As SEL SANAYİ Ürünleri Ticaret ve Pazarlama A.Ş., our social compliance/responsibility policy contains the standards we have established as follows, based on our fundamental principles and values, together with all our business partners. This policy has been prepared to share the Social Compliance commitments of SEL Sanayi with all relevant parties (employees, business partners, stakeholders). Our goal is to ensure that the Social Compliance Policy becomes part of the company culture within the organisation.
Through its social compliance standards, SEL SANAYİ undertakes to grant employees all their rights within the framework of the law, to comply with occupational health and safety rules, to be sensitive to the environment, and to create a workplace with open and honest communication, respect and appreciation among employees.
Our company also expects its business partners and suppliers to work in compliance with the principles of these policies and other relevant legal regulations, and to commit to this. In this scope;
1. Human Rights
As SEL Sanayi, we adopt respect for human rights as a fundamental value. In our relations with our employees, our suppliers, our business partners and the communities in which we operate, we work to act in accordance with human rights and to encourage them to be sensitive on this matter.
This Policy is guided by international human rights principles, including those contained in the International Bill of Human Rights, the International Labour Organisation Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact and the United Nations Guiding Principles on Business and Human Rights.
This policy has been prepared to share our company commitment to respect for universal human rights with all relevant parties (employees, business partners, stakeholders). Our goal is to ensure that respect for human rights becomes part of the company culture within the organisation and spreads throughout the supply chain.
In this scope, in the planning and implementation stages of all its activities, it takes the following international references as a basis;
- ILO 29 and 105: Prohibition of forced and compulsory labour
- ILO 87 and 98: Freedom of association and the right to collective bargaining
- ILO 100: Equal pay for equal work
- ILO 111: Prevention of discrimination
- ILO 138: Minimum working age
- ILO 182: Prohibition of the worst forms of child labour
- United Nations Universal Declaration of Human Rights
- United Nations Guiding Principles on Business and Human Rights (UN Guiding Principles)
Mechanisms have been established to enable employees to report any human rights violation without any reservation.
2. Prevention of Forced and Compulsory Labour
2.1. Practices such as forced labour, compulsory labour or paying off debt through work cannot be applied.
2.2. Workers have the right to leave their employment provided that they give reasonable prior notice.
2.3. Employment relationships are based on the principle of voluntariness and are carried out on the basis of mutual consent among employees. Practices indicating forced or compulsory labour, including the following elements, are never applied;
- Compulsory labour,
- Physical, psychological or sexual violence,
- Restriction of movement or freedom,
- Retention of passports and identity documents,
- Elements such as the threat of denunciation to the authorities,
- Withholding wages or requiring a deposit to start work.
3. Prevention of Child Labour and Employment of Young Workers
The employment of child labour is not permitted in our organisation.
Within the framework of respect for the healthy development and right to education of children, we undertake not to employ any worker under the age of 16 and to act in accordance with the procedures and principles for employing young workers who have not yet completed the age of 18.
3.1. All workers must be at least 18 years of age or at the legally minimum working age under national legislation (whichever is higher). For young workers whom our suppliers may wish to employ within the scope of the exemptions under ILO Convention 138, they are expected to obtain approval from our company.
3.2. By signing a contract with SEL Sanayi, suppliers, even if they do not employ child workers or minors within their organisation, have accepted the principles of remediation programmes that will make it possible for children and minor employees to attain quality education.
3.3. If it is determined that a minor worker is employed, it is essential that this be managed within the scope of appropriate remediation programmes.
4. Working Environment, Health and Safety
All workers have the right to work in a safe and hygienic working environment, and SEL Sanayi undertakes that working environments meet the following standards;
4.1. Compliance with all national laws related to health and safety and with the standards regulated under ILO Convention 155,
4.2. Establishment of an active health and safety committee. Representation of workers on this committee.
4.3. Appointment of a senior manager responsible for safety and health matters, including the establishment and announcement of written health and safety policies, in compliance with the relevant requirements of the ethical rules.
4.4. Workers cannot be employed under potentially dangerous conditions without regular and appropriate safety training or supervision. They must not be exposed to unsafe or unhealthy working conditions, and all necessary safety equipment must be provided free of charge.
4.5. Training must include evacuation procedures in emergencies and first aid for personnel designated within an appropriate framework. Adequate first aid services must be accessible to all workers.
4.6. Workplaces must be created in the form of ergonomic working conditions and well-lit, well-ventilated work stations.
4.7. Offices, factories and sites (including production and storage facilities, and the offices and living areas used by employees), and all buildings must be safe and hygienic facilities that are safe, easily accessible and have a sufficient number of clearly marked fire exits.
4.8. Where living areas are provided, they must be separate from the other buildings in the workplace and located in buildings equipped with an adequate fire alarm system.
4.9. In any case, clean showers, access to drinking water, and appropriate food storage facilities and means must be provided.
5. Working Hours, Wages and Payments, Rest and Holidays
Our company undertakes that working conditions comply with local laws and meet the following standards;
5.1. Employment, working hours, minimum payments and all payments, including social benefits (leave, sick leave, childcare, maternity leave and benefits, social security and similar), must comply with local legislation, and the legal obligations that must be fulfilled towards workers must in no way be avoided.
5.2. Clear and understandable written information about the terms of employment (including wages and working hours) must be given to workers before they start work, and records related to these must be kept.
5.3. Workers must not be forced to work for very long periods and, under normal conditions and on a regular basis (including overtime), must not be made to work more than 60 hours per week.
5.4. All workers must be ensured at least one day of leave every 7 days, and overtime work must be on a voluntary basis and at premium wage rates.
5.5. When no work is carried out on official holidays, no deduction is made from employees; if work is carried out, overtime payments must be made in full as determined by law.
5.6. Deductions from wages must be of a reasonable amount and related to the service provided for those deductions. The explicit consent of workers must be obtained regarding each deduction; such consent does not have to constitute an integral part of the employment contracts. The use of fines as a disciplinary measure is not permitted.
6. Prevention of Discrimination and Harassment
6.1. All individuals have the right to equal treatment, respect and dignity, and to work in an environment free from any harassment, physical or verbal abuse, threats or intimidation policies.
6.2. Disciplinary practices are carried out fairly and transparently. The privacy rights of individuals are protected, and the procedure is clearly expressed and announced to workers.
6.3. Workers have the right to object to disciplinary actions and to be represented in this process.
6.4. No discrimination may be applied against workers in any way on grounds such as gender, religion, race, caste, age, disability, sexual orientation, union membership, political opinion, or national or ethnic origin.
7. Prevention of Bribery and Corruption
SEL Sanayi complies with the legal regulations related to bribery and corruption in all countries where it operates and is represented, and works with a principle of "zero tolerance" on this matter. In addition, our company undertakes to conduct its activities in a fair, honest, lawful and ethical manner. Within the scope of this policy, our employees;
7.1. Cannot provide material benefit under the name of commission or any other name while performing their duties, and cannot make an offer in this direction.
7.2. Cannot make any direct or indirect offer of advantage, or make a verbal or written agreement, in order to obtain any advantage related or unrelated to work from public or private persons or institutions.
7.3. Cannot create an advantageous situation in return for providing privilege in their relations with third persons and institutions, and cannot accept offers in this direction.
7.4. Shows the utmost care so that even behaviour carried out with a different intention does not create suspicion or an impression in this direction.
It is mandatory for business partners to comply with the principles of the policy and other relevant legal regulations. The implementation and updating of the policy is within the authority, duty and responsibility of the board of directors. In this scope, the board of directors:
- Establishes and develops the necessary control mechanisms to prevent bribery and corruption.
- Ensures the establishment of communication channels for reporting behaviour contrary to the policy, and takes measures to ensure the confidentiality and security of those who report.
- Ensures that the necessary reviews and investigations are carried out regarding complaints, reports and allegations received on the matter.
- Ensures that audits are carried out and corrective measures are taken to ensure compliance with the policy.
- Is responsible for determining and operating reporting, review and sanction mechanisms in the event of non-compliance with the policies, rules and regulations.
8. Freedom of Association and the Right to Representation
8.1. All workers have the right to establish or join existing trade unions and to conduct collective bargaining negotiations in a peaceful and lawful manner.
8.2. The freedom of association of workers and the right of workers organisations to establish their own statutes and rules must be respected.
8.3. Workers are not discriminated against or punished for joining or not joining workers organisations.
8.4. Where these rights are restricted by law, alternative legal options must be allowed for the representation of independent workers.
9. Fair Remuneration
In our company, wages are determined by considering the training of employees, their seniority, the title and grade arising from the job evaluation results of their position, their personal performance, and the sectoral evaluation of the job they perform.
Within the scope of these policies, in the sustainability of our company activities, an equality policy is applied that provides equal opportunity to everyone within the framework of the constitution, laws and relevant legislation, regardless of language, race, colour, gender, political thought, belief, religion, sect, age, physical disability and similar characteristics, starting from the recruitment process throughout all Human Resources management.
The performance and career development of employees at every level are managed and supported by the established Human Resources systems. All employees benefit from equal rights within the framework of the principles determined in working conditions and in all other facilities and social benefits provided.
At the same time, through this policy, it is aimed that employees have an income at a level that is the reward of their labour and that enables them to provide for their family and to make a certain amount of savings for the future.
10. Regular Employment
Our company undertakes to employ its workers in a way that meets real and continuous business needs.
All employees are employed with written and transparent employment contracts in accordance with the applicable labour legislation. Fixed-term, temporary or subcontracted employment practices are not misused for the purpose of avoiding legal rights, reducing social security obligations or weakening employment continuity.
Probationary periods, contract renewals and termination processes are carried out in accordance with legal requirements. Our business is based on fair, ethical and sustainable working practices that support regular employment.
11. Rights of Vulnerable Groups
Our company undertakes to protect the legal and fundamental rights of young workers, women, individuals with disabilities, migrant workers and all other vulnerable groups, and to prevent any kind of discrimination, mistreatment and abuse against these groups.
12. Foreign Employees
Although there are no foreign national employees in our company, if there are, we undertake that all personnel procedures will be carried out in accordance with the applicable legal legislation.
13. Commitment to Stakeholders
Our company undertakes to build a bond with its stakeholders on the basis of good faith and to act fairly and at an equal distance towards all its stakeholders.
14. Protection of the Environment
All applicable local regulations and environmental standards related to the environment must be observed.
Our company and our suppliers must, in any case, be wholeheartedly committed to environmental awareness and to improvements related to environmental standards (including but not limited to reducing waste, increasing recycling, reducing pollution, and increasing the use of environmentally friendly products obtained from sustainable sources).
15. Supplier Management
With the belief that all suppliers have equal responsibility, we aim to evaluate the social compliance/responsibility activities of supplier companies, to follow up the results with action plans, and to control social compliance/responsibility activities through management systems.
16. Legal Compliance
Our company undertakes to achieve full compliance with all applicable national legislation and relevant regulations.
International conventions, customer requirements and sectoral standards are taken into account in our activities.
Legal changes are monitored regularly and the necessary updates are applied in a timely manner.
Legal compliance is accepted as a binding fundamental principle for all employees.
17. Training
Our company regularly provides training aimed at developing the knowledge, skills and competencies of employees.
Training is planned in accordance with job descriptions, legal requirements and occupational health and safety needs.
Orientation and basic training are provided in full to newly recruited employees.
Training activities are recorded and their effectiveness is evaluated periodically.
18. Auditing
18.1. Our company undertakes to establish and implement a system for the application of the provisions of the ethical rules and for auditing compliance with them.
18.2. Documentary records that may be evidence of compliance with the relevant legal and social compliance requirements (or that are directly or indirectly related to the application of the rules) are kept and stored for three years. Among these are verifiable, accurate and complete records of the hours worked and the wages paid for each employee.
18.3. Our company (or its representatives or agents) reserves the right to carry out an audit in order to check whether the supplier meets the necessary requirements (and at any other workplace used by or on behalf of the supplier, regardless of whether it is under the control or ownership of the supplier).
18.4. Just as we expect these standards from our suppliers, they are also expected to audit the compliance of their own suppliers.
19. Non-Compliance
19.1. Suppliers who will work with our company are expected to accept compliance with the terms of these policies.
19.2. Without prejudice to the provisions of the rules or the terms of any agreement that may have been signed between the supplier and our company, our company will have the right to immediately terminate all contracts it has signed with suppliers in the following cases:
- The failure of suppliers to fully comply with the fundamental requirements at any time,
- Their failure to show willingness to work and make an effort to fulfil all provisions of the rules within a reasonable period,
- The failure to provide clear and understandable evidence that will enable their work-related practices to be soundly verified,
- The failure to carry out all necessary corrections and corrective actions to eliminate the matters that raise concern for our business regarding the identified incomplete/incorrect practices.
20. Ethical Business Conduct and Ethical Rules (Codes of Ethics)
In our company, fairness, compliance with the law, accountability and commitment to ethical principles are essential in all activities.
Mutual trust, respect, courtesy, impartiality and open communication between management and employees are taken as a basis.
All kinds of discrimination are prohibited; merit, equal opportunity and respect for personal rights are observed.
Duties and authorities cannot be used for personal benefit; confidential information is protected and cannot be transferred outside the organisation.
While success and performance are encouraged, the physical and psychological health and development of employees are supported.
SEL Sanayi Ürünleri Ticaret ve Pazarlama A.Ş. has determined the critical violation matters (Fundamental Requirements) and the ethical conduct rules for its employees as follows, and shares them with all its stakeholders;
- The Right to Free Employment
- The Right to Collective Bargaining and Representation
- Safe Working Conditions
- Prevention of Child Labour
- Wages and Payments in Compliance with the Law
- Working Hours in Compliance with the Law
- Prevention of Harassment and Discrimination
- Regular Employment
- Prevention of Harsh and Inhumane Treatment
Our company undertakes not to work with suppliers who do not meet these 9 fundamental requirements. Our company will have the right to terminate the contract between it and a supplier that is determined not to comply with any one of the fundamental requirements.
Our company may terminate the contract without prior notice and will not be responsible for making any explanation (to the supplier or to third parties who have contracted with the supplier).
21. Management Systems
In line with legal requirements and customer expectations, our company undertakes to establish and maintain an effective Social Compliance Management System integrated with the other management systems it applies. Processes are monitored, measured and developed regularly with a continuous improvement approach. Risks and opportunities are evaluated and preventive and corrective activities are applied. The effectiveness of the management systems is under the responsibility and supervision of senior management.
All our stakeholders who encounter a violation of these policies are required to report the violations to the ethics reporting channel of Sel Sanayi. The Sel Sanayi Ethics Reporting channel can be reached at the email address bilgi@selsanayi.com. In accordance with our company policy and information security principles, all reports are kept confidential. Confidentiality rules are also observed during the process of reviewing, investigating and reporting the notifications.
Tezman Holding A.Ş.
Havsa, Edirne
