- PURPOSE AND SCOPE
These instructions must be applied to all personnel working at RAMADA BY WYNDHAM FETHIYE ÖLÜDENIZ. - LEGISLATIVE REQUIREMENTS
In these instructions:
• National laws,
• Other relevant laws,
• Other requirements that the company must comply with,
• ILO Conventions,
• International Convention on the Rights of the Child,
• Universal Declaration of Human Rights,
• United Nations Convention on the Rights of the Child are complied with. - DEFINITIONS
• Child (C): A person under the age of 16. (C<16 years)
• Young Worker (GC): A worker who has passed the age defined as a child but is under 18. (C<GC<18)
• Child Laborer (CC): Child workers under the age defined above, excluding ILO Recommendation 146. (CC<C)
• Forced labor: All work or services provided under the threat of punishment and without the person’s consent. - IMPLEMENTATION
4.1. CHILD LABOR
• Does not permit and does not support child labor.
4.2. FORCED LABOR
Our hotel does not engage in activities related to forced labor and does not support such activities. Additionally, employees are not forced to deposit their ID, passport, or any “deposit” to start working at the company.
4.3. HEALTH AND SAFETY
Our hotel continues to ensure a safe and healthy work environment and receives support from a safety expert authorized by the ministry to improve occupational health and safety. Adequate measures are taken to prevent accidents and injuries in case they occur, and risk analyses are conducted to identify specific hazards in the work environment.
• An Occupational Health and Safety (OHS) board has been established to effectively implement OHS requirements and to be responsible for the health and safety of all employees.
• All employees (new or existing) regularly receive OHS training, and these records are maintained.
• Factors threatening OHS are identified, activities are conducted to eliminate them, and systems are developed for solutions.
• Clean showers, drinking water, meals, and transportation are provided for employees, ensuring that the areas where food production and presentation occur are healthy and clean.
• Accommodations are provided for our employees; the cleanliness and safety of these accommodations are regularly monitored.
4.4. ORGANIZATION AND COLLECTIVE BARGAINING RIGHTS
Our hotel:
• Respects the rights of employees to form and join unions and the right to collective bargaining.
• Ensures that personnel representatives can reach their members in the workplace without being subjected to discrimination.
4.5. DISCRIMINATION
There is absolutely no discrimination in hiring, compensation, training, rewards, dismissal, or retirement based on race, caste, national origin, religion, disability, gender, sexual preferences, association or union membership, or political identity. Employees’ needs related to their race, caste, national origin, religion, disability, gender, sexual preferences, association or union membership, or political identity are not interfered with in meeting their requirements.
4.6. DISCIPLINARY PRACTICES
RAMADA BY WYNDHAM FETHIYE ÖLÜDENIZ does not engage in or support physical punishment, mental or physical coercion, or verbal abuse.
4.7. HANDLING AND EVALUATION OF EMPLOYEE SUGGESTIONS AND COMPLAINTS
• All employees in our hotel can submit their complaints and suggestions to the human resources and training department, and personnel are informed about where to report their complaint or suggestion.
• The human resources and training department distributes employee satisfaction surveys monthly, and these surveys are evaluated monthly. Personnel can express their suggestions or complaints in these surveys.
• Additionally, under the Occupational Safety Law No. 6331, 3 employee representatives have been elected by voting by the personnel in our hotel. Our employees can present their complaints or suggestions regarding working conditions, occupational health, and safety to the employee representatives. Employee representatives are obliged to report the complaints and suggestions received to the Occupational Safety Board, and the board evaluates these suggestions and complaints.
4.8. WORKING HOURS
• Working hours comply with applicable laws. Employees are not worked more than 45 hours per week (overtime is paid), and at least one day off per week is provided.
• Overtime hours (time exceeding 45 hours per week) are ensured not to exceed 12 hours per week, and overtime pay is always paid at a higher rate or compensated with time off.
• According to the Labor Law, employees who have completed one year are granted annual leave according to the number of days specified by the law.
4.9. COMPENSATION
• Salaries are set at a level that meets the legal minimum standard and satisfies the basic needs of employees.
• Deductions from salaries due to disciplinary practices are not allowed.
• Salaries are ensured to be paid by depositing them into the bank account designated by the hotel.