Recruitment, Child
Labor Prevention and Young Workers
-That no person under the age of 15, which is defined as
child labor by the Turkish Labor Law and ILO rules, will be employed in any
unit of the company,
-Will not discriminate in any language, religion, race,
ethnic origin, etc. at any stage of the recruitment process, will not engage in
pressure, harassment, mistreatment, humiliating behavior, etc,
-To recruit only within the framework of job suitability
criteria by treating the candidates in the recruitment process fairly,
-will not discriminate against young employees in the
recruitment process and will respect and implement all rights of young
employees as set out in the law, such as working hours, annual leave, working
conditions, etc,
-mutually sign an employment contract within the legal
framework that sets out all working conditions, respecting the rights of
employees during the recruitment process,
Termination of
Employment Relationship
-When it is necessary to terminate the employment
relationship, it will comply with the obligations to terminate the employment
relationship specified in the laws, comply with the legal notice periods in
terminating the employment relationship, calculate the severance and notice
indemnities of the employees in accordance with the laws and pay them on time,
-Take due care to minimize the negative impact of the
process of ending the employment relationship on employees,
-In cases of downsizing, it will determine the employees
whose employment relationship will be terminated in a fair method and in the
event that the business is restored, it will make new recruitments starting
from the former employees whose employment relationship has been terminated,
Prevention of Forced
Labor
- No direct or indirect forced labor, forced labor, modern
slavery and human trafficking will not be allowed in our company, in this
context, no employee will be taken into a scope of work bound by the method of
document retention or indebtedness, no agreement with prisons or any other
prisoner labor practice will be made, the freedom of movement of employees will
not be restricted, the work will be completely voluntary and no forced overtime
work will be performed, leaving the job depending on legal conditions will not
be prevented, in case an intermediary institution is used in recruitment, it
will be followed up that all policy details regarding the prevention of forced
labor are also implemented in intermediary institutions, all principles of
prevention of forced labor will be applied in the same way for both our own
employees and candidates in the recruitment process,
Prevention of
Coercion, Harassment and Mistreatment
-Will not oppress, harass or ill-treat any of its employees,
will ensure an appropriate behavior among senior management, middle management
and employees, will take the necessary measures to ensure that all officials,
including security guards, behave appropriately towards all employees, will
prevent violence, bad words and bad behavior, and will not discriminate against
employees while taking these measures,
Discrimination
-Do not discriminate or prejudge among its employees in any
matter, especially according to religion, belief, language, race, political
opinion, ethnic origin, skin color, origin, age, disability status, gender,
sexual orientation, pregnancy status, details about family structure, marital
status, membership to any institution or union, immigrant or foreign
nationality, during recruitment practices, in the application of legal rights,
in the application of premium or additional rights, working conditions,
disciplinary practices, termination processes and similar issues,
Working Hours
-Determine working hours (both regular and overtime) in
accordance with local labor laws (270 hours of annual overtime hours and total
daily working time not exceeding 11 hours) and customer standards,
-Determine normal working hours as 45 hours per week and
apply them accordingly,
-That it will give all employees at least one day off and a
week holiday, and that it will carry out the necessary work to improve working
hours,
-Calculate the overtime wages of employees by increasing
them by at least 50% as shown in the law,
-Equal access to overtime for all employees,
-Establish a reliable system for recording the working hours
of employees and store their records appropriately,
Payments and Legal
Rights:
-Pay wages to its employees as specified in local laws,
-Accordingly, it will pay each employee at least the legal
minimum wage as a salary and calculate overtime wages in accordance with the
law,
-that no illegal deductions will be made from the income of
employees,
-Insurance will grant and/or enforce all other rights
prescribed by law, such as annual leave, maternity and paternity leave, family
leave, sick leave and all other paid leave rights as provided by law,
Disciplinary
Practices and Company Rules
-Determine the rules within the company in order to ensure
discipline within the company, comply with the applicable country laws and
international customer standards while determining these rules, and announce
these rules to employees,
In the event of a possible disciplinary situation
(non-compliance with company rules, country laws, etc.), it will establish the
necessary mechanisms within the company, will act in accordance with the
current country laws while implementing these mechanisms and will not impose
any unlawful punishment,
-Inform all employees periodically about company rules and
disciplinary practices during recruitment and subsequent stages,
Freedom of
Association and Collective Bargaining
-To respect the constitutional rights of workers to freedom
of association, freedom of association and collective bargaining and to be
impartial in this regard,
-Will not force employees to join or leave any community or
group and will remain completely neutral in this regard,
-Will not discriminate against employees who are or wish to
be members of any union,
-Will not discriminate against employees who are members of
any community or group,
-Inform employees about these issues and provide
consultation services where necessary,
-To take the necessary measures for the democratic election
of workers' representatives,
Employee and Management Communication, Getting Employee
Feedback
-It will establish worker representation and individual
feedback mechanisms to receive all feedback (wishes, suggestions, complaints,
etc.) from employees, both individual and collective, in order to ensure and
improve employee satisfaction,
-Evaluate all feedback from employees and share the
evaluation results with employees,
-Will not oppress or
mistreat any employee due to the feedback of employees such as wishes,
complaints and suggestions, and will take the necessary measures to prevent any
employee from engaging in such behavior towards another employee,
-Will inform employees about communication mechanisms upon
recruitment and periodically thereafter,
-Will not discriminate between male and female employees in
receiving feedback from employees,
-We will continue to work in confidentiality on all
necessary returns, especially on the points that need to be shown sensitivity,
-Employees will be given the necessary free time for all
activities related to recycling,
Occupational Health
and Safety
-Provide a healthy and safe working environment for its
employees, provide the necessary employment and take the necessary measures for
this,
-Risk analyses, necessary occupational safety trainings,
emergency drills, taking necessary precautions regarding fire, making necessary
improvements to minimize electrical risks, implementing all legal occupational
safety activities related to the improvement of physical conditions and
building safety, obtaining relevant official permits, all work done will cover
all workplace areas, including areas such as canteen cafeteria,
Foreign Workers,
Migrant Workers
-In case of employment of foreign and migrant employees,
ensure that these employees have the same rights as other employees,
-That these employees will take their statutory leave
appropriately and enter into an employment contract with these employees in a
language they understand,
-Will not retain any personal documents of foreign and
migrant employees,
Supply Chain
Management and Outsourcing
In case of using sub-producers, observe the social and
environmental conditions of sub-producers and work to ensure that these
production units comply with written policies,
-Only use production units whose conditions are known and
comply with the minimum sustainability requirements set by the company
management,
The companies in the supply chain will make the necessary
plans and control the practices in order to improve the sustainability
conditions of the sub-producers,
Use of Home Labor
-That no work will be sent to homes and no domestic labor
will be used in production processes,
Increasing Employee
Awareness
-Organize the necessary trainings to increase the awareness
of employees on issues such as legal rights, international standards (BSCI,
Sedex, SLCP, HIGG, etc.), company rules and practices, payment systems, company
policies and procedures,
Environmental
Requirements
-Try to choose production methods that will have the least
impact on the environment,
-Evaluate the environmental impacts and dimensions of our
company,
-Follow all legal requirements and global requirements of
our customers, produce with all legal permits related to the environment,
establish a system to follow the updates of requirements and permits,
-Identify potential negative impacts on the environment and
natural resources and work to reduce these impacts,
-Minimize the use of energy, water, natural resources and
solid waste,
-Take care to use energy sources that cause the least damage
to nature,
-Dispose of waste by choosing methods suitable for
environmental conditions,
-Adopt methods to reduce the use of chemicals, regarding
chemical compatibility
(ZDHC, GOTS, etc.) will acquire chemicals that comply with
global chemical standards,
Protection of
Personal Data
-Will not share the personal information of its employees
and all information within the company with any third party without their
permission,
-Establish and implement the necessary mechanisms for the
protection of personal information
-Follow all legal updates regarding the protection of
personal information,
Preventing Bribery and Corruption
-Necessary to prevent possible situations such as bribery,
unfair gains and unfair benefits
establish mechanisms, provide trainings and create the
necessary systems for follow-up,
It undertakes to
establish and implement the necessary management systems to ensure the
sustainability and continuous development of the issues described above.
ANNEX-1
Reference law and standard articles:
Prevention of Child Labor; Turkish Labor Law 4857 Article
2,5
ILO Convention No 138,132
Prevention of Coercion, Harassment and Ill-Treatment;
Article 105 of the Turkish Penal Code, ILO Convention No 190,
Discrimination; Article 3 of the Law on Human Rights and
Equality Institution of Turkey, ILO Convention No 111,
Working Hours; Article 69 of the Turkish Labor Law No. 4857,
Article 5 of the Regulation on Overtime Work and Overtime Working.
Payments and Legal Rights; Turkish Labor Law No. 4857
Articles 32, 42, 43; Social Security and General Health Insurance Law No. 5510
Article 4
Discipline; Turkish Labor Law No. 4857 Article 38, ILO
Termination of employment recommendation no 166.
Freedom of Association and Collective Bargaining; Law on
Trade Unions and Collective Bargaining Agreement 6356, ILO Freedom of
Association and Protection of the Right to Organize Convention, (No. 87)
Employee and management communication; ILO Examination of
grievancies Recommendation no 130.
Occupational health and safety; Occupational Health and
Safety Law no. 6331.
Foreign workers; International Labor Law no. 6735.
Environmental requirements; Environmental Law no. 5909.
Personal data protection; Personal Data Protection Law No.
6698.
Worker Representation; ILO Convention 135, 143
