FSC Social Responsibility and Sustainability Policy

At AGB Kutu İmalat İthalat ve İhracat San. Tic. Ltd. Şti., conducting our operations with respect for human rights, workers’ rights, occupational health and safety, ethical working principles and the values of the FSC (Forest Stewardship Council) is one of our fundamental corporate responsibilities.

1. Purpose

Through this policy we commit to complying with the applicable social responsibility and core labour requirements within the scope of FSC Chain of Custody, to integrating these requirements into our operations, and to ensuring the continuity of their implementation.

2. Scope

This policy covers, to the extent applicable, all our employees, managers, temporary and fixed-term workers, subcontractors and service providers operating on our premises, as well as suppliers and business partners related to our FSC-scope activities.

In all our operations, applicable national legislation and FSC requirements are taken into account together.

3. Our Core Commitments

3.1. Commitment to FSC Values

We commit to acting in line with the aims and values of FSC, to avoiding any practice that could harm the credibility of the FSC certification system, and to ensuring that the claims we make under FSC certification are accurate, clear and traceable. Purchasing, production, storage and sales of FSC-scope products are carried out in accordance with the applicable FSC Chain of Custody requirements.

3.2. Prevention of Child Labour

Child labour is not permitted in our organisation. During recruitment, the age of workers is verified in accordance with legislation; no person below the minimum working age is employed.

Workers under the age of 18 are not employed in hazardous or heavy work that could endanger their health and safety, except for training situations permitted by legislation. No form of work that could harm children’s education, health, or physical or mental development is allowed. The worst forms of child labour are strictly prohibited.

3.3. Prevention of Forced and Compulsory Labour

All our employment relationships are based on voluntary participation and mutual consent. No worker may be forced to work through threats, pressure, physical or psychological violence, sexual violence or harassment, bonded labour, unlawful withholding of wages, mandatory deposits to start work, restriction of freedom of movement, retention of personal documents, or the threat of reporting to official authorities.

Workers’ personal documents remain in their own possession, and their right to leave employment is respected within the framework of legislation.

3.4. Prevention of Discrimination and Equality

Discrimination is not permitted in recruitment, assignment, remuneration, training, promotion, performance evaluation, disciplinary processes or termination of employment. No distinction is made between workers on the basis of personal characteristics that are not directly related to the job.

Workers’ personal rights and human dignity are respected. No form of harassment, mistreatment, degrading behaviour, threat or violence is accepted.

3.5. Freedom of Association and Collective Bargaining

We respect our workers’ rights, within the framework of legislation, to establish or join — or refrain from joining — workers’ organisations of their own choosing, to elect and be elected as worker representatives, and to take part in collective bargaining processes.

Workers may not be subject to discrimination, pressure or punishment for exercising or not exercising these rights. Good-faith communication is maintained with lawfully established workers’ organisations and duly elected representatives.

3.6. Occupational Health and Safety

Ensuring that our employees work under safe and healthy conditions is among our fundamental responsibilities. To this end, OHS officers are appointed, risks are assessed, protective and preventive measures are taken, necessary training is provided, and activities are carried out to prevent the recurrence of occupational accidents.

We believe that occupational health and safety is not merely a legal obligation but a fundamental responsibility towards our employees.

3.7. Compliance with Legal Working Conditions

Working hours, rest periods, leave entitlements, wages and other personal rights are managed within the framework of applicable labour and social security legislation. Workers are not prevented from exercising their legal rights.

4. Worker Participation and Communication

We support the creation of communication channels through which our employees can freely share their views, suggestions and complaints. It is essential that workers are not subjected to pressure, discrimination or punishment for reports made in good faith.

5. Handling of Complaints

Complaints received from workers, customers, suppliers or other interested parties regarding the scope of our FSC certificate are evaluated impartially and systematically.

• The complainant is acknowledged within two weeks of receipt of the complaint at the latest.
• The complaint is investigated and proposed actions are determined within three months at the latest.
• If the investigation takes longer than three months, the complainant and, where necessary, the certification body are informed.
• Necessary corrections and corrective actions are implemented for identified non-conformities.
• Interested parties are informed once the complaint has been concluded.

Records of complaints and of the actions taken are maintained.

6. FSC Management System and Traceability Commitment

We regard FSC social responsibility principles as an integral part of our FSC Chain of Custody management system. Accordingly, officers responsible for FSC implementation are appointed, duties and responsibilities are defined, the necessary procedures and records are established and kept up to date, FSC training is provided to relevant employees, and traceability is ensured throughout purchasing, production, storage and sales processes.

Ensuring that information, invoices, delivery documents and other records relating to FSC products are accurate and traceable is the shared responsibility of the relevant employees.

7. Training and Awareness

Employees involved in the implementation of this policy are provided with training and information appropriate to their duties and responsibilities. The aim is to raise awareness of FSC core labour requirements, social responsibility principles, prevention of child and forced labour, prevention of discrimination, freedom of association, occupational health and safety, and the correct identification of FSC products.

8. Suppliers and Business Partners

Our suppliers and business partners are expected to act in accordance with legal requirements, fundamental human and workers’ rights, and the FSC requirements applicable to their activities. For purchases within the FSC scope, the necessary supplier and document checks are carried out to safeguard the accuracy of FSC claims and the reliability of the supply chain.

9. Non-conformities and Corrective Actions

Where a situation contrary to this policy, applicable legislation or applicable FSC requirements is identified, the situation is recorded, the relevant product or activity is placed under control where necessary, the cause of the non-conformity is evaluated, correction and corrective action are defined, their effectiveness is monitored, and system improvements are made to prevent recurrence.

Where a non-conforming product or an incorrect FSC claim within the FSC scope is found to have reached the customer, the applicable FSC notification requirements are fulfilled.

10. Records, Review and Continual Improvement

Records demonstrating the implementation of this policy are established, kept up to date and maintained in a verifiable manner. The FSC self-assessment explaining how FSC core labour requirements are implemented in our organisation is kept current.

Our policy is reviewed and, where necessary, revised upon changes in legislation, changes in FSC requirements, significant changes in our operations, or when a non-conformity, complaint or need for improvement arises.

Continual improvement of our social responsibility and FSC performance is a core part of our management approach.

11. Communication of the Policy

This policy is communicated to our employees and supported by training where necessary. The policy is kept accessible to employees, interested parties and the FSC certification body. Top management commits to providing the resources required for its implementation and to ensuring its adoption at all levels of the organisation.

12. Top Management Commitment

As AGB Kutu İmalat İthalat ve İhracat San. Tic. Ltd. Şti., we commit to not using child labour, not permitting forced or compulsory labour, preventing discrimination, respecting workers’ rights to freedom of association and collective bargaining, providing a safe and healthy working environment, complying with FSC values and applicable FSC Chain of Custody requirements, regularly evaluating our practices and continually improving them.

This policy has been approved and put into effect by top management on behalf of all our employees and management.

EMRE SERİM
General Manager
AGB Kutu İmalat İthalat ve İhracat San. Tic. Ltd. Şti.

Issue Date / Rev. No: 01.07.2026 / R.0

References

• FSC-STD-40-004 V3-1 — Chain of Custody Certification
• FSC-POL-01-004 — Policy for the Association of Organizations with FSC
• Applicable national labour, social security and occupational health and safety legislation

For complaints and reports: info@alfagoldbox.com