1. PURPOSE AND SCOPE
These guidelines apply to all employees working at Ramada Resort Bodrum.
2. LEGAL REQUIREMENTS
This policy is aligned with:
• National legislation,
• Other relevant regulations,
• Additional requirements binding on the company,
• ILO Conventions,
• The United Nations Convention on the Rights of the Child,
• The Universal Declaration of Human Rights,
• The UN Convention on the Rights of the Child.
3. DEFINITIONS
• Child (C): A person under the age of 16. (C < 16)
• Young Worker (YW): A worker older than the definition of a child but younger than 18. (16 ≤ YW < 18)
• Child Labor (CL): Employment of children younger than the defined age, excluding ILO Recommendation No. 146.
• Forced Labor: All work or service exacted from any person under the threat of penalty and for which the person has not offered themselves voluntarily.
4. IMPLEMENTATION
4.1. CHILD LABOR
Ramada Resort Bodrum strictly prohibits and does not support child labor.
4.2. FORCED LABOR
Our hotel does not engage in or support any form of forced labor.
Employees are never required to submit identity documents, passports, or deposits as a condition of employment.
4.3. HEALTH AND SAFETY
The hotel is committed to providing a safe and healthy work environment. We receive regular support from certified occupational health and safety experts.
• An Occupational Health and Safety (OHS) Committee is established to enforce safety standards.
• All employees, whether new or current, receive regular OHS training with records kept.
• Risks are analyzed, and preventative systems are in place.
• Clean facilities (showers, drinking water, meals, transportation) are provided.
• Staff housing is regularly inspected for cleanliness and safety.
4.4. FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING
• Employees are free to form or join unions and participate in collective bargaining.
• Staff representatives are allowed access to members and are protected from discrimination.
4.5. NON-DISCRIMINATION
No discrimination is allowed in hiring, compensation, training, promotion, dismissal, or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, association membership, or political opinion.
4.6. DISCIPLINARY PRACTICES
Ramada Resort Bodrum does not tolerate or engage in corporal punishment, physical or psychological coercion, or verbal abuse.
4.7. GRIEVANCE MECHANISM
• Employees can voice complaints or suggestions to Human Resources and are informed of how to do so.
• Monthly satisfaction surveys are conducted, reviewed, and evaluated.
• In line with Law No. 6331 on Occupational Safety, three employee representatives are elected by staff and can convey suggestions or concerns to the OHS Committee.
4.8. WORKING HOURS
• Legal regulations are followed. Weekly working hours do not exceed 45 hours.
• Overtime is voluntary, does not exceed 12 hours per week, and is paid at a higher rate.
• One day off is provided per week, and annual leave is granted as per labor law after one year of employment.
4.9. COMPENSATION
• Salaries meet or exceed the national minimum wage and cover employees’ basic needs.
• No deductions are made for disciplinary reasons.
• Payments are made via bank transfer to accounts designated by the hotel.
