01 – ENVIRONMENTAL PROTECTION AND WASTE MANAGEMENT POLICY

In our establishment, we protect the environment, prevent pollution, and place importance on preserving it by reducing our negative environmental impacts. For this purpose;

• We comply with legal regulations and strive to reduce our environmental impact.

• We take care to effectively separate our waste according to its source, groups, and hazard classes.

• We know that using hazardous substances and chemicals only when necessary and in the required amount reduces both negative environmental impacts and the amount of waste,

• By preferring materials labeled “recyclable” and “environmentally friendly” in our purchases, we contribute to protecting nature. We strive to create opportunities for reuse,

• We use single-use materials such as paper, napkins, toilet paper, and packaging only as much as necessary and take care to leave less waste in nature,

• We store waste correctly in separate areas according to their characteristics and deliver them to licensed/authorized companies without exceeding legal storage time limits, while maintaining records,

• We strive to use water, energy, and all natural resources efficiently. We share this sensitivity with our employees, guests, and suppliers.

• We measure our performance in environmental management, monitor these data against targets, and strive to improve our performance.

• We aim to train our employees on environmental issues and increase their awareness.

02 – CHILDREN’S RIGHTS POLICY

Children are entrusted to us as the future. Recognizing them as individuals, respecting their rights, and protecting and safeguarding them against all kinds of psychological, physical, commercial, etc. exploitation is our primary responsibility. To ensure this;

• We do not allow child labor in our own institutions and expect the same sensitivity from all our business partners.

• We provide environments/opportunities within the establishment that contribute to children’s development and allow them to freely express their thoughts, wishes, and feelings, and feel comfortable and safe.

• We provide training to our employees on the prevention and identification of child abuse.

• We ensure that children are under adult supervision during activities they participate in.

• We organize training sessions and support relevant projects to raise awareness about the protection of children’s rights.

• When we witness suspicious actions involving children, we first inform the hotel management and, where deemed necessary, seek assistance from official institutions.

03 – ENERGY EFFICIENCY POLICY

To protect our world from possible dangers, we use our energy efficiently and set targets to reduce our energy consumption. For this purpose;

• In order to fulfill both our responsibilities towards nature and our legal obligations, we follow national and international standards, laws, and regulations; voluntarily carry out efforts to reduce energy use and/or continuously improve our energy consumption performance, and monitor the results of our activities.

• We set targets and include energy efficiency in our training programs to ensure the participation of our employees.

• We attach importance to cooperation with all our stakeholders in order to create common goals and results in energy management. In these matters, we strive to maintain interaction with our guests, employees, visitors, and all business partners to achieve a collective level of awareness and consciousness.

• We strive to research, identify, purchase, and use suitable energy-efficient products, equipment, machinery, and technology alternatives.

• We aim to document our Energy Management System, disseminate it across all departments, update and review it when necessary, and continuously improve it.

• We assess energy risks or potential emergencies such as energy constraints and plan measures that can be taken.

04 – WOMEN’S RIGHTS AND GENDER EQUALITY POLICY

• We attach importance to gender equality in our establishment.

• We ensure the health, safety, and well-being of all our employees without discrimination based on gender.

• We support women’s participation in the workforce in all our departments and provide equal opportunities.

• We act in line with the “equal pay for equal work” policy without gender discrimination.

• We assign duties by observing the principle of equality.

• We provide the necessary environment to ensure equal access to career opportunities.

• We establish training policies and support women’s participation and increased awareness.

• We create working environments and practices that protect work–life balance.

• We support women’s participation in company management and provide equal opportunities.

• We do not allow women to be subjected in any way to abuse, harassment, discrimination, suppression, coercion, slander, etc. We are always aware of the value they add to the world and our institution and support

their presence.

05 – SUSTAINABLE PURCHASING POLICY

In line with our sustainable supply approach, we value that our suppliers/business partners;

• Have Quality Assurance Management Systems, Environmental and Occupational Health and Safety Management Systems, and internationally recognized environmental and sustainability labels/certifications,

• Ensure that their production and supply processes do not have harmful effects on the environment and comply with environmental regulations,

• Use and consume resources appropriately without harming natural life and ecosystems, and comply with hunting bans,

• Work to minimize and properly manage their waste, and offer reduced packaging or bulk packaging alternatives for products,

• Offer environmentally friendly, economical, local, ethically conscious alternatives that use recyclable or recycled materials, organic, bio, vegan products, products not tested on animals, and products free from harmful chemical components, etc.,

• Be domestic and local producers/service providers,

• Offer products/services that reflect and promote the cuisine, traditions, and culture of our country/region.

• We attach importance to these criteria and communicate this perspective to our stakeholder suppliers. Together with our suppliers, we strive to create efficient purchasing opportunities and aim to reduce the environmental impacts arising from supply processes.

06 – SUSTAINABILITY POLICY

Today, our ability to continue our lives in a healthy and high-welfare manner depends on using the resources of our world and our geography correctly, protecting and promoting our cultural heritage, and passing it on to future generations—that is, adopting a sustainable way of life.

Evergreen Seaview hotel plays an active role in giving back to the planet and society, remaining deeply committed to sustainable development and value creation. Within this scope, Evergreen Seaview hotel has identified four main focus areas for its future goals: supporting its employees, considering customers in decision-making processes, innovating together with business partners, and acting together with the local community.

In addition, Evergreen Seaview hotel has supported waste-reduction measures, local production, and recycling in food operations, and has adopted the implementation of an environmentally friendly water, energy, and waste management system in its facilities. As AKÇAKOCA HOTEL, we are infinitely proud to be part of the Evergreen Seaview hotel Family, which has been implementing sustainable development as a global strategy for many years, and we take action across all areas of our hotel in environmental, social, cultural, economic, quality, human rights, health, and safety matters for change. Within the scope of our sustainability practices and commitments;

• As Evergreen Seaview hotel, we aim to fulfill most of the commitments set for universal sustainable development.

• As of 2024, by starting to implement the international GSTC (Global Sustainable Tourism Council) Industry Criteria, we aim to become one of the hotels in the sector holding a “Sustainable Tourism Certificate.”

We are proud to share that our hotel, where we effectively implement a waste management system, obtained the “Republic of Türkiye Zero Waste Certificate” in 2024. In addition, we take great satisfaction in fulfilling all legal environmental procedures and beyond, in order to leave a clean and livable world for future generations, and in taking actions to instill this awareness in all our stakeholders. We continue to work to support our sustainability commitment stated above by implementing the following actions:

• In our hotel, we respect all differences; ensure the health, safety, and well-being of all our employees; and support their career and personal development.

• In our hotel, we take immediate action when suspicious actions involving children are observed.

• We take care to effectively separate waste in all areas according to its source, groups, and hazard classes.

• With being located in the most central area of Gündoğan, we support our guests in experiencing the surrounding areas better by taking awareness-raising actions that embrace our country’s culture.

• We pay attention to ensuring that our purchasing stakeholders are environmentally friendly, local, value ethical principles, and are domestic and local producers/service providers.

• With a sense of social responsibility, we support our neighbors and Non-Governmental Organizations and develop projects that create added value.

In this journey we have embarked on together for a sustainable world, we believe that all stakeholders have a responsibility, and we commit to taking the necessary actions for sustainable development by considering the balance between protection and use of the natural, cultural, and social resources that are the supply sources of our sector, without being limited to the activities stated above.

07 – HUMAN RESOURCES POLICY

At our core, our employees are the most important resource that makes us who we are. With this awareness, our employees’ social and fringe benefits, performance management, rewards, training and career management, and employee safety are always our priority.

Our Human Resources Vision;

To create a qualified workforce with high motivation, that protects and enhances the corporate image, highlights innovative work, values service, and sees its work as part of a whole; to prioritize local employment; and to be a pioneer in the sector and in Türkiye in integrated human resources practices aligned with promotion programs.

Our Human Resources Mission;

• To plan and train the human resources required to achieve the institution’s goals and strategies, carry out personnel processes optimally, and have highly self-confident staff who are specialized in their fields, capable of representing the institution, and able to create new approaches in their areas.

• To provide strategic support through human resources management to improve business results across the company and departments, contribute to value creation for all stakeholders by establishing and encouraging a high-performance culture.

• Our employees know what they are required to do within our management system and sustainability-related policies and practices. Their responsibilities are defined in writing, communicated to them, and necessary training and guidance are provided regularly. These trainings are recorded.

• Our employees take an active role in the development and continuous improvement of our management system and sustainability performance.

• We review and improve our system in line with feedback received from our employees.

Fair Remuneration

• Before starting work at our facilities, our employees are informed about their wages, working conditions, working hours, and when they will receive their wages.

Training and Career Management

• All our employees benefit equally from the right to training. In addition to the legal and professional trainings required by the hospitality sector, orientation trainings in line with our Sustainability Policies and Management System are provided; periodic trainings related to sustainability and work areas, on-the-job trainings, legally required trainings, and guidance support are also offered. We implement annual training plans on Occupational Health and Safety, hygiene training for kitchen/service/massage staff, water and energy saving, chemical usage rules, fire protection, first aid, etc.

• Our employees have free and open access to all our training materials.

• In career management, promotion management is carried out according to determined criteria through a personnel tracking system.

• Our hotel commits to complying with the relevant provisions of Labor Law No. 4857 and paying employees at least the minimum wage. Our hotel also commits to compliance with Social Insurance and General Health Insurance Law No. 5510 and Occupational Health and Safety Law No. 6331.

Employee and Human Rights

• Ensuring absolute employee satisfaction is a priority of critical importance. With this perspective, ensuring all workplace comfort—including legal rights, fringe benefits provided by the enterprise, work environment, psychology, self-motivation, and performance—is the responsibility of management.

• Although we employ foreign nationals, as an international hospitality business serving guests from different countries, discrimination based on nationality, race, language, etc. is contrary to both our hospitality and working principles. Therefore, all personnel procedures of employees from different countries or nationalities are carried out in accordance with legal procedures, and equal opportunities are provided to all employees regardless of any personal characteristics.

Local Employment

• Our organization has a performance system primarily based on local employment. Priority in recruitment is given to local residents.

08 – SOCIAL RESPONSIBILITY POLICY

We believe that all our employees have the right to work in conditions befitting human dignity, in a healthy and safe environment. With the awareness that our employees are our most valuable asset, ensuring and protecting their safety is our primary business objective.

Our hotel is always ready to support the implementation of the best environmental solutions beyond legal obligations, the development and widespread use of environmentally friendly technologies, and initiatives that increase environmental awareness.

In Gündoğan, where we operate, we take care to fulfill our social and environmental responsibilities towards society in harmonious cooperation with our shareholders, employees, public institutions, non-governmental organizations, and other stakeholders.

• We believe that our human resources are the most important element of sustainable growth.

• We ensure that our employees’ personal rights are exercised fully and correctly.

• We treat our employees honestly and fairly and commit to a non-discriminatory, safe, and healthy working environment.

• We make the necessary efforts for the individual development of our employees and observe the balance between work life and private life.

• We manage the environmental impacts that may arise from all our activities with a sense of responsibility.

• Within the framework of the corporate social responsibility principle, we strive for the development of our society.

• We support our employees to volunteer in appropriate social and community activities with a sense of social responsibility.

• We strive to develop approaches to ensure that all our business partners, especially our suppliers, act in the field of social responsibility and to implement these approaches.

• Within the framework of occupational health and safety, we have taken all measures for our employees and show particular sensitivity to ensuring that necessary on-the-job trainings are delivered by experts

within the annual training program.

• We act with sensitivity to the traditions and cultures of Türkiye and the countries in which we operate and comply with all legal regulations.

09 – OCCUPATIONAL HEALTH AND WORKER SAFETY POLICY

In order to protect our workplace, employees, guests, and suppliers, create a safe working environment, and ensure continuity;

• We comply with all legal and other obligations regarding Occupational Health and Safety.

• We adopt the principle that Occupational Health and Safety and improvement activities are the shared responsibility of all employees.

• We set targets to ensure participation at all levels in Risk Assessment and Risk Level Reduction activities.

• By continuously improving our Occupational Health and Safety culture, we aim to achieve the sustainable goal of “Zero Work Accidents.”

• We share the work we carry out within the scope of occupational health and safety with all our employees and our environment in order to be a pioneer and role model.

10 – CULTURAL SUSTAINABILITY POLICY

Presentation of cultural heritage: Our hotel respects the intellectual property rights of the local community. Authentic elements of traditional and contemporary local culture are incorporated into our cuisine, design, and decoration.

Artifacts: Our hotel does not buy or sell historical or archaeological artifacts, does not mediate their trade, and does not display them.

Promotion of sustainable local gastronomy: Our hotel prioritizes the promotion and consumption of local products. In all its activities, it implements innovative and creative practices to ensure sustainability in gastronomy.

11 – QUALITY POLICY

On the path to achieving our vision;

• To welcome guests at the highest level and be a leading organization in the sector,

• To establish our corporate philosophy together with all our staff, ensure continuous improvement, trust in the workplace, and provide services that exceed guest expectations,

• To provide services in compliance with national and international legislation and requirements, showing due diligence through a preventive approach to food safety risks,

• To be an exemplary enterprise for all other organizations in our country and create value,

• To minimize all risks that may endanger the health, life safety, and occupational safety of our guests and employees and prevent accidents,

• To make quality measurable, ensure continuous system improvement, and establish unity between employees and management by setting targets,

• To create environmental awareness together with hotel management and staff and leave a cleaner, healthier, and safer environment for future generations are among our primary quality objectives.

12 – ANTI-HARASSMENT AND ANTI-DISCRIMINATION POLICY

At Evergreen Seaview Hotel, individuals of different races, languages, genders, forms of worship, skin colors, sexual orientations, nationalities, beliefs, disabilities, ages, and opinions work together in harmony. Any discrimination and/or harassment by any employee, manager, consultant, guest, student, invitee, supplier of goods and services, or non-employee is not tolerated. The hotel respects the individual rights and cultural differences of its employees. Any behavior that directly or indirectly constitutes discrimination or harassment is strictly prohibited.

Such behaviors include;

• Any verbal, physical, or sexual approach not approved by the other party, unjustifiable physical contact, offers, or touching,

• Comments regarding a person’s race, gender, nationality, sexual orientation, religion, disability, or any other characteristic related to their personal appearance, body, or lifestyle,

• Statements or threats implying, associating, or logically leading to an implication of a connection between an employee’s employment status, promotion potential, salary status, or evaluations and allowing sexual harassment,

• Displaying obscene or discriminatory graphics, cartoons, drawings, or photographs in the workplace related to race, gender, nationality, sexual orientation, religion, disability, or any other personal characteristic,

• Explicit stories, jokes, insinuating remarks, or comments related to race, gender, nationality, sexual orientation, religion, disability, or any personal characteristic,

• Any emotional and/or physical relationship involving an employee with another employee, or between a manager and an employee, that goes beyond the manager–employee relationship and results in favoritism compared to others, attempts to engage in such a relationship, indicating intent, or behaviors that could be interpreted as such,

• Verbal assaults,

• Mobbing (bullying): Unjust accusations, humiliations, general harassment, or emotional abuse carried out collectively by a group rather than an individual against a specific person.

Retaliation

No employee, job applicant, or any person may be subjected to restriction, interference, coercion, or retaliation for seeking advice regarding a sexual harassment matter, filing a sexual harassment complaint, or serving as a witness or panel member in a sexual harassment investigation, provided it is done in good faith. Acts of retaliation are considered violations of the Hotel’s harassment policy and are handled accordingly. Individuals found to have made malicious and unfounded accusations are subject to investigation/disciplinary action in accordance with the Disciplinary Regulations.