We hereby declare our “Quality Policy”, which is aimed at assembling our company together with our stakeholders toward a shared objective within the framework of a Total Quality concept and in line with our “Mission”, “Vision” and “Core Values”, which hereby commit to observe and implement through the course of our operations in the ready-to-wear industry.
Adding Value to Our Customers
We plan our products and services to satisfy the needs and expectations of our customers in terms of quality, speed and flexibility, which we analyze with consideration of their custom concepts and approaches. We constantly measure and aim to ensure the continuity of our customers’ satisfaction.
Ensuring / Operational Excellence
Operating throughout the entire value chain from our suppliers to our customers; we focus on enhancing the performance company-wide and aim to create a systemic basis for growth.
Acting with Agile Management Concept
Identifying the opportunities, threats and the risks, we act, focusing on effectively and efficiently responding them. We reflect our strategy to aligned processes, projects and our corporate structure, and aim to ensure the implementation of changes throughout the entire value chain at reasonable speed.
We are successful because our employees are
We value our staff members and endeavor to create a culture of delegation with a view to enable them to accomplish their corporate and individual goals. Through our Total Quality Management perspective; we encourage our staff members for improvement and change, appreciate their efforts and achievements.
Tapping into Advancing Technology
We keep close track with and timely tap into the advancements in technology with a view to gain and maintain competitive advantage.
Continuous Improvement of the Quality Management System (“QMS”) Effectiveness
We adopt and implement a quality-oriented, systematic and well-disciplined approach in our organizational structuring and operations; we continuously review our system to create improvement opportunities.
SUSTAINABILITY & SOCIAL COMPLIANCE
In line with our understanding of “Respect to Human and Nature”, “Integrity and Transparency” being among our Core Values, we act with the consciousness of social responsibility in all our activities with a view to defending the confidence of our stakeholders.
Respect to Employees
Forced or involuntary labor is not allowed in our corporation and our suppliers. One respects the fact that employees exercise their right of quitting job after a reasonable notice.
In our corporation and suppliers, one should value the employees and act towards them respectfully. Physical penalty, sexual, ethnic, and verbal or any other kind of harassment or abuse of power or threat can under no circumstances be permitted.
Discrimination should in no way be made due to reasons such as race, caste, belief, nation, religion, age, and physical or mental disability, gender, marital status, and sexual choice, membership of union or political opinion in situations of recruitment, pricing, promotion, termination of work or retirement .
Forced labor, labor against debt, employment in prison or illegal employment is not accepted. If labor force is provided in enterprises on a contractual basis, employer is responsible for payment of the salaries of employees, whether contracted and/or foreigner, in compliance with their employment including their employment salaries. Employees are not obliged to share the information on their bank deposits and their identity documents with their employers and may quit the job after a reasonable notice being submitted by them. The freedom of movement of employees should not be restricted.
Complaint mechanisms which ensure employees to express their complaints without any risk of retaliation should be formed.
Child and Young Labor
It is forbidden to employ child labor. Kardem defines child labor as persons who have not completed a full 15-year of age and have not passed 16 years of age. Employees who are under 18 years of age should not be caused to work overtime and at night and not be employed in hazardous works as referred to in Article 190 of the regulations of International Labor Organization.
No one under 18 years of age is employed at Kardem. Employees under 18 years of age in our suppliers should be employed according to the laws and regulations applicable to the status of those of Young Employee.
Freedom of Organization and Collective Agreement
Without making any discrimination of employees, the right of all employees to establish, become members to, trade union, and to make collective agreement should be secured. No negative attitude should be displayed towards employees due to exercise by them of such rights or not any price or wage should be offered to employees in order to prevent such rights from being exercised. In the same way, an open and cooperative attitude should be developed against the activities of unions. Representatives of employees should be protected against discrimination and ensured to perform their representation work at the workplace freely.
In cases where the rights to establish trade unions and make collective agreements are prevented legally, suitable channels should be formed for such rights to be able to be realized reasonably and freely.
For employees, a safe and healthy workplace should be provided; the minimum conditions should be provided on subjects of lighting, ventilation, hygiene, fire safety, security measures and access to drinking water.
Clean toilets and drinking water should be provided for employees. In places where required, the opportunity of storage of food should also be available. If any, dormitories should be clean and safe.
Measures should be taken to prevent employees from having accidents and getting injured by reducing the inherent risks at the workplace. Regular training should be provided to employees regarding occupational health and safety. The records of trainings provided should be kept. Furthermore, a person within the management having sufficient competence and power to be able to make the suitable decisions relating to health and safety should be appointed.
The needs of pregnant employees should be satisfied at a reasonable level.
Wages and Fringe Benefits
It should be ensured that the wage paid for a standard working week is at least as much as the minimum legal wage or those referred to in collective agreement, whichever is higher. In any case, the wages should be in such amount as shall meet the basic needs and reasonable additional needs of employees and their families as a minimum.
Except for reasons referred to in the law or those applied as a disciplinary practice, no deduction should be made from employees’ wages and/or employees’ wages should not be garnisheed without express approval of employees. Besides, employees should be provided with written and understandable information regarding their salary conditions after their recruitment and detailed information in relation to their payroll whenever their salary is paid to them.
The salaries and other rights or premiums of employees should be paid in a timely fashion, in accordance with all applicable laws and, especially in such a way that they will suit the employees.
It should be ensured that the daily working duration is in accordance with the applicable laws for the related sector or, in case more protection is provided for employees, in accordance with the provisions referred to in the collective agreement.
Under no circumstances should one request the employees to work in such a way that their work will exceed their weekly working hours; minimum 1 day every 7 days in average should be granted as leave.
Overtime should be voluntary and not exceed 12 hours a week and not be requested to be made regularly and their respective pay should be made in accordance with the rate in the provisions of the related regulations in force.
One should undertake that all employment methods used will be in accordance with the applicable local laws. Therefore, the rights of employees referred to in the labor and social security laws and regulations should not be rendered ineffective by having recourse to plans having no regular employment purposes within the framework of regular employment relationships.
Traceability of the Production
Our productions should be realized in suppliers and production sites approved by our customers only.
The productions should be carried out in compliance with the safety standards for the purpose of ensuring that they do not give rise to any risk.
The disposal of industrial, chemical, domestic and medical wastes should be carried out taking into consideration the local and international regulations and standards.
Within the scope of green building, one should prefer sustainable building systems giving the least possible damage to environment, behaving sensitively in use of energy sources, and ensuring environmental benefit.
Protection of ecosystem balance should be harmonized together with the all natural living elements in the environment in which one is found.
Environmentalist ideas should be developed, which aim at providing benefit for the purpose of sustainability, protection and improvement of natural vitality.
Importance is attached to the activities of raising awareness of suppliers with which we are in cooperation within the scope of sustainability and the suitability of relevant activities is inspected and improvement activities carried out by us.
Bribery and Corruption
It is forbidden to offer, give, ask or accept bribe or commission including facilitation payments in any way.
Below are certain examples of bribe:
• Gifts or travel expenses
• Free use of company services, facilities or properties
• Cash payments
• Credits, credit guaranties or other credits
• Provision of a benefit like education grant or health care to any family member of a potential customer/public official or public servant
• Granting sub-contract to person related to a person included in granting the master agreement and entering into business relationship with a local company under the ownership of any family member of a potential customer/public official or public servant
Facilitation payments are minor payments or fees asked (for minor works such as visa or ensuring customs clearance) by public servants in order to speed up or facilitate the performance of routine state works (such as visa or ensuring customs clearance). These kinds of payments are absolutely prohibited.
Suppliers, representatives and their employees should comply with all anti-bribery and corruption laws in force.
Suppliers and representatives should have anti-bribery and corruption procedures in place in order to prevent their employees or persons relating to their business activities from committing bribery or corruption offence. Suppliers and representatives will apply these procedures in compliance with their business activities and review such procedures on a regular basis in order to make sure that they are operated effectively.
Principle of Confidentiality
As a result of business relations, the integrity and confidentiality of information should be preserved.
Application of Rules
In order to make these rules effective, programs should be determined, applied and their sustainability should be ensured. A senior person from the management should be appointed for application and conduct of such rules.