Discrimination Policy

Purpose:  With this policy, to provide an equal and respectful working environment for all employees in all matters, to recruit employees without discrimination based on religion, language, race, gender, disability, regional or social origin, political views or age, and employ workers only for their work-related competencies and qualifications. or aims to employ in terms of skills.

Scope: This policy covers all CBF Tekstil employees and business partners with whom they have a business relationship..

 

Responsible Personnel:  Social Compliance Unit, Human Resources, Accounting, Factory Manager

 

References:

  • Requirements under SA8000:2014

  • ILO conventions

  • National and International standards

  • Local laws and regulations

SA8000 Requirements:

  1. The organization employs, remunerates based on race, national, regional or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political views, age or other discriminatory conditions, will not discriminate in any way in access to education, promotion, termination or retirement or support discrimination activities.
  2. Organization to follow beliefs or practices related to race, national, regional or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political views, age or other situations that may cause discrimination or interfere with the exercise of the rights of personnel to meet their needs.

  3. The organization permits threatening, abusive, abusive or sexually coercive behavior, including gestures, words, and physical contact, in the workplace and on all residences or property provided by the organization, whether owned, contracted, or leased from a service provider. will not.

  4. Organization personnel will not subject them to pregnancy or virginity tests under any circumstances.

Application:

  • 55% of our employees are women and job opportunities are provided regardless of their marital status. As a company, we undertake not to reduce the rate of female employees below 35% in both white and blue collars.
  • Our company does not interfere with the personal rights of any employee and adopts a management style where everyone can live freely.
  • Employees in our company who threaten, defame, attempt to abuse or abuse each other, and who exert physical or sexual pressure are immediately removed from our company.
  • The employment contract of a female employee cannot be terminated due to reasons such as gender, marital status, family obligations, pregnancy, childbirth, or these issues cannot be taken into account in recruitment.
  • Equal pay is provided for work of equal value .
  • It shows that it employs, supports, and remunses workers solely on the basis of their job-related performance.
  • Maternity leave is not an absence if the organization defines production bonuses on the basis of participation; will be continued while the employee is on maternity leave.

Note: Applications can be stretched or changed under epidemics or special circumstances such as Covid-19 etc.

 

Document number   AYP.SU.06
Revision  Revision Details
NoDate 

0

1

2

09/08/2018

15/11/2021

·     Writing the policy

·     Added reference and SA8000 requirements.

·   Practices have been rearranged within the framework of local legislation and SA8000 requirements.

Prepared by ;                                                    Revised by;                               Approved by ;

Social Compliance Team                               Yeliz AKTEPE                          Burak FADILOĞLU