IWAY Policy
Scope: IWAY Standard Version 6.0
This policy is aligned with the Environment & Occupational Health and Safety Policy (PO-03), which has been prepared within the scope of TS EN ISO 14001:2015 Environmental Management System and TS ISO 45001:2018 Occupational Health and Safety Management Systems.
Our IWAY Policy reflects our commitment to the United Nations (UN) “Guiding Principles on Business and Human Rights” and is based on the “10 Principles” of the UN Global Compact. While developing our requirements, we have adopted the “UN Sustainable Development Goals” and the International Labour Organization (ILO) “Centenary Declaration for the Future of Work” as guidance.
Our responsibility within the scope of the IWAY Policy is to fulfill, at a minimum, all mandatory and essential requirements defined in the IWAY Standard together with the applicable laws in force.
- Our employees are informed about their rights and responsibilities related to IWAY.
- A business relationship based on mutual trust and transparency is maintained with our employees, business partners, and all stakeholders. In this context, violations of laws, document manipulation, deception, or corruption attempts are never accepted under any circumstances.
- The requirements of the applicable Labor Law No. 4857, Occupational Health and Safety Law No. 6331, Environmental Law No. 2872, and all related regulations are fulfilled. The stricter requirement between legal or IWAY requirements is always followed. In cases where IWAY requirements conflict with laws or regulations, the law shall prevail and be complied with. In such cases, IKEA is immediately informed and alternative ways to comply with IWAY requirements are sought.
- Child labor employment is never accepted in any of EDS’s facilities or companies connected to its supply chain.
- Forced labor, debt-bonded labor, or prison labor is not employed in EDS recruitment processes.
- In line with the principle of “gender equality,” the employment of female workers is always supported. Legal sanctions are applied for all harmful habits that may endanger the health and safety of our employees (such as alcohol or drug addiction, etc.). Rules regarding discrimination (language, religion, race, sect, sexual preference, etc.), harassment, business ethics, and disciplinary measures are implemented as stated in the Human Resources Procedure (PR-19) and Personnel Regulation (S1-Appendix 2).
- The working hours of all employees, including overtime, are recorded and a secure tracking system is maintained.
- Employees are paid at least the legal minimum wage.
- Employees are under no circumstances exposed to serious occupational health and safety hazards.
- Accident insurance is provided for all employees. The insurance covers medical treatment for work-related injuries and illnesses and provides compensation for work-related injuries and illnesses resulting in permanent disability or death.
- No process that may cause serious environmental pollution is allowed within the scope of EDS activities.
