Standard:

Royal Hotels & Resort is fully committed to operating in accordance with all applicable local, national, and international labour laws, conventions, and standards, including but not limited to those established by the International Labour Organization (ILO) and the Labour Law of the Republic of Croatia.

Policy & Commitment:

• We uphold and promote the fundamental principles and rights at work, including:
  • Freedom of association and the right to collective bargaining
  • Elimination of all forms of forced or compulsory labour
  • Abolition of child labour
  • Elimination of discrimination in respect of employment and occupation
• We ensure all employees are legally employed, with access to clear contracts, and are informed of their rights, responsibilities, and compensation.
• All wages, working hours, overtime, and benefits comply with Croatian labour legislation and meet or exceed minimum wage and legal requirements.

Procedures:

1. Employment contracts are issued and signed in accordance with Croatian labour law, and stored confidentially by HR.
2. Work permits are verified for all non-EU/foreign employees.
3. Regular HR audits are conducted to ensure full compliance with labour legislation and internal standards.
4. Grievance procedures are available to all staff, guaranteeing safe and anonymous channels to report violations without retaliation.
5. All managers and HR staff receive annual training on labour rights, anti-discrimination, and ethical recruitment.

Rules & Regulations:

• Child labour and forced labour are strictly prohibited.
• Any form of harassment, discrimination, or abuse in the workplace is grounds for immediate disciplinary action.
• Employees are entitled to rest periods, weekly time off, holidays, and maternity/paternity leave in line with Croatian law.
• Contractors and third-party partners must adhere to the same labour standards, as outlined in our supplier code of conduct.

Standard:

Royal Hotels & Resort enforces a zero-tolerance policy toward any form of sexual exploitation, with particular emphasis on the protection of children and teenagers. We are committed to aligning with national laws, the UN Convention on the Rights of the Child, and international tourism industry standards for child protection.

Policy & Commitment:

• The exploitation of children, adolescents, or any vulnerable individuals — in any form — is strictly prohibited and considered a criminal act.
• We actively contribute to the prevention of child exploitation in travel and tourism, in line with The Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism (The Code).
• All staff, suppliers, contractors, and guests are expected to uphold these values and report any suspicious behavior immediately.

Procedures:

1. All staff receive mandatory training on recognizing, preventing, and reporting signs of child exploitation.
2. Clear reporting mechanisms are in place for employees, guests, and partners to report suspicious activity confidentially and without fear of retaliation.
3. Any suspected case of child or teen sexual exploitation is immediately reported to the local authorities and relevant child protection organizations.
4. All recruitment and employment practices include background checks and verification to prevent the employment of individuals with histories of exploitation or abuse.
5. The hotel cooperates with local NGOs and authorities to raise awareness and support broader community-based prevention efforts.

Rules & Regulations:

• Guests, employees, or contractors engaging in, supporting, or ignoring any form of sexual exploitation — especially of minors — will face immediate termination, reporting to authorities, and legal action.
• Staff are obligated to intervene and/or report any suspicious behavior involving minors.
• Promotional materials and online content do not exploit children or youth, and the hotel refrains from engaging in or supporting tourism activities that do.

Standard:

Royal Hotels & Resort maintains a strict policy of non-discrimination and equal treatment for all individuals, regardless of their race, color, nationality, gender, sexual orientation, gender identity, religion, age, disability, or cultural background.

Policy & Commitment:

• We do not tolerate any form of racial, ethnic, sexual, gender-based, or identity-based discrimination in the workplace, guest interactions, or supplier relationships.
• We actively promote a work environment that is inclusive, respectful, and safe for all staff, guests, and visitors.
• Our policies are aligned with:
  • The Croatian legal system (Constitution of Croatia, Anti-discrimination Law, Labour Law, Gender Ezuality Law etc.)
  • The EU Convention on Protection of Human Rights and Fundamental Rights
  • International human rights conventions including ILO standards

Procedures:

1. All employees receive training on diversity, inclusion, and anti-discrimination as part of onboarding and regular refreshers.
2. Any reported act of discrimination or harassment is subject to a formal investigation by Human Resources or designated Ethics Officers.
3. Clear, anonymous reporting channels exist to protect those who report discriminatory behavior.
4. Internal audits are conducted to ensure fairness in hiring, promotion, compensation, and disciplinary procedures.
5. Marketing and communications are reviewed to reflect the resort’s inclusive values and avoid harmful stereotypes or bias.

Rules & Regulations:

• Discriminatory behavior, including verbal abuse, exclusion, or unequal treatment based on race or sexual identity, is grounds for disciplinary action, up to and including termination of employment.
• All guests, vendors, and partners are expected to respect our non-discrimination policy while on resort property.
• Harassment, bullying, or sexual misconduct is strictly prohibited and will be addressed in accordance with company disciplinary procedures and legal frameworks.

Standard:

Royal Hotels & Resort maintains adopted Code of Conduct that clearly defines and prohibits all forms of exploitation, including but not limited to sexual exploitation, labor exploitation, human trafficking, and abuse of power or vulnerability. This Code is fully integrated into our working and operational culture and supported by training programs, educational materials, and active staff engagement.

Policy & Commitment:

• The Code of Conduct outlines the expected ethical behavior of all employees, management, contractors, and guests, specifically forbidding any activity that involves exploitation of people, especially children, women, migrants, or economically vulnerable individuals.
• We are committed to conducting our business with integrity, fairness, and full respect for human dignity.
• The Code is aligned with:
  • Croatian criminal and labour laws
  • International human rights frameworks
  • UN Guiding Principles on Business and Human Rights

Procedures:

1. The Code of Conduct is shared with all new employees and included in employee manuals, contracts, and onboarding materials.
2. All staff are required to complete annual training covering:
   • Types of exploitation
   • Signs and indicators
   • How to intervene or report
   • The role of tourism in preventing exploitation
3. The Code is visibly posted in back-of-house areas and accessible via internal digital platforms.
4. Educational materials (posters, brochures, intranet modules) reinforce awareness and staff responsibilities throughout the year.
5. Staff and managers must sign an annual acknowledgment of the Code of Conduct and its importance.

Rules & Regulations:

• Any employee found participating in, enabling, or ignoring exploitation may be subject to immediate dismissal and legal action.
• Guests or contractors violating the Code may be removed from the premises, reported to authorities, and permanently banned from the property.
• Reports of violations are taken seriously, confidentially, and without retaliation to the reporter.
• Suppliers and partners are required to agree to our Supplier Code of Conduct, which mirrors our anti-exploitation standards.

Standard:

At Royal Hotels & Resort, we are committed to maintaining the highest standards of professional behavior, ethical integrity, and guest service excellence. All employees are expected to uphold the company’s values, contribute positively to the work environment, and act as ambassadors of the Royal brand.

Policy & Commitment:

• Our team is the foundation of our guest experience. All employees must carry out their duties in a professional, respectful, and responsible manner.
• We promote a workplace that is inclusive, safe, service-oriented, and compliant with all local and international laws, including labor, safety, and environmental regulations.

Employee Code of Conduct:

1. Professionalism & Integrity
   • Employees shall act honestly, respectfully, and ethically in all duties and interactions.
   • Bribery, corruption, or dishonest practices are strictly prohibited.
2. Respectful Communication & Behavior
   • Harassment, discrimination, bullying, or any form of abuse is not tolerated.
   • Employees are expected to treat guests, colleagues, and management with courtesy and respect.
3. Commitment to Service
   • We are committed to providing an exceptional guest experience at all times.
   • Employees should take initiative, be proactive, and handle guest concerns professionally.
4. Confidentiality
   • Employees must safeguard all confidential company information and guest data.
   • Sharing or misusing confidential materials is grounds for disciplinary action.
5. Appearance & Hygiene
   • Employees must adhere to grooming standards, wear proper uniforms, and maintain personal hygiene in line with hospitality norms.
6. Health, Safety & Environment
   • Employees must follow all health and safety procedures and report hazards immediately.
   • Everyone is responsible for supporting our sustainability and environmental programs.
7. Punctuality & Reliability
   • All staff are expected to report to work on time and follow scheduled shifts and attendance policies.
8. Use of Company Property
   • Company resources, equipment, and facilities should be used responsibly and for work purposes only.
9. Compliance with Laws & Company Policies
   • Employees must comply with all applicable laws and internal regulations.
   • Violations of any laws or company rules may result in disciplinary action, including dismissal.

Enforcement & Responsibility:

• All employees must review and acknowledge this Code of Conduct during onboarding.
• Breaches of conduct may result in corrective action, up to and including termination.
• Managers are responsible for ensuring team compliance and setting a positive example.