HUMAN RESOURCES POLICY AND EMPLOYEE HANDBOOK

1. PURPOSE AND SCOPE

This document outlines the employment policies, procedures, and key conditions applicable to all employees directly employed by Selfprof. The aim is to provide a safe and efficient working environment, covering all employees.

2. REQUIRED INFORMATION

Selfprof is obligated to maintain records of all employees. Upon starting employment, employees must provide the following information:

  • Full Name
  • Address
  • Phone Number
  • Date of Birth
  • Identification Document / Passport
  • Emergency Contact Information
  • Any Health Condition Information that May Affect Job Performance
  • Work Permit (for those working outside Turkey)

This information will be kept confidential but may be disclosed to government inspectors or auditors to ensure legal compliance.

3. TERMS AND CONDITIONS OF EMPLOYMENT

When employees begin working at Selfprof, the employer provides a copy of this document and a contract outlining the terms and conditions. The contract generally includes:

  • Start Date of Employment
  • Duties and Responsibilities
  • Working Hours and Overtime Arrangements
  • Salary and Payment Arrangements
  • Breaks and Leave Entitlements
  • Termination of Employment or Contract End Provisions

4. ORIENTATION PROCESS AND COMPANY INTRODUCTION

All new employees will receive an orientation on their first day, introducing the company, their duties, responsibilities, and reporting processes. Additionally, a "buddy" from their team will be assigned to help them acclimate.

5. COMPANY POLICIES

5.1. Personal Conduct

All employees are expected to maintain the highest standards of personal conduct. This includes showing respect towards colleagues, managers, and visitors, and being courteous and open in communication.

5.2. Equal Opportunity Policy

Selfprof offers equal opportunities in all aspects of recruitment, promotion, and employment, without tolerating discrimination based on gender, race, nationality, ethnic origin, religion or belief, disability, age, or sexual orientation.

5.3. Anti-Harassment and Anti-Bullying Policy

Selfprof is committed to providing a fair and safe working environment for all employees. Harassment or bullying of any kind is not tolerated. Employees experiencing such behavior should report it immediately to their manager or Human Resources.

5.4. Disciplinary Policy

Employees are expected to comply with workplace policies and instructions. The disciplinary process will be conducted in accordance with established procedures, and disciplinary actions will be applied when necessary.

5.5. Grievance Process

Selfprof adopts a transparent process for employees to express grievances. Complaints will be kept confidential, and no retaliation will occur against those who file legitimate grievances. All valid complaints will be addressed promptly and effectively.

5.6. Minimum Age Policy

Selfprof does not employ anyone under the age of 18.

5.7. Forced Labor Policy

Selfprof strictly prohibits forced labor or any similar practices. All employment is based on the voluntary agreement of the employee.

5.8. Confidentiality

Employees are required to maintain confidentiality regarding commercial or operational information. Personal data related to employees will be kept confidential in accordance with legal regulations.

5.9. Anti-Bribery and Anti-Corruption Policy

Selfprof has a zero-tolerance policy towards bribery and corruption. In case of any suspicion, appropriate investigations and measures will be taken.

5.10. Drug, Alcohol, and Gambling Policy

The use of drugs or alcohol and gambling during work hours or on company premises is strictly prohibited.

5.11. Workplace Facilities

Selfprof is committed to providing a hygienic and safe working environment for its employees. Clean drinking water and rest areas are available to all employees. The location of first aid kits and injury procedures will be explained to employees.

5.12. Training Policy

Selfprof supports the development of its employees by providing necessary training to enhance their skills and job performance.

5.13. Redundancy Policy

In the event of economic redundancy, dismissals will be conducted in compliance with the law and without discrimination. Dismissed employees will receive all contractual payments.

5.14. Use of Company Property

Employees are expected to use company property with care and return any items upon request.

5.15. Health and Safety Policy

Selfprof takes all necessary measures to prevent injuries and provide a safe working environment. Employees are required to comply with health and safety regulations.

5.16. Working Conditions

The basic terms and conditions for employees are detailed in their individual contracts.

5.17. Communication Processes

Selfprof promotes open communication. All employees receive clear instructions and information to perform their duties effectively.

5.18. Timekeeping

Selfprof keeps records of working hours and expects employees to log their start and end times for each shift. Unauthorized absences will be addressed as a disciplinary matter.

5.19. Working Hours

Regular working hours comply with the law and do not exceed 48 hours per week. Employees are given regular breaks, including a one-hour lunch break.

5.20. Leave Entitlements

Employees are free to leave their job with reasonable notice in accordance with their contracts. They will also receive full and timely payments. The employer is responsible for fulfilling social security contributions and other legal obligations.

6. TERMINATION AND DISCIPLINARY PROCEDURES

6.1. Disciplinary Process

Minor infractions and performance issues are initially addressed with informal advice. However, if the situation is serious, the following steps may be taken:

  • Verbal Warning
  • Written Warning
  • Final Written Warning
  • Termination of Employment

6.2. Termination

An employee will generally be dismissed if found guilty of any of the following offenses:

  • Theft
  • Fraud
  • Physical Violence
  • Severe Bullying or Harassment
  • Damage to Company Property
  • Gross Misconduct
  • Use of Alcohol or Illegal Drugs
  • Serious Negligence
  • Violation of Health and Safety Rules
  • Behavior that Discredits the Employer

7. GRIEVANCE PROCESS

Employees can submit their grievances in writing to their manager. If the grievance involves the manager, it can be directed to the Human Resources department. Human Resources will arrange a meeting within 10 days of receiving the complaint and will provide a written decision within 5 days of the meeting.

If the employee wishes to appeal the decision, they must notify Human Resources. The decision made at the conclusion of the appeal process is final within the company’s internal grievance mechanism. However, the employee retains the right to pursue the matter through legal channels if desired.