. A Team Member who is taking leave for the adoption or foster care of a child must use all Paid Time Off prior to being eligible for unpaid leave.
G. Intermittent Leave or Reduced Work Schedule
The Team Member may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year), or under certain circumstances may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 work weeks over a 12-month period.
MarineMax may temporarily transfer a Team Member to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, for leave for the Team Member or his or her family member that is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or foster care.
For the birth, adoption or foster care of a child, MarineMax and the Team Member must mutually agree to the schedule before the Team Member may take the leave intermittently or work a reduced hour schedule. Leave for birth, adoption, or foster care of a child must be taken within one year of the birth or placement of the child. If the Team Member is taking leave for a serious health condition or because of the serious health condition of a family member, the Team Member should try to reach agreement with the Company before taking intermittent leave or working a reduced hour schedule. If this is not possible, then the Team Member must prove that the use of the leave is medically necessary. MarineMax may require certification of the medical necessity as discussed in Section H.
H. Certification of the Serious Health Condition
MarineMax may ask for certification of the serious health condition. The Team Member must respond to such a request within 15 days of the request, or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Medical certification may be provided by using the Medical Certification Form located on the Intranet under the Human Resources Homepage Department Link. Request for a medical certificate must be made in writing as part of the Company’s response to the Team Member’s request for leave. Certification of the serious health condition shall include: the date when the condition began, its expected duration, and a brief statement of treatment. For medical leave for the Team Member’s own medical condition, the certification must also include a statement that the Team Member is unable to perform work of any kind or a statement that the Team Member is unable to perform the essential functions of their position.
For a family member who is seriously ill, the certification must include a statement that the patient or the family member requires assistance and that the Team Member’s presence would be beneficial or desirable.
If the Team Member plans to take intermittent leave or work a reduced schedule, the certification must also include dates and the duration of treatment as well as a statement of medical necessity for taking intermittent leave or working a reduced schedule.
MarineMax has the right to ask for a second opinion if it has reason to doubt the certification. The Company will pay for the Team Member to get a certification from a second doctor, which the Company will select. If necessary to resolve a conflict between the original certification and the second opinion, the Company will require the opinion of a third doctor. The Company and the Team Member will mutually select the third doctor, and the Company will pay for the opinion. This third opinion will be considered final. The Team Member will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion.
I. Procedure for Requesting Leave
All Team Members requesting leave under this policy must provide verbal notice with an explanation of the reason(s) for the needed leave to their immediate manager, who will advise the Regional Human Resources Manager. If the leave is foreseeable, the immediate manager may require the Team Member to provide a written request for leave and reasons(s) with a copy to the Human Resources Department. Failure of the Team Member to provide a written request for leave cannot be grounds to deny or delay the taking of FMLA leave.
The Company will provide individual notice of rights and obligations to each Team Member requesting leave within two business days or as soon as practical. For Team Members on intermittent or recurring leave for the same incident, this notice will be provided every six months.
When a Team Member plans to take leave under this policy, the Team Member must give the Company 30 days notice. If it is not possible to give 30 days notice, the Team Member must give as much notice as is practicable. A Team Member who is to undergo planned medical treatment is required to make a reasonable effort to schedule the treatment in order to minimize disruptions to the Company’s operations.
If a Team Member fails to provide 30 days notice for foreseeable leave with no reasonable excuse for the delay, the leave request may be denied until at least 30 days from the date MarineMax receives notice. While on leave, Team Members are requested to report periodically to the Company regarding the status of the medical condition and their intent to return to work.
Voting Time
Most polling places are open both before and after working hours. It should not be necessary to miss work in order to vote. In the event that missing work is necessary, you may use PTO, or you may receive compensation depending on your state’s laws. In some cases, you may be able to make up the missed time. See your manager if you wish to explore this option.
Team Member Discount on Purchases
All Team Members are eligible to purchase MarineMax merchandise at a discount after completing the 60-day Introductory Period. This discount includes: 30% off retail price, or at cost if markup is less than 30%, of clothing items
30% off retail price, or at cost if markup is less than 30%, of parts and accessories Note: The Team Member must pay freight and/or shipping on non-stock items or special orders on parts, accessories and clothing items. These items are for personal use only and are not for resale.
Purchase of a new boat, motor and/or trailer at “house” cost which includes, at a minimum, freight and Pre-Delivery Inspection (PDI). If the purchase requires financing, it must be financed through our business offices. If an extended warranty is acquired, it must be acquired through our business offices.
Purchase a used boat at 90% of the Value Price.
Professional Development
MarineMax believes very strongly that its people are its most important asset. In order to ensure the strongest possible team and encourage personal and professional growth and development, MarineMax offers the following: Sea Ray, Mercury and Mercruiser Training—Sea Ray and Mercury offer training each year targeted primarily at Sales Consultants and Service Technicians. As with MMU training, your manager will individually assess the developmental needs of Team Members and balance these against the needs of the organization to determine participation. This training is also provided on a fully paid, tax-free basis.
Outside Seminars and Other Training—As part of a performance review process, other developmental needs may be identified that might be satisfied through the participation by the Team Member in other forms of training or outside seminars. On an as-needed basis, and upon the mutual agreement of both the Team Member and his or her manager, opportunities may arise for Team Members to participate in such activities at the expense of the Company.
MarineMax TRIP Program—MarineMax is pleased to provide graduates of Marine Mechanics Institute (MMI) and other accredited marine mechanic programs a tuition reimbursement program referred to as TRIP (Tuition Reimbursement Incentive Program.) Upon completion of your 60-day Introductory Period, MarineMax
will reimburse the Team Member a pre-established amount through payroll to be used toward paying off the Team Member’s student loan(s.) Please see the full Tuition Reimbursement Incentive Program rules on the Intranet in the Human Resources Homepage Department Link, or call your Regional Human Resources Manager.
The MarineMax Job Referral Program (JRP) has been established to offer Team Members an opportunity to earn a bonus through referring job candidates, help reduce the “cost per hire” by reducing the use of some traditional recruiting methods, and to improve the retention rate of the candidate and labor turnover. The JRP is open to all Team Members with the exception of management and members of the Human Resources Department. Team Members will be paid a $500 “Referral Fee” for referring candidates who join MarineMax and complete 60-days of service while maintaining a clean disciplinary record during this qualifying period.
To qualify for a Referral fee, Team Members referring the candidates must themselves be active Team Members at the time when the 60-day qualifying period is reached.
To refer a candidate, complete a Referral Nomination Form located on the Intranet in the Human Resources Department Link or contact the Human Resources Department at Team Support.
MarineMax University (MMU)
The goal of MMU and MMU Online is to provide Team Members with the best tools and maximum working knowledge to ensure the greatest success in the businesses in which we compete.
Upon hire, Team Members are required to complete some general courses on the company, policies and procedures and safety. Other courses may be assigned depending on your position.
The following information explains the latest policies and practices that have been put into place in order to fully utilize MMU Online. These policies were put into place by Bill McGill and, while they are NOT optional, they truly will enhance understanding and performance within the various MarineMax roles.
MarineMax E-Learning Policy
All new Team Members are required to complete the MMU modules that are appropriate for their job title. You will be enrolled in all modules required for your position upon hire. Once assigned to the appropriate classes, the timeline for completion is below.
Current Team Members Completion of New Modules
Occasionally, there are new MMU Online modules that are made available to Team Members. When these become available, we need to make sure that the appropriate Team Members are made aware of the new modules. Team Members need to be registered for the new module, as well as given a timeline for completion. Team Members will be made aware of these new modules through announcements from Team Support.
Timeline for Completion of Modules
For new Team Members that just recently joined the MarineMax team, the appropriate timeline for completion is as follows:
Company Orientation, Policies and Practices and Safety—within 48 hours of the Team Member’s start date. Leadership/Management—within the 1st week of employment. All other modules—within the first 3 weeks of employment
In regards to the completion of newly available modules for current Team Members, the completion date needs to be within 30 days of the Team Member being assigned to the class. There will be no variations or exceptions.
Applying for Internal Positions
For a Team Member to be eligible to apply for an internal opportunity, he or she must be employed for at least one year and be a Team Member in good standing. If eligible, the Team Member must first discuss the opportunity with his or her current manager to get approval prior to contact the hiring manager of the open position.
Other Benefit Programs
MarineMax may offer additional benefit programs on a voluntary basis. Complete information on these programs will be available during enrollment or from the Team Support Human Resources Department.
Mandated Benefits (Company-Paid)
These are benefit programs for which MarineMax pays all or part of the total cost in accordance with state and federal laws. The total cost of these benefits to MarineMax is approximately 10% of your annual compensation
Medicare
Team Member Social Security and Medicare (FICA) deductions are withheld at the rate of 7.65% of your gross taxable earnings. The Company is required to submit an additional 7.65% of your gross taxable earnings for Social Security and Medicare. For most Team Members, this benefit is worth 7.65% of your annual compensation.
Compensation
You are covered by Workers’ Compensation Insurance for work- related injuries or illnesses. All medical expenses and compensation are reviewed and approved by our Workers’ Compensation Insurance carrier. All work-related accidents or illnesses must be reported to your manager and Regional Human Resources Manager immediately. Worker’s Compensation Insurance is state regulated; MarineMax will follow the requirements mandated by the state in which you are employed. You do not contribute to this program.
Unemployment Compensation
The Company pays Federal Unemployment Compensation Taxes in compliance with state laws. You do not contribute to these programs.
