Crowne Plaza | Istanbul Florya

Sexual Harassment and Discrimination Prevention Regulation and Implementation Principles

1. PURPOSE

The purpose of this regulation is to provide support and seek solutions regarding sexual harassment and discrimination for all personnel working within Crowne Plaza Istanbul Florya.

This regulation governs Crowne Plaza Istanbul Florya's purpose, activities, and working principles in preventing sexual harassment and discrimination.

2. SCOPE

This regulation covers all managers and employees within Crowne Plaza Istanbul Florya.

It covers incidents occurring within Crowne Plaza Istanbul Florya and actions that affect work ethics and the working environment among personnel within the hotel.

3. RESPONSIBILITY

Crowne Plaza Istanbul Florya; Crowne Plaza Istanbul Florya will take all necessary measures to prevent any form of physical, mental, verbal, sexual or other abuse, inhuman or degrading treatment, corporal punishment or harassment among employees in the workplace and will make every effort to provide its employees with a work environment free from such behavior. Each employee within Crowne Plaza Istanbul Florya is obligated to act in accordance with Crowne Plaza Istanbul Florya's internal regulations, procedures, instructions, labor laws and rules. It is the responsibility of all employees to monitor, identify, and report to Human Resources any situations that do not comply with these rules.

4. DEFINITIONS

Sexual Harassment: Includes all types of words, attitudes, or behaviors that are not based on consent, do not involve physical contact with the person, and are sexually suggestive or intended for sexual purposes.

Sexual harassment, depending on the nature and severity of the harassing actions, may constitute the following types of sexual harassment, although not limited to this list:

Disturbing actions with a sexual purpose that do not involve threats, blackmail, or insults. For example, catcalling, making sexually suggestive jokes and compliments, using vulgar language, disturbing with pornographic material, asking questions about a person's sexual life, etc. Actions.

Threats, blackmail, insults, and similar acts of sexual behavior, or actions aimed at causing a person to engage in sexual acts with a third party without their consent. For example, explicitly stating or implying that a person will pay the price in their student, academic, or professional life if they do not comply with a sexual offer, and that they will receive undeserved gains if they do comply, etc.

Sexual Assault: The violation of a person's bodily integrity through non-consensual sexual behavior. Sexual assault can occur in two forms:

a. It occurs as a violation of a person's bodily integrity without sexual intercourse. Examples of this type of sexual assault include;

Depending on the circumstances, hugging, touching, and caressing can be included. b. Violation of a person's bodily integrity involves the insertion of a sexual organ or other object into the body. Sexual Abuse: Sexual assault and sexual harassment committed against individuals under the age of 18. Harassment Based on Sexual Orientation: Behaviors that violate personal rights or constitute discrimination directed at a person because of their gender. Discrimination: Discrimination can occur in the form of direct or indirect discrimination. a. Direct discrimination is when a person, based on the group they belong to, receives less favorable treatment than a member of a comparable group. For example, a female gender group receiving less favorable treatment compared to a male gender group, etc. b. Indirect discrimination is when a seemingly neutral provision, criterion, or practice may put individuals from one group at a disadvantage compared to individuals from another group, except where it is objectively demonstrated that the provision, criterion, or practice is justified for a legitimate aim and that the means to achieve that aim are appropriate and necessary. retaliation is considered to be situations where, implicitly or explicitly, a person's work or educational life is made more difficult or gossip is spread as a form of revenge for rejecting sexual or emotional advances or offers, or for believing they have been harassed and therefore objecting to or complaining about discrimination. 5. APPLICATION AUTHORITY According to the Regulation, individuals who believe they have experienced or witnessed sexual harassment and discrimination should apply to the Crowne Plaza Florya Human Resources Directorate.Applications can be submitted either in person or in writing/by email. If applications are made to units other than this authority, these units will forward the applications they receive to the Human Resources Directorate.

6. PRINCIPLES REGARDING THE EVALUATION PROCESS

Individuals under investigation are obliged to keep the incident, the applicant, and the persons complained against confidential throughout the entire process, from the preliminary investigation to the completion of the investigation. Managers who are aware of the incident also adhere to the same principle. In case of violation of this principle, the relevant individuals will be warned.

All applications are evaluated actively and promptly. No application can be left unresolved.
Administrative measures will be taken against any retaliatory actions that may occur against those who have filed complaints.

7. PRINCIPLES TO BE APPLIED IN DISCIPLINARY INVESTIGATIONS REGARDING SEXUAL HARASSMENT, SEXUAL ASSAULT AND SEXUAL ABUSE

This Regulation has been prepared to guide the members of the investigation commission by ensuring a uniform and objective application and drawing a predictable legal framework in all disciplinary investigations regarding sexual harassment and sexual assault to be conducted within Crowne Plaza Florya.

8. DISCIPLINARY PENALTIES

In accordance with these principles; sexual harassment, sexual In cases of assault or sexual abuse, the employment contract shall be terminated for just cause.

In cases of discrimination, it is essential that the authorities authorized to conduct disciplinary investigations determine the appropriate disciplinary penalty according to the severity, nature, and specific characteristics of the act.