Whistleblower Reporting Policy


The Company’s Code of Ethics requires that Company personnel, including directors, officers and employees, observe business ethics in the conduct of our respective duties and obligations.  As representatives of the Company, we must practice integrity in fulfilling our responsibilities, and we must comply with internal policies and applicable laws and regulations.  

Accordingly, employees of the Company may discuss any good faith concerns they have regarding compliance with laws and regulations, or other violations of Company policy, with members of management, executive management, the Legal department, the Chief Executive Officer, or the Chairman of the Board of Directors, and have no fear of retaliation.


A whistleblower as defined by this policy as an employee of the Company who, in good faith, reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this Policy. The whistleblower is not responsible for investigating the activity, or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.  An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.  Company employees are required to report, either orally or in writing, to their immediate supervisor, appropriate manager, the Chairman of the Board, or an officer of the Company, all evidence of activity by a Company department, employee, or business associate that may constitute:

  • Instances of corporate fraud
  • Unethical business conduct
  • A violation of federal, state, provincial or local law
  • A violation of safety policies, laws or regulations that creates a potential or actual danger to the employee's or public's health and safety
  • A violation of the Company’s Code of Ethics

Any Company employee who in good faith reports such incidents will be protected from actual or threatened retaliation as a result of the disclosure of such reports.  Further, no employee may be adversely affected because the employee refused to carry out a directive that, in good faith, the employee believes constitutes corporate fraud, or is a violation of Company policy, or of federal, state, provincial or local law.

Reporting Violations:

The whistleblowing procedure is intended to be used for serious or sensitive issues relating to the items identified above. Employee relations concerns that do not relate to the activities outlined above should continue to be reported through normal channels, such as to the immediate supervisor or the Human Resources department in Kent.

Concerns can be reported in any of the following ways, and can be done anonymously:

  • Toll Free Telephone: 800-447-1667, Ext. 8485
  • Mailing address for written documents:

    Chairman of the Board
    The Davey Tree Expert Company
    1500 North Mantua Street
    Kent, OH 44240

Email concerns by completing the field below and clicking "Submit."