Boardwalk Ethics Policy

Boardwalk N.V. is committed to ensuring equal opportunity in all job titles and in all aspects of employment, regardless of race, color, religion, sex (including pregnancy), sexual orientation, gender identity expression, national origin, age, disability, genetic information, veteran or military status, or other basis protected by applicable law. This commitment applies to all terms and conditions of employment, including but not limited to recruitment, selection, compensation, benefits, training, promotion and disciplinary action. We value diversity and we strive to create an inclusive working environment that promotes mutual respect and equal opportunities. We aim to ensure that our workplace is free of all forms of discrimination, harassment, violence, and other behaviors that could unfavorably impact our workplace culture.

Boardwalk N.V. is committed to fostering a fair and professional work environment that minimizes the potential for favoritism or conflict of interest in the workplace. To help achieve this goal, the employment of relatives is restricted.

In  addition,  we  strive  to help  our  employees  to  grow both professionally, as  well  as  on    a personal level. We aim to maintain a work culture where all employees feel respected and valued and therefore offer them the opportunities to develop and grow. To do this, we plan regular job performance appraisals evaluations. This gives employees a chance to receive positive feedback, areas to improve, as well as being able to talk about their career development and possible growth opportunities. Moreover, we offer direct feedback & encouragement throughout.

This document was approved by Boardwalk's management and is publicly available upon request. All employees are informed of what this document states and are duly informed if any changes are made. This Human Rights and Labor Standards Policy is applicable to all full-time, part-time, and temporary employees.

Boardwalk N.V. is a small, family-run company that is built on strong values of trust and respect. This is reflected in our work environment, where we require our employees to treat each other with respect to ensure a pleasant and healthy working environment. These statements are proven through the rigorous compliance with national and international Human Rights law. The Boardwalk N.V.’s values of trust and respect guide our employee interactions with our guests, colleagues, management, our suppliers and most importantly, our community.

This Human Right and Labor Standards Policy plays an essential role towards showing our commitment to our values. The focus of this policy is to guarantee that all our employees are treated fairly and with dignity. Boardwalk N.V.’s commitment is that we will ensure that throughout all departments, we will maintain our standards of conduct and our trust and respect for each other.

Boardwalk N.V. expects that all employees are informed of their rights if they are not familiar with them prior to working with us. All our employees choose to join Boardwalk N.V. out of their own free will and in complete agreement with the proposed terms and conditions brought forward in their labor contract (‘Arbeidsovereenkomst’). We do not require any staff member to continue employment for any period against their will. We do not use methods against employees that restrict their ability to end their employment, thus we do not engage in, or support forced labor in any way. Additionally, we do not employ children under the age of 18 in any part or departments of Boardwalk N.V.

As a minimum, Boardwalk N.V. employees are rewarded paid in conformity accordance with to local labor laws and regulations regarding salaries and benefits. We respect our employees’ rights to openly communicate and to receive human and fair treatment. We ensure to maintain clear and direct communication with our employees through the Human Resources Department. We provide daily or weekly updates to our employees regarding matters which could affect them in any way, or that could support them with accomplishing their duties more efficiently and effectively. Furthermore, our Human Resources Department is dedicated to responding to all questions, grievances, or issues that employees might have during employment. These could relate to employees’ terms and condition of employment, employee and human rights, or any other concerns.

Boardwalk N.V. strives to ensure that all employees are part of a workplace that provides them with a healthy and safe environment. We adhere to all local laws and regulations regarding employee safety and have strict procedures in place to ensure that safe working practices are upheld. Safety inspections are part of the operations manager’s daily checklist who walks the grounds daily. In addition, Boardwalk Boutique Hotel is a gated property and can only be accessed by pre-screened and health checked hotel guests. For a safe stay & working environment for both guests and employees Boardwalk N.V. introduced new standard operational procedures in line with Covid-19 prevention plans. Our team adapted to new protocols based on research and consults with experts in the field of public health, safety and infectious  disease,  and  followed  the  guidelines  outlined  by  CDC,  WHO  &   Aruba’s   Health Department. https://www.boardwalkaruba.com/en/health-safety-plan

The hotel has a proven track record as being ultra-clean and is a proud recipient of the TripAdvisor Travelers Choice Award for Cleanliness for five consecutive years.

At Boardwalk N.V. we are very aware that the commercial sexual exploitation of minors is a terror that involves the tourism industry, and thus the accommodation industry as well. Children and minors are vulnerable members of our society. They are unfortunately still too often victims of sexual exploitation and abuse. Under the  UN  Convention  of  the  Right  of  the  Child  which outlines the fundamental human rights of children, who are defined as a person under the age of 18, Boardwalk N.V. is aware of the responsibility for actively safeguarding children from any form of abuse. These may include neglect, physical, sexual or emotional abuse, hunger, mistreatment or exploitation in any form. We take it as our responsibility to protect children from all the above, as they have the same rights as adults. Our Boardwalk N.V. family is aware that this responsibility is of immense importance. If such a case were to ever arise, procedures are in place to manage a situation where a child’s wellbeing may be at risk. Boardwalk N.V. have implemented the following:

·        To train personnel in children's rights, preventing sexual exploitation and reporting suspected cases.

·        To enforce the rejection and zero-tolerance policy regarding the exploitation of children.

·        To provide tourists with information concerning children's rights, and how to report suspected cases of exploitation of children.

·        To support, cooperate with and assist organizations in fighting the sexual exploitation of children.

The sexual exploitation of children in travel and tourism encompasses a broad spectrum of exploitation of children; including in prostitution and pornography; to produce online child abuse material; and in the sale and trafficking of children in all its forms. Voluntourism, orphanage tourism and mega sporting events are all examples where offenders can easily access and exploit children. For detailed information please refer to thecode.org

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or any other visual, verbal or physical conduct of a sexual nature when:

• Submission to the conduct is made either implicitly or explicitly a condition of the

individual’s employment.

• Submission to or rejection of the conduct is des as the basis for an employment decision affecting the harassed employee.
• The harassment had the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment that is intimidating, hostile or offensive to the employee.

You must avoid engaging in conduct that may be perceived by others as harassment.

The following are examples of conduct that would be considered sexual harassment:

1.    Verbal

Repeated sexual innuendoes, sexual epithets, derogatory slurs, sexually explicit jokes, obscene or sexually suggestive comments about a person’s body, offensive or unwelcome flirtations, unwanted sexual advances or propositions, threats, or suggestive or insulting sounds.

2.    Visual/Non-Verbal

Derogatory or sexually explicit posters, cartoons, photographs, magazines, drawings or other printed items; suggestive objects or pictures; emails, texts, screen savers or other electronic communications; graphic commentaries; leering or obscene gestures.

3.   Physical

Unwanted physical contact, including touching, interfering with an individual’s normal

work movement or assault.

The Boardwalk N.V. also prohibits harassment based on race, color, national origin, religion, sex (including pregnancy), sexual orientations, gender identity or expression, age, disability, genetic information, veteran or military status, or other basis protected by applicable law. Such prohibited harassment may also be evidenced by similar verbal, non– verbal or physical conduct as described in the sexual harassment category.

If you believe that you have been subjected to objectionable (sexual) mis conduct, you should immediately tell the alleged harasser to stop the unwanted behavior, as well as report the incident to the manager.

However, if you are uncomfortable confronting the alleged harasser or if the unwelcome behavior involves a manager or supervisor to whom you directly or indirectly report to, you can also seek help from any other manager or the general manager. If, as a manager, you are aware of a situation involving inappropriate conduct behavior, you must address the situation immediately and seek assistance from the General Manager.

Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating that situation. No employee at The Boardwalk N.V. is exempt from this policy. In response to a complaint, Boardwalk N.V. will conduct an immediate, thorough and objective investigation. The Boardwalk N.V. will, to the extent possible, protect the confidentiality of harassment complaints. If the company determines that a violation of this policy has occurred, it will take corrective and preventative actions where necessary. A determination decision regarding the alleged harassment will be made by the company and communicated to the person claiming harassment the victim as soon as practical. Violations of this policy are grounds for discipline disciplinary actions including the termination of the labor agreement for urgent reasons. up to and including dismissal.

Employees must immediately report any suspicious activity regarding children, whether by a guest or another employee, to the hotel manager and subsequently, to the police. The employee reporting the suspicious activity and their manager must make a report of the suspicions. This report includes the following information:

a)   Name(s) and contact information of the person who has allegedly witnessed the suspicious activity.

b)   Name and contact information of (any) alleged harasser(s)/person partaking in suspicious activities.

c)   Names of the witness(es) (if any) or other person(s) with relevant information to provide.

d)     Details of what happened including date(s) and location(s) of the alleged suspicious activities. 

(For Guests)

If you have witnessed any suspicious behavior regarding children on the Boardwalk Boutique Hotel property or externally, please notify our staff in the Lobby immediately. Our trained employees will handle the situation accordingly. Together, our actions can collectively stop child abuse and therefore help protect one of the most vulnerable members of society.