Purpose. At Outbound Travels we serve travellers from all walks of life. The way we conduct ourselves with each other and with our customers defines our brand. This Code of Conduct is the minimum standard expected of every Outbound employee, contractor and bound agent.

1. Respect and inclusion

Outbound is an equal-opportunity workplace. We do not tolerate discrimination, harassment, or retaliation based on gender, gender identity, sexual orientation, race, caste, religion, age, disability, marital or pregnancy status. This policy applies equally to in-office, remote, and on-trip conduct (including conduct during client trips, FAM trips, agent meetups and any sponsored event).

• Use of slurs, jokes or imagery targeting protected categories is grounds for immediate disciplinary action.
• Romantic or sexual advances toward colleagues, customers or agents are not appropriate at work events.
• Concerns may be raised via your manager, HR, or anonymously at posh@outbound.com — see POSH Policy.

2. Honesty with travellers

We sell trust. Quoting inflated rates, hiding charges, or pressuring customers to confirm under false urgency are zero-tolerance offences. The price quoted is the price billed.

3. Confidentiality & data

Customer PII (passport, address, payment) and internal financials are confidential. Sharing screenshots in non-company groups, exporting CRM data to personal devices, or photographing booking dashboards is a breach.

4. Conflict of interest

Disclose any financial interest in a supplier, hotel, transport provider, or external travel agency to your manager and HR before influencing a booking decision. Personal commissions outside the Bound Agents program are not permitted.

5. Anti-bribery

Gifts above ₹2,000 in value from suppliers, hotels or partners must be declared and may be refused or routed to the team. Cash and cash-equivalents (gift cards above ₹1,000) are never to be accepted.

6. Use of company resources

Laptops, SIM cards, and brand assets are company property. Personal social-media activity should be clearly personal and must not represent Outbound's views.

7. Reporting violations

You may report violations to your manager, HR, or the CEO. Retaliation against a good-faith reporter is itself a violation and will be acted upon firmly.