PURPOSE AND SCOPE
This instruction must be applied to all employees working at Flora Garden Hotel’s.

LEGISLATIVE REQUIREMENTS
In this instruction:

• National laws,
• Other relevant laws,
• Other requirements that the company is obliged to comply with,
• ILO Conventions,
• International Children’s Rights Agreement,
• Universal Declaration of Human Rights,
• United Nations Convention on the Rights of the Child are adhered to.

DEFINITIONS

• Child (C): A person under the age of 16. (C<16 years old)
• Young Worker (YW): A worker who has passed the child definition and is under 18 years old (C<YW<18)
• Child Worker (CW): Children below the ages mentioned in the child definition except for ILO Recommendation 146. (CW<C)
• Forced Labor: Any work or service obtained from a person under threat of penalty and against their will.

IMPLEMENTATION

4.1. CHILD LABOR

At Flora Garden Hotel’s facilities:

• Child labor is not permitted and child labor is not supported.
• Our Blue Energy committee contributes to Hilton Bright Blue Futures and sets targets every three months to improve the situation of child workers.

4.2. FORCED LABOR

Our hotel does not engage in or support any activity related to forced labor.

Additionally, employees are not required to deposit identification or “deposits” to start working at the company.

4.3. HEALTH AND SAFETY

The company continues to work to provide a safe and healthy working environment and receives support from a ministry-authorized occupational safety expert to improve occupational health and safety. Sufficient measures are taken to prevent accidents and injuries, and risk analyses are conducted to identify the causes of hazards specific to the work environment.

An Occupational Health and Safety (OHS) committee has been established to ensure the effective implementation of OHS requirements and to be responsible for the health and safety of all employees.

All employees (new or existing) are regularly provided with OHS training, and records are kept of this.

Measures are taken to identify and eliminate elements that threaten OHS, and systems are developed to solve these issues.

Clean showers, drinking water, meals, and transportation facilities are provided for employees, and food production and service areas are maintained in healthy and clean conditions.

Accommodation is provided for employees; the cleanliness and safety of these accommodations are routinely monitored.

4.4. RIGHT TO ORGANIZE AND COLLECTIVE BARGAINING

Our hotel respects the right of employees to form and join unions of their choice and the right to collective bargaining.

Personnel representatives are allowed to reach their members in the workplace without being subject to discrimination.

4.5. NON-DISCRIMINATION

Our hotel does not discriminate in hiring, compensation, training, promotion, dismissal, or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, association, or union membership, or political identity.

It does not interfere with the needs or requirements of employees related to race, caste, national origin, religion, disability, gender, sexual orientation, association, union membership, or political identity.

4.6. DISCIPLINARY PRACTICES

Our hotel does not engage in corporal punishment, mental or physical coercion, or verbal abuse, and does not support such practices.

4.7. EMPLOYEE SUGGESTION AND COMPLAINT HANDLING

All employees at our hotel can submit their complaints and suggestions to the human resources and training department, and they are informed about where to report their complaints and suggestions.

Monthly employee satisfaction surveys are distributed and evaluated by the human resources and training department. Employees can express their suggestions or complaints in these surveys.

Additionally, within the scope of the Occupational Safety Law No. 6331, three employee representatives are elected through employee voting in our hotel. Our employees can submit their complaints or suggestions about working conditions, occupational health, and safety to these representatives. The employee representatives are responsible for reporting the complaints and suggestions to the Occupational Safety Committee, which evaluates them.

4.8. WORKING HOURS

Working hours comply with the applicable laws. Employees do not work more than 45 hours per week (overtime is paid in case of extra hours) and are entitled to at least one day off per week.

It is ensured that overtime hours (beyond the 45 hours per week) do not exceed 12 hours per week, and overtime pay is always higher.

Employees who have completed one year of service are granted annual leave as determined by the law.

4.9. COMPENSATION

Salaries are determined at a level that meets the legal minimum standards and the basic needs of employees.

Salaries cannot be deducted as a form of discipline.

Salaries are paid through the bank account designated by the hotel for each employee.

Ahmet YAŞAR
Hotel Manager
Flora Garden Ephesus Hotel