Business Social Compliance Initiative (BSCI)  Concept and Audit

As En Quality Consultancy, we provide services to many companies.

· We provide BSCI consultancy and audit organization.

· Before the audit, we analyze the current situation in your business and conduct a preliminary audit.

· We support you in eliminating any deficiencies and create BSCI documentation.

· We ensure that the created BSCI documents are activated within the company.

· After the system is activated, we organize for auditing.

· Unfortunately, businesses cannot undergo BSCI audit independently.

· With the approval we call RSP approval, the audit is organized through your company requesting BSCI.

· There is a scorecard in the BSCI audit report.

· We provide consultancy to businesses and improve their scores.

WHAT SHOULD YOU CONSIDER WHEN PREPARING FOR A BSCI AUDIT?

· Have you completed the requirements regarding occupational health and safety in accordance with law no. 6331?

· Have you created BSCI Documentation?

· Can you maintain BSCI Documents?

· Did your employees choose you with their free will?

· Have you granted the right to make unions and collective agreements?

· Are working conditions safe and healthy?

· Are the salaries paid to employees sufficient to make ends meet?

· Have You Made Employee Wage Calculation?

· Are your working hours in accordance with legal regulations?

· Are employees discriminated against?

· Are there any child workers?

· Have you obtained regular employment?

· Are your employees given the necessary permissions?

· Are there employees' personal files?

· Have you established a Complaint Mechanism?

BSCI is a European approach to improving social performance in supplier countries through a single social standards monitoring solution, initiated by the Brussels-based Foreign Trade Association (FTA). The BSCI Code of Conduct aims to set out the values ​​and principles that BSCI participants seek to implement with their business partners throughout their supply chains. Each BSCI participant accepts the code of conduct by participating in the supply chain. BSCI is based on International Labor Organization (ILO) laws and important international regulations such as United Nations (UN) Human Rights. The BSCI Code of Conduct refers to international agreements such as the Universal Declaration of Human Rights, the Child Rights and Business Principles, the UN Guiding Principles on Trade and Human Rights, the OECD Guidelines, the UN Global Compact and the International Labor Organization (ILO) Conventions and Recommendations on improving working conditions in the supply chain.[1]

The BSCI monitoring system covers all stakeholders in Europe and supplier countries. Open to retailers, importers and manufacturers. Provides a repository database to optimize the coordination of the process. Businesses that adopt the BSCI Code of Conduct undertake to fulfill their responsibilities regarding the principles set out in this document and respect for human rights within their spheres of influence. BSCI and its participants (BSCI Participants) pursue a constructive and open dialogue between business partners and stakeholders for the implementation of socially responsible business principles. They also see the establishment of mature industrial relations between employees and management as a key element of sustainable businesses.

Excerpted from the BSCI Code of Conduct booklet;[2]

BSCI Participants expect all business partners to comply with the BSCI Code of Conduct. In addition, business partners audited according to the following principles must provide evidence that (a) they have taken all necessary measures to ensure that they comply with the BSCI Code of Conduct, and (b) they have taken all reasonable measures to ensure that all business partners involved in the production process(es) comply with the BSCI Code of Conduct.

Freedom of Association and Collective Bargaining Rights Business partnersIt must: (a) respect workers' right to form unions freely and democratically, (b) not discriminate between workers on the basis of union membership, and (c) respect workers' right to collective bargaining. Business partners must not prevent workers' representatives from accessing or interacting with workers in the workplace. In countries where union activities are illegal or where free and democratic union activities are not permitted, business partners will comply with this principle by allowing employees to freely choose a representative with whom the company can engage in dialogue regarding workplace issues.

Non-Discrimination Business partners gendercannot exclude persons, prefer certain persons, or discriminate against persons on the basis of age, belief, race, social class, ancestry, social background, disability, ethnic and national origin, nationality, membership in trade unions or other legal organizations, political affiliations or opinions, sexual orientation, family responsibilities, marital status, disease or any other condition that may cause discrimination. In particular, workers cannot be harassed or punished for the reasons mentioned above.

Fair Pay Business partners, will comply with this principle provided that they respect the right of workers to receive a fair wage sufficient to provide a decent life for themselves and their families, in addition to the social rights granted by law, without ignoring the expectations set within the framework of these rules. At a minimum, business partners are required to comply with wages mandated by government minimum wage legislation or industry standards approved on a collective agreement basis, whichever is higher. Fees must be paid on time, regularly and in full in the national currency. Partial payments in the form of “in-kind” allowances are accepted in line with the ILO specifications. Pay levels should reflect the skill and training level of employees and make reference to normal working hours.

Interruptions will only be allowed under the conditions specified by law and to the extent permitted by law or as determined in the collective agreement.[3]

 Decent Working Hours Business partners, will comply with this principle by ensuring that workers will not be expected to work more than 48 normal working hours per week, without disregarding the expectations established within the framework of these rules. However, BSCI recognizes exceptions set by the ILO. Applicable national laws, industry benchmark standards or collective agreements must be interpreted within the international framework specified by the ILO. In exceptional cases defined by the ILO, the above-mentioned working hours may be exceeded; In these cases, overtime is allowed. The use of overtime must be exceptional, voluntary and paid at not less than one plus one divided by four the regular wage, but must not create a situation that would significantly increase the likelihood of occupational hazards. In addition, Business Partners must provide their employees with the right to a break during each working day and at least one day off every seven days, unless exceptions defined by collective agreements apply. [4]

Occupational Health and Safety Business partners, will comply with this principle by respecting the healthy working and living conditions of its employees and local people, without ignoring the expectations set within the framework of these rules. Vulnerable individuals, such as, but not limited to, young workers, new mothers and expecting women, and persons with disabilities, will work under special protection. Business partners must comply with occupational health and safety regulations or, where local laws are weak or not adequately enforced, international standards. Active cooperation between management and workers and/or their representatives is of great importance in developing and implementing systems to ensure a healthy and safe working environment. This can be achieved by establishing Occupational Health and Safety Committees. Business partners must ensure that systems are in place to detect, assess, avoid and respond to potential hazards to the health and safety of employees. These people must take effective measures to prevent employees from accidents, injuries or illnesses that may arise from, are related to, or may occur during work. These measures should aim to reduce the causes of workplace-specific hazards to the most reasonable minimum possible. Business partners should look for ways to improve employee protection in case of accidents, including through compulsory insurance systems. Business partners must take all appropriate measures within their sphere of influence to protect against all foreseeable emergencies, as well as to take care of the stability and safety of the equipment and premises they use, including dormitory facilities if provided by the employer. Business partners may not allow employees to leave the facility without permission in cases of imminent danger. must respect the right to leave. Business partners must ensure that adequate occupational health support and relevant facilities are provided. Business partners must provide access to potable water, safe and clean eating and recreation areas, and clean and safe cooking and food storage areas. Additionally, business partners must always provide employees with effective Personal Protective Equipment (PPE) free of charge.

Child Labor Prevention Business partnersThey will comply with this principle by not employing, directly or indirectly, children younger than the minimum age to complete the compulsory education process determined by law, which is not less than 15 years of age, except for the exceptions defined by the ILO. Business partners must establish robust age verification mechanisms as part of the hiring process that do not degrade or disrespect the worker. This principle aims to protect children from all types of abuse. Special care needs to be taken in dismissing children from work, as they may move on to more dangerous work such as prostitution or drug dealing. When removing children from the workplace, business partners must act proactively and identify and take the necessary measures to protect the child under the influence. Where applicable, the possibility of finding suitable employment for adult members of the affected child's family should be considered.

Special Protection for Young Workers Business partners, will comply with this principle by ensuring that young employees do not work at night and are protected from conditions that are harmful to their health, safety, moral values ​​and development, without ignoring the expectations set within the framework of these rules. Where young workers are recruited, business partners must ensure that (a) the work is not likely to affect their health or development; (b) ensure that working hours do not affect their school attendance, their participation in professional orientation processes approved by the competent authorities, or their capacity to benefit from educational programmes. Business partners should establish the necessary mechanisms to prevent, identify and reduce harm to young workers, with particular emphasis on ensuring that young workers have access to effective complaint mechanisms and Occupational Health and Safety training systems and programmes.[5] Preventing Precarious Work Business partners, without disregarding the expectations established within these rules, shall ensure that: (a) they prevent employment relationships from causing insecurity and social or economic difficulties for their employees; (b) comply with this principle by ensuring that work is carried out on the basis of a recognized and documented employment relationship in accordance with national legislation, customs or practices and international labor standards, whichever provides the highest level of protection. Before providing employment, business partners must provide employees with understandable information about their rights, responsibilities and working conditions, including working hours, wages and payment conditions. Business partners provide suitable employment opportunities that support the role of parents and caregivers of all workers, men and women, especially migrant workers and seasonal workers whose children may remain in their home country. should aim to provide the conditions. Business partners should not resort to business arrangements that are not in line with the primary purpose of the law. This includes, without limitation, (a) apprenticeship programs that are not intended to develop skills or provide regular employment, (b) seasonal or contingent work offered for the purpose of narrowing the scope of protection for workers, and (c) pure labor contracts. In addition, the use of subcontractors should not occur in a way that undermines employee rights.

Preventing Payment of Debts through Labor Business Partners, should not resort to any system such as servitude, forced labor, debt payment with labor, permanent apprenticeship, illegal employment or involuntary employment. Business partners may be accused of complicity in a crime if they benefit from their business partners' labor in this way. Business partners must take special care when they directly or indirectly employ workers. Business partners must grant their employees the right to leave their jobs freely and terminate their employment contracts, provided that they notify the employer within a reasonable time. Business partners must ensure that their employees are not subjected to inhumane or degrading treatment, corporal punishment, mental or physical coercion and/or verbal abuse. All punitive procedures should be set out in writing and explained to employees orally in a clear and understandable manner.

Environmental Protection Business partners, will comply with this principle by taking the necessary measures to prevent harm to the environment, without ignoring the expectations set within the framework of these rules. Business partners must evaluate the significant environmental impacts of their activities and establish effective policies and procedures that reflect their responsibilities towards the environment. They will ensure that appropriate measures are taken to prevent or minimize negative impacts on society, natural resources and the general environment.[6]

Ethical Business Conduct Business partners, without regard to the objectives and expectations set forth in this section, shall comply with this principle by not engaging in any form of corruption, fraud or embezzlement, or any form of bribery, including, but not limited to, promising, offering, giving or receiving any financial or other inducement. Business partners are expected to maintain accurate information regarding their activities, structure and performance and to report this in accordance with applicable regulations and industry benchmark practices. Business partners must not engage in falsification of such information or any misrepresentation in the supply chain. They must also exercise reasonable care in collecting, using and otherwise processing personal information (including information obtained from employees, business partners, customers and consumers within their sphere of influence). Privacy and information security laws and regulatory requirements must be complied with when collecting, using and otherwise processing personal information.