1. Goal and Scope

We as ART, work with the vision of contributing to economic, environmental and social sustainability. We aim to protect basic human rights in all business processes. We aim to provide a work environment that complies with international standards, where employees can improve themselves, express their opinions freely and not be subject to discrimination.

The Policy covers primarily the employees, as well as business partners and suppliers. ART communicates the rules outlined in the policy to employees via annual training programs. Aside from its employees, the Company also communicates the Policy to its business partners and suppliers, and includes it in contracts so as to encourage the latter to comply with the principles outlined in the Policy.

The Policy has come into force as of 19/04/2024, upon the approval of the Board of Directors and is reviewed annually in line with our company’s continuous improvement policies.

2. Principles, Commitments and Related Practices

In the scope of this Policy, ART Gemi İnşa ve Tersanecilik Hiz. A.Ş. commits to the following:

2.1 Respect for Human Rights

In line with the Universal Declaration of Human Rights, ART Gemi İnşa ve Tersanecilik Hiz. A.Ş. respects universal human rights in its activities and strives to prevent human rights violations. We treat all of our employees with respect and dignity and promote diversity and inclusion in the workplace. Violations such as physical abuse and/or harassment, or the threat of either, are not tolerated. All employees will be allowed access to basic liberties while on Company premises.

2.2 Respect for Equal Opportunity, Difference and Diversity

In human resources practices such as remuneration, recruitment, personnel and professional development, employees receive egalitarian treatment without any discrimination on the basis of gender, language, religion, race, ethnicity, sexual orientation, nationality, age, pregnancy, nursing, marital status, trade union membership, or political opinion. ART pursues its approach towards employees in line with the “right person for the right job” principle and manages processes transparently according to the qualifications, experience and performance of employees. It respects diversity as an important building block of the organizational structure.

2.3 Right to Collective Bargaining and Freedom of Association

ART Gemi İnşa ve Tersanecilik Hizmetleri A.Ş. respects employees’ rights to collective bargaining and freedom of association.

2.4 Freedom of Expression

ART is committed to eradicating any impediment before employees’ exercise of their right to the freedom of expression in the workplace.

2.5 Healthy and Safe Work Environments

ART places a special emphasis on creating the conditions and environment for all employees to work in a safe and pleasant manner and performs all operations along the “zero accident” principle. ART is committed to full compliance with international OHS principles and national legislation and regulations, and strives to deliver best practices which go beyond its statutory obligations.

2.6 Prevention of Maltreatment

ART shows zero tolerance to maltreatment, mobbing, or abuse in the workplace.

2.7 Forced Labor and Human Trafficking

At ART, there is an absolute ban on forced labor and human trafficking.

2.8 Working Hours, Wages, Benefits

ART compensates employees competitively relative to the industry and local labor market. We operate in full compliance with applicable wage, work hours, overtime, and benefits laws. ART commits to provide all workers with formal employment agreements that clearly state terms and conditions of employment. We follow applicable laws regarding mandatory overtime and payment of wages, including paying at least the minimum wage and overtime premiums according to applicable law.

2.9 Child Labor

ART bans the use of child labor in line with the principle of the abolition of child labour underscored in the ILO (International Labour Organisation) Declaration on Fundamental Principles and Rights at Work.

2.10 Criminal Acts

ART does not engage in any criminal activity or violation of rights in its activities. Likewise, ART expects its employees to display the same conscientious attitude.

2.11 Stakeholder Feedback

ART attaches importance to stakeholder feedback and opinions on the Policy. Feedback on the Policy and possible violations or non-conformities are communicated to:

Email: marketing@artshipyard.com
Web: http://www.artshipyard.com/
Telephone: 0 (216) 446 0 278 (pbx)

3. Compliance, Monitoring, Audit and Reporting

• The top official responsible for the human rights policy is the Board Member.
• The Board of Directors is responsible for supervising the creation and functioning of notification, investigation, and sanction mechanisms in case of non-compliance with the Human Rights Policy, rules, and regulations.
• ART identifies the groups that may be most affected by possible human rights issues arising from its operations, and if its operations have a negative effect on human rights, it tries to mitigate such effects. When human rights come under risk, ART contacts the authorities and takes the necessary measures.
• The system in place ensures the anonymity of any denunciations of Policy violations.
• The Ethics Committee reviews the Policy once every year and monitors its implementation. In case stakeholders provide feedback, the Committee swiftly takes action and reviews the Policy.

4. Settlement of Policy Violations

• Within the scope of the Policy, official and unofficial complaint management mechanisms are developed in order to compensate for any rights violations by ART.
• When deemed necessary, the Ethics Committee may consult experts and receive their opinions, ensuring confidentiality during investigations. During the investigation, the Ethics Committee is given all documents and information requested. All employees are obliged to assist the Committee.
• An employee expressing concerns under the Policy does not face any retaliation. Such notifications are received via procedures that protect anonymity. Non-compliance with the Policy may result in disciplinary punishment or other sanctions.

SALİH BOSTANCI
SHIPYARD MANAGER