1. PURPOSE
This procedure has been created to raise awareness about domestic violence within Aydem Holding and its affiliated group companies (hereinafter referred to as "Aydem Energy"). It aims to provide a work environment where employees subjected to domestic violence can speak with confidence and confidentiality, receive support and assistance, and demonstrate our zero-tolerance approach to all forms of violence. We believe that domestic violence and abuse are fundamental equality issues and human rights violations. In this context, we always prepare an environment for our employees who are subjected to domestic abuse to share confidentially, offer support and assistance, and stand against all forms of violence.
2. SCOPE
This procedure is inclusively prepared for all employees within Aydem Energy, regardless of gender, to combat domestic violence. This document, which includes methods and practices to be followed in cases of domestic violence, applies to Aydem Energy group companies, production sites, and affiliates; it also serves as a guideline for subcontractors, suppliers, and third parties. Non-Aydem Energy personnel are also covered under this procedure if the perpetrator is a member of Aydem Energy.
3. RESPONSIBILITIES
- Aydem Equal Life Team: Responsible for creating and updating the procedure in cooperation with the Human Resources Group Directorate, designing necessary projects to raise awareness within the company, collaborating with relevant units, and implementing these projects.
- Human Resources Group Directorate: Responsible for implementing and auditing the policies and rules in the procedure within the company, creating a safe working environment for employees, and conducting disciplinary processes when necessary, in collaboration with the company's Human Resources, Audit, and Legal units.
- Internal Audit and Control Group Directorate: Responsible for evaluating reports received from both internal sources within the company and external channels from non-Aydem Energy employees based on confidentiality principles. It is also responsible for referring these reports to Human Resources and the Domestic Violence Prevention and Support Committee to provide necessary support specific to each case. Additionally, it is responsible for conducting ethical investigations when necessary and providing opinions on disciplinary processes.
- Domestic Violence Prevention and Support Committee: Responsible for evaluating applications received from within and outside the company based on confidentiality principles, coordinating the provision of necessary support specific to the incident, receiving suggestions for developing and improving support mechanisms, and conducting related studies.
- Corporate Communication Group Directorate: Responsible for carrying out necessary communication efforts within and outside Aydem Energy to raise awareness about domestic violence from the perspective of Aydem Equal Life, and taking necessary steps to increase the recognition of projects among internal and external stakeholders.
- Company Human Resources: Responsible for creating a safe working environment for employees within the framework of the rules set out in the procedure, ensuring that employees have access to the resources and opportunities defined in the procedure confidentially when they seek support.
- Aydem Academy: Responsible for designing internal training within the scope of awareness activities in collaboration with the Aydem Equal Life team, supporting internal trainers with training-of-trainers programs, and following up and implementing actions to ensure inclusive participation and completion of training by all Aydem Energy employees.
- Employee Subjected to Domestic Violence: Responsible for knowing that they can discuss this matter securely with Human Resources, the workplace doctor, and/or the institutions specified in the procedure when they need support.
4. DEFINITIONS
- Domestic Violence: Covers all relationships where the individual feels close and calls family, including traditional extended family, regardless of whether there is a marital bond or if the relationship continues, including relationships between spouses or parent-child, and extended family relations. Violence is defined as any behavior that causes physical, sexual, economic, or psychological harm or suffering to an individual, including threats, pressure, and control. Therefore, adhering to both definitions mentioned above, any form of violence experienced directly or by witnessing within these relationships is defined as "Domestic Violence."
- Subjected to Violence: The person subjected to violent behavior in close relationships.
- Perpetrator: The person who exhibits violent behavior in close relationships.
- Witness: Persons who have not directly experienced violence but are present in a violent environment and witness it.
- Domestic Violence Prevention and Support Committee: The committee, established for the Business Against Domestic Violence Project, includes members who have received training on gender equality, domestic violence, and the definitions and approaches to violence. It consists of representatives from Human Resources, Legal, Audit, Business Units, and Corporate Communications, led by the Human Resources Group Director.
- Applicant: Persons who are directly or indirectly subjected to or witness any form of domestic violence can apply. All employees can apply. Additionally, non-Aydem Energy personnel can apply if the perpetrator is a member of Aydem Energy.
- Physical Violence: Affecting the body of the person in the relationship without their consent, causing harm to their limbs, such as slapping, pushing, punching, pulling hair, binding, biting, dragging, injuring with a tool, kicking, crushing, injuring with a cigarette, etc.
- Verbal Violence: Shouting, mocking, blaming, destructive criticism, insulting, swearing, name-calling, accusations and claims aimed at lowering self-confidence and respect, etc.
- Psychological Violence: Behaviors that can harm the psychology of a person in a relationship include sulking, exerting pressure, threatening to commit suicide, jealousy, limiting the behavior and relationships of the person they are in a relationship with, intimidating, frightening, withholding information, taking the children away, etc.
- Economic Violence: Interfering with the person's economic activities, taking away their earnings, not taking responsibility for expenses and obligations related to children, excluding them from economic decisions concerning themselves, arbitrarily restricting economic needs, not meeting personal and household needs, etc.
- Sexual Violence: Forcing unwanted sexual behaviors, touching sexual areas in unwanted ways/times, forcing unwanted sexual intercourse, raping, harassing, using force during sexual intercourse, devaluing behaviors based on sexual orientation, forcing to have or not have children, cheating, forced or early marriage, etc.
- Digital Violence: Constantly sending messages, pressuring to send messages, monitoring by calling on the cell phone, demanding location updates, tracking on social media sites, recording with a hidden camera, taking photos or videos and using them as a means of threat, etc.
- Dating Violence: A person being subjected to physical, sexual, psychological violence by the person they are in a close relationship with.
- Stalking: It is a situation where a person unlawfully and repeatedly follows, harasses with words and behaviors, or commits violence against another person. In cases of persistent stalking, the person engaging in this behavior makes the victim feel threatened and afraid.
- Cycle of Violence: The systematic occurrence of violence can lead to a cycle of violence-apology. The perpetrator's violent behaviors may include processes such as apologizing, making the victim feel guilty, cutting off communication, promising to change their behavior, and subsequently repeating violent behaviors.
- Gender: The social roles, behaviors, activities, and attributes that any society considers appropriate for women and men.
- Gender-Based Violence: It is violence directed at a specific gender or that disproportionately affects individuals because of their gender.
- Signs of Violence: Since violence is generally a behavior that occurs in private life, it may not be easy to understand from the outside. However, certain behaviors of the victims can indicate that they have been subjected to violence. Common signs are listed below:
- Physical signs: Visible scars, bruises, and abrasions on areas like wrists and neck, clear patches in hair, excessive makeup that suggests covering physical injuries, unnecessary and out-of-season accessories, muscle weakness, limping, slow and cautious movements to avoid possible pain.
- Behavioral signs: Depression, feelings of inadequacy and lack of self-confidence, irritability, constant sadness, anxiety, fear, guilt, aggression, anxiety, communication disorders, hopelessness, exhaustion, staying at the workplace for long periods beyond work requirements, increased medication and alcohol consumption.
- Work performance signs: Arriving late to work, leaving early, frequently taking leave, making mistakes and forgetfulness, inability to concentrate, reluctance to answer or fear of answering the phone, perception problems, fear of leaving the workplace alone or walking to the parking lot alone, spending too much time on non-work-related matters, requesting leave through multiple and various excuses more than usual.
5. IMPLEMENTATION PRINCIPLES
Aydem Energy provides recommendations for consulting, support services, and utilizing relevant non-governmental organizations if employees request help regarding domestic violence.
In all requests for help related to domestic violence, while protecting the rights of the affected employee, the process is conducted with respect for the privacy of the affected and at-risk employees and is not shared with third parties. Information may only be shared with the Human Resources Group Directorate and/or relevant official institutions with the employee's consent when necessary for the safety of the affected employee and workplace security. The channels that company employees and/or employees experiencing domestic violence may contact are listed below and are open to all employees.
External Application Channels:
- End Domestic Violence Emergency Help Line: 0212 656 96 96 / 0549 656 96 96
- Alo 183: Ministry of Family, Labor, and Social Services Communication Center
- Alo 155: Police Emergency
- Alo 156: Gendarmerie Emergency
- Emergency: 112
- Alo Baro: 444 26 18
- Mor Çatı Women’s Shelter Foundation: 0212 292 52 31-32
- Federation of Turkish Women's Associations: 0212 656 96 96 – 0549 656 96 96
- KADES Application
- KAHDEM- Women Legal Support Center Association: kahdem@gmail.com
Internal Application Channels:
- Domestic Violence Prevention and Support Committee: aileicidestek@aydemenerji.com.tr
- Aydem Energy Ethics: etik@aydemenerji.com.tr
- Aydem Equal Life: esithayat@aydemenerji.com.tr
- Aydem Energy Domestic Violence Helplines: 0212 xxx - 05 xxx (relevant numbers will be announced through internal communication channels). Psychological and legal counseling services are provided 24/7, and the line is managed by an independent company based on confidentiality principles.
- Workplace Physicians
- Human Resources Group Directorate
- Human Resources Managers
- Managers and Directors
Supporting Employees Subjected to Domestic Violence
Aydem Energy can provide support in the following matters by making necessary evaluations based on the request of the employee who has initiated or declared the legal process to the company:
- Paid Administrative Leave: In case of a request from the victim, up to 10 working days of paid administrative leave can be granted, excluding the annual leave right, for purposes such as undergoing necessary medical examinations and conducting legal processes, obtaining security and protection, finding a new home, receiving counseling and health services, or addressing other necessary matters. The leave can be taken hourly, for a single day, or for multiple days up to 10 days per calendar year. Requesting and taking this additional leave will not affect the employee's entitlement to other leaves or their working conditions.
- Flexible Working Arrangements: Flexible working opportunities can be provided as needed upon request from the employee subjected to violence.
- Psychological Counseling: If the employee requests to consult with a specialist psychologist, therapy support can be provided, with the assurance that no data will be processed by the company. They can be directed to the 24/7 psychological counseling and guidance service by phone.
- Employee Assistance Program: Unlimited legal and psychological counseling through the Domestic Violence Support Line and 4 face-to-face psychological counseling sessions can be availed.
- Advance/Additional Payment: In case the victim requests it due to the difficulties they are experiencing, an advance or additional payment, with a maximum limit of one gross monthly salary, may be provided, not exceeding once per year.
- Performance Evaluation Processes: Employees subjected to domestic violence will continue to be included in performance evaluation processes and will continue to benefit from performance-based rewards and side benefits offered to all employees. To reduce performance anxiety, the criteria can be reviewed and agreed upon with the manager, and performance goals and criteria will be determined according to the victim's situation. Aydem Energy will adhere to privacy and confidentiality principles throughout this process.
Ensuring the Safety of Employees Subjected to Domestic Violence
To support the protection of Aydem Energy employees from domestic violence, necessary actions will be taken to ensure the safety of the victim upon request.
- Decision Authority: The Domestic Violence Prevention and Support Committee and the Human Resources Group Directorate are the decision-making authorities regarding actions. If deemed necessary, different actions may be taken, or it may be decided not to take any action apart from those listed below to ensure the victim's safety:
- Changing work hours and/or location of the employee subjected to violence, if possible.
- Changing the work phone number and/or email address, preventing contact through the company switchboard.
- If the victim uses a company car, changing the car and/or license plate.
- Allocating a space in the company parking lot for the victim's private vehicle upon request.
- Implementing a no-alone policy.
- Accompanying the employee to vehicle or public transport points if needed.
- Employees must inform Human Resources and provide copies of their petition and court order if they have declared the workplace address as a protection area or obtained a temporary or permanent protection order. The employee must provide the description of the perpetrator's appearance, car description, and license plate number, along with any other necessary information required by the Directorate for workplace security.
- Ensuring that necessary measures are taken by subcontractors, especially training the subcontracted security staff on violence against women and adding this topic to the security plan. The photo and license plate number of the perpetrator's car, if available, should be shared with the security team and individuals deemed appropriate by the victim.
- Adjusting the payment information and method related to salary and benefits to prevent the perpetrator's access, including setting up a new account for the victim.
- Recording phone calls or storing electronic messages from the perpetrator.
- Blocking access to the victim through the company switchboard.
Employee Who Commits or Threatens Domestic Violence
Aydem Energy will subject any employee who commits or threatens domestic violence using company resources (phone, email, mail, fax, car, office supplies, photocopiers, uniforms, etc.) to an investigation by the Ethics Committee and the Domestic Violence Prevention and Support Committee. Law enforcement may be involved if necessary.
- Aydem Energy may unilaterally terminate the employment contract of the employee who has committed violence, with the company's compensation and responsibilities, once the act is legally determined.
- The employee who commits violence can benefit from the psychological support services offered by the company, subject to their consent.
Employee Who Learns That a Colleague is Experiencing Domestic Violence
If an employee learns that a colleague is subjected to domestic violence through their statement, they are responsible for encouraging the colleague to contact the company's human resources, workplace physician, or relevant supporting institutions.
- It is strictly prohibited to contact relevant units on behalf of the victim.
- The victim may request support from the relevant units themselves if they wish.
When the Perpetrator and Victim Work in the Same Company
If the perpetrator and victim work in the same company, necessary arrangements will be made to ensure that the perpetrator does not work near the victim. In such cases, Aydem Energy may change the location of the perpetrator, prioritizing the needs of the victim.
Initiatives Aimed at Raising Awareness of Domestic Violence and Preventing Violence Among All Company Employees
- Aydem Equal Life - Domestic Violence Awareness Training
- Communication training prepared specifically for the Domestic Violence Prevention Committee
- Training for Human Resources, Workplace Physicians, and unit managers on recognizing signs of domestic violence and communication
- Special training for security personnel
- Training within the orientation program
- Training within the new manager training program
- Informative video series with educational content
- Domestic Violence Awareness Seminars/Webinars
- Internet-based training
- Awareness campaigns through message boards
- Mailing campaigns
- Company newsletters
- Brochures/posters
Aydem Energy also includes the topic of domestic violence in other training programs. For example, in Aydem Equal Life gender equality training, creating awareness on violence and domestic violence is aimed.
5. CONTROL
5.1 Implementation
This procedure comes into effect with the approval of the CEO. Upon implementation, previous procedures, circulars, and instructions are repealed.
5.2 Revision
This procedure is reviewed annually by the Aydem Equal Life team and the Holding Human Resources Group Directorate.