ÇİMKO CEMENT AND CONCRETE
INDUSTRY INC. HUMAN RESOURCES POLICY

1. PURPOSE:

The Çimko Human Resources Policy has been established to define the general principles and standards related to human resources practices within Çimko Cement and Concrete Inc.

2. SCOPE:

This policy applies to all subsidiaries and activities within Çimko Cement and Concrete Inc.

3. GENERAL PRINCIPLES:

At Çimko, our human resources practices are structured to ensure a fair evaluation process for all candidates and a fair working environment for all employees.

In addition to national and international legislation, matters related to employee relations and the working environment are defined in the Çimko Ethics Committee Regulation. In line with our Ethical Principles and the ILO Declaration on Fundamental Principles and Rights at Work, our primary approach is to ensure a safe and healthy working environment and to protect the rights outlined in the declaration.

In accordance with our Child Protection Policy and our Policy Against Harassment and Discrimination, our fundamental principle is to protect the dignity and rights of our employees and to ensure a safe, respectful, and harassment-free working environment. We strictly reject child labor, forced labor, and all forms of discrimination. Compliance with ethical working principles is ensured within the company and throughout the supply chain. Child labor is strictly prohibited; individuals classified as young workers (ages 16–18) may only be employed within the scope of relevant legal regulations, education, and internship programs.

We recognize and support employees’ rights to freely join unions, participate in union activities, and engage in collective bargaining. No pressure, obstruction, or discrimination is permitted in the exercise of these rights. Employees’ union rights are protected under the Çimko Ethical Principles Regulation, ILO conventions, and national legislation.

With the objective of ensuring a fair recruitment process and a fair working environment, we act in accordance with the principles of equality and inclusiveness in all human resources practices, including recruitment, development, promotion, performance management, career management, compensation, and reward systems, supporting gender equality and equal opportunity.

Within the framework of our sustainability approach, we consider environmental, social, and governance principles in our human resources practices. We promote diversity and inclusion. Beyond gender equality, we respect age, disability, ethnic origin, beliefs, and different identities, believing that diversity enriches our organization. We commit to creating an inclusive working environment by ensuring equal access to opportunities for all employees.

Employee opinions, suggestions, and evaluations related to human resources practices are collected through employee engagement surveys, suggestion systems, and employee meetings, and shared transparently with employees. To continually improve the employee experience, we strengthen feedback mechanisms and organize social events, volunteering initiatives, and mentoring programs that support employee well-being.

We collaborate with universities to offer internship opportunities, enabling students to gain industry experience. Supporting the development of our interns, we prioritize their evaluation for open positions following the internal job announcement process.

4. RECRUITMENT AND SELECTION:

Our recruitment processes are conducted fairly, transparently, and based on merit. The principle of equal opportunity is adopted, and a zero-tolerance policy for discrimination is applied. Suitable internal candidates are reviewed first. If the position cannot be filled internally, candidates from our intern pool are prioritized. If no suitable candidates are found in the intern pool, the recruitment process proceeds through the CV database and external sources.

Suitable candidates are included in the recruitment process through interviews conducted with human resources and function managers, personality inventories, professional exams, and other assessment tools. Travel and, when necessary, accommodation expenses are covered by the company for out-of-city candidates participating in evaluation processes.

We collaborate with universities to organize internship and talent programs for new graduates and young talents. Through these programs, we aim to develop future leaders and support young talents in transitioning into corporate life.

A structured orientation program is implemented to ensure that every newly hired employee adapts quickly and effectively to the organization. This program includes information on company culture, organizational structure, work processes, and health and safety practices, supporting employees’ onboarding experience.

5. SUCCESSION AND CAREER MANAGEMENT:

Succession plans are created based on Çimko’s strategies and current workforce requirements, and development processes are shaped accordingly.

The succession process is not limited to managerial roles but expanded to include potential candidates for all critical positions within the organization. This structured approach to talent management ensures business continuity and preserves corporate knowledge.

Employees’ development areas and strengths are evaluated both within the work environment and by independent experts, supporting their growth and offering career opportunities within different Group companies. We support employees’ individual development plans and guide them toward their career goals.

6. PERFORMANCE AND DEVELOPMENT MANAGEMENT:

Talent management and performance evaluation systems are implemented to effectively manage employee performance, support continuous development, and reward success.

We conduct regular performance review meetings, training programs, and talent development projects to support the individual development of our employees.

7. COMPENSATION AND REWARD POLICY:

Çimko adopts a fair, competitive, and performance-based compensation policy. No pay differences are created based on gender, ethnicity, or any other personal characteristics. Compensation processes comply with international standards.

All blue-collar employees are covered by the Collective Labor Agreement, and their salaries and benefits are determined accordingly. All blue-collar employees are provided with Supplementary Health Insurance, with company contributions available for their families.

White-collar employees’ salaries are determined fairly in line with market competitiveness and equality principles. All white-collar employees receive Private Health Insurance, with company contributions available for their families.

All salaries, including social benefits, are paid in accordance with applicable laws and regulations. In addition to special occasion gift packages and payments, white-collar employees may use the budget allocated under our flexible benefits program, SanFlex, according to their individual needs.