1. Purpose and Scope

KOCAER TEXTILE IND. AND TRADE Inc. It operates with an approach focused on efficiency and sustainability. It adopts an understanding that respects human rights for its employees in the sector in which it operates and for all stakeholders with whom it has business relations, and aims to ensure that fundamental human rights are observed throughout society. It complies with the United Nations Global Compact Principles. In this context, KOCAER TEKSTİL SAN. AND TRADE Inc. It has created the Human Rights Policy (Policy).

1.1 The Policy is based on the Universal Declaration of Human Rights and International Labor Organization (ILO) Conventions, the United Nations Global Compact, the United Nations Business and Human Rights Principles, and the OECD's Guiding Principles for Multinational Companies.

1.2 The policy covers primarily employees, business partners, and suppliers. KOCAER TEXTILE AND TRADE. Inc. It conveys the rules specified in the Policy to its employees in annual trainings. It notifies its employees, as well as its business partners and suppliers, and includes the Policy in contracts in order to encourage them to act in accordance with the principles contained in this Policy.

1.3 The Policy was accepted and put into effect by the General Assembly as of 22 JANUARY 2024.

2. Principles, Commitments and Related Practices

Within the scope of the policy; KOCAER TEXTILE IND. AND TRADE Inc.

2.1 Respect for Human Rights

In accordance with the Universal Declaration of Human Rights, it respects universal human rights in the country where it operates and aims to prevent human rights violations. In addition, it respects the rights of local people in the countries where it operates by referring to the United Nations Declaration on the Rights of Indigenous Peoples.

2.2 Equal Opportunity, Respect for Differences and Diversity

Gender, language, religion, race, ethnicity, sexual orientation, nationality, age, pregnancy, marital status, union membership, political opinion and similar issues among employees in human resources processes such as remuneration, recruitment, personal and professional development and in the work environment. It exhibits an equal attitude without discrimination depending on the situation and does not tolerate discrimination on these issues. While it carries out its approach towards employees with the principle of the right person for the right job, it manages processes with transparency depending on the qualifications, experience and performance of the employees. It respects diversity, which is an important element of organizational structuring.

2.3 Right to Collective Bargaining and Freedom of Association

It respects employees' right to collective bargaining and freedom of association.

2.4 Freedom of Expression
It adopts as a principle to prevent any situation that would hinder employees' exercise of their right to freedom of expression in the work environment.

2.5 Healthy and Safe Working

It considers providing all employees with conditions and a work environment where they can work safely and happily as one of its priorities, and acts in line with the "zero accident" target in all its activities. Observes full compliance with international principles and national laws and legislation regarding OHS; It is committed to providing good practices beyond legal obligations.

2.6 Preventing ill-treatment

It does not tolerate incidents such as ill-treatment, intimidation and harassment in the work environment.

2.7 Forced Labor and Human Trafficking

It strictly prohibits forced labor and human trafficking.

2.8 Child Labor

It prohibits the use of child labor in line with the principle of not employing child labor as set out in the Declaration of Fundamental Labor Principles and Rights of the International Labor Organization.

2.9 Criminal Acts

It does not take any action that could result in crime or human rights violations in the countries where it operates. It expects those working in the same direction to show sensitivity in this regard.

2.10 Stakeholder Feedback

It attaches importance to stakeholders' feedback and opinions about the policy. Feedback regarding the Policy and possible Policy violations and incompatibilities can be reported directly to the management personnel through our open door policy system within the business, via the request and complaint box at (0258) 269 20 47 or via the e-mail address [email protected]. is notified.

3. Compliance, Monitoring, Audit and Reporting

3.1 Responsibility for human rights policy rests with the General Manager at the highest level.

3.2 The Company's Board of Directors is responsible for the top oversight of the determination and operation of notification, review and sanction mechanisms in case of non-compliance with the human rights policy, rules and regulations.

3.3 KOCER TEKSTİL SAN. AND TRADE Inc. It identifies human rights-related problems that are likely to arise in its activities and the groups that will be most affected by these problems, and tries to reduce and prevent these effects in case of a negative impact on human rights. If human rights are at risk, necessary precautions are taken by contacting the authorities.

3.4 The identity of the whistleblower for reporting violations regarding compliance with the Policy a system has been established to keep information confidential.
3.5 The policy is reviewed by the Ethics Committee every two years and the implementation of the policy is monitored. In case of feedback from stakeholders, the Board takes action quickly and reviews the Policy.

4. Resolving Non-Compliance with Policy

4.1 Within the scope of the policy, KOCAER TEKSTİL SAN. AND TRADE Inc. Formal and informal complaint mechanisms are being developed to compensate for rights violations committed by the company.

4.2 The Ethics Committee may seek expert opinion if deemed necessary and may benefit from experts by taking precautions that will not violate confidentiality principles during the investigation. During the investigation, all information and documents requested by the Ethics Committee are provided to the Board. All employees must assist the Ethics Committee in this regard.

There will be no retaliation against any employee who raises concerns within the scope of the policy, and reports are handled through confidentiality-protecting processes. Failure to comply with the Policy may result in disciplinary or criminal action.

5. Enforcement

The policy comes into force as of 22.01.2024.

6. Public Information
It is mandatory that the Policy be disclosed to all stakeholders and the public. The policy has been shared with all employees, business partners, suppliers and the public. The same obligations apply in case of any changes to the Policy.