Our Social Compliance Policy
OUR SOCIAL COMPLIANCE POLICY
As ORKA AHŞAP VE YAPI ÜRÜNLERİ SAN. A.Ş., our Social Compliance policy includes the standards we have established by working as a team, based on our basic principles and values, together with all our business partners.
Our aim is to ensure that the Social Compliance Policy becomes the corporate culture within our enterprise. For this reason, social compliance standards have been established and started to be implemented. In addition to creating products and services with these social compliance standards, this policy undertakes to give all the rights of the employees arising from the standards within the framework of the law, to comply with the occupational health and safety rules, to be sensitive to the environment, to create an open and honest communication, respect and value in the workplace among the employees. The social compliance policy is announced to all our employees through trainings or communication channels (board, website, mail group, etc.), our suppliers are informed, and our suppliers are evaluated according to these criteria.
Within the scope of this policy, no sanction or punishment is applied against employees who voice their concerns and complaints, and suggestions, wishes, and complaints boxes created to express these concerns are used. Employees can clearly state all kinds of opinions, requests, complaints, and suggestions in these boxes, and these are evaluated by the Senior Management and necessary improvement activities are carried out for areas open to improvement.
The Social Compliance Policy covers the following components:
1. Forced Labour (Voluntary Labour)
2. Child Labour (Minor Employees)
3. Discrimination (Egalitarian Approach)
4. Ethical Business Conduct
5. Working Hours and Wages (Wage / Salary)
6. Health and Safety
7. Commitment to Community and Stakeholders
8. Foreign Employees
9. Rest Days and Holidays
10. Recruitment and Employment
11. Employment Contract (Employer Contract)
12. Work and Employee Discipline
13. Environmental Protection
4.1 Forced Labour (Voluntary Labour)
Our company cannot force any employee to work. The working principles in our enterprise are based on volunteerism. If an employee quits the job, the company cannot prevent or delay it, except for any security reasons. All kinds of information related to our employees are protected and kept confidential to the extent specified by law.
4.2 Child Labour (Minor Employees)
No child labour is acceptable in our business. The minimum age determined by national and international laws is taken into account, except for mandatory situations such as trainees.
4.3 Discrimination (Egalitarian Approach)
Our enterprise values all of its employees and their contributions. It has a deep-rooted commitment to stand against discrimination and ensure equal opportunity. As the board,, we are committed to maintain our organization as an institution free from discrimination or physical or verbal abuse on the basis of race, gender, colour, nationality, social origin, religion, age, disability, political opinion, or any value status protected by applicable law. Personnel selection for our company is made on the basis of minimum qualifications such as vacant position, education, interests, talent, and work experience.
4.4 Ethical Business Conduct
Our enterprise does not tolerate any form of corruption, fraud, embezzlement, or bribery.
4.5 Working Hours and Wages (Wage / Salary)
Our business gives its employees competitive wages based on the sectoral and local labour market. Our practices are carried out in full compliance with applicable laws and employment contracts regarding wages, working hours, overtime, and benefits. We offer our employees opportunities to develop their skills and capacities and support these efforts by providing opportunities for promotion whenever possible.
4.6 Health and Safety
Our enterprise ensures the creation and maintenance of a safe and healthy workplace environment. The company aims to ensure its continuity by minimizing the risk of our employees being exposed to accidents, injuries, and all kinds of factors that threaten health, by creating a safe, healthy, and productive work environment. In our enterprise, care is taken to provide a workplace environment free of violence, harassment, threats, abuse, and disturbing conditions. All occupational health and safety rules regulated by the legal legislation are applied in our enterprise.
4.7 Commitment to Community and Stakeholders
Our enterprise commits to establish bonds with its stakeholders on the basis of goodwill, by listening to their views, learning from, and taking into account the same. In this context, it determines the employee representatives according to the legal regulations, creates an environment where the employees can discuss their problems with the representatives, and allows them to report their problems in writing to the suggestion boxes.
It commit to a dialogue with stakeholders on workplace rights, where appropriate.
4.8 Employing Foreign Workers
Employment contracts for foreign nationals employed/to be employed in accordance with our laws in our enterprise are drawn up in a language they can understand. All personnel procedures, from employment to termination, are carried out in accordance with applicable legal regulations. In no case can the worker be worked on debt. Our company protects the legal rights of foreign employees on working. Our business does not employ illegal workers.
4.9 Rest Days and Holidays
Our employees are not deprived of rest and vacation days within the framework of their legal rights. Employees who work five days a week (when the 45-hour working period is completed) are given a two-day week break.
4.10 Recruitment and Employment
By determining the vacant positions needed by the board of our business, employment is carried out by the company management in accordance with the laws and within the framework of certain rules (egalitarian approach, leave, wage, holiday, employment contract, etc.).
4.11 Employment Contract (Employer Contracts)
An “Indefinite-Term Employment Contract” is concluded between our company and the person to be employed, which is in compliance with the workplace and the law and includes the conditions offered to the candidate personnel. An "Indefinite-Term Employment Contract and Overtime Work Consent" is signed to the personnel who accept to start the job. A copy of the employment contract is given to the employee in return for signature, with orientation training, all the rules required by our business and the job are transferred to the relevant personnel.
4.12 Work and Employee Discipline
In order to ensure disciplined work by our company, the disciplinary rules determined by the disciplinary board are applied. The company cannot impose a wage deduction sanction in any way to discipline its employees. All of our employees carry out their work by acting in accordance with the instructions of the working rules.
4.13 Environmental Protection
We manage the environmental impacts that may arise from all our activities responsibly. In all our activities, we determine and implement all kinds of improvement and development studies that will destroy or minimize environmental impacts and use natural resources in the most efficient way.
All the principles in this policy document are put into practice with the necessary regulations, and the level of implementation is supervised by the relevant units. We consider the success of our company in social responsibility practices as an important criterion in the evaluation of our company's performance. This policy document has been prepared to share with all our employees, stakeholders, and business partners a clear commitment of ORKA to fulfil all its responsibilities for a better world and future.