POLICIES

In order to prevent child labor; Diper company is committed to employing  workers who are over 16 years old in all of its fields of activity(in according with procedures and principles of Article 71 of the National Labor law No:4857 and the business partnership rules of our customers)

in order to prevent the recruited personnel from being accidental child labor. Controls are carried out by 3 separate departments (Security Officer, Human Resources, Occupational Safety Specialist)

Security and Human resources employees are given training every year.

At the end of each month, Human Resources checks and records the personnel recruited on a monthly basis, in case the personnel hired by accident is a child laborer.

In case of accidental employment of child labor despite all controls, the root cause of the incident is investigated and the following additional measures are taken;

• Training is provided with neglected personnel
• Control numbers are increased
• Control methods are revised
• Financial support is provided to the child worker in question.

Bringing people with disabilities to a better standard of living is a social responsibility.

 

It is humanity’s duty of society and the basic right of the disabled to perceive disabled individuals as an integrated part of society, not as a separate part of society, and to make the necessary arrangements in order to increase their effectiveness in the social field.

 

It is a public obligation to implement legal regulations that protect the innate rights of disabled people and strengthen their dignity, and ensure that disabled people participate in civil, political, economic, social, and cultural environments with equal opportunities. We are committed to providing a peaceful and safe workplace for our disabled employees.

Regarding physical and mental fatigue: Working hours and breaks are rearranged. Pregnant and lactating employees are required to work for a maximum of 7.5 hours per day, and breastfeeding workers are given at least 1.5 hours of breastfeeding leave.

Female employees cannot be forced to work at night from the time their pregnancy is confirmed with a medical report until the birth

it is forbidden to work the newly born employee at night for a year following the birth. At the end of this period, if it is determined with a health report that night work is unfavorable in terms of health and safety, the said employees are not allowed to work at night during the reporting period.

Operating speed and intensity at work are made as appropriate as possible by taking into account the suggestions of the employees.

Regarding posture problems: Working place and working order are arranged by re-evaluating the posture problems and accident risks of pregnant or breastfeeding employees.

Pregnant workers are given paid leave for periodic check-ups during their pregnancy.

It is essential that women workers are not employed for a total of sixteen weeks, eight weeks before and eight weeks after birth. In case of multiple pregnancy, two weeks are added to the eight-week period that will not be worked before birth. However, if the health condition is suitable, the female worker can work in the workplace up to three weeks before the birth, with the approval of the doctor. In this case, the time worked by the female worker is added to the postpartum period.

We aim to provide and maintain a working environment that complies with all legal regulations, standards and working conditions related to occupational health and safety. With this understanding, we direct our work and act according to the following principles;

To raise awareness of all our employees about occupational health and safety,

• To ensure continuous improvement in studies on environmental and occupational health and safety,
• To minimize work accidents with work accident analysis,
• To provide thermal comfort conditions in the working environment,
• To plan our investments in this direction by following the technological developments in occupational health and safety,
• To provide equipment and personal protective equipment in CE standards,
• To carry out studies to prevent hazards at their source,

In this direction, we are committed to continuing our work in order to ensure a healthy working environment in our businesses.

Diper company is committed to providing an environment free of discrimination and harassment, where all individuals are treated with respect and dignity, can contribute fully, and have equal opportunities.

Under the Human Rights Code, every person has the right to be free from harassment and discrimination. Harassment and discrimination will not be tolerated, condoned or ignored at Diper company. If a claim of harassment or discrimination is proven, disciplinary measures will be applied, up to and including termination of employment.

 

Diper company is committed to a comprehensive strategy to address harassment and discrimination, including:

• providing training and education to make sure everyone knows their rights and responsibilities
• providing an effective and fair complaints procedure
• promoting appropriate standards of conduct at all times.

Applying the policy:

• The right to freedom from discrimination and harassment extends to all employees, including full-time, part-time, temporary, probationary, casual and contract staff, as well as volunteers, co-op students, interns and apprentices.
• It is also unacceptable for members of XYZ Organization to engage in harassment or discrimination when dealing with clients, or with others they have professional dealings with, such as suppliers or service providers.
• This policy applies at every level of the organization and to every aspect of the workplace environment and employment relationship, including recruitment, selection, promotion, transfers, training, salaries, benefits and termination. It also covers rates of pay, overtime, hours of work, holidays, shift work, discipline and performance evaluations.
• This policy also applies to events that occur outside of the physical workplace such as during business trips or company parties.

 

 

This policy prohibits discrimination or harassment based on the following grounds, and any combination of these grounds:

• Age
• Creed (religion)
• Sex (including pregnancy and breastfeeding)
• Sexual orientation
• Gender identity
• Gender expression
• Family status (such as being in a parent-child relationship)
• Marital status (including married, single, widowed, divorced, separated or living in a conjugal relationship outside of marriage, whether in a same-sex or opposite-sex relationship)
• Disability (including mental, physical, developmental or learning disabilities)
• Race
• Ancestry
• Place of origin
• Ethnic origin
• Citizenship
• Colour
• Record of offences (criminal conviction for a provincial offence, or for an offence for which a pardon has been received)
• Association or relationship with a person identified by one of the above grounds
• Perception that one of the above grounds applies.

 

 

In the event that foreign workers are employed in our company, the following practices are carried out,

• Work permits are obtained in line with legal procedures.
• Insurance entries are made.
• Employment contracts are concluded in their own language.
• Orientation training is provided in their own language.
• Occupational health and safety training is provided in their own language.
• No discrimination is made from other employees in any way.
• Original documents are not taken from him at the beginning of the job.
• All social rights are protected.
• Working conditions are not different from other Turkish employees.

To protect the environment, to spread this principle all around us, to the country and to the world,

To use natural resources, all kinds of energy sources in the most efficient and economical way, to control wastes (solid, liquid, gas) and noise pollution, to reduce the negative effects of our activities on the environment and human health, to raise awareness of all our employees about health, safety and environmental protection,

To prevent unnecessary waste generation by ensuring the most efficient use of materials,

It aims to work to continuously improve the environmental management system within the framework of its green policy.