Procedure to Combat Domestic Violence

1.PURPOSE

This Procedure, as Aydem Holding and its affiliated group companies (hereinafter referred to as "Aydem Energy"), is designed to raise awareness about Domestic Violence with our zero tolerance approach and to ensure that our employees who are subjected to domestic violence can talk in confidence and confidentiality, receive support and assistance, and in an equitable manner. was created to provide a safe work environment that demonstrates our zero tolerance approach to all forms of violence.

We believe that domestic violence and abuse is a fundamental equality issue and human rights violation. In this context, we always prepare an egalitarian environment for our employees who are exposed to domestic abuse, where they can share confidentially and provide support and assistance opportunities, against all types of violence.

2.SCOPE

This procedure has been prepared to be inclusive of all employees within Aydem Energy, regardless of gender, in order to combat domestic violence.

This document, which includes the methods and practices to be followed in cases of domestic violence, covers Aydem Energy group companies, production sites and subsidiaries; It also provides guidance for subcontractors, suppliers and third parties.

Persons who are not members of Aydem Energy are also considered within the scope of this procedure if the person committing violence is a member of Aydem Energy.

3.RESPONSIBILITY

Aydem Equal Life Team: It is responsible for creating and updating the procedure together with the Human Resources Group Directorate. It is responsible for designing the necessary projects to raise awareness within the company, cooperating with the relevant units and implementing them.
Human Resources Group Directorate: Together with the Company's Human Resources, Audit and Legal units, it is responsible for implementing and supervising the procedural policies and rules within the company, creating a safe working environment for employees and operating disciplinary processes when necessary.

Internal Audit and Control Group Directorate: It is responsible for evaluating the notifications coming from within the company and external channels that are not Aydem Energy employees on a confidential basis and transferring them to the Human Resources, Precaution and Support Committee against Domestic Violence to provide the necessary support on a case-by-case basis. Responsible for conducting ethics investigations and giving opinions to disciplinary processes when necessary.

Prevention and Support Committee Against Domestic Violence: It is responsible for evaluating applications coming from inside and outside the company on a confidential basis and coordinating the provision of necessary support on a case-by-case basis, receiving suggestions and carrying out studies on the development and improvement of support mechanisms.

Corporate Communications Group Directorate: Responsible for carrying out the necessary communication activities to raise awareness about domestic violence within and outside Aydem Energy from the perspective of Aydem Equal Life and for taking the necessary steps to increase the awareness of the projects by internal and external stakeholders.

Company Human Resources: Responsible for creating a safe working environment for employees within the company within the framework of the rules determined in the procedure, and ensuring that the employee has confidential access to the resources and opportunities specified in the procedure in cases where employees request support.

Aydem Academy: It is responsible for designing internal trainings within the scope of awareness activities together with the Aydem Equal Life team, supporting internal trainers with trainer trainings, and monitoring and carrying out actions to ensure that all Aydem Energy employees participate and complete the trainings in a comprehensive manner.

Employee Exposed to Domestic Violence: He/she is responsible for knowing that in cases where he/she needs support, he/she can safely discuss this issue with human resources, workplace physician and/or institutions specified in the procedure.

3.DEFINITIONS

Domestic Violence: All relationships that the individual feels close to and calls family, including extended family in the traditional sense, whether or not there is a marriage bond; whether the relationship continues or not; It is covered regardless of whether the type of relationship is between spouses, parent-child, or even extended family. Violence is defined as any behavior that causes physical, sexual, economic or psychological harm or suffering to an individual and includes threats, pressure and control. Therefore, adhering to both definitions mentioned above, it defines all kinds of violence to be experienced directly or through witnessing within all these relationships as "Domestic Violence".

Victim of Violence: A person who is exposed to violent behavior in close relationships.

Perpetrator of Violence: A person who engages in violent behavior in close relationships.

Witnessing: People who were not directly exposed to violence, but were in a violent environment and witnessed it.

Prevention and Support Committee Against Domestic Violence: It is a committee formed for the Business World Against Domestic Violence Project, which includes members who have received training on gender equality, domestic violence, definition and approaches to violence. It consists of representatives from Legal, Audit, Business Unit and Corporate Communication Units under the leadership of the Human Resources Group Director.

Applicant: People who have been exposed to or witnessed domestic violence in any way, directly or indirectly, can apply. All employees can apply. However, people who are not members of Aydem Energy can also apply if the person committing violence is a member of Aydem Energy.

Physical Violence: Affecting the body parts of the person with whom you are in a relationship, without his or her will and consent, in a way that could harm him or her, such as slapping, pushing, punching, pulling hair, tying, biting, dragging, injuring with a tool, kicking, crushing, injuring with a cigarette, etc.

Verbal Violence: Screaming, mocking him, accusing him, criticizing him destructively, insulting him, swearing, name-calling, making accusations and allegations aimed at lowering his self-confidence and self-esteem, etc.

Psychological Violence: Anything that will harm the psychology of the person in the relationship, such as getting angry, applying pressure, threatening to commit suicide, jealousy, limiting the behavior and relationships of the person in the relationship, intimidating, intimidating, hiding information, taking away children, etc.

Economic Violence: Intervening in a person's economic activities, taking away his earnings, not taking on expenses and responsibilities related to children, not including him in economic decisions that concern him, arbitrarily restricting his economic needs, not meeting his personal and home needs, etc.

Sexual Violence: Forcing to perform unwanted sexual behaviors, touching sexual areas in unwanted ways/at unwanted times, forcing unwanted sexual intercourse, raping, harassing, using force during sexual intercourse, devaluing behaviors based on sexual orientation, forcing to give birth to children or not to give birth, cheating, forced or early marriage etc.

Digital Violence: Constantly sending messages, pressuring someone to send them, controlling them by calling them on their mobile phone, asking them to check in, following social networking sites, taking a hidden camera, taking their photo or video and using it as a threat tool, etc.

Dating Violence: It is when a person is exposed to physical, sexual and psychological violent behavior by the person with whom he is in a close relationship.

Persistent Stalking: It is the situation where a person follows another person unlawfully and with regular/repeated behavior, harasses them with words and actions, or inflicts violence on that person. In case of persistent stalking, the person performing the behavior makes the person exposed to fear by making them feel that they are in danger.
Cycle of Violence: Systematic occurrence of violence can lead to a violence-apology cycle. Violent behavior by the perpetrator may occur in the form of processes such as apologizing to the other party, making them feel guilty, cutting off communication, promising to change their behavior, and then repeated violent behavior.

Gender: The socially constructed roles, behaviors, activities, and characteristics that any society deems appropriate for men and women.
Gender-Based Violence: Violence that is directed against a gender or affects it disproportionately because of its gender.

Signs of Violence: Since violence is a behavior that usually occurs in private life, it may not be easy to understand from the outside. However, some behaviors of those exposed may indicate that they have been subjected to violence. Common of these symptoms are listed below:

Physical symptoms: Significant scarring, bruising and bruises in areas such as the wrist and throat, clearly visible streaks in the hair, excessive make-up that may suggest it was used to cover physical wounds, unnecessary and out-of-season accessories, muscle weakness, limping, slow movements to avoid possible pain. Don't act anxiously.

Behavioral symptoms: Depression, feeling of inadequacy and lack of self-confidence, irritability, constant sadness, anxiety, fear, feeling of guilt, aggression, anxiety, communication disorder, hopelessness, fatigue, staying at work for a long time except when required by the job, drug and alcohol consumption. increase...

Work performance symptoms: Coming to work late, leaving work early, taking excused absences frequently, mistakes and forgetfulness, inability to focus, not answering the phone or hesitating to do so, perception problems, fear of leaving the workplace alone or walking to the parking lot alone, work-related Spending too much time on non-essential matters, requesting more leave than usual and with various excuses.

4. APPLICATION PRINCIPLES

In case of a request for help regarding domestic violence, Aydem Energy recommends its employees to receive counseling, guidance and support services and to benefit from relevant non-governmental organizations.

While the rights of the exposed employee are protected in all requests for assistance regarding domestic violence, the process is carried out by respecting the privacy of the exposed and at-risk employees and is never shared with third parties. Information can only be given to the Human Resources Group Directorate and/or relevant official institutions by obtaining the permission of the employee in cases where he/she is exposed and required for workplace safety. The channels that company employees can apply in case they are subjected to domestic violence by company employees are listed below and are open to all employees.

External application channels:

• Stop domestic violence emergency helpline: 0212 656 96 96 / 0549 656 96 96
• Alo 183: Ministry of Family, Labor and Social Services Communication Center
• Alo 155: Police Emergency
• Alo 156: Hello Gendarmerie Help
• Emergency: 112
• Hello Bar Association: 444 26 18
• Purple Roof: 0212 292 52 31-32
• Federation of Women's Associations of Turkey: 0212 656 96 96 – 0549 656 96 96
• KADES Application
• KAHDEM- Women's Legal Support Center Association:  kahdem@gmail.com

Internal application channels:

• Prevention and Support Committee Against Domestic Violence: aileicidestek@aydemenerji.com.tr
• Aydem Energy Ethics:etik@aydemenerji.com.tr
• Aydem Equal Life: esithayat@aydemenerji.com.tr
• Our Aydem Energy Domestic Violence Fighting Lines: 0212 xxx - 05 xxx (relevant numbers will be announced through internal communication channels) Psychological and legal consultancy services are provided 24/7 and the line is managed on a confidential basis by an independent company.
• Workplace Physicians
• Human Resources Group Directorate
• Human Resources Managers
• Manager and Directors

Supporting Employees Exposed to Domestic Violence

Aydem Energy can provide support on the following issues by making the necessary evaluations in line with the request of the employee who has started the legal process and/or declared this to the company;

• Upon the request of the exposed party, it may grant paid administrative leave of up to 10 working days, excluding the right to annual leave, for the purpose of performing necessary medical examinations and carrying out legal processes, obtaining security and protection, finding a new home, receiving counseling and health services or dealing with other necessary issues.
• Leave may be taken hourly, for a single day, or over multiple days for up to 10 days per calendar year. Requesting and obtaining this additional leave will not affect the employee's entitlement to other leave for which he/she is eligible nor will it affect the employee's terms and conditions of employment.
• If the employee exposed to violence requests, flexible working opportunities may be offered as needed.
• If the employee requests a meeting with a specialist psychologist, the company can inform the employee that no data will be processed and provide them with therapy support. For this, you can be directed to psychological counseling and guidance service 24/7 on the phone.
• Employee support program: You can receive unlimited legal and psychological counseling and 4 face-to-face psychological counseling through the Domestic Violence Support Line
• If the affected person requests due to the distress he/she is experiencing, an advance/gratuitous additional payment may be provided with an upper limit of 1 gross salary, not to exceed 1 time per year.
• At Aydem Energy, it is ensured that the employee who is exposed to domestic violence continues to take part in performance evaluation processes and continues to benefit from performance-based rewards and fringe benefits offered to all employees.
  In order to reduce the employee's performance anxiety, the criteria are reviewed in agreement with the manager, and the performance targets and criteria to be applied to him/her are determined according to the situation the employee is in. Aydem Energy takes care to comply with the privacy and confidentiality principle of its employees throughout this process.

Safety of Employees Exposed to Domestic Violence

In order to support the protection of its employees from domestic violence, Aydem Energy will take the necessary actions to ensure the safety of the victim of violence, if requested.

The decision-making authority regarding the actions is the Committee on Combating Domestic Violence and the Human Resources Group Directorate.

In cases where they deem necessary, they may decide to take different actions and/or not to take any action other than the actions listed below, in order to ensure the safety of the exposed person.

• Where possible, the working hours and/or location of the employee exposed to violence may be changed.
• Work phone number and/or e-mail address can be changed, and access via the company switchboard can be prevented.
• If the exposed person is driving a company vehicle, his vehicle and/or license plate can be changed.
• Upon the request of the exposed person, a place is reserved for his/her private vehicle in the company parking lot.
  No working alone policy can be applied
• The employee may be accompanied while accessing the vehicle or other public transportation points
• Every employee whose workplace address is designated as a protected area and who has received a temporary or permanent protection order must inform Human Resources and submit a copy of the petition and court decision. The employee belongs to the perpetrator of violence; must provide a photograph or appearance description, vehicle description and license plate number, and any other necessary information that the directorate may need for workplace safety.
• It is ensured that the necessary precautions are taken by the subcontractors, especially the subcontractor providing security receives awareness training on violence against women and this issue is included in the security plan. If there is a person who commits violence against women, his car's photo and license plate number should be given to the security team and to people the victim deems appropriate.
• Payment information and method regarding the exposed salary and benefits can be rearranged in accordance with the benefit of the exposed person in order to prevent access by the perpetrator. A different account can be created to which the salary will be given.
• Phone records of the person who commits violence against the victim may be taken or their electronic messages may be stored.
• Access to the exposed person can be blocked through the company switchboard.

Employee Who Perpetrates or Threatens to Do Domestic Violence

• Aydem Energy will subject any employee who commits or threatens domestic violence by using company resources (phone, e-mail, mail, fax, automobile, office supplies, photocopiers, uniforms, etc.) to the Ethics Board and the Prevention and Support
• Committee Against Domestic Violence. subject to. If deemed necessary, law enforcement officers are involved in the process.
• After the act of the violent employee is legally determined, Aydem Energy may unilaterally terminate the employment contract of the violent employee, with compensation and responsibilities belonging to the company.
• The employee who commits violence can benefit from the psychological support offered by the company, subject to his/her consent.

Employee Who Learned of Domestic Violence Against Her Colleague

• If he/she learns that a colleague within the company has been subjected to domestic violence in line with his/her declaration, he/she is responsible for encouraging the colleague to meet with the company's human resources, the workplace physician, and the institutions that provide support on this issue.
• It is strictly forbidden to contact the relevant units instead of the person exposed to violence.
• If the exposed person wishes, he/she can request support from the relevant units.

Situation of the Person Perpetrating Violence and the Person Exposed to Work in the Same Company

• If the perpetrator and the victim work in the same company, necessary arrangements are made to ensure that the perpetrator is not near the victim. In this case, Aydem Energy may change the location of the perpetrator of violence, taking into account the needs of the victim first.

Activities to Raise Awareness of Domestic Violence among All Company Employees and to Prevent Violence:

• Aydem Equal Life - Domestic Violence Awareness Trainings
• Communication training specially prepared for the Committee on Combating Domestic Violence
• Communication training and communication training for Human Resources, Workplace Physicians and Unit managers to understand the signs of domestic violence
• Special training for security personnel
• Training within the scope of orientation training
• Training within the scope of new manager training
• Educational informative video series
• Domestic violence awareness Seminars/Webinars
• Internet based trainings
• Awareness activities through message boards
• Mailing Studies
• Company Bulletins
• Brochures/posters
• Aydem Energy also includes the issue of domestic violence in its training programs on other subjects. For example, Aydem
• Equal Life trainings, which are gender equality trainings, aim to raise awareness about violence and domestic violence.

5.CONTROL

5.1 Effectiveness

This procedure comes into force with the approval of the CEO, and with the entry into force of the procedure, the previous procedures, circulars and instructions will be abolished.

5.2 Revision

This procedure is reviewed once a year by the Aydem Equal Life team and the Holding Human Resources Group Directorate.