Working Conditions and Human Rights Policy

Avaneo Hotels

1. Basic provisions on the observance of human rights
1.1 Child labor and young workers
1.2 Forced or compulsory labor and human trafficking
1.3 Harassment
1.4 Non-discrimination

2 Working conditions
2.1 Wages and benefits
2.2 Working hours
2.3 Freedom of Association and Assembly
2.4 Occupational health and safety

1. Basic provisions on the observance of human rights

Avaneo Hotels are aware of their responsibility towards society and act accordingly. We recognize the joint responsibility of the company and our employees for the common good. For this reason, we are committed to the United Nations Universal Declaration of Human Rights and actively advocate its observance. We therefore have a zero tolerance policy towards the use of child labor, forced or compulsory labor and human trafficking, as well as harassment and discrimination. Should a violation of any of the following regulations by one of our employees or business partners become known, immediate and immediate termination or dissolution of the employment or business relationship will follow.

1.1 Child labor and young workers

Child labor is not tolerated by us. We do not employ children under the age of 15 or young people who are required to attend school full-time, in accordance with the statutory age restrictions set out in the Youth Employment Protection Act. Exempt from this are student internships or other company internships during full-time compulsory schooling that support the child's development. When employing adolescents and young employees, we also pay particular attention to compliance with statutory regulations on working hours, rest breaks and hazardous work. This includes prohibiting any activities that are classified as hazardous and could endanger the young employee's physical or mental health and development.

1.2 Forced or compulsory labor and human trafficking

Any activities in our work environment are carried out by our employees voluntarily and without coercion or threat of punishment. This includes not destroying, concealing or confiscating employee identification documents (e.g., ID card, passport or residence permit) or denying or obstructing access to them, unless applicable law requires such action. Furthermore, we ensure that no fees or other charges are demanded from prospective employees in the hiring process by us and any existing partners. We also ensure that all employment relationships are based on a written contract and that the terms of the employment relationship have been explained in a language well understood by the employee when necessary. With the help of these measures, we try to contribute to the complete prevention of forced labor, bonded labor, involuntary prison labor and slavery or human trafficking, which should not be used by any company and are strictly condemned by us.

1.3 Harassment

We respect and protect the dignity of our employees and treat them with respect. We are committed to ensuring that all employees can work in a work environment free from sexual, psychological and physical harassment. Harassment of employees is therefore strictly prohibited. This includes harsh or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, or verbal abuse of employees, as well as threats of such treatment. If treatment in such or similar form by one of our employees or business partners becomes known, immediate and immediate termination or dissolution of the employment or business relationship will follow as already explained.

1.4 Non-discrimination

We provide equal opportunities for all employees and, as a matter of principle, do not tolerate any kind of discrimination based on ethnic origin, national and social origin, gender, religion or belief, political opinion, disability, age, sexual identity or membership in an employee organization, as well as on any other grounds. Medical testing or physical examination of an employee or potential employee for the purpose of discrimination is not permitted in any situation. When necessary, accommodations will be made for religious practices within reason.

2. Working conditions

Productivity and humanity together are indispensable for sustainable corporate success. The economic success of our company can only be ensured through and with our employees. For this reason, the following regulations apply.

2.1 Wages and benefits

Wages, salaries, social benefits and other claims arising from the employment relationship (e.g. paid sick days, sick leave or vacation days) are settled directly by us in accordance with the statutory regulations after the end of each pay period. Overtime is remunerated in accordance with the agreed regulations (usually the employment contract, otherwise the Working Hours Act). A pay slip containing adequate information to verify the remuneration for the work performed for each pay period shall be prepared for each pay period and handed over to the employee. For the use of temporary or outside employees, the appropriate legal rules and regulations shall apply.

2.2 Working time

We ensure that the applicable working time regulations are complied with. This includes ensuring that the actual working hours correspond to the contractually agreed working hours. Any overtime worked beyond this is done by the employee on a voluntary basis and should not exceed a working week of 48 hours maximum (60 hours maximum in exceptional situations). We also ensure that our employees have at least one day off every seven days and that laws and regulations on maximum working hours and vacation time are observed.

2.3 Freedom of association and assembly

We respect the right to freedom of association and collective bargaining of our employees as well as the right to form interest groups. We grant our employees the right to safeguard their interests on the basis of national legislation. Where applicable, this includes collective bargaining autonomy. An employee may not suffer any disadvantages as a result of being a member of a trade union.

2.4 Occupational safety and health

The protection of our employees is our top priority. For this reason, we have established extensive regulations for occupational safety, which are regularly trained. Personal protective equipment is provided by us and is freely accessible to every employee. General protective devices such as fire alarms and emergency exits as well as protective devices for machines are available in accordance with legal regulations. Emergency instructions and exercises are carried out annually. We also ensure that all necessary permits and licenses, as well as inspection and test reports, are in place and up to date. For further information on occupational health and safety, please refer to the guideline on occupational health and safety.