De Palm Tour

1. Orientation ProgramOrientation Program
New EmployeesNew Employees
De Palm Corporation
N.V. & Subsidiaries

2. Outline Orientation Program
 Welcome
 Organizational Chart
 Organizational Structure
 History of De Palm Tours
 House Rules
 Benefits
 Questions & Answers
 Closing

3. Welcome
 Welcome to De Palm Tours

4. Organizational Structure
De Palm Corporation N.V.
- Human Resources
- Accounting
- Maintenance
- Security
- I.T.
- Executive Office
- Board
De Palm Car Rental N.V.
- Landrover Operations
- Bus Operations
Natural Bridge Exploitation VBA
Atlantis Submarines Aruba N.V.
- Atlantis
- Seaworld Explorer
De Palm Tours N.V.
- At Your Service Departmen
- D.M.S. Department
- Transient Sales Department
- Reservations & Cashier
Department
De Palm Island N.V.
- De Palm Island
- Seatrek
De Palm Water sport N.V.
- Watersport
- Retail Department

5. History of De Palm Tours
 De Palm Tours was founded in 1960 by Luis de Palm
 In 1971 Harold Malmberg and Ramon Richardson
purchased the company from Mr. de Palm. At that time
the Company owned 3 fifteen seat buses and 1 thirty seat
bus.
 In 1972 Caribex Car Rental was purchased with 8 cars.
Later the name was changed to De Palm Car Rental N.V.
and during that same year they were granted the Hertz
franchise. In 2000 this Company was sold to Jolly
Corporation.
 De Palm Tours moved in 1974 to its own building at L.G.
Smith Boulevard 142.
 De Palm Water Sport N.V. was founded in 1975 and
bought the water sport operations owned by Aruba
Caribbean Hotel, which today is the Hilton Hotel.

6. Continuation…..History
 In 1983 Harold Malmberg purchased the shares of his
partner and became the sole owner.
 In 1988 De Palm Island opened. This same year De Palm
Tours bought Bruno Tours and its fleet of 7 Volvo Buses
from S.E.L. Maduro & Sons.
 In July of 2006 De Palm Island Officially opened the
Blue Parrot Waterpark.
 In 2009 De Palm Island changed its concept and became
all inclusive.
 In 2001 De Palm Underwater park N.V. was founded,
introducing a new innovative and unique product:
Seatrek.

7. Continuation…….History
 In December of 2003 the Company bought 24 ATV’s and
added yet another tour to the De Palm Car Rental N.V.’s
tours of land rovers and wranglers. In 2010 the company
sold all ATV’s and bought 12 UTV’s instead which were
safer.
 In December of 2005 De Palm Tours embarked in a new
adventure. This year it went into the retail business and
opened its first retail store at the Allegro Hotel now the
Barcelo Hotel.

8. Continuation…….History
 At this moment De Palm owns a retail store at Barcelo,
De Palm Pier, Atlantis Ticket Office and on De Palm
Island.
 In 2011 De Palm acquired Atlantis adding yet another
valuable activity to its fleet. Atlantis added two new
activities: Submarine and the Sea World Explorer.
 In 2016 De Palm bought the Natural Bridge from the
Luidens family and changed it in a modern stop for our
tours and other island tours offered by third parties on the
island.

9. House Rules
 Personnel Records
 Payroll
 Sick Leave Policy
 Grooming Guidelines
 Uniform & Dress Code Policy
 Work hours/schedules
 Overtime Payment
 Time Back Policy
 Official Holidays
 Holidays & Off Days Payment
 Holidays & Off Days Payment
 Moonlighting Policy
 E-mail & Internet Policy
 Leave of Absence Policy
 Disciplinary Actions
 Separation Policy
 Drugs & Alcohol Policy
 Harassment Policy
 Social Media Policy
 Recording Meeting Policy

10. Personnel Records
 It is the employee’s duty and responsibility to keep
his/her records updated with the following information:
 Last name change
 Address and phone number
 Marital status
 Beneficiaries or dependents designated on insurance or
retirement program
 Number of dependents
 Birth of child
 Alien status
 Diploma’s and certificates obtained
 “Werknemersverklaring” needs to be duly filled in on a
yearly basis

11. Payroll
 Pay day is the last day of the month through a bank
transfer
 It is mandatory for every employee to have a bank
account where salaries can be send.
 It is mandatory for every employee to have an email
address where copies of pay slips can be send.
 If you have sick days, make sure a copy of your doctor’s
card is submitted to the H.R. Department for proper
payment
 The Company is strongly against giving advances.
Advances are only authorized when there is a medical
emergency.

12. Sick Leave Policy
 These are the steps to take when you are sick:
 Report sick personally on the first day you are A.O. to
your department. Report sick at least 1 hour before your
scheduled time of work in your department. Leave a
message on the voice mail if necessary.
 Report sick personally to the H.R. Department after this.
Leave a voice mail if necessary. The telephone number is
5224433. During the weekend or on holidays at 5949930,
between 8:00 a.m. – 10:45 a.m.
 Report sick personally to the S.V.B. directly thereafter.
The telephone number is 5272750 weekdays between
7:00 a.m. and 12:00 p.m. or between 4:00 p.m. and 6:00
p.m. if you work at night. You can also report sick online
at http:/www.svbaruba.org/form-notifica-ao/. On
weekends and holidays between 7:00 a.m. to 11:00 a.m.
you must report sick online only.

13. Continuation…Sick Leave Policy
 HR will call Medwork and will make an appointment for
you. You must report to Medwork on your first day of
sickness.
 Medwork is available on weekdays between 7:30 a.m.
-12 noon and 2:00 – 5:00 p.m. On weekends and on
holidays Medwork is available from 12 noon – 2:00 p.m.
 Medwork San Nicolas is only available weekdays from
8:00 a.m. – 12 noon and is closed on weekends and
holidays.
 If Medwork send you back to work on the same it is
mandatory to comply.
 If Medwork send you back to work on the next day and
you are still feeling sick you must call in sick again.

14. Continuation…Sick Leave Policy
 The S.V.B. will give you one or more of the following
instructions:
* When reporting online you must follow the instructions on
the website including providing an active email address.
* You must report to the S.V.B that same day or
* You must stay at home for the first two days of A.O.
due to a possible control at home by the S.V.B.
controller and/or
* You get an appointment
 You must identify yourself at all controls of the S.V.B. with
a picture I.D., passport or drivers license
 If you are still sick on the third day, you must go to the
S.V.B. by means of taking a number before 9:00 a.m. or
show up in time in case you have an appointment.

15. Continuation…Sick Leave Policy
 If you go to work on the second or third day you must
personally report this to the S.V.B., the assigned person
in your department and the H.R. office by telephone.
 The control procedures after the third day of A.O. will
continue as per the appointments agreed between you and
the control doctor.
 You are personally responsible to keep your department
and the H.R. department informed of the status of your
sick leave on a regular basis.
 If you have an accident on the job you must report this
immediately to your supervisor and fill in an accident
report at the Human Resources Office.

16. Continuation…Sick Leave Policy
 You must send a copy of the A.O. card issued by the
S.V.B. to the H.R. Department before the 8th
of the month
in order to process this in the payroll.
 If you need to go to the doctor during working hours, you
have to pick up the doctor’s visit form in the H.R.
Department which needs to be signed by your doctor and
returned to the Human Resources Department before the
8th
of the month to be processed in the payroll.
 You are entitled to 2 hours with pay when you visit
the house doctor or dentist and 4 hours with pay when
you visit the specialist.

17. Grooming Guidelines
Your appearance is very important to the image of our
Company and you are expected to be always neat and tidy.
Following are some guidelines:
 Excessive jewelry or make-up is not allowed on the job
 Hair and fingernails must be well trimmed and clean
 The use of deodorant and mild scented colognes is
encouraged.
 The chewing of gum and/or smoking is forbidden.
 Males are not allowed to wear earrings or chains around the
neck that are visible. They must be properly shaven or have
a manicured beard and have haircuts regularly.
 There should be no visible evidence of body piercing e.g.
rings through lip etc.
 Offensive or excessive tattoos are not permitted on any
body part unless the uniform covers them.

18. Uniform & Dress Code Policy
 Uniforms must be worn only during working hours and
must be clean and neatly pressed. Name tags are part of
the uniform and should be worn on the left chest.
 Caps and hats are only permitted if they are part of the
uniform and have one of the De Palm logos on it.
 Male personnel must button their shirts up to the last
button form the top down, and have their shirts tucked in
neatly.
 Shoes must be closed, black, clean and in good condition.
 It is strictly forbidden to engage in disorderly conduct or
to consume alcohol while in uniform.
 Uniforms cannot be altered and remain the property of
the company.

19. Continuation…..Uniform & Dress Code
Policy
 Office personnel are expected to wear appropriate work
clothes defined as “Business Casual”.
 On “Casual Friday” Office personnel have the option to
wear denim.
 Shirts and blouses on “Casual Friday” must still be
“Business Casual”.

20. Work Hours/Schedule
 A work week for all employees is a period of 6 days (44
or 45 hours) for the operations departments, 5 days (40
hours) for the office personnel or as otherwise stated in
the individual working agreement.
 Work schedules will be posted at least 1 week before the
effective date of the new schedule.
 Due to the inherent nature of our business schedules can
be revised or changed with shorter notice due to business
demands.

21. Overtime Payment
 Employees earning less that Afls. 44.288,64, including
commission, and allowances per year are entitled to
receive overtime payment.
 All overtime must be properly approved by your manager
 All Overtime needs to be properly recorded on the time
sheet before the 8th
of the month in order to be processed
through payroll.
Overtime will be paid as follows (6 days work week):
 150% after regular 8:15 hours of work
 225% overtime on an off day
 275% overtime on off day and holiday
 300% overtime on New Year’s Day, Christmas and
Boxing Day.

22. Continuation……Overtime
Overtime will be paid as follows ( 5 days work week):
150% after regular 8:15 hours of work
150% work during lunch break
175% overtime on first off day
225% overtime on second off day
225% overtime on first 6 holidays
225% overtime on first 6 holidays which is also an off day
275% overtime on next 5 holidays
275% overtime next 5 holidays which is also an off day.
300% overtime on New Year’s Day, Christmas and Boxing
Day.

23. Continuation…..Overtime
Overtime will be paid as follows ( office personnel):
150% after regular 8:15 hours of work
150% work during lunch break
225% overtime during the weekend
275% overtime on a holiday
300% overtime on New Year’s Day, Christmas and Boxing
Day

24. Time Back Policy
 Employees earning more than Afls. 44.288,64 including
commission and allowances per year are not entitled to
overtime pay and therefor can be eligible to receive time
back.
 You are entitled to Time Back only when worked
overtime more that 2 consecutive hours with the prior
approval of your manager.
 Time Back must be taken within the calendar year and it
cannot be transferred to the next year.
 Your Department Head is responsible for tracking your
Time Back hours.
 Time back taken need to be duly filled in on the
timesheet and signed off by the manager

25. Official Holidays
 Official National Holidays are:
 New Year’s Day January 1
 Betico Day January 25
 Carnival Monday
 Flag & Anthem Day March 18
 Good Friday
 Easter Monday
 King’s Day April 27
 Labor Day May 1
 Ascension Day
 Christmas day December 25
 Boxing Day December 26

26. Holidays and Off Days Payment
Holidays and Off Days will be paid as follows:
(6 days work week)
175% Work on ½ day off
200% Work on off day
200% Work on first 6 holidays
200% Work on a Sunday Off
200% Work on a ½ day off which is also a holiday
225% Work on first 6 holidays which is also an off day
250% Work on the next 5 holidays
275% Work on the next 5 holidays which is also an off day
300% Work on New Year’s Day, Christmas and Boxing
Day.

27. Continuation…..Holidays and Off Days
Holidays and Off Days will be paid as follows:
(5 days work week)
150% Work on first off day
200% Work on second off day
200% Work on the first 6 holidays
200% Work on a Sunday Off
225% Work on the first 6 holidays which is also an off day
250% Work on the next 5 holidays
275% Work on the next 5 holidays which is also an off day
300% Work on New Year’s Day, Christmas and Boxing
Day

28. Continuation…..Holidays and Off Days
Holidays and Off Days will be paid as follows:
(Office Personnel)
200% Work on Saturday and/or Sunday
250% Work on a Holiday
300% Work on New Year’s Day, Christmas and Boxing
Day.

29. Moonlighting Policy
 What is considered as serious infraction in the
employment relationship and trust between the Company
and the employee:
 When the employee invests, or is involved directly or
indirectly, in any company, which competes with any
business line of employer.
 When the employee participates in or promotes
unauthorized sales- and other deals and/or when the
employee accepts commission and incentives directly
from third parties for promoting their activities.
 When the employee, without previous written consent of
employer during the term of his/her working agreement
renders labor or services that conflict with employer’s
line of business and/or services to any third party,
irrespective of whether the rending of such services is
realized by way of employment or not.

30. Continuation….. Moonlighting Policy
 When an employee, without written previous approval of
employer provides confidential Company information to
a third party.
 It is understandable that such practices will not be
tolerated by our Company. As employees of De Palm,
your loyalty and dedication must be to the De Palm
Company and its interests. Any unauthorized business
dealings with other companies will not be tolerated and
will be reasons for immediate dismissal.

31. E-Mail/Internet Policy
 The electronic system has been installed by De Palm
Corporation to facilitate business communications. Please
take note of the following:
 Although each employee has an individual password,
management may disclose at all times the contents of e-
mails without your permission.
 De Palm Tours provides the electronic mail system for
official Company business. Incidental and occasional
personal use of e-mails is permitted but will be treated the
same as other messages.
 The e-mail system may not be used in any way that may
be seen as insulting, descriptive or offensive. Violation
may result in disciplinary action. All employees have the
obligation to notify management of received messages
with forbidden content.

32. Continuation….E-mail/Internet Policy
 Unauthorized use of passwords of other employees is
prohibited. All employees should notify management if
they are in possession of one or more passwords other
than their own.
 Software use will always be in accordance with its
license agreements.
 Internet access is limited to official business only.
 It is prohibited to open and download any attachment
from external e-mails.
 It is prohibited to connect any USB’s to computers
without authorization of the IT department

33. Leave of Absence Policy
 De Palm Tours will consider granting Leave of Absence
without pay to eligible employees due to illness
(including maternity), compelling personal reasons or
military service. The following needs to be taken into
consideration:
 Approval for any Leave of Absence will be determined
by your Department Head
 Leave of Absence without prior approval will result in
disciplinary actions.
 Leave of Absence may not be considered for less than a
half day of work.
 Any request for a Leave of Absence needs to be in
writing on a special form with a specific reason and
expected duration.

34. Continuation….Leave of Absence
 Requests to extend a Leave of Absence must be done
prior to the expiration of the original leave.
 A Leave of Absence and a request for extension must be
always granted in writing by the Department Head and
the H.R. Manager.
 A Medical Leave of Absence may be granted for up to 90
days and extended up to an additional 90 days.
 In case of a Medical Leave of Absence, a physician’s
statement must accompany the request and a medical
release from the attending physician will be required
before the employee can return back to work.
 De Palm reserves the right to ask Medwork for a second
opinion.
 An employee may receive a Personal Leave of Absence
for an emergency or compelling personal reason for up to
30 days.

35. Continuation…Leave of Absence
 Leave of Absence with pay will be granted in the
following situations:
 Leave of Absence will be granted for the day of an exam
only for job related courses.
 Time off for an emergency or for personal reasons
(funeral, government, lawyer, doctor visit, etc) may be
granted. Check in advance with your Manager/Supervisor
for approval and he/she will schedule you in such a way
that you can cover the hour(s) not worked.

36. Disciplinary Actions
 Corrective Action will consist of a verbal warning,
written warnings, suspensions up to 12 days without pay
and termination, but not necessarily in this order. The
severity of the violation will determine the discipline.
 All corrective action will be documented and put in the
employee’s file (including verbal warnings)
 Reasons for corrective action can be:
 Unauthorized use of the telephone for personal calls
 Failure to wear name tag and uniform correctly
 Working overtime without prior approval of the
Department Head or Supervisor
 Unexplained absences and constant tardiness
 Stopping work early without proper authorization

37. Continuation….Disciplinary Actions
 Failure to report unsafe conditions or unsafe action of
other employees to the Department Head or Supervisor.
 Untidy, slovenly or provocative appearance, general bad
attitude and work habits.
 Not reporting properly when absent.
 Failure to perform job assignments satisfactorily
 Irregular attendance due to sickness
 Presence on the premises at any time other than your
assigned work shift without authorization of your
Department Head.
 Use of Company equipment for purposes other than for
duties assigned to you
 Failure to attend assigned training sessions

38. Separation Policy
 If you are considering leaving the Company and you are
no longer in your probation period, please take note of
the following procedure:
 Your resignation must be submitted in writing to your
Department Head with a copy to the H.R. Department
 Notice period is 1 calendar month, starting on the first
day of the month
 Your last payment will be processed by check and not by
bank transfer
 You must return all Company belongings e.g. name tag,
I.D. badge, uniform, petty cash, cash bags, keys,
company telephone, APA Badge, Drivers Permit etc.
before collecting your final payment.

39. Drugs & Alcohol Policy
 The zero tolerance Drugs and Alcohol Policy has been
established to maintain the safety and health of its
employees. It is the Companies belief that this Policy will
protect its employees and its customers from risks which
result from drug and alcohol use and drug and alcohol
induced behavior. The following needs to be taken under
consideration:
 Employees are prohibited from using, selling, distributing
or being under the influence of drugs on the job.
 Employees are prohibited from using or distributing to
other employees alcoholic beverages on the job with the
exception of Company approved parties and cocktail
parties for business purposes.

40. Continuation…..Drugs & Alcohol Policy
 Employees are prohibited to report to work under the
influence of alcoholic beverages.
 The Company will aid those employees that come
forward voluntarily with a Drug and/or Alcohol-use or
dependency.
 The Company will be firm in identifying and terminating
those employees who do not seek assistance and thereby
place themselves and the Company at risk.
 Violation of the Drugs & Alcohol Policy will result in
immediate termination.
 All employees will be subject to one or more testing
programs. A positive result of the testing will result in
immediate termination and criminal charges will be
pressed.

41. Continuation….Drugs & Alcohol Policy
 The Company may at all times perform random
inspections on the presence of Drugs and/or alcohol on
Company premises, whether in company vehicles or
private cars.

42. Harassment Policy
 De Palm is committed to providing a work environment
in which all employees are treated with respect and
dignity. Workplace harassment will not be tolerated from
any person on the workplace.
 Workplace Harassment or Bullying:
 Offensive or unwelcome comments regarding a person’s
nationality, origin, race, color, religion, gender, sexual
orientation, age, body, disability or appearance including
nicknames/labels, slurs and negative stereotyping will not
be tolerated.

43. Continuation…..Harassment Policy
 Distribution, display or discussion of any written or
graphic material that ridicules, denigrates, insults,
belittles or shows hostility aversion or disrespect toward
an individual or group because of national origin, race,
color, religion, age, gender, sexual orientation,
pregnancy, appearance, disability, sexual identity or
marital status will not be tolerated

44. Continuation…….Harassment Policy
 Sexual Harassment:
 Sexual harassment is considered when unsolicited and
unwelcome sexual advances, requests for sexual favors,
or other verbal or physical conduct of a sexual nature are
made.
 Verbal sexual harassment includes insinuations,
suggestive comments, jokes of a sexual nature, sexual
propositions, lewd remarks and threats: requests for any
type of sexual favors, and verbal abuse or “kidding”
including that which is sexual in nature and unwelcome.

45. Continuation…..Harassment Policy
 Non-verbal sexual harassment includes the distribution,
display or discussion of any written or graphic material,
including calendars, posters and cartoons that are
sexually suggestive or show hostility toward an
individual or a group because of sex: staring, whistling
etc.
 Physical sexual harassment includes unwelcome,
unwanted physical contact including touching, stroking,
caressing, tickling, pinching, patting, brushing up against,
hugging, cornering, kissing and fondling and forced
intercourse or assault.

46. Continuation….. Harassment Policy
 Employees are encouraged to report any incidents of
workplace harassment to the Human Resources
Department.
 Management will investigate and deal with complaints in
a fair, respectful and timely manner.
 Information will not be disclosed except when necessary
to protect employees.
 Appropriate disciplinary actions will be taken against any
employee who violates this policy.
 Employees are not penalized or disciplined for reporting
incidents or participating in investigations.

47. Social Media Policy
 Use of social media presents certain risks and carries with
it certain responsibilities. To assist employees in making
responsible decisions about the use of social media, the
company has established some guidelines.
 Any postings on social media which are not consistent
with policies in our employee handbook will not be
tolerated.
 Online conduct which adversely affects your job
performance, job performance of colleagues or adversely
affects clients, customers, vendors, suppliers or people
who work on behalf of the company’s legitimate business
interest will result in disciplinary actions.

48. Continuation……Social Media Policy
 If you decide to post complaints or criticism, avoid using
statements, photographs, video or audio that are
malicious, obscene, threatening or intimidating.
 Never post any information or rumor that you know are
false about the company, fellow employees, clients etc.
 It is prohibited to use information found on the company
face book to engage and/or harass colleagues, clients etc.
 Social Media should not interfere in your daily duties.
 Confidential information is not to be posted on social
media.
 If you post after hours anything which involves work or
subjects associated with the company, a disclaimer
should be used: “the postings on this site are my own and
may not represent the company’s position, strategies or
opinion.”

49. Recording Meeting Policy
 Recording conversations/meetings disrupts the
professional relationship and trust between management
and employees.
 In order to safeguard a healthy and trustworthy sphere in
the workplace, the company emphasizes that it does not
allow the recording of meetings and/or conversations
without prior of the person in charge of the meeting.
 All cellular, smart phones or any other recording device
need to be on the table.
 Failure to do so will result in disciplinary action.
 Failure to shut off the recording device if found to be on
will result in disciplinary action.
 Failure to delete any content of the meeting which has
been recorded will result in disciplinary action.

50. Continuation…Recording Meeting Policy
 If the content of an in-house meeting goes viral (public)
and ends up on social media or in the hands of a third
party, disciplinary actions will be taken against the
employee at fault, not excluding termination.

51. Benefits
 Pension Plan
 Vacation Policy
 Savings Plan Policy
 Extra off with Pay Program
 Additional Medical Insurance
 Educational Assistance Policy
 Employee Recognition Programs
 Transfer Policy
 Performance Appraisal Process
 Employee Coupon Booklet Policy
 Bonus

52. Pension Plan
 On January 1, 1995, De Palm joined the AHATA Pension
Fund, PFTS (Pension Fund Tourism Sector Aruba).
 In 2011 the government made it mandatory for all
employees to participate in a company pension plan
 Benefits
 It gives you an additional income on top of the
Government Old Age Pension (A.O.V.)
 Your employer pays 50% of the mandatory contribution
 There is no maximum age for entry
 If you take up employment with another PFTS-member,
you will remain a participant in the PFTS
 If you leave you receive a right to a Retirement Benefit
payable at your retirement date.
 If you ( r)emigrate, you may always withdraw the value
of your pension in full after 3 years.

53. Continuation…Pension Fund
 A retirement pension from retirement at age 65
 A survivor’s pension for your husband, wife or partner
you live with at the time of your death
 An orphan’s pension for your children
 In case of disability the fund takes over the further
payment of 6% contribution
 Participation requirements:
 You are 18 years or over
 You are employed by an employer who joined the PFTS
 You have completed the probation period of 60 days
 You have a permanent contract for at least 20 hrs. a week

54. Continuation….Pension Fund
 Contribution:
 You pay 3% minimum of your monthly gross salary
 Your employer pays maximum 3% of your monthly gross
salary
 In addition to the obligatory contribution you can pay
voluntary contributions to increase your pension benefit
up to a maximum of 19%.

55. Vacation Policy
 All employees, coordinators, supervisors and assistant
managers are entitled to the following:
1 – 5 years of service 15 vacation days per year
5 years and up 18 vacation days per year

56. Continuation….Vacation days
 Vacation Procedure:
 You may carry over a maximum of 5 days to the next
year. If you carry over more than 5 days they may expire.
Only new employees can carry over more than 5 days.
 Your Department Head is responsible for planning and
for the management of vacation days in your department
 Request vacation days as early in the year as possible.
You will receive a print out which needs to be signed by
both you and your Department Head.
 If you don’t work 6 months or more during an
anniversary year due to illness, an accident or a legal
obligation, you loose your vacation days

57. Savings Plan Policy
 The purpose of the savings plan is to encourage all
employees to save money for a vacation or emergency by
direct payroll deductions:
 Employee will fill out an official bank enrollment form.
 Employees may deduct up to 1/3 of their net salary per
month. It is an employee contributory plan only.
 Withdrawals are only possible twice (2) a year with
signed authorization of an HR representative.
 The company will deposit the deducted amount at the
Aruba bank N.V. Interest rate is 4%.
 A minimum of Afls. 25,00 must be left on the account to
keep it open.
 All monies will be paid out to the employee upon
termination by the bank.

58. Extra Off with Pay
 One Day:
Marriage of child of employee, father, mother, brother,
sister
Death of grandparents, in-laws
Death of house-hold member / live in
Moving (maximum once per year)
 Two Days:
Marriage of employee
 Three Days:
Death in the immediate family: legitimate wife, husband
children, parent, common law partner
 Four Days:
Birth of a legitimate child of a male employee
 One Week
Travel for medical reason with parent, sibling, spouse,
common law partner. (AZV letter required)

59. Additional Medical Insurance
 When you first start working for De Palm Tours you will
be offered the additional medical insurance from Massy
United Insurance.
 To be enrolled in the Medical Insurance is optional and
can be done at any time during service time. A small
premium will be charged monthly to employees who do.
 Minimum age is 18 and maximum age is 65.
 To insure employee’s dependents is optional.
 The employee will receive a Massy ID card to be used at
the local hospital and another ID card to be used abroad.
 The insurance covers Medical Expenses in Aruba, Travel
Medical Expenses and Accidental Death and
Dismemberment.

60. Continuation…..Medical Insurance
Benefits in Aruba
Hospital Services Class 1 or 2
Outpatient Services: physiotherapy, chiropractic therapy,
psychological therapy, second opinion.
Vision Care: overall limit 80% of eligible expenses up to a
maximum of Afls. 1.200,00 per year.
Dental Care: 80% of charges to maximum of Afls. 1.500,00 per
year.
Travel Benefits
Hospital Services: in-patient and surgical expenses, intensive care,
emergency room.
Outpatient Services: prescription medicines, physician and
specialist consultation, diagnostic test, local ambulance
Additional Coverage: acute dental pain treatment, accidental death
and dismemberment, emergency medical evacuation, repatriation of
mortal remains.

61. Continuation….Medical Insurance
Personal Accident Coverage
Accidental death
Permanent Disability/Dismemberment
Covered territory is worldwide

62. Educational Assistance Policy
The educational Policy has been developed to motivate
and support employees and gives financial assistance
based on the following specific criteria’s:
 You have to be a full time employee
 You need to have completed 6 months of service
 The course needs to be directly related to the tourism
industry and/or your job
 Requests for reimbursement needs to be done in writing
 You need to obtain a recommendation from your
Department Head and the Human Resources Manager
before starting the course
 The cost per course may not exceed Afls. 1000,00 per
calendar year.

63. Continuation…Educational Assistance
Policy
 Reimbursement is up to 50% of the cost
 The HR Manager can under special conditions
recommend to reimburse 100% of the course, the Board
has the final authority
 To be reimbursed you must submit proof of successful
completion of the course with a passing grade and
receipts of payment
 If you leave the Company for any reason within one year
of receiving reimbursement, the Company reserves the
right to deduct payments for courses reimbursed from
your final pay

64. Employee Recognition Programs
 Every month the Company celebrates special
recognitions of employees
 A manager can nominate an employee for a special
recognition.
 To qualify for this program the following requirements
need to be met:
 Be at least 12 months in service
 Have a perfect attendance record
 Excel in the following areas: punctuality, initiative,
cooperation, performance, positive attitude.
 Supervisors should have besides the above mentioned
points, proven leadership skills.
 Educational advancement , cross training, cooperation in
other areas, community work and going the extra mile
will give you extra points.

65. Continuation….Employee Recognition
Programs
 The Company celebrates every 5th
anniversary of an
employee.
 The employee receives according to his/her years of
service:
 Monetary reward
 A beautiful award
 Extra vacation days (one time)

66. Transfer Policy
 An employee is eligible for a transfer when:
 He/she is employed for 6 months or more
 He/she meets all qualifications for the new position and
has passed the interview process successfully.
 He/she displays a positive attitude, good performance,
attendance, positive safety and disciplinary record
 The transfer request is approved by the Department Head
 Has a minimum of 3 work permit for the same position.

67. Performance Appraisal Process
 Each employee will be evaluated by his/her Department
Head or supervisor once per year.
 The following subjects are part of the evaluation process:
 Quality and quantity of work
 Job knowledge, comprehension and use of working time
 Initiative and acceptance of responsibility and self
motivation
 Attendance and punctuality
 Attitude
 Versatility and the ability to work with others
 Goal oriented
 Problem solving

68. Employee Coupon Booklet Policy
 Each full time employee will receive an employee coupon
booklet after the 60 days probation period.
 Casual employees will receive the employee coupon booklet
after working 2 months at least 20 hours continuously.
 The following are the guidelines when using the employee
coupon booklet:
 Each coupon can be used only once and cannot be divided.
 Each coupon can be used for 4 persons maximum irrespective
of age, excluding Sunset Sails.
 Employee coupons are for the use of EMPLOYEES ONLY
 Coupons can be exchanged for tickets only at the Reservations
Department together with the employee’s Company Badge.
 It is not allowed to reschedule activities.

69. Continuation…..Employee Coupon Booklet
Policy
 Reservations are made upon availability. There is always a
possibility that an employee cannot go on an activity even
after making a reservation.
 Jeep Tours and Palm Pleasure are not available during the
period of June 15-August 31 and December 20-January 15.
 Seatrek and Snuba are only available on De Palm Island
from Monday to Friday.
 With the exception of De Palm Island, only 4
complimentary persons per activity is allowed.
 Tickets and coupons are only valid at the end of each year.
 Be reminded that December is a busy month. Therefore, try
to use the activities during the year and do not keep them
for the end of the year as you will run the risk of no being
able to get a reservation.

70. Bonus
 The Company reserves the right to pay bonus based on
the Company’s financial performance
 Bonus is based on a maximum of 2 weeks pay (including
an average of the commission of he previous year)
 Bonus will be paid pro-rated
 Bonus is normally paid in December

71. Questions & Answers