Sefine Shipyard is committed to providing a work environment that is free of unlawful discrimination including harassment that is based on ay legally protected status. The Company will not tolerate any form of discrimination or harrassment that violates this policy.
Sefine Shipyard does not discriminate in employment opportunities or practices on the basis of race, color, religion, disability, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identitiy and expression), marital status, citizenship status or any other characteristic protected by applicable law. Our policy of Non-discrimination in employment applies to recruitment, hiring, compensation, promotions, transfers, discipline, demotions, terminations and all other aspects of employment. Any Sefine Shipyard employee found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
Sefine Shipyard will provide a safe and pleasant work enviornment where everyone is treated with fairness and respect. It is against Company policy for any employee to verbally or physically harass or discriminate against another employee on the basis of an individual’s race, color, religion, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law. Harassment of employees in the Shipyard workplace by any third party will not be tolerated either. Any employee who violates the company against harassment will be subject to corrective action, up to and including termination.
Sefine Shipyard strives to conduct business to the highest ethical and environmental standards.
This Ethical Policy sets out the standards and requirements for Sefine and all its subcontractors and suppliers.
2) Legal compliance
All applicable national laws and regulations, directives and relevant industry minimum standards are diligently followed.
3) Prohibition of child labour
Employment of child labour is prohibited in any capacity.
4) Prohibition of forced labour
The employment of persons must be voluntary and it is prohibited to use any forced or involuntary labor, whether prison, bonded, indentured, or otherwise. All forms of human trafficking and forced labor, such as lodging deposits or the retention of identity documents from employee upon commencing employment, are also forbidden. Neither the company nor any entity supplying labor to it shall withhold any part of any employee’s salary, benefits, property or documents in order to force such employee to continue working for the company.
5) Prohibition of harrassment and abuse
Each employee should be treated with dignity and respect at work policy, and it is prohibited to use corporal punishment, threats of violence, or any forms of physical, sexual, psychological or verbal harassment or abuse.
6) Prohibition of discrimination
There should be no discrimination in hiring and employment practices including salary, benefits, access to training, advancement, discipline, termination or retirement, on the basis of race, religion, caste, birth, age, nationality, social group or ethnic origin, sexual orientation, gender, family responsibilities, marital status, membership in employees’ organizations including unions, political opinion or disability.
7) Compensation and working hours
SEFİNE ensures that, at a minimum,
- All applicable wage and hour laws, including minimum wage and hour laws, overtime, maximum hours, piece rates and other elements of compensation, are complied with, and
- Legally mandated benefits are provided. Other than in exceptional circumstance, the sum of regular and overtime hours in a week shall not exceed 60 hours. Illegal, unauthorized or disciplinary deductions from wages shall not be made. Employees have the right to compensation that is sufficient to meet the basic need and provide some discretionary income.
8) Health and Safety
Employees are to be provided with a safe and healthy workplace in compliance with applicable laws, ensuring, at a minimum, reasonable access to potable water and sanitary facilities, fire safety and adequate lighting and ventilation. Effective steps shall be taken to prevent potential accidents and injuries to employees’ health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the workplace environment, and bearing in mind the prevailing knowledge of the industry and of any specific hazards. All recorded health and safety training, moreover, such training shall be repeated for new and reassigned employees.
9) Environmental standards
In addition to complying with applicable environmental laws and regulations regarding other handling and disposure of chemicals and other dangerous materials, waste disposal and management, suppliers strive to reduce negative environmental impact of operation and continiously improve the environmental performance.
10) Freedom of association and the right to collective bargaining
Sefine respects the rights of employees to freedom of association, and the right to organize and collectively bargaining without penalty or interference. Employees are allowed to freely elect their own representatives. When the right to freedom of association and collective bargaining is restricted under law; employers shall not obstruct legal alternative means of workers association.
Privacy of data
Sefine respects the privacy of their employees. All personal data collected or held will be processed in a fair, discreet and lawful manner that protects the privacy of individuals.
11) Prohibition of corruption and bribery
Sefine shall not engage in the giving or receiving, directly or indirectly, of bribes, kickbacks, other illicit payments or improper benefits intended to achieve business advantage or financial gain. Situations that involve a conflict or the appearance of a conflict between duty to the company and personal interest should be avoided.