Employee Handbook
- Company Mission and Vision
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- Mission Statement
At DOKYO we believe in sustainable growth through sustainable work. We want to create added value holistically - for customers, consumers, suppliers and our own employees. That is why our mission is to make good communication. For good products. From companies, we can identify with.
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- Vision Statement
We are on a journey with the goal to be more than a self-sustaining, socially & ecologically responsible organization. The first steps have been taken, but we want to go much further:
We want to be an agency that not only operates sustainably but also helps its clients to improve their social and environmental performance. Because we work with all parts of the value chain, we can also create positive value for everyone. We know that together we can achieve more and actively shape the future. So our journey is far from over.
The DOKYO philosophy is more than a set of rules and regulations, it is a way of life inspired on our day to day observations and interactions. It aligns with our mission and vision of “Value Creation” encouraging and paving a path for a value-oriented business responsible for generating a positive social and environmental impact with our business activities. The DOKYO Philosophy is also our Business Code of Ethics, outlining ethical business practices and responsibility in the workplace.
The company values freedom of expression, freedom of association, open communication and honest feedback. We believe that our philosophy is applicable in the personal and day to day life irrespective of the company interests; we advocate for human rights and equality in the workplace and society as a whole. We believe that our approach will attract collaborators who share the same philosophy.
Our employees are our greatest strength and one of the most important stakeholders. Therefore, it is our responsibility as an organisation to identify and take care of the needs of our employees and help nurture the talent that we have. Our policy is entirely dedicated to creating an effective and healthy workforce.
- Non-Discrimination and Non-Harassment
We strongly stand against all types of discrimination and harassment based but not limited to sexual orientation, gender identity, race, ethnicity, culture, national origin, social or economic background, educational level, colour, immigration status, sex, age, physical appearance, physical or mental ability, family status, political belief or religion. (details outlined in the policy)
- Equality Statement
DOKYO believes that every individual should be treated equally under all circumstances and this sense of equality is embedded in our DNA.
- Working Hours
The regular working time is 40 hours per week without breaks and is generally spread over five days from Monday to Friday. In principle, work should start at 0930. The lunch break of 1 hour daily shall be taken between 12.30 and 1430. The regular end of work is at 1830 p.m. (details outlined in the employee contract)
- Compensation
The gross remuneration due at the end of the current month, after deduction of taxes, social security contributions and any other charges, is transferred in cash to an account to be specified by the female employee.
- Holidays and Leave
The employee is entitled to a statutory minimum leave of 20 working days per calendar year in the case of a 5-day week, which can be claimed for the first time after four months of uninterrupted employment with the company In addition to this statutory minimum leave, the female employee shall be granted a contractual additional leave of 7 working days. The leave should be taken as continuously as possible. (details outlined in the employee contract)
- Sick Leave
The employee is obliged to notify her superior of any hindrance to work and its probable duration to the employer without delay, at the latest by 10 a.m. of the day concerned. Upon request, the reasons for the inability to work must also be communicated immediately.
In the event of incapacity to work due to illness, the employee shall receive continued remuneration in accordance with the statutory provisions. If the employee is temporarily prevented from performing work in other cases, there is no entitlement to remuneration. (details outlined in the employee contract)
- Employee Grievance
If any employee experiences or witnesses any conduct that they feel may be inconsistent with any company policy or which he or she finds to be of personal or company concern, he or she should report such actions immediately to his/her supervisor. If you prefer not to discuss the matter with your supervisor, you may directly report it to any other member of management. The identity and concerns of the person would be kept anonymous during the inquiry.
We are a young company driven by our principles of “value creation”. We believe that we as a company can create a small positive impact on the environment. We aspire to be the champions of the future and make a better future with our actions.
- Termination of employment contract
The employment relationship is concluded for an indefinite period and can be terminated after the end of the probationary period by either party to the contract at the end of a calendar month, subject to a notice period of three months.