TRANSPARENCY POLICY
Our company and our employees embrace and commit to the principle of transparency in all written and verbal statements they make to customers and brands.
NON-DISCRIMINATION POLICY
Our company does not discriminate against employees based on race, language, religion, gender, religious practice, skin color, sexual orientation, nationality, ethnic origin, belief, citizenship, disability, union membership, age, physical appearance, or views.
Pregnancy and virginity tests are not required for recruitment.
Equal opportunities are created among employees by considering their suitability for the job and their qualifications.
NON-FORCED LABOR POLICY
No one at our company is forced to work under duress, such as by holding personal documents (passport, ID, etc.), being held accountable, being detained, or being threatened.
All employees are offered equal employment in suitable positions, with their own consent.
All employees are free to decide whether or not to work. They may terminate their employment contracts at any time, within the limits of legal requirements.
Overtime work is carried out on a voluntary basis. Employees must provide consent certification that they are working voluntarily.
These conditions also apply to other employees working within the company. (Daily workers, temporary workers, part-time workers, apprentices, interns, and Turkish Employment Agency).
HOUSEHOLD WORK
Under no circumstances any process will be distributed to homes at our company. When homework is required, the brand and supplier are informed, and action is taken based on feedback.
APPROVED PRODUCTION LOCATION COMMITMENT
Production will not be carried out at unapproved locations.
CONVICTED EMPLOYMENT
Production will not be carried out in prisons. Convict workers will not be employed in any work 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-HARRASSMENT AND ANTI-ABUSMENT POLICY
Any harassment or abuse by an employee of our company towards another employee of the employer will result in termination.
No one will harass or abuse any prospective employee or anyone accompanying them during the recruitment and interview process.
FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING POLICY
Our company respects the right of its employees to join or not to join a union without fear of threat.
Our company recognizes and undertakes that its employees have the right to freedom of association in all forms without being subjected to any pressure.
BRIBERY POLICY
Employees at our company may not accept any gift, fee, or reward given, received, or offered to be given to a person to induce them to do anything dishonest, illegal, or a breach of trust to conduct company operations.
RECRUITMENT
Our company does not employ, and is committed to not employing anyone over 15 or under 16 years of age.
Our company does not employ, and is committed to not employing, foreign workers without a work permit.
Identity checks are mandatory for job applications and recruitment.
Our company maintains confidentiality and does not share any personal information (health information, financial data, etc.) about employees that may be obtained through various channels.
Initially employed employees are not required to take a pregnancy test, nor are they forced to take one.
DISCONCLUSION
In cases of termination or voluntary termination at our company, Turkish law is applicable. These matters are also detailed in employees’ contracts.
SALARY PAYMENTS
Employees are paid monthly, no later than the 20th day of the following month.
Salary payments are made between the 1st and 5th of each month. (salary + overtime)
Employees who request an advance payment are paid on the 2nd and 3rd weeks of each month.
The advance payment is deducted from the salary payments made on the 1st and 5th of the month, and the remaining wage is paid to employees.
Our company pays employees a salary equivalent to the minimum wage for a 45-hour work week.
Our company employs an hourly wage system.
Employees are paid with a pay slip. Employees can track all details of their wages on the slip.
WORKING HOURS
Our company determines its employees’ normal working hours to not exceed 45 hours per week and does not expect them to work beyond this normal hour. The hourly wage is set at “Salary/225”. Working hours are tracked through a regular and continuous system. This system allows for visibility and control of worked and unworked hours.
As stipulated by law, our company considers any work exceeding 45 hours per week as overtime. Overtime pay is calculated as “Salary/225*1.5*Overtime hours.”
Employees are ensured to use all their leave as stipulated in their employment contracts. Employees submit their leave requests to the Human Resources Department by filling out a leave form.
Two 15-minute breaks and a 40-minute meal break are provided daily. Shift groups are given a half-hour meal break. Breaks and meal times are not counted as working hours.
OVERTIME
Our company calculates overtime as required by law (Salary/225*1.5). Employees are informed of this.
Overtime hours are subject to the limits set by law and other regulations. Overtime exceeding 11 hours per day, 60 hours per week, or 270 hours per year is not permitted. Regular overtime is not acceptable.
Overtime is voluntary. Employees must provide consent certifying that they are working voluntarily.
DEDUCTIONS
Days or hours spent on unexcused or unpaid leave are deducted from their wages/salary. The deduction is made using the formula Salary/225 x hours not worked, i.e., a 1:1 deduction. Deductions are calculated based only on the days and hours they are absent; no additional days are deducted.
WEEKLY OFF
Our company grants its employees one day of weekly off within a 7-day period.
PUBLIC HOLIDAYS
Employees are granted leave on public holidays, and if work is performed, they are paid an additional daily wage. All public holidays (national and religious holidays) designated by law are recognized and implemented.
Public holidays are: January 1 (New Year’s Day), April 23 (National Sovereignty and Children’s Day), May 1 (Labor and Solidarity Day), May 19 (Commemoration of Atatürk, Youth and Sports Day), Ramadan Bayram (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
At our company, employees who are entitled to annual leave are granted paid leave in accordance with Turkish law, in a manner that does not alter their work flow.
Paid leave periods are as follows: Employees with 1 to 5 full years of seniority are granted 14 working days of paid leave; employees with 6 to 14 full years of seniority are granted 20 working days; employees with 15 or more full years of seniority are granted 26 working days; and employees aged 18 and under and 50 and over are granted at least 20 working days of paid leave.
When calculating leave days, Saturday is considered a working day.
COMPLAINTS AND REPORTS
Employees at our company submit their individual or collective complaints to the employer through worker representatives, complaint boxes, and open doors.
The complaint boxes are opened monthly in the presence of a worker representative. The resulting complaints are recorded, and necessary improvements are planned.
Worker representatives are elected by a closed-door ballot system. The election results are published on bulletin boards.
HEALTH AND SAFETY
Our company is committed to fulfilling legal requirements for the health and safety of all employees, taking necessary precautions to prevent all health and safety risks, and supporting their development through training opportunities.
We provide all necessary resources to ensure that employees have adequate working conditions and meet their basic needs in hygienic conditions.
Materials, personal protective equipment, and other equipment used during production are provided by our company, delivered to the required personnel, and ensured that they are used.
Our company is visited by a contracted OHS specialist once a week. Any necessary corrections are made.
The OHS specialist provides training to employees on general health and safety rules and issues certificates upon completion. New employees meet periodically to receive this training.
FIRE
Our company has established a fire team to work in the event of a fire. This team receives training every six months.
Our company conducts an unannounced fire drill with evacuation every six months, with the participation of all employees. (Photographs are displayed on the bulletin board.)
FIRST AID POLICY
Our company has a contracted physician who visits our company once a week to conduct employee examinations and participate in Occupational Health and Safety meetings.
Because our company operates in a low-hazard category, we have a legal requirement of one First Aid Certified personnel for every 20 employees. First Aid Certified personnel respond to minor accidents.
Our company maintains a medicine cabinet in designated areas for use when necessary.
The contents of the medicine cabinets are checked monthly by an authorized person.
CHEMICAL USE
Employees working in chemical processes are trained by the OHS on chemical use and first aid measures. Our company does not use chemicals that are harmful to health or prohibited by brands.
Material Safety Data Sheets for chemicals are posted in areas where chemicals are used and stored.
Our company provides the necessary personal protective equipment for personnel working in chemical processes.
ENVIRONMENT
Our company prioritizes preventing damage to nature and historical fabric in its operations, adhering to customs, traditions, and traditions, and complies with all relevant legal regulations.
SYSTEM CONTROL
The necessary checks to ensure the implementation of policies and procedures and the continuity of the management system are periodically conducted and recorded by the social compliance officers of the companies we work with.