CarrefourSA aims to be the employer of choice for the qualified workforce in the sector. As supported by research conducted by independent companies, our company has a strong employer brand perception in the eyes of both professionals and university students.  CarrefourSA uses scientific methods to select the most qualified workforce that will carry The Company into the future, possesses Sabancı values, are compatible with the corporate culture, and are best suited candidates, and recruits candidates for the right position. The recruitment process at CarrefourSA aims to assess candidates' potential and competencies as well as their compliance with Sabancı values. In this context, it is essential to evaluate candidates fairly through modern recruitment processes and methods designed in line with our needs and compatible with digitalization. In addition to external advertisement campaigns, CarrefourSA also makes use of Sabancı Holding’s strong base of intra-group workforce and internal advertisement channels. 

Equal Employment Principle and Commitment to Ethical Principles; CarrefourSA selects employees with the principle of creating equal employment opportunities for everyone regardless of race, color, gender, nationality, religion, age, marital status, physical discrimination and adheres to this principle throughout their entire working life. It is ensured that employees act in accordance with the Company's interests and fully comply with the ethical rules determined by The Company's values, responsibilities and priorities.

At Sabancı Group, the Organizational Design and Planning process includes the regular review of the organizational structure in line with the company's strategies, goals and needs, and the necessary design and planning processes.

With Succession and Career Management, while evaluating future strategies and organizational needs, the right succession plan for the organization and meaningful career plans for employees are created by considering the performance, potential and individual preferences of employees.

During the Organizational Review Plan (ORP) process, which is carried out every year at CarrefourSA, critical performance indicators and plans for the company's human resources and organizations are reviewed, employees' potentials are evaluated, and succession plans for all management positions and other critical positions are prepared accurately.

At CarrefourSA, it is essential that the training and development investments made in employees create value for both employees and the company and are related to the strategic goals of our business. 

CarrefourSA aims to create the necessary development environment and opportunities for the continuous development of employees via putting strong efforts to realizing their potential. CarrefourSA determines the training needs for the development of employees, prepares and implements training programs. At CarrefourSA, by creating a culture in which managers take responsibility for the development of their employees, regular monitoring of employee performance is ensured, and open communication is supported. The training programs are designed to meet the different needs of different target groups, from young professionals to senior management, and are based on experiential learning and new learning techniques and are applied to blue-collar and white-collar employees in line with the target group.

The Recognition & Appreciation and Total Reward Management process includes practices focusing on fringe benefits, recognition & appreciation procedures and competitive salary that are fair, neutral, and appreciating high performance, center on employees' contribution to business goals and competencies.

All practices within Recognition & Appreciation and Total Reward Management are regularly reviewed and renewed through market analysis and benchmarking studies.

The job sizes of all roles at CarrefourSA are evaluated using an objective method that considers the basic responsibility level of the role, its relative contribution to the organization, the knowledge/skills/experience and competencies required for the role. As a result of the job evaluation, the relative values of all roles are determined, and the job level structure created based on these values forms the basis for wage and benefits management.

In 2019, the grade structure and performance-based bonus systems used at CarrefourSA were reviewed and redesigned to support the competitive structure.

Compensation management is carried out in accordance with legal obligations by taking into account the job size, performance, internal and external wage balance, and the job size, performance, and internal and external wage balance of individuals, using wage policies created by taking into account macroeconomic data, wage policies valid in the market, the size of the company, and long-term goals.

In order to support wage management with additional benefits, "Fringe Benefits" are considered as an important part of total reward management. At CarrefourSA, Fringe Benefits practices are available with varying content and flexibility based on job size and role.

Sabancı Group values every contribution of its employees to the company's goals and creates a working environment where they can demonstrate their performance and potential at the highest level.

The Performance Management Process is a process that aims to reveal employees' successful business results, behaviors in line with corporate culture and values, and high performance. Through a process designed and structured accordingly, employees work for a year on their individual business goals and competency development goals that they want to focus on in relation to company goals, and evaluate their performance in this perspective with their managers at the end of the year through mutual feedback.

CarrefourSA aims to ensure sustainable employee loyalty by considering the suggestions and expectations of employees, continuously developing approaches that strengthen loyalty, providing a safe, healthy, ethical work environment where ethical values are maintained, taking into account the balance between work and private life, and creating a positive organizational climate with the right leadership styles.

In this context, employee loyalty and satisfaction surveys are regularly conducted by independent companies and employees' suggestions and expectations are also collected during this process.

Opportunities and development areas that emerge as a result of the Loyalty and Satisfaction Survey, Organizational Climate Survey and Leadership Styles Survey are examined by HR and management teams, necessary action plans are targeted, implemented and their development is monitored.

Labor Relations ensures that Human Resources Policies and Company procedures are determined and implemented in accordance with the company culture within the framework of collective bargaining agreements and legal legislation. Labor Relations is carried out in accordance with the legislation in effect and the relevant legislation is regularly monitored and the necessary changes are shared with the general directorate, stores and warehouses within the company. In addition, it contributes to the preparation and revision of contracts and regulations.

It is ensured that the rules regarding working life are implemented so that the personnel can work in a peaceful and safe environment. Otherwise, in case of negative personnel behaviors in the workplaces, decisions are taken by holding Disciplinary Committee meetings with the Union management and Disciplinary Committee for blue-collar employees in accordance with the company's disciplinary procedures. For white-collar employees, a decision is taken by the Disciplinary Committee of Executive Board. In line with these decisions, notification letters are prepared and sent to the relevant parties for notification.

To ensure the effective management of personnel complaints received through various communication channels such as the Ethics-Line, telephone, e-mail or the Complaint Management System, to contribute to their finalization, to visit the relevant workplace, when necessary, to listen to the personnel one-on-one, to prepare a report and to formulate an opinion and report it to senior management.

Incoming labor case files are analyzed, risk assessment is made and provision is calculated.  All relevant information and documents are prepared according to the subject of the case and shared with the Legal Unit. In addition, dunning letters received from the personnel are answered.

Management candidates, who are recruited in line with the needs of the Company and who are included in the management program through the internal promotion system, are provided with trainings including company procedures, Labor Law practices, working life issues and OHS issues.

In cases such as reduction in norm staff, organizational changes, workplace and/or department closure in line with the needs of the Company, transfer and exit procedures are carried out within the scope of Legislation, CBA and Company Policies in order to minimize possible litigation risks.

In addition, possible collusion risks in subcontractor management are evaluated and the management is informed about the necessary legal regulations and practices.

Establishing and maintaining a fair working environment for employees at the workplace are considered as the most important priorities. Discrimination among employees based on language, race, color, gender, political opinion, belief, religion, sect, age, physical disability and similar reasons is strictly prohibited.

Necessary measures are taken against situations where employees may be adversely affected physically and psychologically by making risk assessments within the framework of the Occupational Health and Safety policy. In this context, as Occupational Health and Safety practices, technical evaluations are made and opinions are given, and the test phase and final evaluation of the personal protective equipment to be used in the field are carried out for compliance with the standards. In addition, procedures, forms and instructions on OHS issues are created, published, user tracking and archiving are carried out, basic, additional and vocational OHS trainings are determined, modules are prepared and training plans are created and provided.

Equal opportunities are provided in our company in order to ensure that women, young people and people with disabilities participate effectively in business life. Necessary facilities are provided for disabled employees to work efficiently and are reviewed for sustainability. Positive discriminatory practices are held to our pregnant and recently conceived female employees and disabled employees regarding working conditions when necessary.

Efforts are made to maintain industrial relations in a respectful manner through effective communication with trade unions, and to develop and maintain labor peace. Employees' rights to union organization and collective bargaining are respected. A neutral approach is taken in the employee's choice of union and in the union organization process. Currently, the unionization rate among blue collar employees is 99%.

In the collective bargaining process, general economic and sectoral conditions as well as the demands of the employees are considered, and efforts are made to ensure that the collective bargaining agreement is concluded in a balance that takes into account the company's growth in sustainable profitability. Valid from 2018 until the end of 2020, the Collective Labor Agreement was concluded within the legal deadlines under the most favorable conditions in parallel with the sector figures, in a way to ensure labor peace and continuity.