Work Policies

At Savaş Plastik, our fundamental assumption is that people are hardworking and well-intentioned. There is almost no one who cannot achieve results when the correct method is shown and explained. Based on this assumption, we work by valuing processes and focusing on results. We guide each other on the right methods and processes.

Every Savaş Plastik employee makes the maximum contribution to the company with self-respect and discipline in a peaceful working environment. Savaş Plastik sees the experience as an opportunity for personal and professional development. With this perspective, every one of our employees has the responsibility to know, apply, contribute to our Corporate Constitution, and continuously improve and develop themselves in this direction. Our values and rules form the culture of our organization and provide a healthier, safer atmosphere for all of us;

• All employees carry out their work within the scope of the responsibilities and authorities defined in their job descriptions. Managers are also familiar with the job descriptions of their subordinates and ensure that any additional tasks they request from them are appropriate to their job responsibilities and qualifications.
• Managers act in accordance with the principle that every employee has a supervisor and do not give direct work orders to employees other than their subordinates. Employees also know their supervisors and do not communicate with senior managers by bypassing their supervisors.
• Managers may delegate authority to their subordinates, but the responsibility for the work always remains with the person who delegated the authority; that is, authority can be delegated, but responsibility cannot.
• Employees who are given work instructions persistently follow up on the process with effective methods to complete their tasks quickly and without errors. A job or task is not removed from the work schedule until it is completed, whether positively or negatively.
• Speed and haste are different concepts that yield different results. Speed refers to completing a job quickly, in accordance with rules, processes, and methods, while haste refers to an effort to achieve results by ignoring rules, systems, and records. Therefore, even if the understanding of urgent work yields short-term results, it cannot be part of the company's work culture.
• Managers who give work instructions related to company activities carefully monitor the stages and results of the work they assign and provide feedback to their subordinates when necessary.
• By not employing children below the legal working age, Savaş Plastik contributes to social protection mechanisms.
• All necessary infrastructure support for creating corporate memory is provided by the information technology department in all relevant departments.
• We value pregnant women employees and support their adaptation to working life.
• No discriminatory or racist behavior is applied to foreign employees in accordance with our corporate culture.
• Relevant stakeholders are informed in a timely manner if there is a risk of delay or if information and results are expected from a task.
• Every employee follows, learns, and fulfills the legal regulations relevant to their field of activity and participates in necessary training programs to perform their duties properly.
• Every employee is ready to offer suggestions, help other employees and departments, and take on responsibilities when necessary, even if it is not included in their job description, in areas where they see opportunities for improvement.
• All employees have an understanding that is open to feedback and requests feedback. Feedback is considered an opportunity for growth. Suggestions and criticisms are seen as opportunities for personal and corporate development.
• Managers are expected to create a work environment based on love and respect with their department's employees, the organizations they interact with, and collaborate with, as well as the media and the society we live in.
• All employees give the necessary importance to preserving records and documentation from their activities within Savaş Plastik’s corporate memory and contribute to the creation of corporate memory. Unless necessary, no work or record can be conducted or kept outside of corporate software and programs.
• Starting work on time is essential. Work is completed effectively through teamwork and collaboration.
• While completing work on time is a fundamental understanding, it is not appropriate to postpone work that needs to be completed on time or to leave work when there is an urgent task.
• Attire and representation are important criteria in terms of Savaş Plastik values and the quality of the company working environment; therefore, every Savaş Plastik employee pays attention to their appearance and self-care to represent the company at the highest level.
• Respect for oneself, one’s work, and colleagues, as well as clean, organized, systematic, and planned work, is adopted in all Savaş Plastik work environments. All employees are responsible for maintaining and improving this environment. Being respectful, well-intentioned, and considerate is part of our culture.

Forced Labor and Voluntary Overtime Policies

Savaş Plastik accepts and commits to complying with the "Prevention of Forced Labor and Voluntary Overtime" procedure specified in the International Labour Organization (ILO) standards, Labor Law No. 4857, and the social compliance rules of international brands we supply.

Our aim is to provide a decent working environment for all our employees. Any act of forced labor committed by any employee, manager, customer, guest, service or goods supplier, or non-company person is unacceptable.

Forced or compulsory labor refers to all work or services that a person is forced to perform under coercion, threat of violence, or punishment and without voluntary agreement. The payment of wages or other compensation to the worker does not mean that the work can be performed forcibly or compulsorily. The right to freely offer labor as a right is guaranteed, as well as the freedom of employees to terminate their employment contract within a legal framework or with reasonable notice. Forced labor is a fundamental human rights violation.

The principle of voluntariness in overtime means obtaining the free consent of employees for overtime work within the working hours specified by national and international laws and brand requirements.

Human Resources Policies

Our “Human Resource,” which enables us to achieve our goals and plays a significant role in our success, is our most important and prioritized value. Efforts are made to protect, develop, and provide the necessary support for this value to ensure long-term and peaceful cooperation with our employees.

Our Basic Human Resources Policies that we have adopted within this scope are as follows:

• In all our companies, human resources are regarded as a “Value” and are transformed into strategic partners.
• A “Participatory Management” approach is adopted, where employees who produce solutions, present development ideas, and make contributions can express their views and suggestions. Employees who contribute to the company are rewarded and recognized within defined criteria.
• Human resources processes (recruitment, compensation and benefits management, performance management, training and development, career management, etc.) are managed through a shared infrastructure that facilitates integration and holistic management.
• The need for human resources is determined in line withstrategic plansand is primarily met by employees with appropriate qualifications within the company. The criteria for continued employment and promotion are merit, performance, a sense of responsibility, and alignment with the corporate culture.
• The basic policy in recruitment and placement is a commitment tomeritandethical values. Equal opportunities are provided to those with the required knowledge, skills, behavior, and other competencies for the job, without discrimination or favoritism.
• The need for human resources is identified through methods such as matching supply and demand, career and backup planning. Candidates who can adapt to and embrace company values, have sufficient skills, are open to change and development, and are suitable for teamwork and collaboration are preferred. Professional methods and tools are developed to measure and evaluate candidates' competencies.
• At Savaş Plastik,Performance Managementis accepted as a fundamental approach. Employees' performances are objectively evaluated using scientific methods. Decisions regarding promotions, salaries, training, etc., are based onperformance results.
• Career managementis considered part of strategic human resources planning. Periodic interviews are conducted to plan employees'career pathsand provide guiding information about theircareer development.
• Employees are assigned to positions where they can use their talents and competencies most efficiently. The tasks to be performed are clearly and explicitly communicated to employees through ajob description.
• Employee compensation and benefits are determined by considering national, regional, and sectoral standards.
• An annual draft budget for department expenses and investments is prepared, monitored post-approval, and necessary preventive actions are implemented to address any positive or negative deviations during the period.
• Contributing to personal and corporate development is considered a fundamental responsibility of employees. Savaş Plastik takes on the responsibility of providing the necessary opportunities and guidance for employees to improve themselves and their work.Training and Developmentactivities are planned in accordance with Savaş Plastik’s strategic goals and values.
• Employeesatisfaction surveysare conducted to learn employees' opinions about Savaş Plastik and the company they work for.

Fair Wage Policies

Wage Policy Values

Savaş Plastik bases its wage policy management on the following values. These values are considered in all wage practices. The Savaş Plastik wage system must be:

• Fair,
• Transparent,
• Based on measurable and balanced performance goals,
• Encouraging sustainable success,
• Aligned with the company’s risk management principles.

Principles of the Wage Policy

The main objective of the wage policy is to maintain internal and external balance in the wage structure. Internal balance is achieved through the principles of "equal pay for equal work" and "performance-based compensation." External balance (market sensitivity) ensures that employees are protected against inflation, taking into account industry dynamics.

• Equal Pay for Equal Work:All our employees are compensated in line with the job value of their role. Wage Bands, which describe the job value of duties, are used as a basis for this. All duties are compensated within a salary scale that includes minimum and maximum values.
• Performance-Based Compensation:All our employees receive salary increases based on the performance scores given by their managers, according to objective criteria, and their position within the salary scale. Salary differences among employees performing the same job are minimized by granting higher increases to high performers and relatively lower-paid employees.
• Principles of the Performance Management System:The open performance management system at Savaş Plastik is based on being transparent, measurable, evaluated by relevant managers, fair, and providing comprehensive feedback.
• Transparent:Employees know the criteria by which they are evaluated.
• Measurable:It is expected that all employees' performance targets are measurable and reportable.
• Balanced:All employees should have targets that vary depending on the structure of their duties and responsibilities. A balanced and appropriate ratio between qualitative and quantitative goals should be maintained.
• Customer-Oriented:A customer-oriented approach should be supported.
• Fair and Comprehensive Feedback:All employees have the right to receive verbal feedback from their managers regarding their personal performance. During this meeting, the employee's performance is evaluated together using objective criteria, and detailed information about personal development and career opportunities is provided.
• The Board of Directors has the ultimate responsibility to ensure that the company’s wage practices are conducted and managed effectively in accordance with relevant legislation and this policy. The Board fulfills this responsibility by reviewing the wage policy at least once a year and ensuring its effectiveness.
• The Company’s Senior Management is responsible to the Board of Directors for the effective implementation and management of the company’s wage practices in accordance with relevant legislation and this policy.
• Tasks related to preparing, publishing, updating, effectively implementing, and tracking procedures for wage practices in accordance with this policy are managed and coordinated.

Wage Payment Policies

Wage

The employee’s wage is paid by transferring it to their bank account, as required by law. A wage slip is provided to the employee in return for a signature. If the employee does not place a reservation on the bank receipt when withdrawing their wage or if the wage slip is signed without a reservation, the employee cannot later claim that the wage or overtime pay was underpaid.

Overtime Pay

The overtime pay for each hour of overtime worked by the employee is calculated as 50% more than the employee’s regular hourly wage. If no reservation is placed on the bank receipt or the wage slip is signed without reservation, the employee cannot later claim that the overtime pay was unpaid.

Wage Payment Time

Employee wages are paid once a month. Unless there are compelling reasons, the wage for each month is paid within the first ten days of the following month.

Advance Payment Application

In cases of exceptional and urgent need, with proof of the need, employees who have completed 6 months of service can benefit from the wage advance application, while those who have completed 1 year of service can benefit from the installment wage advance application.

Occupational Health and Safety Policies

At Savaş Plastik, our employees are provided with a safe and healthy working environment, and activities are carried out to prevent work-related injuries and illnesses and to continuously improve occupational health and safety performance. As Savaş Plastik, we take on the general responsibility and accountability to prevent work-related injuries and health deterioration. The application points of our Occupational Health and Safety Policy that we have adopted are as follows:

• All risks are identified and managed in terms of occupational health and safety to ensure a safe and healthy working environment and prevent work-related injuries and health deterioration. Necessary inspections related to occupational health and safety are carried out, and the highest level of safety measures are taken.
• Legal obligations related to occupational health and safety are followed, and relevant standards and requirements are met.
• Safe equipment and appropriate technologies are used to create a healthy and safe working environment.
• The aim is to identify and eliminate hazards, risks, and near-miss situations in the work environment, prevent workplace accidents, and create healthy and safe working conditions.
• New investments are made by considering occupational health and safety criteria.
• All communication channels are kept open for employee representatives and employees at all levels to give their views and suggestions, continuous improvement opportunities are evaluated and implemented.
• Employees are trained to raise awareness about occupational health and safety.
• Subcontractors and visitors providing services to Savaş Plastik are required to comply with Savaş Plastik’s occupational health and safety rules.

Child and Youth Protection Policies

Savaş Plastik takes on the responsibility of protecting the welfare of children and young people and accepts its position as a means of influence in this regard.

Although Savaş Plastik does not work with child or young workers, it has established the Child and Youth Protection Policy to support its staff in implementing its responsibility to protect the welfare of children and young people.

The policy includes the responsibilities of everyone working for Savaş Plastik regarding the protection of children and young people they come into contact with through their work. In the context of child protection, those under 18 years old are defined as children and young people.

This policy is based on and reflects both Turkish legislation and guidance and other relevant social compliance policies and procedures.

The approach is developed to be consistent with "best practice" in child protection.

The basic principles are as follows:

• The welfare of children or young people is the most important concern.
• All children and young people have the right to be protected from harm or abuse, regardless of age, disability, gender, race or ethnic origin, religious belief, or sexual identity.

Promoting the protection of children and young people is the responsibility of everyone at Savaş Plastik. In following the policy, staff are expected to always act proportionately, be sensible in dealing with issues, and prioritize the welfare of the child. Furthermore, it is Savaş Plastik’s duty to ensure that staff are never put in situations where abuse can be alleged.

The policy does not aim to restrict the normal ways staff work but emphasizes that staff must always consider how an action or activity may be perceived in a different context.

Good Practice Principles at Savaş Plastik include:

• Treating children and young people with care, respect, and seriousness,
• Communicating clearly and understandably with children and young people,
• Assessing the risks that children may be exposed to in activities,
• Avoiding physical contact with children and young people, except for health and safety reasons or supervision.