Corporate Social Responsibility Report1

2012 Performance Review

1

"Corporate Social Responsibility" includes community relations, welfare, corporate governance, environmental quality and sustainability, ethics, contributions and accessibility.

The company's management and the company's hotels tirelessly endeavor to promote the values on which the company's
operations are founded.
These values include, inter alia, responsibility and integrity, tolerance, transparency and fairness based on solidarity and
attentiveness.
Promoting these values nurtures, enriches and furthers the company's operations both for the benefit of the company's
guests and the company's employees.
Instilling and embedding these important goals - primarily welfare, contribution to the community, accessibility,
environmental quality and ethics guides the company's operations in all its branches and strata, and constitutes a
significant factor in decision making at various levels.
We are proud of the company's outstanding accomplishments, including its achievements in these fields, and aspire to
continue these fruitful and prosperous activities.

Table of Content
Field of review

Page

Assimilation of the Ethical Code

Non-discrimination and equality among company employees

5-6

Preventing Sexual Harassment and Respecting Others

Health and Safety

8-9

Contractors and Service Providers

10

Social Council

11

Employee Welfare

12-13

Activities for the Benefit of the Community

14-16

Access for people with disabilities

17

Environmental Improvement Activities

18-20

Financial contributions to the community

21

2012 Performance

Plans for 2013

Assimilation of the Ethical Code

Briefing the CEO of the hotels, division heads and department
managers at the hotels by the company's senior executives.
Instructing a team of hotel VPs and HR managers at hotels as to
how to brief the company's employees and explain the articles of
the ethical code.
Every new employee was briefed and signed a form indicating that
he/she understood the ethical code.
Every new employee viewed the film specially produced by the
company for new employees, which explains, inter alia, the ethical
code.
Translating and printing the ethical code in various languages
Hebrew, English, Arabic and Russian.
Publishing the ethical code to the company's website.
Publishing the ethical code on bulletin boards in the company's
hotels.

Examining the implementation of the ethical code in the company's

hotels.
Employee participation in updating the articles of the ethical code.
Continuing the briefing and signing of the ethical code by new
employees
Continuing the viewing of the film produced by the company for
new employees, that explains, inter alia, the ethical code.
Continuing the ongoing briefing of employees and managers of the
various departments in the company's hotels.
Extending the auditing of the company's employees/managers to
ensure comprehension of the ethical code and its implementation.
Feedback for updating the ethical code and feedback for the method
of assimilating the code among company employees.
Continuing the translation and printing of the ethical code in
various languages Hebrew, English, Arabic and Russian.
Updating the ethical code on the company's website.
Continuing the publication of the ethical code on bulletin boards in
the company's hotels.

2012 Performance

Plans for 2013

Non-discrimination and equality among company employees

Implementing and observance of a non-discrimination and equality
policy between the genders and religions employed by the
company.
Employing released prisoners in the company's hotels.
Strict implementation of the regulations of labor laws.
Training the chain's salary manager to serve as a senior salary
auditor for contractor workers.
Briefing the hotel's CEOs, HR managers and department managers
in the hotels about the various labor and employment laws in the
industry and implementation of their provisions in the company's
hotels.
Sharing, with hotel and company managers, current theoretical
material dealing with interpretation of laws, court and labor court
rulings, findings of internal audit reports as well as practical
recommendations resulting from their conclusions.
Taking actions to ensure that department managers and hotel CEOs
are informed on an ongoing basis in order to prevent violations of
labor laws.
Inspecting the employment conditions of contractor workers

Employing disabled employees in the company's hotels.

Continuing, in 2013, to strictly enforce non-discrimination and
equality, including equal opportunities for employees of different
faiths and different genders.
Continuing to strictly implement labor laws and the regulations of
the industry's collective labor agreement.
Training sessions and forwarding of professional reading material to
executives in the hotels and company dealing with equality and nondiscrimination between employees, and the actions that should be
taken to prevent violation of the provisions of the labor laws.
Continuing to protect the rights of company employees, workers of
personnel contracting companies and the refugees working at the
company, while conducting audits, including an external salary
auditor.
Continuing to brief hotel CEOs, HR managers and department
managers about the various labor laws and the industry's collective
labor agreement, and implementation of their provisions in the
companys hotels.
Continuing to share, with hotel and company managers, current
5

employed on behalf of the company.

Efforts to reduce the number of workers employed through
personnel contracting companies.

theoretical material dealing with interpretation of laws, court and

labor court and rulings, findings of internal audit reports as well as
practical recommendations resulting from their conclusions.
Continuing to inspect the employment conditions of contractor
workers employed for the benefit of the company.
Continuing to monitor and take actions in order to reduce the
number of workers employed through personnel contracting
companies.
Continuing to provide managers and employees with training related
to diversity and the diversification of the company's employees.
Expanding the adjustments made for employees belonging to
different sectors that are employed by the company (for instance
adjusting the vacation schedules for employees of different
religions, employment contracts that are translated into different
languages, training in different languages, etc.).
Continuing to establish ties and collaborations with associations and
organizations promoting the employment of people with disabilities
and workers from various sectors of the population.
Investing in Hebrew studies for weaker populations (foreign
nationals, Arabs, new immigrants).
Assimilation of a computerized work scheduling software that limits
irregularities in worker employment.

2012 Performance

Plans for 2013

Preventing Sexual Harassment and Respecting Others

Conducting activities aimed at assimilating, among all company
employees at all levels, respect for others and prevention of sexual
harassment.
Sexual Harassment officers at the company's hotels were sent to
courses dealing with this issue.
Preparing a procedure that lists rules of conduct that should be
observed in order to prevent cases of sexual harassment by external
workers (such as spa service workers in hotels) and training to
prevent such cases.
New employees underwent training and signed a form indicating
they received training in prevention of sexual harassment.
Conducting bi-annual training sessions dealing with the prevention
of sexual harassment.
Annual refresher session about this issue for all of the company's
employees and managers.
Hearings were held for employees that were involved in cases of
sexual harassment. In each case in which a violation was proven
the matter was handled severely according to law.

Continuing to conduct ongoing activities among all company

employees and managers to assimilate respect for others and to
prevent sexual harassment.
Continuing the training of Sexual Harassment officers at the
company's hotels.
Continuing the training of new employees and requiring them to
sign a form indicating that they participating in training dealing with
sexual harassment.
Continuing to enforce and refresh training of external service
workers dealing with the issue of sexual harassment.
Participation of representatives of the employees in activities
conducted by the Equal Opportunities Employment Commission.
Continuing to conduct hearings for employees that were involved in
cases of sexual harassment, and handling the cases in which a
violation was proven severely according to law.

2012 Performance

Plans for 2013

Health and Safety

The company strived to stringently comply with the work safety
procedures. Every hotel / site is required to implement and enforce
the safety procedures.
The company's Safety officer, in collaboration with the Safety
Committees in each hotel, conducted ongoing inspections, set
targets for the correction of faults, published reports and verified
correction of faults.
An annual Safety report was published.
Inspections of shelters and protected spaces were performed and
their conclusions were applied.
The procedure dealing with preparation for use of shelters and
protected spaces was updated.
The company acted to promote compliance with safety procedures
that protect the hotels' guests.
Hotel managers and employees participated in courses teaching
work safety, fire prevention, first aid, etc.
The company examined the factors leading to work accidents and
drew conclusions and defined actions aimed at preventing the
recurrence of these accidents.

Continuing to act in stringent compliance with safety procedures

while conducting inspections and correcting faults in order to
provide its employees with a safe and healthy work environment and
reduce the number of work accidents.
Publishing the annual Safety report for 2013.
Continuing to conduct internal inspections to examine the high
standards of health and safety.
Continuing to strictly enforce safety procedures in order to protect
the safety of its guests and employees.
Continuing the participation of hotel managers and employees in
courses teaching work safety, fire prevention, first aid, etc.
Continuing the inspections of shelters and protected spaces and
implementation of their conclusions.
Continuing to strictly enforce safety procedures that protect the
hotels' guests.
Continuing to examine the factors leading to work accidents and
drawing conclusions and actions for implementation in order to
prevent the recurrence of these accidents.
Continuing to enroll new employees in the collective medical
8

 Employees that comply with internal regulations were enrolled in

the collective medical insurance plan and an effort was made to
expand the scope of insured employees.
Writing and distributing special safety procedures for contract
workers (Dan Eilat Hotel).
Updating and editing the safety procedure related to reporting and
investigating work accidents.
Handling expansion of the clauses in the collective medical
insurance plan and signing a new agreement.

insurance plan.
Continuing to update the safety procedure related to reporting and
investigating work accidents.
Writing a work procedure to regulate issues of safety in external
events held on the company's premises that will define the scope of
responsibility of the parties involved in the production of these
events.
Purchasing of defibrillators for hotel employees and guests and for
the company headquarters, and organizing training for the use of
these devices.
Continuing to update employees about current health issues (such as
inoculation against polio, the flu, etc.).
Continuing to encourage employees to quit smoking and raising
awareness for the topic, including financial assistance for quitting
smoking courses.
Continuing to participate in projects in the field of work safety.
Updating the company's procedures dealing with work safety.
Continuing the activities of the Safety committees in the company's
hotels and monitoring their activities.
Training managers in the company with an emphasis on critical
safety issues and updates in the field of work safety.
Holding seminars for managers at all levels and providing guidance
in understanding their responsibility for worker safety and suppliers
of personnel according to safety principles.

2012 Performance

Plans for 2013

Contractors and Service Providers

The company worked with its legal advisors to draw up new and
detailed contractual agreements with suppliers and personnel
contractors, that specify undertakings for worker employment
conditions according to the provisions of law and in adherence to
the stringent safety procedures that are applied by the company.
The company initiated the training of an expert salary inspector that
was certified on its behalf to monitor the ongoing contractual
conditions with the company's various suppliers.
The company set conditions for its contracting with personnel
providers stipulating that they must strictly adhere to the provisions
of the new labor laws.
The company provided hotel CEOs and their deputies with training
related to the provisions of the new law in order to boost
enforcement.

Continuing to work with its legal advisors so that suppliers and

personnel contractors working with it sign a commitment to worker
employment conditions according to the provisions of law and
adherence to the safety procedures.
Continuing to set conditions for the company's contracting with
personnel providers stipulating that they must strictly adhere to the
provisions of the new labor laws.
Continuing to provide hotel CEOs and their deputies with training
related to the provisions of the new law in order to boost
enforcement.
Establishing a mechanism for examining enforcement of the codes
of conduct in effect in the companies that provide personnel that are
essential for the company.
Continuing to scrutinize the reputation of personnel companies with
which the company contracts, to conduct legal background
investigations, and examine adherence to work procedures.
Continuing to enlist personnel contractor workers to work as fullfledged company employees.
Continuing to enforce labor laws and strictly control, via salary
auditors, payments made by personnel contractors and providers.
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2012 Performance

Plans for 2013

Social Council
The company continued the activities of the Social Council,
composed of representatives of the various departments in the
hotels and the head offices.
The Council is active in a range of fields, including coordinating
joint welfare activities for all of the company's hotels, assimilation
of the ethical code, involvement of employees in updating the
ethical code and examining its ongoing implementation in the
companys hotels.
Ongoing operations, in every hotel, of a Give and Take store for the
benefit of company employees and pensioners.

Continuing the activities of the Social Council and invigorating its

members in order to encompass as widely as possible the diversity
of employees in the company's hotels.
Establishing a Welfare committee in the hotels.
Examining expansion of welfare activities conducted in this field
by the company's hotels by formulating a uniform "concept" for
2013.
Setting uniform measuring tools for the conveying information
about the performance of welfare activities and contribution to the
community by the company's hotels.
Holding a designated day for members of the Social Council representatives of all the hotels and the head offices focusing on
listing contributing activities and assistance to the community that
each hotel performed, as well as exposure to the issues of
accessibility and the environment, and their importance.

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2012 Performance

Plans for 2013

Employee Welfare
Contributing to a study fund for employees according to the
sectorial employment agreement.
Writing a procedure for dealing with and tracking external interns
at the company's hotels and their integration into hotel operations
and work in the hotels.
Increasing the participation of the company in supplementary
professional studies for employees.
Operating Give and Take stores clothes and products from
employees to other employees (operated in every hotel).
Updating and distributing the procedure setting guidelines for
visiting the sick and consoling bereaved company employees.
Updating and expanding the procedure that regulates the conditions
for taking unpaid leave.
Holding parties celebrating Jewish holidays for the employees and
their children, and attention to the religious holidays of employees
of other faiths.
Volunteer collaborations between hotel employees and workers of
associations and NGOs.
Updating and expanding the procedure that sets criteria for

Continuing to contribute to the study fund for employees according

to the sectorial employment agreement.
Writing and distributing an informative monthly bulletin to
company employees.
Upgrading the health insurance conditions for company employees
and their families.
Continuing to enforce the procedure for dealing with and tracking
external interns at the company's hotels and their integration into
hotel operations and work in the hotels.
Continuing to expand the participation of the company in
professional enrichment studies and courses for employees and
implementing the procedure dealing with this issue.
Continuing the operation of Give and Take stores in the company's
hotels and upgrading the products in them according to the needs of
the employees.
Continuing to enforce the company procedures dealing with the
welfare of employees.
Implementing the procedure that sets guidelines for visiting the
sick and consoling bereaved company employees.
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awarding scholarships for higher education to children of company

employees.
Team building activities for the employees of the hotel departments
alone, as well as with their families.
Updating and distributing a procedure that sets the manner of
giving an employee a gift for a family occasion.
Updating and distributing a procedure with guidelines for marking
an employee's birthday.
Updating the procedure that sets the manner of utilization of the
employees' loan fund.
Holding an evening to honor veteran employees of the company,
with the participation of the Federmann family and the company's
senior management.
Expanding the procedure dealing with caring for the needy among
the company's employees and pensioners.

Continuing the collaborations between hotels and various

associations and NGOs.
Continuing to honor veteran employees in special ceremonies.
Continuing to update and implement the procedure that sets criteria
for awarding scholarships for higher education to children of
company employees.
Continuing to conduct team building activities for employees of the
hotels' departments.
Continuing to update and implement the procedure with guidelines
for marking an employee's birthday.
Continuing to update and implement the procedure that sets the
manner of utilization of the employees' loan fund.
Continuing to hold an evening in honor of veteran employees of the
company, with the participation of the Federmann family and the
company's senior management.
Establishing a welfare channel for distribution between employees
that will contain benefits and special discounts for employees in
various stores and businesses.
Continuing to publish want ads in the company's hotels among all
of the company's employees.
Continuing to implement the procedure dealing with caring for the
needy among the company's employees and pensioners.

13

2012 Performance

Plans for 2013

Activities for the Benefit of the Community

Adapting the physical workplace for the employment of people
with physical disabilities.
Conducting blood donation drives in the various hotels.
Collaborating with the Jewish Agency to provide assistance and
support for new immigrants.
Donating food and equipment to schools for special events (such as
the Hanukah Happening).
Activities at the Dan Gourmet school in Haifa:
- Confectionary Chef course for the deaf population.
- Cooking course for new immigrants that were recruited in their
countries of origin (collaboration with the Ministry of
Economy).
- Continued activity and admission of unemployed people into
courses.
- Contributions to the needy (in the Haifa area) of meals that
were prepared by the school's students.
Donating produce, meals and accommodations to associations and
the needy, that is conducted directly by the company's hotels.

Continuing direct activities by the hotels, under the guidance of the

company's management, of employing people with disabilities at
least at the same scope as in 2012, and expanding the project in all
the hotels.
Continuing to adapt the physical workplace for the employment of
people with physical disabilities.
Activities at the Dan Gourmet school in Haifa:
- Continuing the activities conducted in 2012.
- Conducting cooking courses for convicts (in prisons).
- Conducting cooking workshops for single-parents.
- Contributions of meals to the needy in collaboration with the
municipality of Haifa.
Continuing to donate produce, meals and accommodations to
associations and the needy, that is conducted directly by the
company's hotels.
Continuing to contribute used equipment from the company's
hotels to associations, the needy and the Association for the
Wellbeing of Israel's Soldiers.
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 Delivering food on a daily basis to homeless children in Jerusalem

(King David Hotel).
Contributing used equipment and furniture from the company's
hotels to associations, the needy and the Association for the
Wellbeing of Israel's Soldiers.
Hosting conferences held by associations and welfare NGOs in the
conference halls of the company's hotels (community service
projects, welfare departments municipalities).
Awarding study scholarships for Hotel Management courses.
A 3-year contribution to the Association for the Wellbeing of
Israel's Soldiers to the Adopt a Soldier program (total of about
400,000 NIS) - adopting two Navy units operating in the Red Sea
region by Dan hotels in Eilat.
Sponsoring the Olympic team of disabled athletes for the London
2012 Olympics.
Chocolate workshops for children hospitalized in the Experimental
School at Mount Scopus in Jerusalem (through the Dan Hotel in
Jerusalem).
Giving a financial donation designated for the AMIT school in
Ashkelon for renovating the teaching kitchens.
Donating furniture and equipment (mattresses, cabinets, blankets,
pillows, curtains, mirrors, armchairs and more) to IDF bases.
Donating gym equipment to Navy soldiers in Eilat.
Conducting activities for the welfare of residents of the south at the
Ganei Dan hotel in Ashkelon.
Holding a soccer game between the veteran players of the Maccabi
Haifa team and children from various associations at the Dan
Caesarea Hotel.
Contributing an evening in which Holocaust survivors were guests
of the Dan Acadia hotel.

Continuing to award study scholarships for Hotel Management

courses.
Continuing to contribute to the Association for the Wellbeing of
Israel's Soldiers 100,000 NIS for 2014 - to the Adopt a Soldier
program. The total cumulative contribution totals 500,000 NIS - for
adopting two Navy units operating in the Red Sea region by Dan
hotels in Eilat.
Continuing to host conferences held by associations and welfare
NGOs in the conference halls of the company's hotels.
Continuing to distribute gift packages to needy families before the
holidays
Checking the possibility of employing prisoners jailed for "light"
offenses in the company's hotels during the period prior to their
release for the purpose of rehabilitation and re-entry into the
normative frameworks.
Assisting and contributing to the activities of the Sunrise
association in Israel, that cares for children with cancer in Israel.
Completing the construction of a lookout point in the Carmel
Mountains through donations by employees and the company.
Continuing to support employee participation and reinforcing the
mechanism for their involvement in selecting the volunteering
targets and donation activities conducted in the hotels.
Hosting lone soldiers during the Jewish holidays.

15

 Distributing gift packages to needy families before the holidays.

Donating equipment to the memorial for fallen Nahal soldiers in
Pardes-Hana Karkur (through the Dan Carmel hotel).
Donating doughnuts to hospitals and associations.
Hosting various associations in hotels where they conduct Hanukah
parties (for instance, at the Dan Panorama hotel in Tel Aviv).
Distributing equipment to the needy in Beer Akiva (through the
Dan Carmel hotel).
Adopting senior citizens by employees of the Dan Panorama hotel
in Eilat and Dan Eilat hotel, and awarding a hospitality day to
members of the Seniors House.
Donating furniture to the Ramat Hadassah Szold Youth Village
(through the Dan Carmel hotel).
Purchasing gifts for employees from associations (gifts produced
by sheltered association workers).
Adopting families in need and offering them Friday meals at the
company's hotels.
Providing accommodations for children and their escorts who were
evacuated from their homes in the Gaza area.
Collaborating in a Flower Arrangement rehabilitation project at the
Dan hotel in Eilat.
Providing culinary guidance to the Ofarim village by chefs from
the Dan Acadia hotel.
Hosting lone soldiers during the Jewish holidays.

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2012 Performance

Plans for 2013

Access for people with disabilities

Conducting structural accessibility surveys for the company's
hotels by a certified and professional accessibility consultant,
preparing master plans for implementing the conclusions drawn
from the surveys of the various hotels and implementing the
guidance during the initial stages.
Certifying the chain's accessibility coordinator and financing a
professional course in this issue.
Contributing to associations engaged in advancing people with
disabilities.
Participating in designated seminars dealing with various
disabilities.

Continuing to improve the accessibility of the company's hotels and

the services provided by the hotels.
Conducting an accessibility survey for the service in the company's
hotels by a certified and professional accessibility consultant.
Writing company procedures that are adapted for service that is
accessible to people with disabilities.
Conducting training for company employees dealing with access to
structures and services for people with disabilities.
Formulating an accessibility code and signing it by the company's
employees.
Developing an accessible website.
Continuing to participate in designated seminars dealing with
various disabilities and how to improve service to the disabled.
Continuing to contribute to associations engaged in advancing
people with disabilities.

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2012 Performance

Plans for 2013

Environmental Improvement Activities

A committee was established to examine the possibility of
producing advertising material that will be distributed to hotel
guests aimed at encouraging them to participate in the efforts to
save water, electricity and energy. There are flyers in the hotels
providing information about this to the guests.
Conducting an activities program for the children of hotel guests in
order to assimilate the issue of recycling and a green world.
Continuing to donate trees to mark special occasions.
Financial contribution by the employees and management to the
rehabilitation of the Carmel forest and construction of a lookout
point.
Conducting inspections by an external party to check the utilization
and burning of diesel oil in the heating system and steam boilers.
The findings of the inspection were positive.
Crossing over to the use of low efficiency steam boilers to high
efficiency steam boilers (starting with Dan Carmel, Jerusalem and
Caesarea).
Utilizing the energy emitted by heat pumps with high energy
efficiency (implemented in several hotels).

Continuing to examine the possibility of guest participation in the

hotels' environmental protection efforts.
Continuing to assimilation activities relating to recycling issues as
part of the Danyland Club for the children of our hotel guests.
Continuing to monitor the utilization of diesel oil in the heating
system, while taking steps to improve savings.
Continuing the transition from the use of low efficiency steam
boilers to high efficiency steam boilers.
Continuing to utilize the energy emitted by heat pumps with high
energy efficiency (will start at the Dan Panorama hotel in Tel
Aviv).
Continuing to utilize the energy emitted by air conditioning
through the use of the heat emitted from air conditioning devices in
order to heat water using a high energy efficiency method
(swimming pool water / drinking water / laundry, and more) HR.
Continuing to replace light bulbs with low energy consuming LED
bulbs.
Adding innovating, high energy-efficient chillers in the King David
18

 Utilizing the energy emitted by air conditioning through the use of

the heat emitted from air conditioning devices in order to heat
water using a high energy efficiency method (swimming pool water
/ drinking water / laundry, and more) HR. (implemented in Dan
Tel Aviv, Dan Jerusalem, Ganei Dan Ashkelon, King David, Dan
Carmel, Dan Caesarea, Dan Acadia, Dan Eilat, Dan Panorama Eilat
and Dan Panorama Jerusalem).
Transitioning to the use of energy-saving PL lighting in all of the
company's hotels as well as additional efficiency improvements by
replacing the use of Halogen lighting / energy-saving PL lighting
with LED lighting that is even lower in energy consumption
(starting with Dan Panorama Tel Aviv, Dan Panorama Jerusalem,
Dan Panorama Eilat and Dan Jerusalem).
Replacing hundreds of square meters of green grass with synthetic
grass to cut the use of water for irrigation.
Increasing the treatment of oil pits in the hotels, including draining
the pits at a higher frequency.
Collecting used cooking oil from the company's hotels in order to
recycle it.
Installation of faucet aerator on taps in the company's hotels.
Improving efforts to save water by dealing with "water leaks" from
the swimming pools, equilibrium pools and constructing of
drainage pools (implemented in the Ganei Dan Ashkelon hotel).
Implementing reverse osmosis to create softer, salt less water.
Use of fire extinguishing pump water (during weekly test) for
irrigation.

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hotel, Dan Carmel hotel and Dan Panorama hotel in Jerusalem.

Continuing to replace green grass with synthetic grass to cut water
usage.
Continuing to install regional water meters, including regional
electricity meters, in order to encourage cuts in consumption.
Continuing to work in order to save water by equilibrium pools,
constructing of drainage pools, and prevention of "water leaks"
(will be implemented in the Dan Carmel and Dan Caesarea hotels).
Continuing to install innovative faucet aerator on taps in the
company's hotels.
Continuing to monitor and maintain oil pits in the hotels, including
draining the pits at a very high frequency.
Continuing to collect used cooking oil from the company's hotels in
order to recycle it.
Continuing to treat and create "soft water" - implementing reverse
osmosis to create softer, salt less water.
Continuing the use of fire extinguishing pump water (during the
weekly test) for irrigation.
Planning a project for adding filters to fume chambers in the Dan
Panorama hotel in Tel Aviv.
The company will continue its commitment to reducing the
consumption of energy and water in proportion to the room
occupancy.

Data about Energy Savings

The company is committed to reducing the energy consumption in proportion to the room occupancy:
- The occupancy rate in 2012 was 5.3% lower than the rate in 2011.
- The percentage of food dishes sold in 2012 was 3.8% lower than the rate in 2011.
-

Following is the energy consumption data for 2012 compared to 2011:

Type

2011

2012

Gas (Kg.)

520,939

500,674

Change
percentage
-3.9

Diesel fuel
(Liter)
Electricity
(kWh)
Fuel oil (Liter)

1,808,474

1,751,825

-3.1

75,625,253

77,001,503

+1.8

93,449

112,951

+20.9

1,019,690

985,763

-3.3

Water (cubic
meters)

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2012 Performance

Plans for 2013

Financial contributions to the community

In 2012 the financial contributions totaled about 2.1 million NIS.

In 2013, the company will continue to contribute a monetary sum equal

to the average sum over the past few years.

Will be presented to the company's Board of Directors on 27.11.2013.

________________________
Ami Hirschstein
CEO
Dan Hotels Ltd.

__________________________
Aharon Shaham
Organization and Human Resources VP
Dan Hotels Ltd.

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