Code of Conduct

Code of Conduct

1. Introduction

This code of conduct (Code) outlines Flight Centre Travel Group Limited’s (Flight Centre) vision, purpose and philosophies, and sets out the standards expected of Flight Centre Group directors, officers, employees, consultants and contractors (referred to in this Code as ‘our people’) in our business. 

2. Adherence to Code

It is important that you adhere to this Code to ensure that we conduct our business with integrity, honesty and transparency, to continue to meet the expectations of our shareholders, customers, partners, suppliers, creditors and the general public.  Flight Centre’s directors and senior management support this Code. 

3. Our vision

“To be the world’s most exciting travel company, delivering an amazing experience to our people, customers and partners”.

4. Our purpose

“To open up to the world for those who want to see”.

  • For our people this means our purpose is to open up their world by helping them develop professionally and personally.
  • For our customers this means opening up their world through the exciting medium of well-organised, targeted and great value travel experiences.
  • For our shareholders it is giving them a magnificent return on their investment.

5. Our philosophies

5.1 Our People

Our company is our people. We care for our colleagues’ health and wellbeing, their personal and professional development and their financial security. We believe that work should be challenging and fun for everyone and through work we contribute to our community.

5.2 Our Customer

We recognise that our customers always have a choice. Therefore, a superior customer service experience, provided with honesty, integrity and a great attitude, is key to our company’s success, as is the travel experience we provide.

5.3 Profit

A fair margin resulting in a business profit is the key measure of whether we are providing our customers with a product and service they value.

5.4 Ownership

We believe each individual in our company should have the opportunity to share in the company’s success through outcome-based incentives, profit share, BOS (franchises) and Employee Share plans. It is important that business leaders and business team members see the business they run as their business.

5.5 Incentives

Incentives are based on measurable and reliable outcome-based KPIs. We believe that what gets rewarded gets done. If the right outcomes are rewarded, our company and our people will prosper.

5.6 Brightness of Future

We believe our people have the right to belong to a Team (family), a Village, an Area (tribe) and Nation (hierarchy) that will provide them with an exciting future and a supportive working community. They also have the right to see a clear pathway to achieving their career goals. Promotion and transfers from within will always be our first choice.

5.7 Our Standard Systems – Our Best Way

In our business there is always one best way to operate. These are standard systems employed universally until a better way is shown. This improved way becomes the one best way system. We value common sense over conventional wisdom.

5.8 Family, Village, Tribe

Our structure is simple, lean and transparent, with accessible leaders. There is a maximum of 4 and sometimes 5 layers. The village is an unfunded, self-help support group that forms an integral part of our structure.

  1. Teams (the family) (minimum 3, maximum 7 members) Villages (minimum 3, maximum 7 teams)
  2.  Areas (tribe) (minimum 10, maximum 20 teams)
  3. Nations (minimum 8, maximum 15 areas)
  4. Regions/States/Countries (minimum 4, maximum 8 nations)
  5. Global Executive Team/Board.

5.9 Taking Responsibility

We take full responsibility for our own success or failure. We do not externalise. We accept that we have total ownership and responsibility, but not always control. As a company we recognise and celebrate our individual and collective successes.

5.10 Egalitarianism and Unity

In our company, we believe that each individual should have equal privileges and rights. In leisure and corporate, in Australia and overseas, and in organically grown and acquired businesses, there should be no them and us.

6. Our expectations

At all times, we expect you to work in accordance with the standards outlined below.

Lawful and ethical behaviour

We are committed to obeying the relevant laws governing operations in all countries and regions in which we do business. You must ensure that you act in compliance with applicable laws, regulations, company policies and procedures at all times.  You must also promote compliance amongst your co-workers. If you become aware of a breach, or a potential breach of any law, regulation, company policy or procedure, refer to Flight Centre's Whistleblower Policy for information on how to report concerns.

To ensure that our reputation and credibility is maintained, it is important that you act ethically and honestly at all times.

Conflicts of interest

You must attempt to avoid conflict of interest situations and avoid placing yourself in compromising situations.

A conflict of interest will generally arise where your personal or commercial interests conflict or could potentially conflict with Flight Centre’s interests (please also refer “Close Personal Relationships” below).

In the event that a conflict of interest does arise, the circumstances should be disclosed immediately to your direct supervisor. Flight Centre will either confirm how such a conflict of interest can be managed effectively or alternatively direct you to cease the activity causing the conflict of interest.

Close Personal relationships

All employees involved in a close personal relationship (eg. two employees in direct reporting lines who are dating) or a close relative relationship (eg. family including de facto spouse, children, siblings, parents or other relatives residing in the same household) must disclose this relationship to the National HR Team Leader.

This is to avoid conflict of interest where the employees concerned may have the ability to influence the others employment, eg. recruitment and appointment process, promotion, remuneration or termination of an employee’s employment.

The National HR Team Leader will disclose the close personal relationship to the Global Peopleworks Leader where appropriate, to discuss any reasonable steps that should be put in place to avoid possible conflict of interest that may arise. Failure to disclose a close personal relationship to the National HR Team Leader may result in the company taking whatever action is considered appropriate including possible disciplinary action.

Inside information

You must not deal in Flight Centre securities or securities which are in any way associated with Flight Centre while you are in possession of non-public information which might have a material effect on the price of value of Flight Centre securities. Please refer to our Share Trading Policy for further details.

Confidentiality

Flight Centre does not allow the making of payments to payments induce government official to make favourable business decisions. Accordingly, bribes, facilitation payments, ‘kick-backs’, secret commissions and other similar payments are strictly prohibited and are unlawful. Making such payments may expose us and our people to criminal prosecution and severe penalties.

To the extent that an employee becomes aware of bribes and facilitation payments, they should follow the procedures for reporting concerns as set out in Flight Centre’s Whistle blowing Policy.

Bribes & facilitation payments

Flight Centre does not allow the making of payments to induce government official to make favourable business decisions.  Accordingly, bribes, facilitation payments, ‘kick-backs’, secret commissions and other similar payments are strictly prohibited and are unlawful.  Making such payments may expose us and our people to criminal prosecution and severe penalties. To the extent that an employee becomes aware of bribes and facilitation payments, they should follow the procedures for reporting concerns as set out in Flight Centre’s Whistle blowing Policy.

Public comments

Flight Centre is committed to ensure that the privacy of individuals is maintained, and that appropriate safeguards are in place to protect the personal information of our people, customers, partners, suppliers, contractors and potential employees.

You must not collect, use or disclose information for anything other than the purpose for which it is required.

Privacy

Flight Centre is committed to ensure that the privacy of individuals is maintained, and that appropriate safeguards are in place to protect the personal information of our people, customers, partners, suppliers, contractors and potential employees. You must not collect, use or disclose information for anything other than the purpose for which it is required. 

Harassment, bullying and discrimination

Flight Centre is committed to ensuring that our people are treated fairly and with respect. Harassment, bullying and discrimination of any kind will not be tolerated in any of our workplaces.

Any incidents or potential incidents of harassment, bullying or discrimination should be reported immediately to Peopleworks or in accordance with Flight Centre’s Whistleblower policy.

Policy Title: Code of Conduct Date: August 2015
Approved:

 

___________________                   ____________________

Graham Francis Turner                            David Smith
Managing Director                                   Company Secretary