Davey Tree Flipbooks

31 January/February 2020 | THE DAVEY BULLETIN A. Having a financial ownership interest or other personal or professional affiliation in a supplier, competitor or customer that could influence, either positively or negatively, the Company's ability to conduct its business. B. Having any financial interest in any transaction between the Company and any third party. C. Receiving from, or giving to, any supplier, competitor or customer any gift or entertainment designed to create a conflict of interest. • The confidentiality of business information will be required at all times. Directors, officers and employees of the Company are specifically prohibited from using or communicating any non-public, confidential information involving the Company, clients, competitors or others, which they may receive in the course of their involvement with Company matters. • Company personnel are the custodians of our business information assets. All Company-owned information assets will only be used for legitimate business purposes regardless of the method or device accessing the information. • Directors, officers and employees of the Company will not compete with the Company or profit personally at the Company's expense. • Direct political campaign contributions to candidates with Company assets in connection with the election of an individual to political office is not permitted, except in furtherance of the Company's interests. Pat Covey Davey President and CEO EQUAL EMPLOYMENT OPPORTUNITY As a service provider, our success depends upon our ability to attract and retain qualified personnel, regardless of their age, race, color, religion, gender, national origin, disability, sexual orientation, gender identity, military or veteran status, or other protected characteristics as established by federal, state or local law. In addition to the ethical and legal considerations of equal employment opportunity, equal opportunities can enhance the depth and quality of our business resources. We will continue to direct our employment and personnel practices towards ensuring equal opportunity for everyone. It is our mandate that all matters related to the terms and conditions of employment: e.g., recruiting, hiring, training, education, compensation, benefits, layoffs, terminations, and promotions and all treatment on the job be free of discrimination. In addition, harassment based on any protected characteristic is also strictly prohibited. Appropriate disciplinary action, up to and including termination, will be taken against any employee who engages in conduct in violation of the Company's Equal Employment Opportunity policy. In addition to our Equal Employment Opportunity policy, we maintain an Affirmative Action Program in accordance with applicable laws and regulations. Questions, concerns or complaints regarding the Company's Equal Employment Opportunity Policy or Affirmative Action Program should be referred to an employee's supervisor, the Human Resources Department, or the Legal Department. Pat Covey Davey President and CEO

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