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Kalabalık Hastane Bahçesi

Human Rights Policy

 Human Rights Policy


1. Purpose and Scope

THERA Bilgi Teknolojileri LTD. ŞTİ (“THERA”) adopts an understanding that respects human rights for its employees and all stakeholders with whom it has business relations, in the fields it operates, with its efficiency and sustainability-oriented approach, and aims to observe basic human rights throughout the society. As a signatory to the United Nations Global Compact, it oversees compliance with the Principles of the Convention. In this context, THERA has created the Human Rights Policy (Policy).

  • The Universal Declaration of Human Rights and International Labor Organization (ILO) Conventions, United Nations Global Compact, United Nations Business and Human Rights Principles, OECD's Guiding Principles for Multinational Enterprises form the basis of the policy.

  • The policy covers primarily employees, business partners, and suppliers. THERA conveys the rules specified in the Policy to its employees in annual trainings. In order to encourage its employees as well as its business partners and suppliers to act in accordance with the principles in this Policy, it informs the Policy and includes it in the contracts.

  • The policy has been adopted by the Board of Directors   as of June 10, 2022 and has been put into effect.


2. Principle, Commitment and Related Practices

Within the scope of the policy, THERA ;


2.1  Respect for Human Rights

In accordance with the Universal Declaration of Human Rights, it respects universal human rights in the countries where it operates and aims to prevent human rights violations. In addition, it respects the rights of indigenous peoples in the countries of operation by referring to the United Nations Declaration of the Rights of Indigenous Peoples.


2.2   Equal Opportunity, Respecting Differences and Diversity

Gender, language, religion, race, ethnicity, sexual orientation, nationality, age, pregnancy, marital status, union membership, political opinion and similar issues among employees in human resources processes such as remuneration, recruitment, personal and professional development, and in the business environment. It exhibits an equal attitude without discrimination depending on the subject and does not tolerate discrimination in these matters. While executing its approach towards employees with the principle of right person for the right job, it manages processes transparently depending on the qualifications, experience and performance of the employees. It respects diversity, which is an important element of organizational structure.


2.3   Right to Collective Bargaining and Freedom of Association

Respects employees' right to collective bargaining and freedom of association.


2.4   Freedom of Expression

It adopts the principle of preventing any situation that may hinder employees' right to freedom of expression in the business environment.


2.5   Healthy and Safe Operation

It considers providing all employees with the conditions and work environment in which they can work with confidence and satisfaction among its priorities, and acts in line with the goal of "zero accident" in all its activities. Oversees full compliance with international principles and national laws and regulations regarding OHS; is committed to providing good practices beyond legal obligations.


2.6   Preventing Abuse

It does not tolerate incidents such as ill-treatment, intimidation and harassment in the business environment.


2.7   Forced Labor and Human Trafficking

It strictly prohibits forced labor and human trafficking.


2.8   Child Labor

It prohibits child labor in line with the principle of not employing child labor as set forth in the Declaration of Fundamental Labor Principles and Rights of the International Labor Organization.


2.9   Criminal Acts

It does not take any initiatives that may result in a crime or violation of rights in the countries where it operates. In this regard, it expects employees to show sensitivity in the same direction.


2.10   Stakeholder Feedback

It gives importance to the feedback and opinions of the stakeholders about the policy. Policy-related feedbacks and possible policy violations and non-compliances are reported via


3. Compliance, Monitoring, Audit and Reporting

  • Human rights policy responsibility rests at the highest level with the CEO/General Manager.

  • The Director General is responsible for the oversight of the determination and operation of notification, review and sanction mechanisms in case of non-compliance with the human rights policy, rules and regulations.

  • THERA identifies the possible human rights problems that may arise in its activities and the groups that will be most affected by these problems, and tries to reduce and prevent these effects in case of a negative impact on human rights. If human rights are at risk, necessary measures are taken by contacting the authorities.

  • In order to report violations of compliance with the Policy, a system is established in which the identity of the whistleblower is kept confidential.

  • The policy is reviewed annually by the Ethics Committee and the implementation of the policy is monitored. In case of feedback from stakeholders, the Board quickly takes action and reviews the Policy.


4. Resolution of Policy Non-Compliances

  • Within the scope of the policy, formal and informal complaint mechanisms are developed to compensate for the rights violations committed by THERA.

  • If the Ethics Committee deems necessary, it can seek expert opinion and benefit from experts by taking measures that will not violate the principles of confidentiality during the investigation. All information and documents requested by the Ethics Committee during the investigation are given to the committee. All employees are obliged to assist the Ethics Committee in this regard.

  • No retaliation is made against any employee who raises concerns within the scope of the policy, and notifications are handled through processes that protect confidentiality. Failure to comply with the Policy may result in disciplinary or criminal action.

  • THERA declares that it has set a target of 98% compliance with the Workplace Rights Policy by 2023.


5. Enforcement

The policy takes effect from 10 June 2022.


6. Public Disclosure

The policy has been shared with the public in Turkish and English. It is obligatory to disclose the Policy to all stakeholders, including all employees, and to the public. The same obligations apply in case of any change in the Policy.

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