Donovan Travel expects you to observe high ethical standards and to avoid situations where your loyalties could be divided or your interests conflict with those of the Company. We ask you to use common sense and intelligence in your conduct on the job, and be fair and even-handed with all people you deal with on behalf of Donovan Travel.
Equal Employment Opportunity
The Company’s policy of equal employment opportunity is based on respect for the individual and a belief that everyone deserves the same chance to succeed.
The Company recruits, hires, and advances employees on the basis of job requirements and the person’s ability to perform. All job-related decisions are made without regard to race, color, religion, sex, handicap, national origin, age or other factors unrelated to the positions.
Equal opportunity also applies to how we treat our customers and suppliers. Discrimination of any kind has no place in our business.
Reporting cases of discrimination: The Company recruits, hires, and advances employees on the basis of job requirements and the person’s ability to perform. All job-related decisions are made without regard to race, color, religion, sex, handicap, national origin, age or other factors unrelated to the positions.
Equal opportunity also applies to how we treat our customers and suppliers. Discrimination of any kind has no place in our business.
Reporting cases of discrimination: If you ever feel that you or another person has been discriminated against, you should report it immediately to your supervisor or the Executive Vice-President. These actions will be taken following your complaint:
The complaint will be forwarded to the Executive Vice-President
The Executive VP will conduct a confidential investigation
The results of the investigation and a recommendation for Company action will be forwarded to the President
You will be informed of the results of the Company’s investigation
Neither you nor anyone who speaks as a witness on behalf of your complaint will be subject to any form of retaliation for reporting a case of discrimination.
Two-way communication: Two-way communication is essential to the successful operation of our business. As you will see in other parts of this handbook, an important part of your supervisor’s job is to hold discussions with you about your responsibilities and your performance. However, if you have an idea or if something concerns you, you do not have to wait for your supervisor to contact you. You can take initiative and bring up your idea or concern.
The Company encourages supervisors to listen to you and to give careful consideration to your ideas and concerns. If you have a concern and it is not resolved through discussions with your supervisor, you may use the appeal process described later in this section.
Sexual Harassment
The Company will not tolerate sexual harassment among its employees, either on or off the Company premises. When any case of sexual harassment is reported, it will be investigated. If sexual harassment is found to exist, appropriate disciplinary actions will be taken.
What is sexual harassment? Sexual harassment includes not only overt demands for sexual favors, but also any unwanted and unsolicited sexual comments or actions.
What to do if you are sexually harassed? If you think that you have a problem, you should contact your immediate supervisor or the Executive Vice President. All complaints will be handled in a confidential manner.
These actions will be taken following your complaint:
Complaints will be forwarded to the Executive Vice President
The Executive Vice President will conduct a confidential investigation and decide if disciplinary actions are warranted
All parties involved in the investigation will be notified of the results when it is concluded
Neither you nor anyone who speaks as a witness on your behalf will be subject to any form of retaliation for reporting sexual harassment.
Employee Appeal Process: The Company gives you a right to appeal decisions made by your supervisor or others within the Company, which affect your employment by seeing the Executive Vice President. This appeal process is based on the Company’s desire to provide a speedy, effective response. No management employee may stop you from exercising your right to appeal.
You may use the appeal process for any concern you may have about your relationship with the Company. Here are some examples:
You may use the appeal process if you feel your Supervisor has treated you unfairly
You may use the appeal process if you see or are affected by an apparent violation of the policies described in this handbook by a fellow employee or a supervisor
The appeal process works as follows:
Step 1. The best way to resolve problems is through a candid discussion with your supervisor as soon as possible. Many problems can be cleared up at this stage through good, two-way communication.
Step 2. If the matter is not resolved to your satisfaction, you may take the matter further. Your next step is to contact the Executive Vice President.
Sensitive Issues: If you feel your concern is of such a sensitive nature that your supervisor cannot handle it, you may submit it directly to the Executive Vice President. The Executive Vice President will determine whether the problem should be handled at the corporate level or through the normal steps above.
You will not suffer any form of reprisal or retaliation from raising a concern through the employee appeal process. If you feel that you have experienced any adverse treatment, you should report it to the Executive Vice President or the President of the Company.
Conflict of Interest
The Company expects you to avoid even the appearance of a conflict of interest. If a conflict of interest exists for you, the Company expects you to disclose the conflict. If requested, you must remove yourself from the conflict situation.
What is a conflict of interest? A conflict of interest may exist for you if you have interests that would give you or your family a personal advantage at the expense of the Company’s interests. In deciding if a potential conflict exists, ask yourself the following questions:
Do you or a family member have a financial interest in a company that does business with the Company, which competes with the Company, or which proposes to compete with the Company?
Do you or a family member work for a competitor?
Does a friend or family member of yours work for a CWT/Donovan Travel supplier? If so, are you in a position to influence purchasing decisions involving that supplier?
What to do if a conflict exists? If you think you may have a conflict of interest, you should disclose it to your supervisor immediately. Some conflicts may be unavoidable; therefore, your supervisor and, if necessary, other management employees, will evaluate the conflict situation. You will be notified of what actions, if any, need to be taken.
Example: Suppose a family member of yours works for a Company supplier. You should disclose that fact. The Company may decide to stop purchasing goods or services from that supplier. However, the Company bases decisions on objective factors such as price, quality and service. Depending on the circumstances, the Company may ask you to remove yourself from purchasing decisions involving that supplier.
Gifts & Meals
As you conduct Company business, you may receive customary business amenities such as meals, and entertainment that is incidental to the meal. You may also receive gifts, provided that they are of nominal value and are strictly ignored in making business decisions. However, you must take care that amenities from suppliers do not become excessive. If they are excessive, business amenities may be an attempt to influence you, and, as such, are improper.
When are business amenities excessive or improper? In deciding if amenities are excessive or improper, ask yourself questions such as the following:
Are the meals frequent or is entertainment of more than one day in duration?
Do gifts received from any one supplier in a 12-month period exceed $25.00?
Are the amenities anything other than incidental to the business you are conducting?
Does the supplier expect anything in return for the amenity?
Is the supplier providing commission coupons, payable to the employee, which has not expressly been approved by your supervisor?
Does the supplier expect you to represent its interests within the Company?
If the answer to any of these questions is yes, the amenities are excessive or improper.
What to do if a supplier offers you excessive or improper amenities: You should not accept excessive or improper amenities. If you have questions about what is and is not excessive or improper, consult with you supervisor.
Confidentiality of Information
As an employee, you probably are exposed to a great deal of information about the Company that is confidential and must not be communicated to anyone outside the Company. Disclosure of confidential information could harm the Company. It could also lead to the termination of your employment.
What is confidential information? Any information that is not generally known outside the Company is considered confidential information. Some examples of confidential information are:
Technology used in developing Company services and products
Marketing information
Information about customers
Company plans or procedures
Unannounced products and services
Pricing strategies
Confidential information entrusted to the Company from other sources
Proposed advertising or promotions
Many other types of information may also be confidential. Even a fact that seems unimportant or meaningless by itself can, when pieced together with data from other sources, result in the disclosure of confidential Company information. Therefore, the Company does not want you to disclose any information to people outside the Company, regardless of how unimportant or ordinary that information may seem.
If someone requests confidential information from you: If anyone requests information from you about the Company, you should tell the person that you are not allowed to share that information. You may also explain that the President is responsible for public announcements and announcements to the press. If the person persists, you should discuss the situation with your supervisor.
Use of Company Property
Company equipment and records should never be taken off Company property without approval from your supervisor. In addition, the Company does not allow you to use company equipment, either on or off the company’s premises, for your personal use or for the use of groups with which you are affiliated. Email and Internet access are to be used for company business only. Any other use on company time is strictly prohibited.
Reporting information: Be accurate and complete on any information that you record and submit to the Company, or to someone else on the Company’s behalf. You should never conceal or falsify information, or present information in a manner that is misleading.
Reporting accidents: If you are ever injured on the job, please report it immediately to your supervisor, even if the injury seems minor. If you see a potentially hazardous situation, please report it immediately to your supervisor.
Employee Expectations
In the spirit of the company and all employees each employee is expected to participate in the effort to accomplish and maintain the company�s mission statement, and to follow the rules that the company has established:
To attend training seminars, company or supplier sponsored that will further knowledge and enhance skills
To attend company meetings
To maintain a cooperative, helpful, and positive attitude within the company and individual offices, with all customers and co-workers
To remember the team spirit concept. The only way to have a winning team is if all members participate
Mistakes: While mistakes do happen, each mistake will be handled on an individual basis. Multiple, frequent or mistakes that cost the company money may result in cost to the employee.
Employment at Will
This handbook is not a contract of employment. Nothing stated herein implies or guarantees any specified or minimum term of employment or entitlement to benefits. Each employee is always free to resign at his or her will, and each employee is subject to discharge at any time, with or without cause and without regard to any benefit or policy described in this handbook, at the discretion of the Company. No promise as to a minimum or specified term of employment or as to duties, benefits, policies or opportunities for advancement is valid or binding unless specifically set forth in a written agreement signed by the employee who seeks to enforce this promise and by the Company�s President and its Executive Vice President. Nothing in this handbook is intended, nor shall it be construed, to modify the terms of any such written agreement. Any offer of employment is required to be expressly made by an authorized representative of the Company.
The Company reserves the right to interpret, amend, modify or even cancel and withdraw any programs, benefits or policies (including employment policies and requirements) generally described in the sections or provisions of this handbook. Such action will become effective by posting on the official bulletin boards, when a copy of the announcement is issued to employees through an addendum to this handbook, or when this handbook is reissued. The Executive Vice President of the Company administers the programs, benefits and policies described in this handbook. All interpretations and determinations made by that officer regarding eligibility, claims, enforcement, or other aspects of the programs, benefits or policies are binding and conclusive.
Some of the policies in this handbook may vary by location.
Receipt of Handbook: To acknowledge that you have access to the Travel Leaders/Donovan Travel Employee Handbook, and that you understand the provisions immediately above, please sign a copy of the Employment at Will. It is your obligation to read, understand, and become familiar with all of the policies contained in this handbook.