Social practises

Social Practises Policy

This policy emphasises our corporate social responsibility principles as İLKNAK SU ÜRÜNLERİ SAN. TİC A.Ş, and importance and priority of the subject matter for all our employees and shareholders.

Ilknak considers acting with social responsibility consciousness in all its activities as one of the fundamental and unchangeable elements of management understanding and we determine our understanding of Social Responsibility and our priorities in this regard by taking into account what is best for society and the environment. The fundamental principles, on which we ground for our social responsibility practices are as follows;

1. Human Rights

We respect human rights. We are against forced labour and human trafficking. We treat everyone equally and fairly. We do not accept discrimination amongst employees within the organisation for reasons such as language, race, colour, gender, political opinion, belief, religion, sect, age, physical disability or similar reasons. We treat employees honestly and fairly and commit a non-discriminatory, safe and healthy working environment. Ensuring and protecting the safety of our employees is our business goal with the highest priority.

2. Working Conditions

2.a. Prevention Of Child Labour Employment

No child workers can be employed at any stage of production. Ilknak must comply with the age restriction prescribed by ILO practices for the employment of children. Age limit at İlknak Su Ürünleri San Tic. A.Ş. is 18.

2.b. Wages and Social Services, Working Hours

Wages and social services must be determined in accordance with the fundamental principles applicable to the minimum wage, overtime and social services mandated by law. Working hours must comply with applicable laws. Overtime work should only be done when the employee has consent to this and after 6 consecutive working days, the employee should be given at least 1 day-off.

2.c. Right To Work Freely

Forced labour or compulsory labour is prohibited. Employees should have the right to terminate the employment contract within an appropriate time frame.

2.d. Employee Representative

An employee representative is elected among the employees in the protection and enforcement of social rights within the facility. This personnel selection is determined by voting at a meeting regularly attended by all personnel and management every year. As a result of the selection made, the relevant personnel works as an employee representative for one year. The Employee Representative freely reports the requests and complaints of the employees to the management without any personal sanctions.

2.e. Freedom of request and complaint

Employees have the right to express their requests and complaints about any issue verbally and in writing to the management. It is not subject to any punishment or mistreatment.

2.f. Freedom of Assembly and Trade Union

Our employees should be able to discuss working conditions frequently with business management without fear of negative consequences, regardless of type of discussions. They have the right to become member of a trade union by assembling, to appoint a representative, or to be elected as a representative.

2.g. Health and safety

The organisation ensures and protects the safety and health of employees at work in accordance with laws at minimum and continuously strives to improve the work environment.

3. Business Ethics

3.a. Anti-Corruption

The highest level of honesty is expected in all business activities and relationships. All forms of corruption, bribery, blackmail and abuse are strictly prohibited. Employees of the company may not demand or imply gifts from customers/subcontractors / suppliers and other companies and persons with whom the company has a commercial relationship; they may not accept any gifts, money, cheques, property, free holidays, special discounts that will put the company under obligation.

3.b. Non-Discrimination

It is forbidden to discriminate against employees of any kind. This includes disadvantaging people due to their gender, race, social group to which they belong, colour, disability, trade union that the person is a member of, political opinion, origin, religion, age, pregnancy.

4. Environment

We responsibly manage the environmental impacts that may arise from our all kinds of activities. Ilknak is responsible for determining and implementing all kinds of improvement and development works that will minimise environmental impact of Ilknak activities. Our company has’ ISO 14001 Environmental Management System'.

Responsibility and Implementation

All of our managers and employees are responsible for corporate social responsibility practices throughout our community. Employees or business partners of İlknak Su Ürünleri San. Tic. A.Ş. have to notify official reporting channels of behaviours that they know or suspect to violate this regulation. We commit that anyone who reports any violation will not be subjected to mistreatment, sanction and punishment.

Reference documents: Turkish Labour Law No. 4857

ILO Basic Labour Congress (Conventions No. 29-87-98-99-100-105-111-138-182)

1. 29: CONVENTION ON FORCED OR COMPULSORY LABOUR
2. 87: CONVENTION ON FREEDOM OF ASSOCIATION AND PROTECTION OF RIGHT TO ORGANISE
3. 98: CONVENTION ON RIGHT TO ORGANISE AND IMPLEMENTATION OF COLLECTIVE BARGAINING
4. 100: CONVENTION ON EQUAL REMUNERATION BETWEEN MALE AND FEMALE WORKERS FOR EQUAL WORK (EQUAL PAY FOR EQUAL WORK)
5. 105: CONVENTION ON THE ABOLITION OF FORCED LABOUR
6. 111: CONVENTION ON DISCRIMINATION (EMPLOYMENT AND OCCUPATION)
7. 138: CONVENTION ON MINIMUM AGE REGARDING ADMISSION TO EMPLOYMENT
8. 182: CONVENTION ON URGENT MEASURES FOR ABOLITION AND PROHIBITION OF WORST FORMS OF CHILD LABOUR

GRASP (Risk assessment on social practices)

ETI (Ethical Trade Initiative)

The Universal Declaration Of Human Rights

ILKNAK SU ÜRÜNLERİ A.Ş. customers, suppliers and business partners can send their notifications covering ethical issues by sending an e-mail to etik@ilknak.com .