Nov 17, 2022
arrivia Response
3yThank you for expressing your concerns about working for arrivia. Being in the travel industry, during the height of the COVID-19 pandemic we encouraged all employees to get vaccinated as a means of reinvigorating our industry and protecting our workforce. While we believe that individual healthcare decisions are a personal decision, COVID-related healthcare claims for the unvaccinated were a high risk for the Company, and we therefore instituted a surcharge on our medical premiums. Now that the impact of COVID-19 has lessened, we have removed the surcharge for our 2023 healthcare rates, and we remove the vaccine requirement from our wellness program for the 2024 program year.
Remaining compliant is important to us in all areas, including in information security and PCI. While we always have opportunities to improve, we have excellent information security, we fix any identified issues as quickly as possible, and we take proactive measures to maintain high standards in this area. Like many organizations of our size, in the current labor market where we’ve been unable to directly hire as many technologists as we needed, we employ a mix of in-house and outsourced IT professionals. As the labor market and our business needs evolve, we are reducing our reliance on outsourced IT labor.
Our workforce has been remote or hybrid since March of 2020, with extensive flexibility in work location and hours. Going forward, we will still have a significant portion of our global workforce that is remote or hybrid. As productivity of our people is key to our overall success, we regularly monitor workload and use of company equipment. Our monitoring is done through a variety of common methods including timecards, project trackers, time tracking tools, software, and system/network usage monitoring.