HUMAN RESOURCES POLICIES OF GAMA

HUMAN RESOURCES MANAGEMENT POLICY

PURPOSE AND SCOPE

The purpose of this human resources policy is to inform employees about the processes handled within the scope of human resources at GAMA Energy Inc. and all its subsidiaries (collectively “GEAŞ”), to establish, regulate and develop employee-manager relations; to develop a system where employees can learn about their working conditions and rights, and also to encourage fair approach and equality of opportunity. With this policy, GEAŞ aims to comply with the United Nations Universal Declaration of Human Rights, United Nations International Labor Organization Conventions, International Financial Institution Performance Standards, National Labor and Employment Laws and Regulations, and local legal rules. It documents and communicates working conditions and employment conditions to all GEAŞ employees.

This human resources management policy covers GEAŞ employees, including senior management.

BUSINESS RELATIONSHIP STRUCTURE AND PERFORMANCE

Establishing a good relationship with the employee is one of the most effective means to improve their productivity. Ensuring job satisfaction is important within GEAŞ. Employees who are satisfied with their jobs tend to manage relationships in the best manner and demonstrate high performance.

Some factors that affect the job satisfaction of the employees are as listed hereunder:
• Job description
• Salary and benefits
• Perceived fairness of the promotion system
• Quality of working conditions
• Management style
• Social relations in the workplace
• Establishment of work-social life balance

EMPLOYEE MOTIVATION

Establishing a good relationship with the employee is one of the most effective means to improve their productivity. Highly motivated employees produce better and more results. It is essential for GEAŞ to improve the motivation of the employees and keep the loyalty and satisfaction of the employees at the highest level.

GEAŞ aims to implement management systems and practices that are suitable for the developing and ever-changing conditions of the day and follow management trends. GEAŞ respects the employees’ rights to unionize and collective bargaining, and offers support with respect to creation of career plans and to offer guidance for its employees.

WAGE MANAGEMENT

It is essential for GEAŞ to set an objective and fair wage policy. GEAŞ acts with the principle of equal pay for equal work in wage policies. Within the scope of all employees, wage increases are determined once a year in January and are reflected to the wages with effect from January. In the wage increase determination periods, the wage increase is determined by taking into account the sector standards and by taking the opinion of independent institutions if necessary.

SUPPORTING NON-DISCRIMINATION, EQUAL OPPORTUNITIES AND DIVERSITY

The principle of equal treatment is essential for GEAŞ.

• GEAŞ acts fairly and offers equal opportunity in terms of recruitment, training, performance evaluation, wages and benefits, and termination conditions.
• GEAŞ does not act in bias against personal and gender differences and offers a working environment free from any discrimination by respecting the human rights and making its employees feel valuable.
• The employees are entitled to work in conditions of freedom, dignity, economic security and equal opportunities, regardless of race, belief, marital status, physical appearance or gender.

SUPPORTING WOMEN EMPLOYEES IN BUSINESS LIFE

GEAŞ supports the active participation of women in all areas of life, especially in business life, and tries to implement practices that facilitate women’s participation in business life. In this context, trainings are supported to increase the awareness of our employees and subcontractors.

GEAŞ has adopted a gender-neutral and performance-based salary increase policy, and not allowed gender discrimination in promotion issues. Women employees are supported to be in managerial positions within the scope of their career goals, and employees are encouraged in this context. GEAŞ supports all its employees to balance work, family and social life. Monitors the satisfaction of the employees and the fulfillment of their work in a peaceful and healthy environment.

SOCIAL RESPONSIBILITY

GEAŞ managers and employees support corporate social responsibility projects and encourage participation in these projects. Employees are free to adopt any corporate social responsibility practices they want on a voluntary basis.

CONTINUOUS LEARNING

GEAŞ adopts the lifelong learning principle. An understanding that encourages and empowers the employees to improve themselves has been adopted.

Self-improvement and improvement at work and value creation are considered as the basic responsibilities for the employees. GEAŞ undertakes supportive activities to allow its employees to improve, taking into account current and future organizational and individual needs.

TALENT MANAGEMENT

Talent management is prioritized within GEAŞ. It is important to ensure and support most effective use of employees’ competencies and knowledge. GEAŞ supports the competence and capacity development of its employees.

The process of recruiting the right personnel for the right job is also an important factor in creating added value.

The recruitment process within GEAŞ is as follows:

• Announcement and application collection process
• Assessment of resumes and creation of the short list,
• Interview process (HR and technical interview),
• Reference check,
• Evaluation process
• Job offer

WORKING CONDITIONS

Working conditions are very important for the organization. The definition of the working conditions specifies the terms and conditions and the working environment of the employees of y job. The working conditions, working hours, physical aspects, legal rights and responsible organization culture refers to the current situations and the working environment that has an impact on the workforce, including the workload and training aspects.

The working schedule of maximum 45 hours of work per week is implemented within GEAŞ. The employer and the employee are subject to laws also included in the national laws. The employees and the employer are both subject to labor law and with respect to all matters such as the employment contracts for definite and indefinite time periods, notice and severance payments, termination processes of the employment contracts by the employee and/or employer, etc., and the practices take place within this scope.

GEAŞ observes full compliance with the applicable legal regulations and compliance obligations of the country regarding Occupational Health and Safety and acts by taking measures accordingly.

GEAŞ considers occupational disease and work safety issues at every stage of its work.

GEAŞ handles and manages regulations regarding working conditions within the scope of its Quality, Environment, Occupational Health and Safety Policy.

LABOR ORGANIZATION

Labor organization refers to organizing the working and living conditions of the workers according to the principles of justice and informing the workers accordingly. The collective bargaining and unionization processes are supported in line with the demands and requests of GEAŞ employees.

PREVENTION OF INVOLUNTARY LABOR FORCE

All employees are entitled to get an employment and terminate their employment using their free will. GEAŞ implements human resources policies in accordance with the requirements of the applicable laws and regulations.

FORCED LABOR AND ITS PREVENTION

GEAŞ never accepts or practices human trafficking, forced labor or slavery. All forms of forced labor, slavery and human trafficking are included in GEAŞ’s “zero tolerance” policy. GEAŞ does not threaten or force any employee to work, protects the personal information of its employees and their rights that they are obliged to protect, and respects and protects workers who have the right to quit their job and their right to resign. Employee rights are protected, including overtime pay and leave use. GEAŞ adds relevant clauses to its contracts with business partners in order to ensure that the business partners it works with comply with these principles.

CHILD LABOR AND ITS PREVENTION

According to Turkish Law, it is forbidden to employ children under the age of fifteen, unless otherwise stated in the law. GEAŞ never accepts or practices child labor.

The use of child labor is strictly prohibited. Business partners must observe all legal requirements regarding the employment of minors.

All forms of child labor are included in our “zero tolerance” policy. GEAŞ adds relevant clauses to its contracts with business partners in order to ensure that the business partners it works with comply with these principles.

In summary, GEAŞ will not under any circumstances employ workers below the minimum age for employment as defined by national law.

As trainee training programs fall outside the scope of the above explanations, GEAŞ supports the development of trainee training programs, but interns are never assigned to high-risk jobs or areas and are not allowed to enter these areas alone.

MANAGEMENT SYSTEMS, GRIEVANCE AND COMMUNICATION

GEAŞ creates sustainable management systems in order to realize and implement its policies. Such management systems identify responsible person(s) at minimum, allow the employees to file anonymous complaints about policy violations, and ensure clear understanding of the recruitment policies by the employees and potential candidates.

GEAŞ does not tolerate threats or retaliation of any kind against anyone who makes a complaint or report or participates in the verification activities of the complaint(s). GEAŞ guarantees that the identity of the complainant/reporter will not be disclosed and reserves the right to impose the sanctions included in the grievance disciplinary procedure as required against those who retaliate or threaten those who report misconduct under this procedure.

HARASSMENT AND VIOLENCE

No form of harassment, including but not limited to physical, psychological, sexual harassment, verbal harassment or abuse, is tolerated within GEAS. GEAS; complies with national laws, regulations and procedures regarding discipline, violence and harassment. When such a situation occurs, action is taken in accordance with the Company’s Disciplinary Procedures. Notifications on this subject can be made directly or anonymously at seffaf@gamaenergy.com and/or phone number 0850 522 42 62.