1-PURPOSE AND SCOPE

The requirements of this instruction must be applied to all personnel working at Suncity Hotel & Beach Club Hotel.

2-REGULATORY REQUIREMENTS

In this instruction

National laws,
Other relevant laws,
Other requirements that the company is obliged to comply with,
ILO Conventions,
The International Convention on the Rights of the Child,
Universal Declaration of Human Rights,
The United Nations Convention on the Rights of the Child is complied with.
3-DESCRIPTIONS

Child (C): A person under the age of 16 (C<16 years)
Young Worker (GC): Employee over the age of the definition of a child, not yet 18 years of age (C<GC<18)
Child worker (CC): Working children below the age(s) in the definition of child above, except ILO Recommendation 146. (CC<C)
Forced labor All work or services provided against a person’s will, under the threat of any penalty.
4-APPLICATION

4.1-Child Labor

Suncity Hotel Beach Club

It does not allow child labor and does not support child labor.
4.2 Forced Labor

Our hotel does not engage in or support any activity that would be associated with forced labor.

In addition, employees are not forced to provide identification or a “deposit” in order to start working for the company.

4.3-Health and Safety

The Company continues its efforts to provide a safe and healthy working environment and receives support from an occupational safety expert authorized by the Ministry to improve occupational health and safety. Adequate measures are taken to prevent accidents and injuries if they occur, and risk analyses have been conducted to identify the causes of hazards specific to the work environment.

An OHS committee has been established to enforce occupational health and safety (OHS) requirements and to be responsible for the health and safety of all employees.
All employees (new and old) are regularly trained on OHS and records are kept.
Factors that threaten OHS are identified, efforts are made to eliminate them and systems are developed for solutions.
Clean showers, drinking water, food and transportation facilities are provided for employees, and the places where food is produced and served are ensured to be in healthy and clean conditions.
Housing is provided for our employees; the cleanliness and safety of the housing is routinely monitored.
4.4-Discrimination

It does not discriminate in hiring, compensation, training, rewards, 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 employees’ ability to meet their needs or fulfill requirements related to race, caste, national origin, religion, disability, gender, sexual orientation, association or union membership or political identity.

4.5-Disciplinary Practices

Our hotel does not use or support corporal punishment, mental or physical pressure or verbal mistreatment.

4.6-Receiving and Evaluating Staff Suggestions and Complaints

All employees in our hotel can make their complaints and suggestions to the human resources department and the personnel are informed about where to report their complaints and suggestions.
In addition, within the scope of the Occupational Safety Law No. 6331, 3 employee representatives were elected by voting by the staff at our hotel. Our employees can submit their complaints or suggestions on 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 Committee and these suggestions and complaints are evaluated by the committee.
4.7-Working Hours

The applicable laws on working hours are respected. No more than 45 hours of work per week (overtime is paid if worked) and at least one day off per week.
It is ensured that overtime hours (over 45 hours per week) are not more than 12 hours per week and overtime pay is always higher.
According to the Labor Law, employees who have completed 1 year of service are entitled to annual leave according to the number of days specified by law.
4.8 – Remuneration

Salaries are set at a level that meets the legal minimum standard and the basic needs of employees.
Salaries cannot be deducted due to disciplinary practices.
Salaries are paid by depositing them into the bank account designated by the hotel. Translated with www.DeepL.com/Translator (free version)