POLITIK

At Flora Garden Hotel’s: harassment based on an employee’s race, religion, color, creed, ancestry, national origin, age, disability, sex, arrest or conviction record, marital status, sexual orientation, membership in the military reserve or use or nonuse of lawful products away from work is strictly prohibited under this policy. All employees have a right to work in an environment free from discrimination and harassing conduct, including sexual harassment. Harassment committed by any employee, manager, consultant, guest, student, supplier or persons of institutional employee will not be tolerated at any case. Our hotel respects the individual`s rights and cultural differences of employees. Any behavior involving discrimination or harassment of persons directly or indirectly is strictly prohibited. Recognizing Harassment:

• Any verbal, physical and sexual approach that is not approved by the other part,
• Any comments and acts toward person`s lifestyle, religion, gender, disability, race, nationality, sexual orientation,
• Statements or threats which leads co-workers to abuse sexual relationship. Discussing and implying salary with co-workers.
• In the workplace displaying graphics, cartoons, pictures, or photographs that contain obscenity or discrimination, such as race, gender, nationality, sexual orientation, religion, disability, or any other personal characteristic,
• Telling disgusting stories, jokes, suggestive remarks or comments about race, gender, nationality, sexual orientation, religion, disability, or any personal characteristic,
• At Flora Garden Hotels demonstrating physical or an emotional relationship with employee or manager (higher rank personal) that results in favor of the employee or employee in comparison to the other person, or attempting such an engagement,
• Verbal attacks,
• Mobbing (bullying); bullying of an individual by a group, in any context, such as a emotional, physical, and other harassment abuses,

Workplace Retaliation

According to the Policy of Harassment and Discrimination, Workplace retaliation is strictly treated as harmful act.

Malicious and Irrelevant charges A person who appears on prosecution or misconduct will be subjected on a investigation under Disciplinary Regulations.

Das Flora Garden Hotel verfügt über ISO 9001:2015, ISO 22000:2018, ISO 10002:2018, ISO 14001:2015 ISO 22483:2020 Systeme und arbeitet in voller Übereinstimmung mit diesen Systemen. Wir schätzen unsere Gäste und Mitarbeiter und unterstützen alle Initiativen in diesem Sinne im Bewusstsein, dass alle gleichberechtigt sind. Wir entwickeln und aktualisieren unsere Gesundheits- und Sicherheitsrichtlinien kontinuierlich, um unseren Gästen, Mitarbeitern und Lieferanten eine sichere Umgebung zu bieten.

Als Flora Garden Hotel glauben wir, dass wir einen Unterschied machen werden und engagieren uns daher für die Arbeit an den folgenden Themen:

• Kreatives Denken unterstützen und Kreativität belohnen
• Unterstützen und entwickeln Sie Best Practices, indem Sie in Übereinstimmung mit den Gesetzen und Vorschriften der lokalen Behörden arbeiten

Flora Garden Hotel respektiert seine Gäste mit den unterschiedlichsten Bedürfnissen und ist bestrebt, seine Einrichtung für diese Gäste geeignet und zugänglich zu machen, während es in Übereinstimmung mit dem Behindertendiskriminierungsgesetz arbeitet. In unserer Anlage gibt es einen speziellen Parkplatz für unsere behinderten Gäste, eine Behindertenrampe am Eingang der Lobby, eine Behindertentoilette, eine behindertengerechte Liegewiese, eine Zugangsrampe zum Strand und behindertengerechte Gästezimmer.

Besorgen

Als Flora Garden Hotel versuchen wir, die von uns gelieferten Produkte von lokalen Lieferanten zu liefern,
Wir achten auf die Zusammenarbeit mit lokalen Organisationen in allen Bereichen. So legen Fahrzeuge kürzere Distanzen zurück.
Unser Ziel ist es, die Menge an CO₂, die aufgrund von Umweltproblemen in die Natur emittiert wird, zu reduzieren und auch zur Entwicklung von Menschen und Unternehmen vor Ort beizutragen.

Förderung eines verantwortungsvollen Tourismus in der Region

Mehr Nutzen für Wirtschaft und Wirtschaft durch Meetings, Foren, laufende Seminare und persönliche Kommunikation
Wir unterstützen die Produktion alternativer Lösungen im Tourismus, um Möglichkeiten zu schaffen, um
Nehmen Sie an Touren und Exkursionen teil, damit unsere Gäste mehr von der lokalen Gemeinschaft und den Bräuchen erfahren können.
Wir informieren sie zur Teilnahme. Dafür ist unsere Gästebetreuung zuständig.
Es funktioniert in Abstimmung mit seinen Führern.

Arbeitgeber

Unser Ziel ist es, zur lokalen Entwicklung beizutragen, indem wir Kandidaten, die aus der nahen Region stammen, bei unserer Einstellung priorisieren.

StatementWe are fully committed to support the children’s rights as declared by the UNICEF, in particular the following:

• Childhood, Every child should be provided with the extra care, protection and opportunities for rest and play they need to ensure that their childhood is a time free from exploitation or adult responsibilities.
• Voice, Every child has the right to a voice on matters that affect them and to have their views taken seriously – in accordance with their age and maturity.
• All forms of children abuse including the sexual exploitation are not allowed within the boundaries of the hotel.
• Health, Every child has the right to health care, clean water, nutritious food and a safe environment so they can be as healthy as possible.
• Education, Every child has the right to an education which develops their personality, talents and abilities to the full
• Fairness, All children have the same rights, regardless of their ethnicity, gender, beliefs, HIV status, abilities or family background. Yet every day children, like adults, face discrimination for any number of reasons.

It is of paramount importance that our presence does not negatively affect the cultural identity of our host countries. We kindly ask you read and remember below before you visit these mentioned important places.

• We strive to build a strong cultural awareness and respect amongst ourselves.
• Please contribute to the protection of local historical, archaeological, culturally and spiritually important property and sites, improving awareness and access to them for local residents.
• We are happy our clients and staff with the unique opportunity to live and work alongside rural communities, away from the traditional tourist circuit so that they can experience the true essence of the country they are visiting, creating a wholly positive experience for both visitors and hosts.
• Please use waste bins, do not smoke, do not speak loudly, do not visit these places if you feel drunk and follow other written rules during your visits to local historical, archaeological, culturally and spiritually important buildings and places
• Historical/archaeological artefacts are not sold, traded or displayed except as permitted by law
• Our volunteer code of conduct can include established guidelines for visits to culturally or historically sensitive sites
• Please ask for more specific information to our guest relation department about where you are planning to visit
• We ensure that visits to local culturally/historically significant places are incorporated into our volunteer programmes wherever possible

• The hotel is COMMITTED to provide a healthy, hazard free environment for all of its employees, subcontractors, visitors and guests.
• All Personal Protective Equipment (PPE) related to the various job hazards, are to be made available to employees, subcontractors, visitors and guests (when necessary).
• When applicable, safety instructions should be communicated to guests and staff, in the relevant locations i.e. the Do’s and Don’ts (i.e. For your own safety please do not……..) etc.
• The hotel should have a dedicated fire safety policy, written on the back of guestroom doors, to include at least; safe directions, emergency exits and an assembly point.
• The lifts should have caution signs advising “not to be used” in an emergency, or by “unaccompanied children”, without an adult present. .
• The health and safety policy should be reviewed at least annually, or more frequently if required (i.e. after an accident) to ensure that it is both adequate and effective. .
• After any accident, and where applicable, the hotel should conduct an analysis and apply the appropriate preventive/corrective measures. All aspects of the business are to be considered following this policy.

The Flora Garden Hotel’s ensures that working and human rights issues are addressed by commitment to the following:

• All employees MUST receive a written contract based on local employment laws.
• All employees MUST be insured and be granted full medical care.
• Working hours should be in line with national employment laws.
• All employees MUST receive: a free uniform, free laundry, 3 free meals per day, accommodation.
• All employees MUST receive the correct introductory orientation session for new staff.
• All employees MUST receive the correct training and have the opportunity to develop their skills and advance in their career.
• All employees MUST be treated with respect, fairly, and must NEVER be subjected to any sort of intimidation or harassment.
• All employees MUST receive fair and indiscriminate equal opportunities of employment, development, advancement, self-expression and self-representation.
• The minimum age for beginning employment is 18..
• The disciplinary procedure is applied according to the country’s local legislation. The communication of the same, should be on the Human Resources notice board.
• Employees are permitted to form an employee association or committee.
• Employees are permitted to elect a spokesperson, should they wish.
• Employees are permitted to schedule meetings together in the workplace, during working hours, to discuss employment related issues.
• Employees are permitted to arrange and conduct meetings, without management involvement.

• FLORA GARDEN EPHESUS NACHHALTIGKEITSBERICHT 2021