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Human Rights Policy

1. Purpose

The purpose of this Human Rights Policy (“Policy”) is to establish a guide reflecting Petaş Ambalaj’s approach to fundamental human rights in line with the United Nations Sustainable Development Goals, to emphasize the respect we show for human rights and the value we attach to all our employees and our value chain, and to build a human rights-oriented approach in our relations with all stakeholders.

This Policy is also consistent with the Petaş Ambalaj Code of Ethics and Working Rules, Petaş Ambalaj policies and our Company Values, and is applied throughout our own operations and our entire value chain. Our internal practices take this Human Rights Policy and the Petaş Ambalaj Code of Ethics and Working Rules as a reference.

2. Scope

Our employees and managers in the regions where we operate are obliged to act in accordance with this Policy and to implement and support Petaş Ambalaj’s relevant procedures and controls in line with the requirements of this Policy. We also expect all Business Partners with whom we have a goods or services relationship to act in a manner consistent with the principles and rules set out in this Policy, to the extent applicable to the relevant party and transaction, and we take the necessary steps to ensure this.

3. Definitions

“United Nations (UN) Guiding Principles on Business and Human Rights” provide a global standard for countries and companies for examining, preventing and remedying human rights violations encountered during commercial activities in the business world.

“UN Universal Declaration of Human Rights (UDHR)” is a landmark document in the history of human rights. Prepared by representatives of different legal and cultural backgrounds from all regions of the world, the Declaration was proclaimed by the UN General Assembly in Paris on 10.12.1948 as a common standard of achievement for all people and all nations, and is the first document emphasizing the universal protection of fundamental human rights.

“UN Global Compact” consists of 10 principles determined in the areas of a) human rights, b) labour standards, c) environment and d) anti-corruption. These principles guide companies in achieving their sustainability and risk management targets and contribute to increased efficiency, employee engagement, brand awareness and access to new markets.

“Human Rights” refers to the rights inherent to all human beings without distinction of gender, race, colour, religion, language, age, nationality, political opinion, NGO and trade union membership, sexual orientation, difference of thought and property, and includes the right to live equally, freely and with dignity.

“Business Partners” covers suppliers, customers, contractors and all kinds of agents, subcontractors and consultants, as well as institutions/organizations with which Petaş Ambalaj does business and other third parties.

“Women’s Empowerment Principles (WEPs)” are a set of principles (a total of 7 Principles) that guide the business world on how to promote gender equality and women’s empowerment in the workplace, marketplace and community. Established by the UN Global Compact and UN Women, these principles are based on the recognition that businesses have a share and responsibility in gender equality and women’s empowerment, in line with international labour and human rights standards.

“Organisation for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises” aims to develop a state-backed corporate responsibility conduct that will preserve the balance among competitors in the international market, thereby increasing the contribution of multinational enterprises to sustainable development.

“International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work” was adopted in 1998 and amended in 2022, and states that all member states, even if they have not ratified the relevant conventions, are obliged in good faith to respect, promote and realize the following five principles. These five principles are:

  • Freedom of association and the effective recognition of the right to collective bargaining,
  • The elimination of all forms of forced or compulsory labour,
  • The effective abolition of child labour,
  • The elimination of discrimination in respect of employment and occupation,
  • A safe and healthy working environment.

4. General Principles

As Petaş Ambalaj, under the guidance of the “UN Universal Declaration of Human Rights (UDHR) (1948)” and the “UN Global Compact (UNGC) (2000)”, of which we have been a signatory member as of 2022, we adopt an approach that respects universal human rights towards our employees, all our Business Partners and other communities affected by our products or services.

We regard human rights among the most important of our ethical principles and expect all our Business Partners to act in accordance with these principles and the Petaş Ambalaj Human Rights Policy. We safeguard the issue of human rights in the contracts we conclude with all our Business Partners; we include provisions regarding full compliance with the principles and rules set out in this Policy, and regarding our Business Partners’ employees internalizing and acting in accordance with these principles and rules, and we encourage them in this regard. We provide our employees with corporate training and capacity-building opportunities on human rights. We also intend to contribute to the capacity development of our Business Partners with whom we have a business relationship.

The international standards and principles we prioritize in relation to Human Rights are set out below:

  • UN Universal Declaration of Human Rights (UDHR) (1948)
  • UN Global Compact (UNGC) (2000)
  • UN Guiding Principles on Business and Human Rights (2011)
  • ILO Declaration on Fundamental Principles and Rights at Work (1998)
  • OECD Guidelines for Multinational Enterprises (2011)
  • Women’s Empowerment Principles (WEPs) (2011)

5. Commitments and Implementation Principles

Creating a healthy, safe, fair, positive and professional working environment for our employees, ensuring its continuity and observing all the rights of our employees is our fundamental principle.

In addition, we may also have additional standards that take into account disadvantaged groups who are more likely to be exposed to human rights violations. As Petaş Ambalaj, as stated in the “UN Guiding Principles on Business and Human Rights (2011)”, we take into account the specific circumstances of groups whose rights are explained in more detail in UN documents (indigenous peoples, women, ethnic, religious and linguistic minorities, children, persons with disabilities, refugee/migrant workers and their families).

In this regard, as Petaş Ambalaj, in accordance with the Code of Ethics and Working Rules, we;

Diversity, Inclusion and Equal Opportunity

  • Adopt an inclusive, diversity-oriented, fair, ethical and egalitarian attitude among our employees in the workplace or in recruitment, placement, termination, training, career, promotion, appointment, discipline, compensation management and fringe benefit processes, without distinction of religion, language, race, nationality, ethnic origin, belief, denomination, colour, age, sexual orientation, gender, marital status, political opinion, trade union membership, being disadvantaged and any legally protected characteristic,
  • Be an employer of choice for all candidates who dedicate themselves to their work and can add value, and an employer that protects the rights of its employees,
  • Show absolutely no tolerance for any form of discrimination throughout our own operations and value chain,
  • Remain in continuous dialogue with our employees, regularly share with them all matters that may concern them, and create fair, healthy and safe working environments in which our employees can freely express their ideas with a participatory approach,
  • Assign our employees to roles in which they can use their potential truly efficiently and create contribution and value in achieving the company’s main objectives,

Prevention of Child Labour and Forced/Compulsory Labour

  • Strongly oppose child labour, which causes physical and psychological harm to children and deprives them of their right to education, and all forms of forced and compulsory labour, including modern slavery, bonded labour and human trafficking, at any stage of our activities,
  • Ensure that our Business Partners also develop procedures to refrain from child labour and forced and compulsory labour practices,

Zero Tolerance for Harassment and Violence

  • Provide our employees with a safe working environment free from all kinds of abuse, misconduct, intimidation, maltreatment or physical, verbal, sexual/psychological harassment, bullying, threats and violence, and take all necessary measures in these matters and support them with procedures,

Working Hours, Remuneration and Employment Rights

  • Observe the compliance of legal working hours, working conditions and overtime provisions determined by the laws and regulations in force in the regions where we operate,
  • Establish remuneration in a competitive manner according to the sectoral and local labour market and, where applicable, in accordance with collective bargaining agreement provisions, and pay all wages including fringe benefits in accordance with applicable laws and regulations,
  • Ensure that our employees’ employment rights are used fully and accurately,
  • Ensure that our Business Partners also develop procedures to apply similar approaches to their employees,

Freedom of Trade Union Organization and Collective Bargaining

  • Respect our employees’ freedom of association and right to collective bargaining in accordance with legislation, and not subject our employees who exercise these rights to any pressure or discrimination,

Personal/Professional Development

  • Regard human capital as a valuable resource and maintain a long-term working relationship with our employees by continuously investing in their talents, potential and personal/professional development through internal and external training so that they can develop themselves in the best way and perform their jobs better,

Occupational Health and Safety

  • In accordance with Occupational Health and Safety Legislation, provide a healthy and safe working environment for our employees and our Business Partners present in our work areas for any reason, in line with our “zero accident” target, take the necessary safety measures and implement regular training and information activities,

Working Life and Data Privacy

  • Act in accordance with national/international regulations and digital privacy, data privacy and security standards for the protection of the personal data of our employees and Business Partners as well as confidential information (commercial information, technical data, financial data, production data, customer information, personal information, product information, equipment and application information, technical formulas and drawings, system and program information, purchasing information, engineering information, regulations, business plans and, without limitation, all information not disclosed to the public by the company),

Respect for the Environment and Society

  • In line with our sustainable growth and green transformation targets, and with awareness of our responsibility towards the environment and society, have the environmental impacts of our investment projects analysed in accordance with national/international legislation,
  • Being aware of the possible human rights impacts of our land and natural resource use throughout our value chain, address this issue with specific policies and practices, and, in parallel with our Integrated Management Systems and Water Policy, reduce harm to the environment and health through the efficient use of energy, water and raw materials and the preference for renewable resources throughout our value chain,
  • Carry out studies to identify activity and production areas with high water stress, including the supply chain, reduce the amount of water used on a source basis and the amount of wastewater discharged, and increase water-use efficiency,
  • Pay attention to the community’s access to water resources and safe drinking water, and to the protection of ecosystems and communities through adequate sanitation,
  • Accept our business as part of society and respect the rights of communities affected by our activities, resolve local issues at the local level in the most appropriate way, and communicate with civil society representatives on human rights when necessary,

Grievance Mechanism

  • Make arrangements through contracts to monitor and protect that international legal requirements regarding human rights in supply chain practices are met by all our employees and Business Partners, and make effective use of our existing whistleblowing/grievance line mechanisms within Petaş Ambalaj,

commit.

6. Implementation and Enforcement

Our Human Rights Policy is reviewed regularly, at least once a year, focusing on current requirements and changes in our operating conditions. Updates/revisions deemed necessary are put into effect upon approval by the General Manager of Petaş Ambalaj on the recommendation of the “QMS Unit”. The General Manager of Petaş Ambalaj is responsible at the highest level for ensuring compliance with this Policy and for the regular monitoring of possible violations and suspicious situations within the scope of improvements.

Any employee who believes there is a conflict between the language of the Policy and our activities, who has questions about this Policy, or who wishes to confidentially report a potential violation of this Policy may convey such questions and concerns to the “QMS Unit”.

In addition, in order to ensure compliance with this Policy and the regular monitoring of possible violations and suspicious situations within the scope of improvements, we make effective use of our existing whistleblowing/grievance mechanism and strive to have the Business Partners from whom we procure goods/services evaluate their business processes from a human rights perspective within the scope of the commitments they have given to international organizations. We remain in continuous interaction with our Business Partners in order to agree on ways to prevent and/or reduce risks and impacts on these human rights issues.

We set annual targets/objectives to prevent and/or reduce risks and impacts on human rights issues throughout our value chain, and we track progress over time (through internal and external programs and audits).

Feedback regarding this Policy and possible Policy violations and non-compliances may also be reported by e-mail (info@petasambalaj.com.tr).

In the event that violations and suspicious situations contrary to the principles and rules set out in this Policy are identified, various disciplinary sanctions may be applied in accordance with the relevant legislative provisions, which may go as far as requesting termination of employment if necessary. Disciplinary sanctions will also be applied to persons who approve, direct or, despite having knowledge of them, fail to make the necessary notification in an appropriate manner regarding improper conduct and acts that cause the rules to be breached.

Our Petaş Ambalaj Human Rights Policy is made publicly available to all our stakeholders through our corporate website, and is also made available to all our employees via our corporate intranet site/Documentation Management.