Responsible tourism

On the 10th of January 2017, Tanni Travel signed a declaration put forth by Festa and the Iceland tourism cluster. Those who signed the statement committed themselves to 

– To be mindful towards nature 
– Ensure the safety of our guests and treat them with respect
– Honor the rights of employees  
– Have a positive impact on the community
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Companies operating in tourism are faced with multiple challenges when it comes to corporate social responsibility. Increase in the number of travelers poses problems when it comes to the preservation of nature sites. It is also vital that the rights of employees are upheld, that the communities that guests visit receive a fair portion of the revenue that is created by tourism and last but not least, ensuring the safety of guests and that they receive quality service. 

Tourism in Iceland is an important industry that can help build our country's reputation and lay the foundation of prosperity. We commit to setting forth benchmarks relating to the factors mentioned here above and regularly measuring and publish information about the company's progress. 

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Our policies 

Environment

Human resources

Alcohol and drugs

Health

Safety policy

Equal opportunities

Personnel policy

Anti-bullying, gender and sexual harassment

Environmental policy

Tanni Travel's primary goal is to be exemplary when it comes to environmental factors. Our environmental policy is centered around the following points. 

• Environmental effects shall be considered in all of the decisions that are taken within the company. This includes operations, when purchasing new vehicles, how the garage is managed, organizations of tours and when providing information to visitors.
• Emphasis will be placed on increasing the environmental awareness of staff and their interest in environmental matters with regular training. 
• Emphasis will be placed on being environmentally friendly. Resources used for the daily operations of the company shall be reused and recycled as much as possible. Materials that have to be disposed of shall be done so in an appropriate manner.  
• We aim to cooperate with institutions, municipalities, and corporations in the area on environmental matters. We also strive to lead the way when it comes to adopting more environmentally friendly practices. 
• We aim to reduce the use of materials and chemicals that harm the environment. 
• Environmental matters shall be incorporated in the job descriptions and guidelines for employees. 
• To be exemplary when it comes to adhering to environmental policies and take measures to prevent possible environmental damage. 
• To encourage suppliers to offer environmentally friendly products and services. 

Human resource policy

It is our goal at Tanni Travel to always have employees that are both well equipped to do their jobs as well as enthusiastic. This is to ensure that the service we give is first class and employees feel comfortable to take the initiative in their work.

• The company wants to ensure employees with the best possible working conditions and the possibility to grow and thrive in their work. It is also the company's intention to create a situation where employees can enjoy both work and private life.  
  
• Supervisors should honor the human resource policy and to make sure that regulations and guidelines are upheld to ensure both the interests of the company as well as the employees. 
• Legislation at every given time, regulations, instructions and collective agreements forge the framework for human resource matters. It is the policy of the company to honor its legal and contractual obligations and to abide by regulations and collective agreements that are in effect at any given time.  

Alcohol and drug policy

Tanni Travel is an industry leader in tourism in East Iceland and regards it as its duty to always put safety first in whatever we do. 

• Employees are strictly prohibited from consuming or being under the influence of alcohol or drugs while at work. 
• An employee shall notify its supervisor if he is under the influence of medicine that can impact his judgment or concentration. The supervisor will then decide what tasks are appropriate for the employee. 
• Tanni Travel commits to doing its part to help employees that are dealing with alcohol or drug problems get appropriate help to deal with their addiction. 
• A violation of the company's alcohol or drug policy results in termination of employment. 

Health policy

The primary objective of Tanni Travel's health policy is to ensure the wellbeing of its employees both physically and mentally and thus increase their quality of life.  
 
The primary objective of Tanni Travel's health policy is to ensure the wellbeing of its employees both physically and mentally and thus increase their quality of life. 

• To improve the staffs work environment, to increase information flow and increase the quality of life of employees. 
• To meet the psychological, social and physical need of employees in the workplace as effectively as possible. 
• Aim to improve employees overall health and therefore decrease absence due to illness or work-related strain. 
• To encourage employees to attend to health improvement, for example with grants. 
• To make employees more aware of their rights and possibilities of grants from unions for health-related matters. 
• To ensure that working conditions and hygiene in the workplace are as good as possible.

Safety policy

It is Tanni Travel's policy to ensure that all customers and staff are in a healthy environment and are as safe as possible. 

• In the companies daily operations, we aim to follow all stipulations put forth in laws and regulations. We commit to continuously work on improvements that increase the safety of our customers, employees, and partners.

• The company will regularly hold seminars in first aid so that employees are better prepared to deal with problems and accidents that can occur. Seminars are to be held no less than every other year. 
• It is of utmost importance to us that the equipment used in operations of the company is inspected and tested on a regular basis and adheres to the safety standards placed on it.  
• We risk asses the areas that the company operates on. Fall and winter will receive special attention as the weather in Iceland is more volatile during those seasons.  
• We encourage active participation of all employees in training and matters of security. 
• Under all circumstances, we use appropriate safety gear, protective clothing, and personal protective equipment. 
• This policy shall be reassessed as often as needed, but never less than every two years. 

Equal opportunities

• Employes or customers are not discriminated based on, for example, gender, marriage status, religious or ethical belives, ethnicity, nationality, disability, age, political belives, employment or family status, or sexual orientation. 
• As an employer, Tanni Travel is a workplace where men and women have equal opportunities to work, and we look at positions in the company as equally suitable for all genders.  
• Men and women should have equal opportunities for employment, responsibility, wages, promotions, and training at the company.
• At Tanni Travel, a healthy balance should be between work and personal life.
• Tanni Travel does not abide by bullying, prejudice, gender-based, or sexual harassment. 

Personnel policy

• The company has qualified, well educated, and motivated employees that combine to create an energetic and positive work environment. 
• We aim to lay the foundation for good communication between staff, positivity, respect, and mutual appreciation. 
• We encourage staff to seek appropriate accreditation for their positions. 
• We encourage that staff to take responsibility and show initiative. 
• We promote good morale in the workplace.
• In all regards, equality should be maintained.
• We make sure that the work environment of the staff is good. 
• We make sure that there is a steady flow of information between managers and staff on the issues and functions of the company.
• Emphasis is placed on staff showing each other and company confidentiality.
• We aim to ensure that staff members have a chance to grow and thrive in their job. 

Anti-bullying, gender and sexual harassment policy

• It is the policy of Tanni Travel that employes always show their coworkers respect when communicating. Bullying, or gender, and sexual harassment will not under any circumstances be condoned at the company. Codependency amongst staff in the matters of bullying and harassment will not be tolerated either. 
• In any work environment, there can be differences of opinion and conflict of interest that can cause unease. To resolve such issues before they escalate, staff members must bring the matter to his superior or union confidant so they can work towards solving the problem. If the superior ignores the problem or is himself the one engaging in bullying, the staff member should contact the union confidant or his union directly. 
• An equally hard stance will be taken against false accusations of bullying. Should an employe take part in the act of bullying, he can expect one or more of the following, to be reprimanded, education on the repercussions of bullying, transfer within the workplace, or resignation. In instances of severe nature, a legal action might be taken in cooperation with the victim. Perpetrators of bullying must face up to the consequences of their actions. 

Definitions

• Bullying: A repeated behavior that is designed to cause the person who the conduct is directed towards distress. Examples of action like this can be to belittle, engage in offensive behavior, remarks made to be hurtful or threatening behavior.
• Gender harassment: Behavior that is directed towards a person because of their gender and is unwelcome and unwanted. Furthermore, behavior that is made to disrespect and belittles the person that it is directed towards and is threatening, hostile, humiliating, or offensive.
• Sexual harassment: Sexual harassment is any sexual behavior that is unwelcome and unwanted by the person that it is directed towards. Furthermore, it is made to disrespect and belittle the person that it is directed towards and is threatening, hostile, humiliating, or offensive. The conduct can be what a person says, symbolic or physical.
• Violence: Any behavior that leads to or could lead to physical or psychological trauma or suffering by the person that the conduct is directed towards. This includes threats of violence, coercion, or deprivation of liberty.
• Other inappropriate behavior: This can include disrespectful conduct, sexual behavior, or physical contact that is inappropriate. 
• Alleged victim: The person that experiences bullying, gender or sexual harassment, violence, or inappropriate conduct. 
• Alleged offender: The person that the complaint about bullying, gender or sexual harassment, violence, or inappropriate conduct is directed towards. 

Differences in opinion or disputes because a conflict of interest does not fall under any of the above.