Turkish Technic Inc. (“Company”) declares its Human Rights Policy (“Policy”) in order to undertake to respect human rights in all its activities and to compliance with the principles, standards, and national legislation set forth in the Constitution of the Republic of Türkiye, the Universal Declaration of Human Rights, the International Labour Organization's (ILO) Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, the Women's Empowerment Principles (WEPs) of the United Nations, and the Convention Concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour (ILO/No.182). 

Respecting Human Rights 

Human rights are the fundamental rights and freedoms inherent to all human beings, regardless of race, nationality, ethnicity, religion, language, sex, and dissent. In all its activity areas, the Company places top priority on the health, safety, respectability, and wellness of the employees, customers, business partners, suppliers, contractors, and everybody who may be affected by its activities. It ensures with the EK.52.001 Business Ethics and Code of Conduct (“Code of Ethics”) that the employees act in compliance with the laws, ethical values, social norms, and by respecting humans, and allows them to report, safely and confidentially, any act violating the corporate principles on discrimination, bribery, conflict of interests, and code of conduct through the Ethics Hotline reporting system. 

Diversity and Equal Opportunity 

The Company always observes the equal opportunity principle in its activity area and never discriminates against anybody on the basis of race, skin color, sex, ethnicity, nationality, language, religion, physical appearance, age, economic conditions, and familial status. In the Company, contribution is made to creation and preservation of a fair environment of trust in which the persons’ private lives are respected and the constructive and different ideas are expressed freely. Beyond the physical environment, this environment includes how people interact with each other and how people treat each other. 

Forced Labor, Modern Slavery, Human Trafficking 

Under the roof of the Company, no one may be forced to work without their own consent and by preventing them from exercising their legal rights. In the Company, all rights of any employee are guaranteed. As the whole corporation, the Company is against any practices in violation of human rights such as illegal employment of immigrants, employment of foreign national employee who does not have work permit, indentured servitude, and forced labor including any kind of human trafficking. 

Bullying and Harassment 

All the Company’s employees deserve to be treated with respect and dignity. The Company is against any and all kinds of bullying and harassment regardless verbal, written, physical, or visual. It is never tolerated that the employees’ inviolability is violated in any manner through physical, sexual, psychological and/or emotional harassment in the workplace or anywhere they work, that they are abused or intimidated. The employees are encouraged to report bullying and harassment incidents. The managers also act in compliance with the said policy of the Company. 

Child Labor 

The Company is aware of the importance of ensuring the intellectual, physical, and psychological health of all the world’s children. It acts in compliance with the national and international laws and other requirements, the International Labor Organization (ILO) Minimum Age Convention dated 1973 in particular, on the use of child labor, and child labor is never used in any one of its activities. 

Working Conditions and Work-Private Life Balance 

It is one of the priorities to offer humane working conditions and establish and maintain a healthy work-private life balance in all workplaces. Therefore, the work order, the rights to leave, and the working and resting periods have been determined and put under protection through the legal regulations, the collective labor agreement (“Collective Labor Agreement”) in force, and the Company’s Human Resources Procedure. 

Renumeration 

The renumeration policy is determined competitively in compliance with the legal regulations, the sector, the labor market, and the requirements of the collective labor agreements in force within the framework of the internal and external factors. Full compliance with the legal regulations is observed in the payments such as wage, fringe benefits, and overtime. The process followed in renumeration of employees is determined through the Collective Labor Agreement and the Board of Directors Decisions, and shared with all employees transparently. 

Training and Development Opportunities 

The Company targets to ensure the satisfaction of the employees who are the basic driving force behind the success by giving them opportunity to develop their professional knowledge, skills, and talents. It supports the employees in revealing their potentials, improving their performances, and developing themselves in their own areas of interest through the working environment, virtual/classroom trainings, career and personal development opportunities, social opportunities, career opportunities offered, and the certified trainings organized jointly with domestic and foreign institutions. 

Freedom of Organization and Collective Bargaining Right 

The Company respects the employees’ rights to union membership and collective bargaining. The purpose of the Collective Labor Agreement signed between the Company and the authorized union is the protection and improvement of the employees’ renumeration, social and personal rights. 

Implementation Principles 

The Company and all its internal and external stakeholders including its employees, customers, suppliers, contractors, and business partners follow this Policy, and the Company also implements and supports its relevant procedures and checks in compliance with the requirements of this Policy. In case of any conflict between the legislations applicable in the countries of operation and this Policy in terms of the laws, traditions, and practices, the questions on the matter or any potential violation of this Policy must be reported and consulted with their manager or Chief Human Resources Officer by the employee immediately. For the anonymous reports, an application can be made to the Ethics Hotline through 

Ethics Hotline notification channels (*** phone number *** and Ethics Hotline e-mail address belonging to the independent consulting firm). 

Any violation of this Policy by an employee may cause significant disciplinary penalty including also the discharge penalty. If any third party expected to comply with this Policy acts contrary to it, the validity of the relevant agreements will be re-evaluated. Turkish Technic Inc. Human Resources Directorate is responsible for the implementation, coordination, taking actions and annual review of this Policy.