Workplace Rules

This document sets out the workplace rules that all staff of SEL Dış Ticaret ve Kimya Sanayi A.Ş. must follow, with the aim of establishing an orderly working environment and clarifying rights and responsibilities. The main goal of these rules is to create a safe, fair, productive and harmonious workplace and to sustain a culture that respects human rights, rejects discrimination and is committed to ethical values. All employees are required to know and follow these rules.

Recruitment

All employees are selected through a transparent process based on the company's needs, the nature of the position and company policies. The selection process is guided by the company's ethical values, the principle of equality and non-discriminatory practices.

Job applications and employment contracts

All job applications are assessed by the company's human resources department. Suitable candidates are offered an employment contract that complies with the law. Before the contract is signed, all rights, working conditions and expectations are explained to the candidate in writing and verbally.

Probation and confirmation of employment

All new staff are subject to a probationary period of up to 2 months. During this period, the employee's performance, fit and conduct are assessed before employment is confirmed. Either party may end the employment contract without conditions during the probationary period.

Changes in personal circumstances and the duty to report them

Significant changes such as marriage, a change of address or telephone number, a bereavement or the birth of a child must be reported to human resources without delay. This information is essential for payroll, communication and social benefits.

Leaving the company

Staff who wish to resign must give prior notice to the HR department by written letter. Statutory notice periods must be observed. The company also follows the legal procedure when it terminates employment.

Working hours

Our working week is 45 hours. Weekday working hours are 7:00 to 17:00, including breaks. Shift work arrangements and details are set out in Annex 1.

Paid annual leave

Annual leave is planned in line with employees' leave entitlements and legal requirements, and is taken with the approval of the HR department and according to the manager's planning.

Compassionate and special leave

Leave for reasons such as marriage, bereavement or the birth of a child is granted within the statutory periods, subject to supporting documents.

Sickness and medical rest

Staff who fall ill must provide a doctor's certificate. Periods covered by a medical certificate are not deducted from annual leave. Certificates must be shared with the HR department.

Unpaid leave

Unpaid leave may be granted at the employee's request if management approves. Social security contributions may be suspended during this period.

Unauthorised absence

If an employee fails to come to work without an excuse or without permission, the absence is recorded. Unauthorised absence on two consecutive working days, or on a total of three working days in a month, may result in termination of the employment contract. In such cases, the employee is referred to the disciplinary committee and action is taken after hearing their defence.

Requesting leave

All leave requests must be submitted in writing using the form, stating the type of leave, at least 3 days in advance.

Authority to grant leave

Leave is granted with the approval of the HR department and with the knowledge and approval of the employee's manager. In emergencies, the form may be completed afterwards.

Pregnancy and maternity

Female employees must report a pregnancy with a doctor's certificate. Leave is taken in line with statutory antenatal and postnatal maternity leave.

Military service

Staff leaving for military service must submit their call-up papers to HR. On their return, priority is given to reinstating them in the same position.

Prevention of child labour

Our company strictly prohibits the employment of anyone under the age of 15 and has a zero-tolerance policy on child labour. Identity and age checks are carried out rigorously in every recruitment process. If any child labour violation is found, including in the supply chain or among subcontractors, business relationships with the people or organisations concerned are ended immediately. Disciplinary proceedings are brought against any employee who breaches this rule. Young workers aged 16 to 18 are subject to the special conditions set out in law.

Employee complaints and requests

Suggestions, complaints and requests can be raised with supervisors, human resources or employee representatives. They can also be submitted in writing through the suggestion and complaint boxes. All submissions are handled confidentially.

Covering for colleagues and additional work

Employees may carry out work outside their own role or cover another colleague's shift only with their manager's written approval. Taking up another job outside the company requires HR's knowledge and permission.

Work-related expenses and salary advances

Expenses incurred by staff for work purposes must be supported by invoices and receipts. Salary advances may be paid only on written request and with management approval.

Overtime

Overtime may be worked only with the approval of the General Manager and the employee representative. Total daily working time may not exceed 11 hours, and total annual overtime may not exceed 270 hours.

Our working week, including overtime, does not exceed 60 hours.

All employees with equal qualifications have the same right to overtime, and no one may be forced to work overtime. Overtime is paid at the rates set by law: 50% extra for night and Saturday work, and 100% extra on public holidays and religious holidays.

Salary payments

Salaries are paid into employees' bank accounts every month. Overtime, child allowance and other additional payments are included in the payslip.

Promotion

Promotions are planned through quarterly reviews based on performance, conduct, job knowledge and competence criteria. Promotion processes are free of discrimination and based on transparent and equitable principles. Decisions are made on the basis of joint assessment reports by managers and human resources. Employees receive feedback and personal development plans are drawn up.

Disciplinary measures

Breaches of the rules are dealt with first by a verbal warning, then by a written warning and finally by dismissal. In serious cases, the employment contract may be terminated immediately.

Dress code

Employees must wear the work clothing and personal protective equipment provided by the company at all times. Cleanliness and tidiness are closely monitored, and the suitability of work clothing is checked regularly.

Following company instructions

All employees must comply with company procedures, instructions and regulations. Disciplinary action is taken in the event of non-compliance.

Smoking

Smoking is permitted only in the outdoor areas and at the times designated by the company. Smoking is strictly prohibited in production areas, offices and all enclosed spaces. Failure to follow this rule leads to disciplinary proceedings.

Preventing discrimination and harassment

No discrimination is tolerated within the company on any grounds, including race, colour, gender, age, religion, ethnic origin, marital status, disability or sexual orientation. Sexual harassment, bullying and verbal or physical violence are strictly prohibited. Every case of discrimination or harassment is taken seriously and the necessary disciplinary action is taken.

Correct use of work equipment

Employees must use the machines, hand tools and equipment entrusted to them only for their intended purpose. Damage caused by careless or improper use can create safety risks and gives rise to liability.

No food or drink in production areas

Bringing food and drink into production areas is strictly prohibited for hygiene and safety reasons. Failure to follow this rule leads to disciplinary action.

Time recording

Employees' start and finish times are recorded by time-keeping systems. These records form the basis for calculating pay, leave and overtime. Unrecorded work or false declarations lead to disciplinary proceedings.

All employees undertake to comply with these rules.

If a workplace rule is breached, the matter is first discussed with the employee. If the breach is repeated, a written warning is issued. If the same breach occurs a third time, the employee is notified of their dismissal in writing. Dismissals are handled in accordance with the law.