Social Responsibility Policy

PREVENTION OF DISCRIMINATION
As Ravanda Carpet, we are committed to providing equal opportunities to everyone. We do not discriminate or allow discrimination based on age, language, race, color, gender, ethnic origin, political opinion, religion, sect, philosophical belief, marital status, military status, employment of disabled individuals and similar reasons.
We work with the principle of equality without any discrimination in our employment decisions (recruitment process, termination of employment contract, dismissal, promotion, salary, seniority, leave, wages and training, etc.).

FAIR REMUNERATION
As Ravanda Carpet, we take the necessary measures to ensure that our employees receive a fair wage appropriate to their work. We create our wage management by acting fairly, transparently, evaluating performance-based criteria and sector and local conditions.
As Ravanda Carpet; In addition to the social rights of our employees granted by law, we pay attention to establishing a fair wage system that is sufficient to provide a humane life for themselves and their families. Salary, overtime, cash social rights are paid on time, regularly and in full in monthly Turkish Lira.

DECENT (REASONABLE) WORKING HOURS
Ravanda carpet textile san. Tic. Ltd. Şti. shift working system has been determined. The shift working system has been informed to Labour Organisation Regional Labour Directorate. Blue-collar employees work 7.5 hours a day, 6 days a week and have 1 day of week holiday per week. White-collar employees work 10 hours a day, 5 days a week and have 2 days of week holiday a week. Overtime work is carried out with the written overtime consent obtained from employees who accept overtime work over 45 hours per week.
Those who refrain from signing a consent form are not forced to do overtime work. Pursuant to the Labour Law, employees, including those who sign a consent form, are allowed to work a maximum of 270 hours of overtime per year. Overtime wages are applied above the law in accordance with the provisions of the Indefinite Term Labour Contract. Indefinite Term Labour Contract RAVANDA CARPET TEKS. SAN. VE TİC. LTD. ŞTİ Beyond meeting the conditions specified in the legal provisions, especially the Labour Law, an extra 15 minutes break is granted for work under 7.5 hours per day, apart from the half-hour meal break.

PREVENTION AND REHABILITATION OF CHILD AND YOUTH LABOUR
Our company applies the “Zero Tolerance to Child Labour and Forced Labour” policy, which is clearly adopted all over the world, and does not employ child and young workers directly or indirectly. However, Vocational High School students with intern status can be employed as young workers based on the rules determined by the relevant school.
The safety, health, physical, mental, moral and psycho-social development, personal competences and abilities of the intern are taken into consideration in the placement and during his/her employment. OHS training and grievance mechanism training are provided for each intern who starts work.
Trainees are employed in jobs that will contribute to vocational training in a way that will not interfere with their school attendance and success at school. Trainees are not allowed to work in hazardous work that has or may have a negative impact on their safety, health and moral development. At the same time, they are not allowed to work more than 8 hours a day, 40 hours a week and at night.
Robust age verification mechanisms have been established so as not to humiliate or disrespect the worker with documents such as the Recruitment Health Report and Identity Card, which are among the recruitment documents. Visitors are taken to the company in a controlled manner by the security guards in our company.
After the necessary investigations are carried out, various alternative solutions (family employment, application to associative organisations, etc.) are provided to protect the child.

EMPLOYEE AWARENESS RAISING, PREVENTION OF INSECURE LABOUR
Believing that the basis of social compliance is conscious employees, it undertakes to increase the level of awareness by informing its employees about their personal rights, company rules, working conditions during the recruitment phase and in certain periods, and to ensure that all employees are not employed precariously in accordance with national laws and regulations.

EMPLOYMENT OF FOREIGN WORKERS
For foreign national employees working in our company; Employment contracts are drawn up in the language they understand. All personal transactions from the recruitment to the termination of employment are carried out in accordance with the legal regulations in force. In no case can the worker be employed by being indebted.
The legal labour rights of foreign workers are protected by the Company.

ENSURING AND SUSTAINABILITY OF OCCUPATIONAL HEALTH AND SAFETY
Our company is committed to minimising any loss that may occur by creating a safer and healthier working environment as a priority goal; to carry out a working system that prioritises the general health of employees in line with the Occupational Health and Safety Law No. 6331 and the ISO 45001 standard, and to effectively improve OHS practices according to technical developments and innovations.

SUBMISSION OF REQUESTS AND COMPLAINTS (COMPLAINT MECHANISM)
Ravanda Carpet creates platforms where each employee can convey their wishes and complaints and attaches importance to employee satisfaction. Employees make their wishes, suggestions and complaints about the workplace by filling out the suggestion form in the locked “WISH, SUGGESTION and COMPLAINT” box located in areas not visible to cameras. The box is opened in monthly periods in the presence of the employee representative, human resources and occupational health and safety specialist. Suggestions and complaints are recorded. The result of the meeting is posted on the notice boards. In this context, continuous development and improvement is aimed thanks to the wish and complaint notification system. Continuous communication is established with employees through this system.
Thanks to the system created, feedback is provided quickly and it is undertaken that the employee will not be retaliated against in response to the employee’s wishes and complaints.
Our external stakeholders can submit their suggestions and complaints through the contact information in the entry.

FREEDOM OF ASSOCIATION AND RIGHT TO COLLECTIVE BARGAINING
Ravanda Carpet respects the right of workers to form trade unions in a free and democratic manner.
It does not discriminate between workers on the basis of union membership and respects their collective bargaining rights.

PREVENTION OF HARASSMENT AND ILL-TREATMENT
In order to ensure the peace of the working environment and the happy work of the employees; It undertakes to create an environment free of verbal, physical, psychological harassment, pressure, threats or coercion.

PROTECTING THE ENVIRONMENT
Our company fulfils all requirements with sensitivity by establishing an environmental management system in order to prevent damage to the environment. Significant impacts on the environment are assessed in risk analyses and policies and procedures reflecting environmental responsibilities are established.
Efforts are made to reduce carbon emissions and natural resource consumption and to increase the amount of recycled waste.
Employees are continuously trained to increase environmental awareness.
The Company undertakes to comply with all national and international environmental and energy legislation in order to leave a habitable environment for future generations.

SUPPLIER MANAGEMENT
Believing that suppliers are equally responsible, it undertakes to evaluate the social compliance activities of supplier companies and to follow up the results with action plans.

Ethical business behaviour
Ravanda Carpet undertakes to comply with the laws and standards aimed at preventing bribery/corruption in its relations with customers, suppliers, employees and public authorities, based on the principle of transparency, and to raise awareness of all its employees on “ethical behaviour” by making the necessary risk analyses in this context.
Complies with confidentiality and information security laws and regulatory requirements in the collection, use and processing of personal data.
Intellectual property rights of business partners are protected.

INCLUSION AND PROTECTION OF EMPLOYEES
Our employees are provided training throughout their working period, starting with on-the-job training, in accordance with the training plan regarding their duties and rights and within the scope of the need.

OBSERVANCE OF THE RULES
We are obliged to protect the rights of all our employees by complying with local and national Laws. We aim for the highest level of protection for the environment.

PREVENTION OF PAYMENT OF DEBTS BY LABOUR, PREVENTION OF FORCED OR COMPULSORY LABOUR, COMBATING SLAVERY AND HUMAN TRAFFICKING
Ravanda Carpet should not resort to any system such as servitude, forced labour, debt payment with labour, permanent apprenticeship, illegal labour or involuntary labour.
Ravanda Carpet expects its business partners to meet the same requirements when using their labour force.
Ravanda Carpet provides its employees with the right to leave the company freely, subject to giving reasonable notice to the employer.
the right to resign and terminate their employment contracts.
Ravanda Carpet does not tolerate inhumane conditions or degrading treatment, physical
not subjected to punishment, mental or physical pressure and/or verbal harassment
to create an environment in which people are not harmed.
We do not employ slave labour in all our employees. We are committed not to human trafficking in our work and business partners.