TRANSPARENCY POLICY
Our company and our employees adopt the principle of transparency in all written and verbal statements made to customers and brands, and undertake to comply with it.
ANTI-DISCRIMINATION POLICY
Our company does not discriminate against employees on the basis of race, language, religion, gender, form of worship, skin color, sexual orientation, nationality, ethnic origin, beliefs, regional origin, disability, union membership, age, physical appearance, or opinions, and undertakes not to do so.
Pregnancy and virginity tests are not required for employment.
Equal opportunities are created among employees based on job suitability.
ANTI-FORCED LABOR POLICY
No one in our company is forced to work under duress by having their personal documents (passport, ID, etc.) withheld, being indebted, detained, or threatened.
All employees are employed in suitable positions on equal terms and with their consent.
All employees are free to decide whether to work or not. They may terminate their employment contract at any time within the limits of legal requirements.
Overtime work is carried out on a voluntary basis. Employees are required to provide written consent stating that they are working voluntarily.
These conditions also apply to other employees working within the company’s boundaries (daily workers, temporary workers, pieceworkers, apprentices, interns, İşkur).
HOME-BASED WORK
Under no circumstances are any processes distributed to homes in our company. In cases where home-based work is necessary, the brand and supplier are informed, and action is taken based on future feedback.
APPROVED PRODUCTION SITE COMMITMENT
Production is not carried out at unapproved locations.
PRISON LABOR
Production is not carried out in prisons. Prisoners are not employed in the production process.
PERSONNEL FILES
Personnel files are kept in accordance with legal requirements. A copy of the employment contract is always given to the employee. All employee information is kept confidential.
ANTI-HARASSMENT AND ABUSE POLICY
In our company, if an employee harasses or abuses another employee, their employment contract is terminated.
No one may harass or abuse any job applicant or anyone accompanying them during the hiring and interview process.
ORGANIZATION AND COLLECTIVE BARGAINING FREEDOM POLICY
Our company respects the right of its employees to join or not join a union without fear of threat.
Our company commits to ensuring that its employees have the freedom to organize without any pressure.
BRIBERY POLICY
Employees of our company may not accept, receive, or offer gifts, fees, or rewards to or from any person for the purpose of conducting the company’s activities in an dishonest, illegal, or trust-breaching manner.
EMPLOYMENT
Our company does not employ and undertakes not to employ anyone who has not yet reached the age of 16.
Our company does not employ foreign workers without work permits and undertakes not to do so.
Identity checks are always carried out during job applications and hiring processes.
Our company keeps confidential and does not share personal information about employees (health information, economic data, etc.) obtained through various channels.
Pregnant tests cannot be requested or forced on employees starting work.
TERMINATION OF EMPLOYMENT
In cases of termination of employment or resignation at our company, Turkish laws are followed. These matters are also detailed in the employees’ contracts.
SALARY PAYMENTS
Employees’ salaries are paid once a month, no later than the 20th day of the following month.
Salary payments are made between the 1st and 5th of each month (salary + overtime).
Advances are given to employees who request them during the 2nd and 3rd weeks of each month.
Advance payments are deducted from the salary payment made between the 1st and 5th of the month, and the remaining salary is paid to the employees.
Our company pays a minimum wage for 45 hours of work per week to its employees.
Our company has an hourly wage system.
Salary payments are made to employees along with a pay slip. Employees can track all the details of their wages on the pay slip.
WORKING HOURS
Our company determines the normal working hours of its employees so that they do not exceed 45 hours per week and does not expect them to work beyond this number of hours. The hourly wage is determined as “Salary/225.” Working hours are tracked through a regular and continuous system. In this system, the hours worked and not worked can be viewed and controlled.
Our company considers work exceeding 45 hours per week, as specified by law, to be overtime. Overtime pay is calculated as “Salary/225*1.5*Overtime hours.”
Employees are ensured to use all their leave as specified in the employment contract. Employees submit their leave requests to the Human Resources Department by filling out a leave form.
Two breaks of 15 minutes each and a 40-minute meal break are provided daily. Shift workers are given a half-hour meal break. Breaks and meal times are not counted as working hours.
OVERTIME
Overtime calculations in our company are made in accordance with the law. (Salary/225*1.5) Employees have been informed about this.
Overtime hours are subject to the limits set by the law and other regulations. Overtime exceeding 11 hours per day, 60 hours per week, and 270 hours per year is not permitted. Regular overtime is not accepted.
The principle of voluntariness is applied in overtime work. Employees are required to sign a consent form stating that they are working voluntarily.
DEDUCTIONS
Days or hours when the employee is absent without cause or on unpaid leave are deducted from their wages/salary. When making deductions, the formula “Salary / 225 x hours not worked” is used, meaning a 1:1 deduction is applied. Deductions are calculated based solely on the days and hours not worked; no additional days are deducted.
WEEKLY HOLIDAY
Our company grants employees one day off per week within a seven-day period.
PUBLIC HOLIDAYS
Employees are granted leave on public holidays. If work is performed on these days, an additional daily wage is paid. We recognize and observe all public holidays specified by law (national and religious holidays).
Official holidays include: January 1 (New Year’s Day), April 23 (National Sovereignty and Children’s Day), May 1 (Labor and Solidarity Day), May 19 (Atatürk Commemoration, Youth, and Sports Day), Eid al-Fitr (3.5 days), July 15 (Democracy and National Unity Day), August 30 (Victory Day), October 29 (1.5 days – Republic Day), and Eid al-Adha (4.5 days).
ANNUAL LEAVE
Employees who are entitled to annual leave are granted paid leave in accordance with Turkish law, arranged in a way that does not disrupt the workflow.
Paid leave periods: 14 working days for those with 1 to 5 years of service, 20 working days for those with 6 to 14 years of service, 26 working days for those with 15 years or more of service, and at least 20 working days for employees aged 18 or younger and those aged 50 or older.
When calculating leave days, Saturdays are counted as working days.
REQUESTS AND COMPLAINTS
Employees at our company may submit individual or collective complaints to the employer through employee representatives, suggestion boxes, and open-door channels.
Suggestion and complaint boxes are opened monthly in the presence of the employee representative, and the suggestions and complaints are recorded, with plans made for necessary improvements.
Employee representatives are elected through a secret ballot system. The election results are posted on notice boards.
HEALTH AND SAFETY
Our company has adopted the principle of complying with legal requirements for the health and safety of all employees, taking the necessary measures to prevent all health and safety risks to personnel, and supporting their development with training opportunities.
It provides all kinds of opportunities for employees to ensure that their working conditions are adequately equipped and that their basic needs are met in hygienic conditions.
Materials, personal protective equipment, and other tools used during production are provided by our company, delivered to the necessary personnel, and ensured to be used.
Our company is visited once a week by a contracted OHS expert. Necessary corrections are made.
The OHS expert provides training to employees on general health and safety rules and issues certificates at the end of the training. New employees receive this training at regular intervals.
FIRE
A fire team has been established at our company to respond in the event of a fire. This team receives training once every six months.
Our company conducts an unannounced fire drill every six months with the participation of all employees. (Photos are displayed on the bulletin board.)
FIRST AID POLICY
Our company has a contracted doctor who visits our company once a week to conduct employee examinations and participate in Occupational Health and Safety meetings.
Since our company is classified as low-risk, we are legally required to have one First Aid Certified employee for every 20 people. First Aid Certified Personnel respond to minor accidents.
There are medicine cabinets in specific locations within our company for use in necessary situations.
The contents of the medicine cabinets are inspected monthly by an authorized person.
CHEMICAL USE
Personnel working in chemical processes receive training from OHS on chemical use and first aid measures.
Our company does not use chemicals that are harmful to health or banned by brands.
Material Safety Data Sheets for chemicals are displayed in areas where chemicals are used and stored.
Our company provides the necessary personal protective equipment to personnel working in chemical processes.
ENVIRONMENT
Our company takes care to ensure that nature and historical structures are not damaged in its activities, to act in accordance with customs, traditions, and norms, and to comply with all legal regulations in this regard.
SYSTEM CONTROL
The necessary controls for the implementation of policies and procedures and the continuity of the management system are periodically carried out and recorded by the social compliance officers of the companies we work with.