Page 22 - Code Of Governance

3. Notifications are revised and investigated. Violations and inspection results are shared
with the Committee of Ethics and Discipline. Committee submits its report to Holding’s
Board of Directors.
4. Disclosure of the notification to third parties is definitely be prohibited. It is not
permitted that any employee, who rejects behaving against codes of ethics and reports a
violation in good faith, be threatened inside or outside the office or suffer from retaliation
or something else in any way. This kind of behaviors are considered as violation of codes
of ethics and require disciplinary punishment.

5. It is of high importance that the Notifying Party is free from bad intentions such as
gossiping about the Notified Party or trying to affect his/her career negatively. Thus, it
is very crucial that notification and investigation processes are carried out in accordance
with the principles of privacy, objectivity and compliance with codes of ethics. Both
the Notifying Party and the officers who carry out the process are required to pay
much attention to this issue. Deliberate notifications having the characteristics of lie
and/or slander are considered as violation as well. Management primarily assures the
appropriate platform and efficiency for the operation of notification mechanism. On the
other hand, employees are informed about that they should assist the management for
the efficiency of notification mechanism.

Compliance and Discipline

1. All of our employees are obliged to be in compliance with the principles specified in this
Code of Governance hereby. Violation of any of these principles will lead to disciplinary
punishment.

2. Disciplinary punishment shall also be applied for;
a. the employees who deliberately hide the information on violation of these rules,

b. manager of the employee who plays a role in the violation to the extent that his/her
careless or inadequate management,

c. any manager or employee who directly or indirectly responds to an employee
reporting the violation of a rule, principle, policy or law or provokes another person to
do so,

d. any employee who deliberately or falsely blames another employee for the violation
of a rule, principle, policy or law or alleges by masquerading that there is a violation of
rules or codes of ethics.