QUALITY, HALAL AND FOOD SAFETY POLICY

Our organization has indisputably adopted the principle of continuous improvement by exceeding customer expectations and adhering to legislation and legal regulations in accordance with quality, halal food and food safety standards.

We provide regular support and training opportunities to our employees in order that they can contribute to the system.
We monitor customer satisfaction on a regular basis.
We monitor our product quality, while at the same time working on maintaining and improving sustainability.
We make the necessary efforts to keep product quality and safety as top priority at all times. In order for our products to be healthy and safe, it is one of our basic principles to carry out hazard analysis and risk management in accordance with good manufacturing practices and legal requirements. Our Quality, Halal and Food Safety Management System has been established in accordance with FSSC 22000, ISO 9001:2015, ISO 22000:2018, TS OIC/SMIIC 1:2019 and Halal Food Standard.

ENVIRONMENTAL POLICY

We place great emphasis on the manufacturing of our products by environment-friendly methods, prevention of environmental pollution, compliance with the relevant legislation and standards, as well as audit and measurement of operations accordingly.

Our company shaped its environmental policy in a way to:

seek methods that will ensure minimum waste generation in all kinds of manufacturing activities and the recycling of such waste,
ensure compliance with laws, regulations, bylaws and standards in its activities and training of its employees accordingly,
increase the environmental awareness of its employees and stakeholders, and
ensure protection of natural resources,

and manages this policy as a whole with its quality systems.

OCCUPATIONAL HEALTH AND SAFETY POLICY

In order to meet the health and safety needs of our employees, visitors, subcontractors operating in our company, and our environment while conducting our manufacturing activities, our company commits to:

implement and improve the Occupational Health and Safety Management System,
create and develop awareness of safe working by providing continuous training to its employees on this subject,
inform our external stakeholders about our system during their visits,
strive to minimize the occurrence of accidents, occupational diseases and pecuniary damages, and
comply with the relevant laws, regulations and legislation,

and manages its relevant efforts as a whole with its quality system.

POLICY STATEMENT

SELJEL JELATİN SANAYİ VE TİCARET A.Ş. is fully committed to providing a high standard of ethics and environmental business practices, including ensuring safe working conditions and protecting employee rights, throughout the entire supply chain. SELJEL JELATİN SANAYİ VE TİCARET A.Ş. purchases goods and/or services on a global scale in accordance with the provisions of this policy on professional rules of ethics (“Code of Ethics') and requires its suppliers to comply with these rules and to implement under a similar commitment framework a continuous program which stipulates the implementation and, when necessary, improvement of code of ethics and environmental practices. This professional code of ethics policy is based on all the principles set out in the Ethical Trading Initiative Base Code of Conduct[1] and reflects the international standards set out in the International Labor Organization’s (ILO)[2] conventions.

SCOPE OF CODE OF ETHICS

Code of Ethics covers all fields of activity of SELJEL JELATİN SANAYİ VE TİCARET A.Ş. and its direct suppliers.[3] SELJEL JELATİN SANAYİ VE TİCARET A.Ş. expects all its direct suppliers to comply with the provisions of these rules, and also expects its suppliers to request from their own suppliers to demonstrate compliance within the same framework. All parties governed by these rules must comply with applicable national and international laws. Where the provisions of these rules provide greater protection than national legislation, these rules shall apply.

PURPOSE OF THE POLICY

The purpose of this code of ethics is as follows:

to express the policy of SELJEL JELATİN SANAYİ VE TİCARET A.Ş. in a clear and understandable way;
to support the adoption and improvement of ethical practices on a global scale; and
to implement effective processes to improve business practices.

COMPLIANCE WITH THE CODE

SELJEL JELATİN SANAYİ VE TİCARET A.Ş. understands that it is not possible for its suppliers to immediately implement the standards specified in these rules; however, it desires to work and establish close relationships with its suppliers who:

have implemented or is willing to implement processes that are suitable and have room for further improvement to increase their standards in order to comply with these rules within an agreed time frame; and
can demonstrate that they approach their working principles and general principles from a responsible and transparent perspective; and
have shown full and continuous commitment to improving labor and ethics standards.

ANTI-BRIBERY AND ANTI-CORRUPTION POLICY

This Policy covers everyone, including employees at all levels and senior management.
The Company complies with the legal provisions regarding bribery and corruption, in all countries where it operates and is represented, and acts in accordance with the principle of 'zero tolerance' in this regard. In addition, the Company is committed to conducting its activities fairly, honestly and in compliance with the legal rules and the code of ethics.
Within the scope of this Policy, the Company employees:

May not obtain pecuniary advantages under the name of commission or any other name while carrying out their duties, nor may they make an offer in this direction;
May not offer any advantage or make any verbal or written agreement, directly or through an intermediary, in order to obtain any business-related or unrelated advantage from public or private persons or entities;
May not create an advantageous situation in exchange for providing privileges in their relations with third-party persons and entities and may not accept offers made in this direction;
Shall take utmost care to ensure that even their behavior with a different intention does not arouse suspicion and impression in this direction;

It is mandatory for business partners to comply with the principles of the Policy, as well as other relevant legal provisions.
Implementation and updating of the Policy is under the authority, duty and responsibility of the Board of Directors.
Within this context, the Board of Directors:

Shall establish and develop the necessary control mechanisms to prevent bribery and corruption;
Shall ensure the establishment of communication channels intended for notifying behaviors contrary to the Policy and take measures to ensure the confidentiality and security of the notifying persons;
Shall ensure that the necessary examinations and investigations are carried out on the complaints, denunciations and allegations received about the issue;
Shall ensure that inspections are conducted, and corrective measures are taken to ensure compliance with the Policy;
Is responsible for the determination and operation of notification, examination and sanction mechanisms in case of non-compliance with policies, rules or regulations.

LAND RIGHTS POLICY

Our land use policy:

We use lands in accordance with legal requirements and respect local activities in this regard.
We take a stand against all forms of unlawful land occupation.
We adhere to these principles in all kinds of land changes as well.
We carry out an assessment to determine land ownership/land rights and declare the protection of the rights.
We protect the land rights of individuals, peoples and communities and respect their rights and ownership on properties and lands. In all negotiations on their properties or lands, including their use and transfers, we observe and comply with the principles regarding free, prior informed consent, transparency of the contract, and disclosure.
The Company has appointed an officer (environmental protection system manager/formal processes supervisor/waste management supervisor) in its departments to hear and evaluate the problems experienced by the right holders and declares that it will establish a solution mechanism for the evaluated problems.
The Company declares to avoid activities that would create a negative impact on forestation or result in high carbon emissions during the stages for acquisition of land ownership, including land and facility changes.

Our water resource rights policy:

In order not to create a negative impact on water resources, we strive to properly use the water resources in our business.
We exert efforts to secure the future of water.
We declare that the wastewater drains are not interfered with by any factors (chemicals, solid wastes, etc.) that are harmful to water resources.

Our deforestation rights policy:

We respect forest habitats.
We are committed to exerting every effort to meet the requirements for the conservation of forests.
We declare to avoid activities that would create a negative impact on forestation or result in high carbon emissions during the stages for acquisition of land ownership, including land and facility changes.
We declare that we will act in compliance with regional rules and human rights during forestry activities.
We declare that we will not be directly or indirectly involved in the destruction of environmental protection values during forestry activities.
We declare that we will not be involved, directly or indirectly, in the non-forest use or plantation of forests or in putting genetically modified organisms on the market during forestry activities.
We support the restoration of forests to address growing resource scarcity. We expect the same care from our suppliers. We do not tolerate unfair land acquisition and deforestation, within the supply chain.

POLICY OF ETHICS

CODE OF ETHICS - GENERAL PROVISIONS

General provisions on code of ethics should be read and applied in conjunction with the basic conditions set out above.

HIRING OF SUITABLE WORKERS

1.1 In manufacturing of goods, practices such as compulsory labor, forced labor or debt bondage must be strictly avoided. Workers must not be required to submit their ID cards or pay deposit as a precondition for their employment. Workers must be able to leave employment with reasonable notice period.

1.2 Child or underage workers may not be employed. All workers must be at least 18 years old, or the legal minimum working age as per national legislation, whichever is higher. Exemptions within the framework of the provisions of ILO Convention 138 are subject to prior approval of SELJEL JELATİN SANAYİ VE TİCARET A.Ş.[4]

1.3 By signing a contract with SELJEL JELATİN SANAYİ VE TİCARET A.Ş., suppliers, even if they do not employ child workers or minors, are deemed to accept the principles of the rehabilitation programs that will enable children and minors who are employees to access quality education.

1.4 If it is determined that a supplier employs minors, the supplier must establish and implement appropriate rehabilitation programs in collaboration with SELJEL JELATİN SANAYİ VE TİCARET A.Ş., without prejudice to SELJEL JELATİN SANAYİ VE TİCARET A.Ş.'s right to cancel its agreement with the supplier in accordance with the provisions of the code of ethics.

WORK ENVIRONMENT

All workers have the right to work in a safe and hygienic work environment and suppliers must ensure that their work environment meets the following standards:

2.1 Suppliers must comply with all national health and safety laws and the standards regulated in ILO Convention 155.

4 Exemptions within the framework of ILO Convention No. 138 may become applicable only if SELJEL JELATİN SANAYİ VE TİCARET A.Ş. is convinced that there is evidence showing that applicable legislation and regulations are observed and that the Supplier has an audit system in place which is acceptable to SELJEL JELATİN SANAYİ VE TİCARET A.Ş.

2.2 Suppliers must establish an active health and safety committee. Workers must be represented in this committee which must be consulted during investigation of safety and health issues and have the right to participate in such inquiries.

2.3 Suppliers must formally appoint a senior manager responsible for safety and health issues, including compliance with the relevant requirements of this code of ethics and the formation and communication of written health and safety policies.

2.4 Workers must not be employed in potentially hazardous conditions without regular and appropriate safety training or supervision. Training must include evacuation procedures in emergencies and first aid practices for personnel that are properly set. Adequate records of all safety-related trainings must be kept and submitted to SELJEL JELATİN SANAYİ VE TİCARET A.Ş. for review upon request. Adequate first aid services must be available to all workers.

2.5 Workplaces must be in the form of comfortable, well-lit, well-ventilated workstations. Workers must not be exposed to unsafe or unhealthy working conditions (including dangerous machinery, unsafe building structures or arrangements, hazardous chemicals and materials) and all required safety equipment must be provided by the supplier free of charge.

2.6 Factories and construction sites used by the supplier (including manufacturing and storage facilities, and office and living areas used by employees) must be safe and hygienic facilities with sufficient number of fire exits from all buildings that are safe, easy to access and clearly marked.

2.7 Living spaces, if provided, must be located in buildings separate from other buildings in the workplace and equipped with an adequate fire alarm system. In all cases, the supplier must provide clean showers, access to drinking water and appropriate food storage facilities and means.

HOURS, REMUNERATION AND BENEFITS

3.1 Suppliers must act in accordance with local legislation regulating employment, working hours, and remuneration including minimum payments, allowances and benefits (including but not limited to leaves, sick leave, childcare, maternity leave and benefits, social security) and must in no way try to avoid the legal obligations they have to workers.

3.2 Workers must be provided with clear and understandable written information about employment conditions (including wages and hours of work) before they start working, and Suppliers must always keep appropriate and accurate employment records.

3.3 Workers must not be forced to work for excessively long hours and must not work more than 60 hours per week under normal conditions and on a regular basis (including overtime). All workers must take at least one leave every 7 days and overtime work must be strictly voluntary and based on wage rates with premium.

3.4 Deductions from wages must be reasonable and relevant to the service provided for that deduction. Workers' explicit consent must be obtained for each deduction; the consent in question does not have to form an integral part of employment contracts. Use of fines as a disciplinary measure is not allowed.

3.5 Suppliers must comply with all legislation in force.

RESPECTING INDIVIDUALS

4.1 Suppliers must conduct their business by acknowledging that all individuals have the right to equal treatment, respect and dignity and to work in a workplace environment that is free from any policies of harassment, physical or verbal abuse, threats or intimidation/mobbing.

4.2 Disciplinary practices must be fair and appropriate, and they must be articulated clearly and communicated to workers. Workers must have the right to challenge disciplinary proceedings and be represented in that process.

4.3 Suppliers must not discriminate against workers on the grounds of gender, religion, race, social class, age, disability, sexual orientation, union membership, political opinion, and national or ethnic origin.

TRADE UNIONS

Suppliers must give all their workers the right to form or join trade unions and to negotiate collective bargaining agreements in a peaceful and lawful manner. Suppliers must not discriminate against workers participating in such activities. Where these rights are restricted by law, suppliers must allow alternative legal options to ensure representation of independent workers.

STANDARDS OF ETHICS

Suppliers must perform their businesses in an ethical manner. Suppliers must not seek to gain competitive advantage through dishonest/fraudulent or unethical practices, including, but not limited to, bribery, corruption, kickbacks, gifts, aids or services.

ENVIRONMENTAL STANDARDS

Suppliers must comply with the local environmental regulations in force and additional environmental standards that SELJEL JELATİN SANAYİ VE TİCARET A.Ş. may provide to them in writing from time to time. In any event, suppliers must be sincerely committed to improving environmental awareness and environmental standards (including but not limited to those pertaining to reduction of waste, increase of recycling, reduction of pollution, and increase of the use of environmentally-friendly products derived from sustainable sources). Suppliers must prepare and implement a meaningful environmental plan by which progress can be measured.

DOCUMENTATION AND AUDITS

8.1 Suppliers must implement effective systems (including assignment of an individual responsible for compliance with the rules) in order to enforce the provisions of this code of ethics by themselves and to ensure audit and documentation of compliance with them in a manner acceptable to SELJEL JELATİN SANAYİ VE TİCARET A.Ş. Within this framework, suppliers shall also require their own suppliers to audit and record compliance.

8.2 Suppliers shall keep documentary records that may be necessary to demonstrate their compliance with the requirements of these rules (or that are directly or indirectly relevant to the application of the rules) and retain these records for three years. Such records shall include a single set of verifiable, accurate and complete records of hours worked and wages paid for each employee. All this documentation must consist of original records and submitted to SELJEL JELATİN SANAYİ VE TİCARET A.Ş. for review upon request.

8.3 Suppliers shall allow SELJEL JELATİN SANAYİ VE TİCARET A.Ş. (or its representatives or agents) to access supplier's premises or facilities (and any other workplace in use by or on behalf of the supplier, regardless of whether they are under the control of, or owned by, the supplier) to check whether or not the provisions of the rules of documentation are properly complied with.

NONCOMPLIANCE

9.1 By signing a contract with SELJEL JELATİN SANAYİ VE TİCARET A.Ş., suppliers agree to comply with the terms and conditions of these rules.

9.2 Without prejudice to the provisions of the rules or to the terms of any agreement that may have been signed between a supplier and SELJEL JELATİN SANAYİ VE TİCARET A.Ş., SELJEL JELATİN SANAYİ VE TİCARET A.Ş. shall have the right, at its absolute discretion, to terminate all contracts it has signed with the suppliers, with immediate effect, in the following cases:

9.2.1 Suppliers' failure to fully comply with the basic requirements at any time; or

9.2.2 According to the reasonable determination of SELJEL JELATİN SANAYİ VE TİCARET A.Ş., suppliers’ failure to show in a manner acceptable to SELJEL JELATİN SANAYİ VE TİCARET A.Ş. that they are sincerely willing to work and make efforts towards fulfillment of all provisions of the rules within a reasonable period of time, or

9.2.3 According to the reasonable opinion of SELJEL JELATİN SANAYİ VE TİCARET A.Ş., failure by the suppliers to demonstrate to the satisfaction of SELJEL JELATİN SANAYİ VE TİCARET A.Ş. that they have sufficient clarity and transparency to ensure that their work practices are appropriately verifiable.

9.3 If SELJEL JELATİN SANAYİ VE TİCARET A.Ş. is of the opinion that a supplier does not comply with the basic conditions, or these broader rules, the supplier must take all appropriate corrective actions requested by SELJEL JELATİN SANAYİ VE TİCARET A.Ş. in order to address the matters of concern identified by SELJEL JELATİN SANAYİ VE TİCARET A.Ş.

The Ethical Trading Initiative (ETI) is an association of companies, non-governmental organizations and trade unions that works to promote, develop and improve the implementation of corporate rules of ethical business conduct, covering operational conditions in supply chains. The Base Code of Conduct contains provisions that reflect the most up-to-date and relevant international standards regarding operational practices.

2 SELJEL JELATİN SANAYİ VE TİCARET A.Ş. The Code of Ethics reflect the standards contained in the ILO Conventions and Recommendations to be enumerated now: Conventions No. 29 and No. 105 and Recommendation No. 35 (Forced Labor and Debt Bondage), Conventions No. 87 and No. 98 (Freedom of Association and Collective Bargaining Rights); Conventions No. 100 and No.111 and Recommendations No. 90 and No. 111 (Equal Remuneration and Non-Discriminatory Practices); Convention No. 138 and Recommendation No. 146 (Child Labor); Convention No. 135 and Recommendation No. 143 (Workers’ Representation); Convention No. 155 and Recommendation No. 164 (Occupational Safety and Health); Convention No. 159 and Recommendation No. 168 (Vocational Rehabilitation and Disability), Convention No. 177 and Recommendation No. 184 (Work from Home); Convention No. 182 (Elimination of Worst Forms of Child Labor); copies of ILO Conventions can be viewed on the ILO website at www.ilo.org.

3 The term 'supplier' shall be deemed to refer to suppliers, contractors and licensees.

[1] The Ethical Trading Initiative (ETI) is an association of companies, non-governmental organizations and trade unions that works to promote, develop and improve the implementation of corporate rules of ethical business conduct, covering operational conditions in supply chains. The Base Code of Conduct contains provisions that reflect the most up-to-date and relevant international standards regarding operational practices.

[2] SELJEL JELATİN SANAYİ VE TİCARET A.Ş. The Code of Ethics reflect the standards contained in the ILO Conventions and Recommendations to be enumerated now: Conventions No. 29 and No. 105 and Recommendation No. 35 (Forced Labor and Debt Bondage), Conventions No. 87 and No. 98 (Freedom of Association and Collective Bargaining Rights); Conventions No. 100 and No.111 and Recommendations No. 90 and No. 111 (Equal Remuneration and Non-Discriminatory Practices); Convention No. 138 and Recommendation No. 146 (Child Labor); Convention No. 135 and Recommendation No. 143 (Workers’ Representation); Convention No. 155 and Recommendation No. 164 (Occupational Safety and Health); Convention No. 159 and Recommendation No. 168 (Vocational Rehabilitation and Disability), Convention No. 177 and Recommendation No. 184 (Work from Home); Convention No. 182 (Elimination of Worst Forms of Child Labor); copies of ILO Conventions can be viewed on the ILO website at www.ilo.org.

[3] The term 'supplier' shall be deemed to refer to suppliers, contractors and licensees.

CODE OF ETHICS

BASIC CONDITIONS OF SELJEL JELATİN SANAYİ VE TİCARET A.Ş. (Cases of Critical Violation)

SELJEL JELATİN SANAYİ VE TİCARET A.Ş. shall not work with suppliers who do not meet its nine basic requirements. SELJEL JELATİN SANAYİ VE TİCARET A.Ş. shall have the right to terminate the contract with a supplier that is found to be not complying with any of the basic requirements. SELJEL JELATİN SANAYİ VE TİCARET A.Ş. may terminate the contract without prior notice and shall not be responsible for providing any explanation (to the supplier or third parties that have a contract with the supplier). The basic requirements of SELJEL JELATİN SANAYİ VE TİCARET A.Ş. are described as follows:

Right to free employment: Suppliers must avoid practices such as forced labor, compulsory labor, or debt bondage. Employees may not be obligated to submit their identity documents or pay deposit as an employment condition.

Right to collective bargaining and representation: All employees, without discrimination, have the right to join a collective bargaining organization of their choice or to establish representation within the enterprise.

Working conditions shall be safe and hygienic: Factories and construction sites used by suppliers must be safe and hygienic; all buildings, including lodgings and other accommodation areas, must have a sufficient number of safe and easily-accessible fire exits and workers must have access to drinking water. Workers' life or limbs must not be endangered by the use of dangerous machinery, unsafe building structures or arrangements, and hazardous chemicals. Lodgings or accommodation facilities (if such a facility is provided) must be buildings located separate from other areas of the workplace and equipped with an adequate fire alarm system.

Ban on child labor: Suppliers may not employ workers under the age of 18, or below the legally-established minimum working age (in the respective country , if over 18). Suppliers must adopt principles for remediation of the situation pertaining to underage workers, and suppliers found to be employing such members in their workforce must take appropriate measures to remedy the situation pertaining to such workers and put in place effective systems to prevent future employment of minors.

Legal salary and wage payments shall be made: Suppliers must maintain appropriate and accurate employment records, including the calculation of payments and hours worked; suppliers must be transparent and cooperative in terms of auditing of employment records.

Working hours shall be legally enforced: Employees may not be asked to work for excessive hours or without sufficient breaks.

Ban on discrimination: Employees may not be subjected to discrimination on the basis of recruitment, promotion, determination of salary, making use of possibilities of the enterprise, access to training, compensation, severance and notice pay, dismissal, social class, disability, age, civil status, marital status, membership in trade unions, political opinion, religion, language, race, national origin, gender, sexual orientation, etc.

Regular employment shall be provided: All employment relationships shall be carried out in accordance with the rules established by national and international labor norms and standards. Employees shall enjoy equal rights also in cases of subcontracting, working from home (if applicable), apprenticeship, etc.

There shall never be harsh or inhumane treatment: Employees may not be subjected to any physical or verbal harassment, threat or intimidation/mobbing policies. A complaint mechanism based on the principle of confidentiality shall be in place for all employees.

RULES OF ETHICAL CONDUCT

Compliance with rights and laws is essential.
There shall be no discrimination (on the basis of gender, language, religion, race, sect, etc.).
Privacy and personal preferences shall be respected.
Continuity and timeliness shall be observed in activities.
Love for living beings, kindness and respect are essential in relationships.
Authorities and responsibilities, job descriptions and work allocations shall be in writing, consistent and clear, leaving no room for interpretation.
Accountability is a prerequisite for callability to account.

RULES OF ETHICAL CONDUCT FOR THE MANAGEMENT

They shall serve as a role model for the improvement of corporate culture.
They shall establish good relations with all stakeholders.
Fair approach and the principle of impartiality are essential in the management.
It shall be ensured that resolutions are taken impartially and independently.
A participatory approach shall be followed in activities and resolutions.
Duties and authorities shall not be exercised in order to obtain a personal benefit.
Rights of endeavorers and informants shall be respected.
Successful studies and works shall be appreciated.
Managers shall support personnel and share responsibility in their works.
All constructive measures shall be taken against personnel who do not contribute to activities and services.
No way shall be paved for professional bigotry, and professional bigotry shall not be exhibited.

RULES OF ETHICAL CONDUCT FOR EMPLOYEES

Personnel shall know their responsibilities and do what is necessary to fulfill them properly on time.
Maximum attention shall be paid to the concept of work.
Goodwill is essential in relations between employees.
Managers and employees shall trust each other.
Employees shall be open to cooperation and information sharing with each other.
There shall be an environment where the opinions and problems of employees at all levels can be freely expressed and taken into consideration.
Managers and employees shall hear each other to the full extent.
Employees shall be given the opportunity to contact the senior management when necessary.
Employees shall not be treated with prejudice and shall be given the opportunity to demonstrate their admirable and appreciable specialties.
A constructive approach shall be exhibited in order for employees to correct their mistakes and shortcomings.
Employees shall be provided with personal/professional development and training on equal terms.
Compliance with the principles of merit and equality of opportunity is essential in career development, assignments and promotions.
Motivation-enhancing activities shall be carried out.
Employee performance shall be rewarded.
Employees shall not, for their personal interests, exhibit behaviors that would harm other employees.
Personnel shall be made to feel that they are valuable and important to the Company.
Personnel shall fairly benefit from the opportunities offered.
It shall be ensured that the personnel health is not adversely affected physiologically and psychologically.
Importance shall be placed to social events for employees.
Employees may not make untrue statements and statements binding on the Company, exceeding their authorities.
Employees may not transfer confidential information outside the Company.

All our stakeholders who encounter violations of this text should report to Sel Sanayi's ethical reporting channel for violations. Sel Sanayi Ethical Notification channel can be reached by e-mail to bilgi@selsanayi.com. In accordance with our company policy and information security principles, all notifications are kept confidential. Confidentiality rules are also taken into consideration during the examination, investigation and reporting process of notifications.