Procedure for Combating Domestic Violence
PURPOSE
This Procedure has been established in order to raise awareness about Domestic Violence with our zero tolerance approach as Aydem Holding and affiliated group companies (hereinafter referred to as “Aydem Energy”) and to provide a business environment in which our employees who are exposed to domestic violence can speak in confidence and confidentiality, receive support and assistance, are egalitarian, safe and demonstrate our zero tolerance approach to all forms of violence.
We believe that domestic violence and abuse are a fundamental equality problem and a violation of human rights. In this context, we are always preparing an environment that is egalitarian for our employees who are subjected to domestic abuse, where they can share in privacy, offer support and assistance opportunities, and against all types of violence.
SCOPE
This procedure has been prepared in an inclusive manner for all employees of Aydem Energy to combat domestic violence, regardless of gender.
This document, which contains the methods and practices to be followed in cases of domestic violence, covers Aydem Energy group companies, production sites and subsidiaries; it is also a guide for subcontractors, suppliers and third parties.
Persons who are not members of Aydem Energy are also accepted within the scope of this procedure, if the person who commits violence is a member of Aydem Energy.
RESPONSIBILTY
Aydem Equal Life Team: Aydem Equal Life Team is responsible for the creation and updating of the procedure together with the Human Resources Group Directorate. It is responsible for designing the necessary projects to create awareness within the company, cooperating with the relevant units and putting them into practice.
Human Resources Group Directorate: Together with the Company's Human Resources, Audit and Legal units, it is responsible for implementing, auditing and creating a reliable working environment for employees and, if necessary, operating disciplinary processes within the company.
Internal Audit and Control Group Directorate: Responsible for evaluating the notifications received from within the company and from external channels that are not Aydem Enerji employees on the basis of confidentiality and transferring them to the Human Resources, Prevention and Support Committee against Domestic Violence in order to provide the necessary support for the specific incident. It is responsible for conducting ethics investigations and providing opinions to disciplinary processes when necessary.
Prevention and Support Committee against Domestic Violence: It is responsible for evaluating applications received from within and outside the company on the basis of confidentiality and coordinating the provision of necessary support for the specific incident, making recommendations on the development and improvement of support mechanisms, and conducting studies.
Corporate Communications Group Directorate: Aydem Energy is responsible for carrying out the necessary communication studies to raise awareness about domestic violence within and outside Aydem Energy from an Equal Life perspective and taking the necessary steps to increase the awareness of projects by internal and external stakeholders.
Company Human Resources: It is responsible for creating a safe working environment for employees within the company within the framework of the rules set out in the procedure, ensuring that the employee can access the resources and facilities specified in the procedure within the framework of confidentiality in cases where employees request support.
Aydem Academy: Together with the Aydem Equal Life team, it is responsible for designing internal trainings within the scope of awareness-raising activities, supporting internal trainers with educator trainings, monitoring and implementing actions to ensure that all Aydem Energy employees participate and complete the trainings in an inclusive manner.
Employee who has Been Subjected to Domestic Violence: It is responsible to know that if he needs support, he can safely discuss this issue with human resources, workplace physician and/or the institutions specified in the procedure.
DEFINITIONS
Domestic Violence: All relationships that involve the extended family in the traditional sense, which the individual feels close to and calls family, are covered, regardless of whether there is a marital connection; whether the relationship continues; whether the type of relationship is between spouses or parent-child, or even an extended family relationship. Dec. Violence is defined as any kind of behavior that causes an individual to suffer or suffer physically, sexually, economically or psychologically, including threats, pressure and control. Therefore, adhering to both definitions mentioned above, all kinds of violence phenomena that will be experienced directly or through witnessing in all these relationships are defined as “Domestic Violence”.
Exposed to Violence: A person who is exposed to violent behavior in close relationships.
Perpetrator / Perpetrator of Violence: A person who engages in violent behavior in close relationships.
Testifier: People who have not been directly exposed to violence, but who have been in a violent environment and testified.
Prevention and Support Committee Against Domestic Violence: It is a committee formed for the Business World Project Against Domestic Violence, including members who have received training on gender equality, domestic violence, definition and approaches to violence. It consists of representatives from Law, Audit, Business Unit and Corporate Communication Units under the leadership of the Human Resources Group Director.
Applicant: Persons who have been directly or indirectly exposed to domestic violence in any form and who have witnessed it can apply. All employees can apply. However, people who are not members of Aydem Energy can also apply if the person who committed the violence is a member of Aydem Energy.
Physical Violence: Acting in a way that damages the limbs of the person in the relationship against the will and approval of the person in the relationship to slap, push, punch, pull his hair, tie, bite, drag, injure with a tool, kick, crush, injure with a cigarette, etc.
Verbal Violence: Shouting, mocking, accusing, criticizing in a destructive way, insulting, swearing, calling names, making accusations and allegations aimed at lowering self-confidence and respect, etc.
Psychological Violence: Will damage the psychology of the person in the relationship, anger, applying pressure, threatening to commit suicide, jealousy, limiting the behavior and relationships of the person with whom he is in a relationship, intimidation, intimidation, withholding information, removing children, etc.
Economic Violence: Interfering in a person's economic activities, taking away his earnings, not taking on expenses and responsibilities related to children, not involving him in economic decisions that concern him, arbitrarily restricting his economic needs, not meeting his personal and household needs, etc.
Sexual Violence: Forcing unwanted sexual behavior, touching sexual areas in unwanted ways/when not wanted, forcing sexual intercourse when not wanted, raping, harassing, using force during sexual intercourse, devaluing behavior related to sexual orientation, forcing or not giving birth to children, cheating, forced or early marriage, etc.
Digital Violence: Constantly sending messages, pressuring him to send, controlling him by calling from his mobile phone, asking him to make a location notification, following social networking sites, taking him on hidden camera, taking his photo or video and using it as a threat tool, etc.
Flirting Violence: It is the exposure of a person to physically, sexually, psychologically violent behaviors by the person he is in a close relationship with.
Persistent Stalking: It is a situation in which a person follows another person illegally and with regular/repeated behaviors, harasses with words and behaviors, or applies violence to a person. In the case of persistent stalking, the person who practices the behavior makes the exposed person feel that he is in danger, making him afraid.
Cycle of Violence: The systematic occurrence of violence can lead to a cycle of violence-apology. Violent behavior of the perpetrator can occur in the form of processes such as apologizing to the other side, making him feel guilty, cutting off communication, promising to change his behavior, and then repeated violent behavior.
Gender: These are socially formed roles, behaviors, activities and characteristics that any society considers appropriate for women and men.
Gender-Based Violence: This is violence directed against a gender, directed because of its gender, or disproportionately affecting it.
Signs of Violence: Since violence is usually a behavior that takes place in a private life, it may not be easy to understand from the outside. However, some of the behaviors of the exposed people may indicate that they have been subjected to violence. The common ones of these symptoms are listed below:
Physical symptoms: obvious scars, bruising and bruises on areas such as the wrist and throat, plucks that appear noticeably on the hair, excessive makeup that may suggest that it was made to cover physical wounds, unnecessary and unseasonal accessories, weakness in the muscles, limping, slow and agitated movement in order to prevent possible pain.
Behavioral symptoms: Depression, feelings of inadequacy and self-distrust, irritability, constant sadness, anxiety, fear, guilt, aggression, anxiety, communication disorder, hopelessness, exhaustion, prolonged stay at work except when required by the job, increased drug and alcohol consumption...
Symptoms related to job performance: arriving late to work, leaving work early, frequently taking excuse leave, mistakes and forgetfulness, inability to focus, not answering the phone or hesitating to give it, detection problems, fear of leaving the workplace building alone or walking to the parking lot alone, spending too much time on non-work related issues, requesting permission more than usual and on various excuses.
APPLICATION PRINCIPLES
Aydem Enerji recommends its employees to receive counseling guidance, support services and benefit from relevant non-governmental organizations if there is a request for help with domestic violence.
While the rights of the exposed employee are protected in all assistance requests made related to domestic violence, the process in question is carried out by respecting the privacy of the exposed and at-risk employees, 3.it is definitely not shared with individuals. Information can only be provided to the Human Resources Group Directorate and/or relevant official institutions by obtaining the permission of the employee who has been exposed and in cases where it is necessary for workplace safety.
The channels that company employees and/or company employees will apply to if they are subjected to domestic violence are listed below and are open to all employees' applications.
External application channels:
An end to domestic violence emergency helpline: 0212 656 96 96 / 0549 656 96 96
Hello 183: Communication Center of the Ministry of Family, Labor and Social Services
Hello 155: Police Help
Hello 156: Hello Gendarmerie Help
Emergency: 112
Hello Bar: 444 26 18
Purple Roof: 0212 292 52 31-32
Federation of Women's Associations of Turkey: 0212 656 96 96 – 0549 656 96 96
The KADES App
KAHDEM- Women's Legal Support Center Association: kahdem@gmail.com
Internal application channels:
Prevention and Support Committee against Domestic Violence: aileicidestek@aydemenerji.com.tr
Aydem Energy Ethics: etik@aydemenerji.com.tr
Aydem Equal Life: esithayat@aydemenerji.com.tr
Aydem Energy Domestic Violence Prevention Hotlines: 0212 xxx - 05 xxx (the relevant numbers will be announced through internal communication channels) Psychological and legal counseling service is provided 24/7 and the hotline is managed on a confidential basis by an independent company.
Workplace Physicians
Human Resources Group Directorate
Human Resources Managers
Directors and Directors
Supporting an Employee who has Been Subjected to Domestic Violence
Aydem Energy supports the following issues by making the necessary evaluations in accordance with the request of the employee who has started the legal process and/or has declared it to the company
can provide;
At the request of the exposed person, except for the right to annual leave, he may grant up to 10 working days of paid administrative leave for the purpose of conducting necessary medical examinations and conducting legal processes, obtaining security and protection, finding a new home, receiving counseling and medical services, or dealing with other necessary issues. The leave can be taken on an hourly basis, on a single day or on multiple days up to 10 days per calendar year. The request and receipt of this additional leave will not affect the employee's right to other permits for which he is eligible, and the employee's working October terms and conditions.
Flexible working opportunities may be offered according to the needs if requested by the employee who has been subjected to violence.
If the employee requests an interview with a specialist psychologist, the information that no data will be processed by the company can be shared with the employee and it can be ensured that he receives therapy support. For this purpose, he can be referred to psychological counseling and guidance service 24/7 on the phone.
Employee support program: With the Domestic Violence Support Line, he can receive unlimited legal and psychological counseling and 4 face-to-face psychological counseling
Paid additional due to the hardship experienced by the exposed person, an advance /gratuitous additional payment can be provided with an upper limit of 1 gross salary, not exceeding 1 time per year, upon request.
At Aydem Energy, it is ensured that the employee who has been subjected to domestic violence continues to take part in performance evaluation processes and continues to benefit from performance-based rewards and ancillary rights offered to all employees.
In order to reduce the employee's performance anxiety, his criteria are revised in agreement with his manager, and the performance goals and criteria to be applied to him are determined according to the situation of the exposed person. Aydem Energy takes care to comply with the employee's privacy and confidentiality principle during this entire process.
The Safety of Employees Who are Exposed to Domestic Violence
In order to support the protection of Aydem Energy employees from domestic violence, Aydem Energy will take the necessary actions to ensure their safety if the victim of violence requests it.
The decision-making authority regarding the actions is the Committee against Domestic Violence and the Human Resources Group Directorate.
In cases where they deem it necessary, they may decide to take different actions and /or not to take actions other than the actions listed below in order to ensure the safety of the exposed person.
If possible, the working hours and / or location of the employee who is exposed to violence may be changed.
The business phone number and/or e-mail address may be changed, the company may be blocked from being reached through the switchboard
If the exposed person is driving a company vehicle, his vehicle and/or license plate may be changed
At the request of the exposed person, a space is allocated for his/her private vehicle in the company parking lot
The policy of not working alone can be applied
Accompanying the employee during access to vehicles or other public transport points
Each employee who has taken a temporary or permanent protection decision determined by the workplace address as a protected area should inform Human Resources and send a copy of the petition and court decision. The employee must provide a photo or appearance description of the violent perpetrator, a car description, license plate number, and any other necessary information that the directorate may need for workplace safety.
It is also ensured that the necessary measures are taken by the sub-employers, especially the sub-employer providing security receives awareness training on violence against women and this issue is added to the security plan. If there is a perpetrator of violence against women, the photo and license plate number of his car should be given to the security team and the people who the victim finds appropriate
The payment information and form related to the pay and benefits exposed may be rearranged in accordance with the benefit of the exposed person in order to prevent the perpetrator's access. A different account can be created in which the salary will be given to him
The phone records of the perpetrator of violence against the victim may be obtained or their electronic messages may be stored.
Access to the exposed person through the company switchboard may be blocked.
An Employee who Commits Domestic Violence or Threatens to Do So
Aydem Energy subjects the employee who commits or threatens domestic violence using company resources (telephone, e-mail, mail, fax, automobile, office supplies, photocopiers, uniforms, etc.) to the examination of the Ethics Committee and the Prevention and Support Committee Against Domestic Violence. If deemed necessary, law enforcement agencies will be involved in the process.
After the action of the violent employee is determined legally, Aydem Enerji may unilaterally terminate the employment contract of the violent employee, including compensation and responsibilities belonging to the company.
The employee who commits violence may benefit from the psychological support offered by the company depending on his/her consent.
The Employee Who Found Out That His/Her Colleague Had Been Subjected to Domestic Violence
If any colleague within the company finds out that he has been subjected to domestic violence in accordance with his statement, he is responsible for encouraging his colleague to contact the company's human resources, workplace physician, and supporting institutions on this issue.
It is strictly forbidden to contact the relevant units instead of the person who has been subjected to violence.
If the exposed person wishes, he/she can request support from the relevant units himself/herself.
The Situation where the Violent Person and the Exposed Person Work in the Same Company
If the perpetrator of violence and the exposed person work in the same company, necessary arrangements are made so that the perpetrator of violence is not located near the exposed person. In this case, Aydem Energy can change the location of the perpetrator of violence by primarily taking into account the needs of the exposed person.
Activities to be Carried Out in Order to Raise Awareness about Domestic Violence among All Company Employees and to Prevent Violence:
Aydem Equal Life - Domestic Violence Awareness Trainings
Communication trainings specially prepared for the Committee against Domestic Violence
Human Resources, Workplace Physicians and Unit managers to be able to understand the signs related to domestic violence and communication trainings
Special trainings for security personnel
Training within the scope of orientation training or Training within the scope of new executive education
Educational informative video series
Domestic violence awareness Seminars/Webinars
Internet-based trainings
Awareness-raising activities through message boards
Mailing Works
Company Newsletters
Brochures/posters
Aydem Enerji also puts the issue of domestic violence on the agenda in educational programs on other topics. For example, Aydem Equal Life trainings, which are gender equality trainings, aim to raise awareness about violence and domestic violence.
CONTROL
5.1 Enactment
This procedure enters into force with the approval of the CEO, and with the entry into force of the procedure, the previous procedure, circular and instructions will be repealed.
5.2 Revision
This procedure is reviewed once a year by the Aydem Equal Life team and the Holding Human Resources Group Directorate.
