Crowne Plaza | Istanbul Florya

Regulation on the Prevention of Psychological Harassment (Mobbing)

PSYCHOLOGICAL HARASSMENT (MOBBING) PREVENTION REGULATION

1. PURPOSE

The purpose of this regulation is to provide support and seek solutions regarding Psychological Harassment (Mobbing) to all personnel working within Crowne Plaza Istanbul Florya.

2. SCOPE

This regulation applies to all situations where personnel are together. The provisions in this regulation apply to all hotel components. This regulation applies to both events occurring within the hotel and actions occurring outside the hotel but which are brought into the hotel environment or have an impact on the working environment.

3. BASIS

This Regulation has been prepared based on the Universal Declaration of Human Rights, the Constitution of the Republic of Turkey, and the Circular on the Prevention of Psychological Harassment (Mobbing) in Workplaces published in the Official Gazette dated March 19, 2011, number 27879.

4. DEFINITIONS

In this Directive a) Employee: All personnel at Crowne Plaza Istanbul Florya, b) Workplace Psychological Harassment (Mobbing): Any type of action and behavior involving psychological violence that is intentionally and systematically carried out by one or more employees against one or more employees, and which has multifaceted damaging effects on the targeted employee(s), c) Workplace: Refers to all units, physical and virtual environments within Crowne Plaza Istanbul Florya. 5. APPLICATION AUTHORITY In accordance with the directive, individuals who believe they have been subjected to psychological harassment (mobbing) or who witness it should apply to Crowne Plaza Florya Human Resources. Applications can be made to the Human Resources Directorate in person or in writing/by email. If applications are made to other units besides this authority, these units will forward the applications they receive to the Human Resources Directorate. 6. PSYCHOLOGICAL HARASSMENT (MOBBING) CONDITIONS AND METHODS OF APPLICATION For a behavior to be considered psychological harassment in the workplace, the following conditions must be met: a) There must be actions and behaviors that involve psychological violence, b) There must be harmful effects on the targeted individuals (such as the person becoming depressed, disruption of home and family relationships and social life), c) It must be intentional and systematic. c) It must be carried out by one or more people, d) It must be directed at one or more people, e) It must take place during working hours and at the workplace. 7. CROWNE PLAZA ISTANBUL FLORYA OBLIGATIONS Crowne Plaza Istanbul Florya, through its Human Resources Department, shall: a) Take measures to ensure that employees refrain from any actions and behaviors that may be considered psychological harassment and are not subjected to such actions and behaviors, produce preventive policies, propose measures and conduct research. a) Evaluates reported incidents of psychological harassment, b) Is not responsible for determining ex officio whether mobbing allegations also constitute a crime, but provides guidance at the request of the complainant, c) Directs individuals who have been subjected to psychological harassment to receive the necessary psychological support for rehabilitation, d) With the knowledge of the complainant, develops suggestions on solutions, primarily trying to reconcile the parties and focusing on restorative justice, e) Works confidentially on all psychological harassment cases it evaluates and provides opinions on, and keeps all information and documents obtained confidential. Except for legal obligations, no action can be initiated, initiated actions cannot be stopped, and actions cannot be interrupted without the request of the complainant.

8. PRINCIPLES REGARDING THE EVALUATION PROCESS

Individuals involved in the investigation are obligated to keep the incident, the applicant, and the persons complained against confidential throughout the entire process, from the preliminary investigation stage to the completion of the investigation. Managers who are aware of the incident also comply with the same principle. In case of violation of this principle, The relevant individuals are warned.

If there is a shared work environment between the person making the psychological harassment allegation and the person accused, cooperation is established with the relevant units to change the shared workspaces of the individuals in order to prevent the problem from escalating.

When reassigning personnel, the requests of those subjected to psychological harassment will be taken into consideration.

In cases where it is understood beyond any doubt that the complainant has intentionally lied regarding the allegation in question, the relevant provisions in the disciplinary regulations will be applied.

All applications will be evaluated actively and promptly.

Administrative measures will be taken against any retaliatory actions that may occur against those who have filed complaints.

9. PRINCIPLES TO BE APPLIED IN INVESTIGATIONS

This Regulation will govern the procedures to be followed in investigations conducted within Crowne Plaza Istanbul Florya.

This document has been prepared to provide guidance by ensuring a uniform and objective application in all disciplinary investigations regarding psychological harassment (mobbing) and by establishing a predictable legal framework.

10. DISCIPLINARY PENALTIES

In accordance with these principles; in case of psychological harassment (mobbing), the penalty of termination of the employment contract for just cause is given.

In case of the commission of an act of discrimination, it is essential that the authorities authorized to conduct the disciplinary investigation determine the disciplinary penalty corresponding to the act according to the severity, nature and specific characteristics of the concrete case.