Our Policies

Sustainability Policy

We consider it our responsibility to protect the environment in the location we inhabit.

While hosting various species of living beings, we show deep respect for the vitality of the natural environment. Our commitment to nature and environmentally conscious practices enables us to preserve and sustain local biodiversity.

Within our gardens, we cultivate olive trees, palm trees, and many other species. By prioritizing low-water-consuming trees such as olives, we aim to conserve water resources and actively contribute to environmental sustainability.

Sustainable Procurement Policy

We prioritize sourcing products that are environmentally certified and pay close attention to the sustainability practices of our suppliers. Preference is given to products with recyclable packaging when making packaged purchases.

Our suppliers are regularly audited, and we make every effort to work with local stakeholders who comply with legal regulations and are geographically closest to our operations.

Additionally, we strive to select products that reflect and preserve our cultural values during the procurement process.

Women's Rights and Gender Equality Policy

Our organization is committed to upholding the principle of gender equality. We ensure equal opportunities for women in the workforce and consider the protection of women's rights a fundamental responsibility within our operations. We adhere strictly to a “Equal Pay for Equal Work” policy, assigning roles based on the principle of fairness and equality, without gender discrimination.

We strive to create a work environment that supports work-life balance, embraces innovation, and encourages access to educational opportunities.

We maintain a zero-tolerance policy towards harassment, discrimination, or any form of pressure against women in our workplace. Across all departments, we deeply value and support our female employees.

Procurement Policy

• In the procurement of goods for our establishment, preference is given to products unless there is a significantly better alternative in terms of price and quality standards.

• For the purchase of electrical appliances, our business prioritizes devices rated within the A to D energy efficiency classes.

• Local suppliers are prioritized in procurement. However, if there is a significant difference in price and quality between local and other suppliers, preference may be given to the more advantageous option.

• Products to be procured must be environmentally friendly and energy efficient. All purchased goods must comply with relevant quality standards. Quality certificates must be requested from the supplier at the time of the first purchase.

• For bulk purchases, preference is given to large-scale, bulk-packaged, recyclable, and low-waste products.

• For future purchases of HVAC equipment, devices using harmful gases such as R22 will be avoided. Instead, environmentally friendly alternatives using A, B, or C class energy-saving gases will be selected.

• Equipment containing R22 gas has been scheduled for replacement, taking into account legal replacement deadlines and depreciation periods.

• Products that are sustainably produced, sourced from sustainable resources, and certified with eco-labels such as Fair Trade, Organic, FSC, MSC, etc., are preferred in our procurement processes.

Employee Working Conditions and Human Rights Policy

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.

Child Protection Policy

Ramada Resort Bodrum is committed to fulfilling its responsibilities regarding the protection of children. We support the rights of the child as outlined by UNICEF, with particular emphasis on the following principles:

• Every child should be provided with extra care, protection, and opportunities to ensure that childhood is a time free from exploitation and the responsibilities typically borne by adults. Rest and play are essential components of a child’s life.

• Every child has the right to access healthcare, clean water, nutritious food, and a safe environment in order to grow up as healthy as possible.

• Every child has the right to education in order to fully develop their personality, talents, and abilities.

• All children are entitled to the same rights, regardless of their ethnicity, gender, beliefs, abilities, or family background. However, like adults, children often face discrimination for a variety of reasons.

• Every child has the right to be heard in matters that affect them, according to their age and maturity, and their opinions must be taken seriously.

• Any form of child abuse, including sexual exploitation, is strictly prohibited within the premises of the hotel.

Community Engagement Policy

At Ramada Resort Bodrum, we are committed to building positive relationships with our local community, based on mutual respect and support, whenever appropriate. We believe in and strive to achieve the following principles:

• Participation and empowerment of the local community are always encouraged and supported.

• We respect the intellectual property rights, culture, and traditions of local and indigenous communities when engaging with them.

• We ensure that local people and indigenous communities are not subject to discrimination in recruitment, employment, purchasing, tendering processes, or in dealings with suppliers and traders.

• We provide preferential opportunities to local suppliers where possible.

• We prioritize sourcing personnel from the local community, as long as minimum qualifications are met.

• We encourage our guests to participate in tours to meet local people and learn more about local traditions.

• The hotel never restricts access to water sources, essential services, or communal resources used by the public.

• We are committed to consulting with the local community regarding any developments that may affect them, considering and responding to their views. We conduct impact assessments of any developments that could affect the local community.

• We develop an internal purchasing policy that prioritizes local services and products where feasible.

• The hotel should use local suppliers wherever possible, particularly for fish, meat, vegetables, fruit, etc.

• The hotel promotes other local products and services to guests, including local guides, markets, and handicrafts.

• The hotel strives to provide services or facilities to the community that may not normally be accessible to them.

• The hotel aims to preserve and support local public spaces, infrastructure, and utilities, either through direct contribution or participation in local tourism councils. These activities should be documented formally in writing.

• The hotel encourages guests to explore and discover the destination.

• If any facilities at our property are made available to non-residents (including locals), they will not be treated differently from in-house guests when using those facilities.

• Where there are public rights of way or access, we never install barriers, signs, or any other controls that obstruct public access.

Health and Safety Policy

• Ramada Resort Bodrum is committed to providing a healthy and hazard-free environment for all employees, contractors, visitors, and guests.

• All necessary Personal Protective Equipment (PPE) related to various occupational hazards must be made available to employees, contractors, visitors, and guests (where applicable).

• When appropriate, safety instructions must be communicated to guests and staff in relevant areas — e.g., Dos and Don'ts signage (such as “For your own safety, please do not…” etc.).

• Ramada Resort Bodrum must display a dedicated fire and emergency safety policy behind the doors of guest rooms, including at minimum: evacuation directions, emergency exits, and an assembly point.

• Elevators must have warning signs advising that they should not be used during emergencies or by unattended children without adult supervision.

• The health and safety policy must be reviewed at least once a year to ensure it remains adequate and effective, or more frequently if required (e.g., following an accident or a near-miss incident).

• In the event of any accident or near-miss, and where applicable, the hotel must conduct an analysis and implement appropriate preventive and corrective actions.

• All operational aspects of the business must be conducted in accordance with this policy.

Energy Efficiency Policy

As energy resources are rapidly depleting, we are committed to minimizing our energy consumption. We continuously take steps to reduce our energy usage and set investment goals accordingly.

To maximize natural daylight, we have designed large windows and implemented glass roof structures, creating a natural lighting system that helps reduce artificial energy use.

In both our public areas and guest rooms, we have incorporated a high number of windows to benefit from sunlight during the day, allowing us to utilize natural daylight for general illumination.