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USA Operations Centers Gift, Gratuities and Improper Incentives May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Insurance Education (Roadside Assistance Program in some states
It is Joyner policy that supplies, materials, and services must be selected objectively, free from personal biases or self-serving motives. Employees, members of their families, and people with whom they have a close personal relationship must not solicit, accept or give - directly or indirectly - gratuities that might actually or in appearance influence another's actions or decisions. Further, employees, members or their families, and people whom they have a close personal relationship may not participate in activities that conflict with the interests of Joyner, either in appearance or in fact, and must not use their positions or knowledge of Joyner decisions or considerations in any manner that conflicts with or otherwise prejudices the interests of Joyner.
IMPROPER PAYMENTS: Joyner prohibits offering or receiving, directly or indirectly, any bribes, kickbacks or other payments, to influence business.
GIFTS, ENTERTAINMENT, AND MEALS: In the course of performing their jobs, employees, members of their families, or people with whom they have close personal relationships may be offered gratuities which are usually intended as gestures of goodwill or appreciation. These may include gifts, entertainment, meals and beverages, event tickets, services, or other similar favors.
In the course of performing their job or while on company business,
Employees may not:
Accept, individually or as part of a group, anything that could reasonably be thought to have more than nominal intrinsic value (i.e. promotional or advertising pens, pencils, notepads, calendars or other similar gifts of limited value). Gifts, gratuities or attendance at events exceeding nominal intrinsic value should be refused, returned, or disposed of unless the employee’s management approves of the acceptance based on a business need.
Solicit, accept, or give, directly or indirectly, gratuities that might influence or might reasonably be deemed by others to influence their actions or decisions or those of the recipient. Even nominal gifts can be inappropriate if used in a way which creates the impression that a certain vendor is endorsed.
Accept cash or cash equivalents, such as gift cards, of any amount.
Have transportation, hotel services, and expenses reimbursed by anyone other than Joyner at approved vendor sponsored events unless the employee is a presenter or part of a panel at the program and other participants are treated equally.
Enter a drawing or raffle at a business conference, seminar or external training.
Employees may:
Participate in business meal situations when dining occurs in conjunction with business discussions.
These guidelines cannot cover every situation that may arise. Departments or divisions may have more restrictive policies.
Exception for Insurance Education
An employee may accept (without management approval) gifts exceeding nominal value given at conferment events, education fairs, or local chapter or national meetings (including outings or events) sponsored by the local chapters or national organizations of the following insurance education organizations:
The American College
The Institutes
LOMA
Except as provided in this policy, employees must refuse or return any item over nominal intrinsic value offered as a gesture of goodwill or appreciation.
Employees are expected to use good judgment and exercise the highest degree of integrity in conducting Joyner’s business. Employees should discuss with their supervisor any situation they are uncertain about.
The supervisor should be knowledgeable about the Code of Conduct and any department policies (if applicable) relating to Gifts, Gratuities and Improper Incentives, and set expectations with employees.
Management is responsible for making the Market Area or Department Vice President (VP) and Human Resources & Employee Care (HREC) aware of any violations of, or actual or potential conflicts with, the Code of Conduct, or department policies (if applicable), relating to Gifts, Gratuities and Improper Incentives.
Management should consider communicating our Gifts, Gratuities and Improper Incentives policy to the individual or group offering the gift or gratuity to avoid future misunderstandings, regardless of whether a gift or gratuity is accepted, disposed of or refused.
Human Resources employees should be knowledgeable about the Code of Conduct and the market area and/or department policies (if applicable) relating to Gifts, Gratuities and Improper Incentives. HR is responsible for addressing any situations with the Market Area or Department VP that involve violations of, or possible conflicts with, the Code of Conduct or with this policy.