Zero Tolerance Policy for Combating Violence and Harassment

ZERO TOLERANCE POLICY TO COMBAT VIOLENCE AND HARASSMENT

Mersin Otoyolu Yatırım ve İşletme A.Ş. (MOİ) was established by Koloğlu Holding for the implementation of the Çeşmeli – Kızkalesi Motorway Project (CKH Project) and MOI will follow the same Zero Tolerance Policy applied among the companies affiliated to Koloğlu Holding.

MOI aims to provide a respectful, equal, inclusive, and safe working environment for its employees and stakeholders through its zero-tolerance policy and procedures against violence and harassment. The company is aware that combating violence should be a priority in all aspects of life, and with this understanding, MOI is committed to implementing the policy created to fight violence and harassment.

Through this policy document, MOI adheres to the following principles:

1. Violence-Free and Safe Working Environment: A work environment based on respect for human rights, equality, and safety will be provided, and zero tolerance will be maintained towards all forms of violence. A safe working environment will be created where employees who are victims of violence or harassment can seek help without hesitation.
2. Non-Discrimination: No individual will be discriminated against based on race, gender, ethnic origin, language, religion, age, disability, sexual orientation, gender identity, family status, or any other characteristic. Discrimination in any form will not be tolerated.
3. Gender Equality: A zero-tolerance attitude towards all forms of violence and harassment, including domestic violence, will be adopted and promoted in a gender-sensitive manner.
4. Training and Awareness: Training programs will be organized to increase awareness and understanding of violence and harassment for all employees and managers at all levels.
5. Recruitment and Employment Policy: Discrimination, violence, and harassment will be prevented during recruitment, employment, and termination processes.
6. Confidentiality and Privacy: The confidentiality and privacy of employees who are victims of violence will be protected, and a safe process for reporting incidents will be ensured.
7. Support Mechanisms: Accessible mechanisms for employees who have experienced violence or harassment, including domestic violence, will be provided to offer support.
8. Social Dialogue and Collaboration: Necessary measures to combat violence and harassment will be developed and implemented through social dialogue and collaboration with stakeholders.
9. Occupational Health and Safety: Violence and harassment will be recognized as an occupational health and safety issue, and risk assessments, including domestic violence, will be carried out with employee participation.
10. Domestic Violence Support: Support mechanisms will be established for employees who are victims of domestic violence, and assistance will be provided within a structured process to empower these individuals.
11. Effective Complaint Mechanisms: Effective complaint, investigation, referral, support, and remedy mechanisms will be put in place, ensuring confidentiality, impartiality, reliability, and protection against retaliation for employees.
12. Use of Non-Violent Language: The use of inclusive, equal, and non-violent language in the workplace will be encouraged, and employees will be educated to raise awareness in this area.
13. Performance Support: Employees who have been victims of violence will receive necessary support to ensure they do not experience performance-related stress in the workplace.
14. External Support Organizations: Contact information for external support organizations related to violence and harassment will be shared with employees, and necessary referrals will be made with careful attention to confidentiality.
15. Supply Chain Awareness: A zero-tolerance approach to violence will be promoted in the supply chain, and efforts will be made to raise awareness and encourage action in this regard.
16. Right to Information: Employees will be empowered to exercise their right to obtain information and consult on issues related to violence and harassment effectively.
17. Identification of Issues and Needs: Regular surveys and similar initiatives will be conducted to identify employee concerns and needs regarding discrimination, violence, and harassment, and the results will be reflected in relevant policies and procedures.
18. Corporate Culture: The principles of this policy will be integrated into the corporate culture, and a holistic approach will be adopted to combat violence and harassment.
19. Partnerships: Comprehensive, inclusive, and constructive partnerships will be established with public institutions, civil society organizations, and/or employer and employee organizations to promote a violence-free working life.
20. Policy Dissemination: The policy will be widely communicated to all relevant parties, and it will be regularly supported and updated with updated procedures.
21. Information and Training: Necessary strategies and conditions will be developed to inform and train all employees about the content of the zero-tolerance policy on violence and harassment.