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1. Purpose

This policy has been prepared within the framework of the Amfori BSCI Code of Conduct to support and implement the fundamental labor principles and rights of the International Labour Organization (ILO). The purpose is to promote the protection of human rights in all activities of the Company, ensure that employees' rights are safeguarded, and encourage continuous improvement. This policy has also been established to achieve the company's corporate social responsibility goals.

2. Scope

This policy covers all units of the company, business partners, all stakeholders in the supply chain, and subcontractor firms. It is valid in all geographies where the company operates. All employees, temporary staff, consultants, and business partners are included within the scope of this policy. It is based on international standards such as the fundamental conventions of the International Labour Organization (ILO) and the Universal Declaration of the United Nations.

3. Responsibilities

1. Top Management: Creating and Approving the Human Rights Policy, Adopting and Disseminating Human Rights Culture,

Providing Resources and Support, Conducting Risk Assessment and Management, Supporting Training and Awareness Activities, Supporting processes for taking into account and using feedback for improvement, Monitoring human rights performance indicators and creating improvement plans, Protecting Human Rights in the Supply Chain, Ensuring Transparency and Accountability and Continuous Improvement are responsible for these areas.

1. Human Resources: Ensuring the Implementation of Human Rights Policies, Implementing Anti-Discrimination and

Anti-Harassment Policies,
Ensuring Compliance with Human Rights in Recruitment Processes, Making Working Conditions Compliant with Human Rights, Organizing Training and Awareness Activities, Establishing and Managing Complaint and Reporting Mechanisms, Increasing Employee Satisfaction and Participation, Collecting data on employee rights and workplace standards and reporting to top management, Ensuring Legal Compliance are responsible for these areas.

1. Social Compliance Representative: Monitoring and Updating the Policy, Risk Assessment, Audit and Monitoring, Reporting, Continuous Improvement, and Stakeholder Relations are responsible for these areas.

1. Quality Management Department: Integration of the Policy into Integrated Management Systems, Documentation Management, Internal Audits, Corrective and Improvement Activities, Performance Monitoring and Measurement, Training Activities, Supplier Audits, Risk Management, and Continuous Improvement are responsible for these areas.

1. Purchasing Department: Supplier Selection Criteria, Supplier Contracts, Supplier Audit and Evaluation, Risk Management, Non-Conformity Management, Reporting, and Continuous Improvement are responsible for these areas.
2. Relevant Departments: Compliance with Human Rights Policy, Awareness and Compliance, Risk Management and Preventive Activities, Training Participation and Improvement Suggestions are responsible for these areas.

4. Definitions

2. ILO (International Labour Organization): International Labour Organization

5. Related Documents

3. Amfori BSCI Code of Conduct
4. ILO Fundamental Conventions and Recommendation Decisions
5. United Nations Global Compact
6. Company Code of Ethics, Work Instructions and Occupational Health and Safety Policies
7. National and International Labor Legislation

6. Implementation

8. Fundamental Principles

Our policy adopts the following principles in accordance with the fundamental conventions of the ILO:

9. Prevention of Forced Labor (ILO Conventions 29 and 105)

Forced labor, debt bondage, or involuntary labor practices are absolutely unacceptable. Employees establish employment relationships with their free will and can terminate them whenever they wish.

10. Prevention of Child Labor (ILO Conventions 138 and 182)

Employment of individuals below the minimum working age is strictly prohibited. Educational and development opportunities are provided for young workers, and their physical, mental, and social health is protected.

11. Prevention of Discrimination (ILO Conventions 100 and 111)

Discrimination cannot be made in worker selection, promotion, training, and working conditions based on gender, ethnic origin, religion, language, disability, age, sexual orientation, and similar reasons. Equal opportunities are promoted.

12. Freedom of Association and the Right to Collective Bargaining (ILO Conventions 87 and 98)

Respect is shown for employees' rights to establish unions, join or not join unions, and engage in collective bargaining. Discrimination cannot be made due to union activities.

13. Fair and Safe Working Conditions (ILO Conventions 155 and 187)

Employees are provided with safe, healthy, and human dignity-appropriate working conditions. Physical and psychological harassment, bullying, and ill-treatment are strictly prohibited. Overtime is performed with free will and compensated fairly.
This policy reflects our commitment to the protection and advancement of human rights.
As BOYTEKS management, we declare that we support the provision of resource supply in social management processes to ensure respect for human rights, which is one of the foundations of the establishment of social justice, to create respectable living standards, to develop working conditions at a humanitarian level, to develop employment opportunities and economic guarantees and to reach all employees by ensuring the implementation of the "Human Rights Policy", by conducting controls in this direction, and by taking necessary actions through continuous improvement.