A. SUBJECT OF ETHIC RULES
B. CONTENT AND AIM OF ETHIC RULES
1. BASIC LAW ADAPTATION
• Child Labor,
• Disabled Employment
• Workplace Safety
2.SUSTAINABALE IMPROVEMENT SUPPORT
• Enviroment Human Resources
LEGAL USE OF FUNDS, SERVICES OR ASSETS:
3. COMMERCIAL ETHICS
• Relations with customers and suppliers Fair Competition
• Respect for third party industrial property rights
4. PROFESSIONAL ETHICS
• Proper use of Company assets
• Information privacy
• Conflict of Interest
5. RESPONSIBILITY OF COMPLIANCE WITH THE CODE OF ETHICS AND NOTIFICATION OF VIOLATIONS
A. SUBJECT OF ETHIC RULES
Platinflex ; undertakes to carry out its activities by complying with all national or international laws and rules in force in the countries where it operates, Platinflex Code of Business Ethics and other procedures and instructions.
B. PURPOSE AND SCOPE OF ETHIC RULES
The purpose of the Code of Ethics is to ensure that Platinflex operates within the framework of national and international laws. These rules do not replace other rules and procedures currently in effect within Platinflex.
Not every employee of Platinflex can make contracts, take decisions or make other agreements contrary to the legislation and this Code of Ethics.
1. COMPLIENCE OF BASIC RULES
Platinflex pays particular attention to comply with the Human Rights, working conditions and environmental issues determined by the Global Compact of the United Nations Organization…
A) CHILD LABOR:
Platinflex complies with the laws and national regulations regarding the employment of children, and in any case, the employment of children under the age of 18 is strictly prohibited.
Platinflex pays attention to its suppliers and partners to show the same sensitivity.
B) DISABLED EMPLOYEMENT
Platinflex complies with the laws and national regulations regarding the work of the disabled and participates in activities that support their work.
Platinflex complies with national laws on discrimination. In particular, no candidate may be deprived of employment, internship acceptance or training opportunities in the company, directly or indirectly,
-especially pay, education, adaptation, classification, promotion, rotation, ancestry, family, wealth, philosophical beliefs, gender, sexual orientation, age, family status, genetics, political opinions, union activities, religious preferences, appearance, health problems or physical disability, possible or probable pregnancy or surname- cannot cause discrimination…
All employees have the right to work in a healthy environment free from physical and psychological harassment, which is prohibited according to the legislation and customs of the country in which Platinflex operates.
Platinflex strictly prohibits all kinds of physical or psychological harassment behavior among its employees, even if there is no subordinate-superior relationship.
All complaints about harassment will be handled confidentially. Any employee who thinks they have been harassed should immediately notify their hierarchical supervisor or the Platinflex Human Resources Management directly. An investigation and evaluation procedure will be initiated immediately about the behavior leading to the violation of this rule, and the Disciplinary Board will evaluate the situation.
E) WORKPLACE SAFETY:
Acting with the principle of respect for its employees, Platinflex undertakes to create a working environment in accordance with health and safety regulations in order to protect employee health.
Platinflex employees also undertake to act in accordance with the regulations and policies set forth by the Company. Employees about health and safety act responsibly and avoid behaviors that may pose a danger to the workplace and their colleagues, even if it is not in the current definitions.
2.SUSTAINABALE IMPROVEMENT SUPPORT
Platinflex employees see sustainable success, the company, and its reputation as an inseparable whole. Protecting them and ensuring their continuity are among the principles observed while doing business.
Product, service safety, quality and customer satisfaction are priorities in line with Platinflex vision.
In this context, it is the most important ethical responsibility of Platinflex employees to provide production and service at Company standards in order to maintain Platinflex leadership in the market.
The priority of Platinflex is to develop ways of continuous improvement in order to respect and protect the environment.
Platinflex employees take responsibility for promoting environmental awareness by adopting the Company’s environmental policies as a business practice.
Thanks to the implementation of an Environmental Management System in accordance with ISO 14001 norms, Platinflex aims to protect the environment, reduce raw material and energy consumption, effectively use natural resources and reduce waste in production, distribution, use and recycling stages. It sees all kinds of waste disposal as a loss of natural resources and tries to develop methods to prevent pollution at its source.
It is strictly forbidden to manufacture or sell products that pose an unacceptable risk to human health and the environment at Platinflex.
B) HUMAN RESOURCES
Freedom of expression and internal communication are an important value at Platinflex. In order to improve the working environment, it is committed to the development of a relationship of mutual trust at all levels, by supporting its employees to express themselves freely.
Platinflex expects to develop a responsible employer dialogue with its employees. For this purpose, Platinflex, when necessary, keeps its employees from its activities, within the limits of laws and regulations on informing and consulting employees, regardless of subordinates, news boards, plan unit meetings, social gatherings, etc. notify with.
Human Resources Functions at Platinflex support them with in-house coaching processes that leave the tradition and focus on people. Based on the fact that its most important capital is Human Resources, it adopts the principle of touching the employee, listening to their needs and caring. Based on the principle that termination is a last resort (ultima ratio), in order to win the employee, to reveal and develop the potential of the employee;
Training and gaining competence,
Having a sense of responsibility and gaining the ability to do independent work, Contributing to permanent development at all levels,
It supports its development with elements such as career development and equal pay policy.
These principles are applied for the development of all employees of Platinflex, regardless of the status and qualification of the personnel.
2. COMMERCIAL ETHIC
Platinflex, in order to continue its existence; While continuing its commercial activities profitably, it also aims to create benefits for all its stakeholders in the social and economic environment it is in.
While creating this benefit, it also considers the social, managerial and environmental factors of its commercial activities. It adopts the principle of working to provide reliable information by taking into account the current value judgments of the society as well as legal transactions.
A) RELATIONS WITH CUSTOMERS AND SUPPLIERS
It is forbidden to accept any kind of gift or bonus from customers or sub¬industrialists, even if they have a symbolic value, regardless of their form, such as money, material, service, entertainment, travel and so on.
It is forbidden to make any kind of payment, directly or indirectly, in cash or otherwise (such as bribery) to a customer representative or sub-industry, with the aim of making a deal or obtaining a commercial or financial benefit.
In any case, gifts or aids cannot be given to existing or potential customers or sub-industrialists, other than being symbolic.
For Platinflex, the selection of suppliers that provide goods or services should be based on quality, need, performance and cost criteria. It is the responsibility of every employee of Platinflex to prioritize the interests of Platinflex within the framework of the rules, to collect the best options and to obtain the best conditions, while negotiating with the supplier industry, away from friendship-based relations or discrimination criteria prohibited by the current rules.
No employee or manager, directly or indirectly, can invest or lend money to the capital, parent or subsidiary of a sub-industrialist who has relations with Platinflex.
Employees and managers cannot benefit from the same advantages applied to Platinflex for their personal needs from Platinflex sub-industrialists by benefiting from working within Platinflex.
B.LEGAL USE OF FUNDS, SERVICES OR ASSETS:
The use of Platinflex’s funds, services and assets for any illegal or improper purpose is strictly prohibited. No person or organization can take advantage of Platinflex through bribes, gifts or other means. Likewise, no domestic or foreign person or organization can accept money or benefits in violation of the legislation.
Platinflex cannot provide cash assistance or services to political parties, officials or candidates, even if it is legal to do so according to the rules of the country.
No payment may be made to any government agency for the purpose of obtaining a positive effect. It is forbidden to offer gifts, services or invitations to the employees or managers of this type of organization, as such behavior will be understood as Platinflex’s attempt to influence administrative and official decisions.
All assets, debts, receivables and other transactions of Platinflex must be recorded and preserved in accordance with accounting principles and laws.
Platinflex or its other affiliates may not hold or maintain any form of confidential or unrecorded funds or assets.
Documents containing such commercial or financial records should reflect all accounting transactions in a transparent manner. No payment which is expected or known to be used wholly or partially outside the purpose stated in the payment document, cannot be approved or realized. Whatever the reason, no false or unprovable account can be found in the books and records of Platinflex and its companies.
C. FAIR COMPETITION:
Platinflex believes in strictly complying with the rules and laws regarding competition in the European Union and other countries where it operates. There may be rules such as agreements, projects, adjustments or coordinated work on prices, regions, market shares or customers that are prohibited by honest competition laws and rules, whether written or unwritten.
Platinflex managers and employees are prohibited from signing such agreements or agreements with Platinflex competitors.
Platinflex is sensitive about obtaining information about competitors by following ethical rules. For this reason, it encourages its employees to benefit from the publicly available information of its competitors with a view to the continuous improvement of the Company’s operations.
Platinflex employees cannot engage in illegal activities while collecting information about their competitors. Integrity, which is one of the main principles of Platinflex, does not violate the information and security of its competitors in a way that contradicts its entrepreneurship and reputation.
D. RESPECT FOR THIRD PARTY INDUSTRIAL RIGHTS:
Whatever the case of necessity (risk of losing market share, possibility to develop business, takeover of an order, etc.), publicly infringing third party industrial property rights is strictly prohibited by Platinflex.
3. PROFESSIONAL ETHICS
Platinflex has adopted principles that emphasize public purpose, intellectual tradition and trusting relationships and guide employees in ethical decision¬making.
A) RESPECT FOR THIRD PARTY INDUSTRIAL RIGHTS:
Platinflex employees and managers; They are responsible for the proper use of the Company’s property, technology, computer hardware and programs, immovable property, equipment, machinery and tools, compounds, raw materials, and convertible assets, including copyrights.
For this purpose, Platinflex employees and managers:
Using their assets in accordance with Platinflex rules and procedures,
Preventing unauthorized use by a third party (including family members),
It should be used especially within the permitted areas, and only for professional purposes at home,
Keeping all passwords and codes to prevent unauthorized access to the Platinflex computer system,
Do not copy the programs, procedures, codes, explanations, presentations, trainings or programs developed within Platinflex without the permission of any authorized person,
In the event that Platinflex uses new information and communication technologies in accordance with the rules on the use of information and communication technologies, and leaves Platinflex for whatever reason (retirement, the end of the contract or any other reason), without keeping a copy, are required to return all documents containing confidential information mentioned below to the Human Resources department
B) INFORMATION PRIVACY:
At Platinflex, information regarding the private lives, performance evaluations, assignments and wages of employees is kept strictly confidential. Access to such information is reserved only by appropriately authorized persons.
Similarly, every employee has to protect the confidentiality of their data. It is forbidden to investigate such data belonging to other employees unless it is required by duty. Except for authorized persons, employees can only access information about themselves.
No employee can use or disclose confidential information of Platinflex, regardless of the source or method of obtaining, during his/her employment or after leaving Platinflex. Violation of this rule will result in legal investigations under the Labor or Criminal laws.
Especially listed below; Other sensitive data such as Platinflex’s commercial contracts, the results and terms thereof, Platinflex financial information, cost per unit, technological information, copyrights, computer programs or hardware used in normal business activities are confidential.
It is forbidden to disclose such information without the permission of Platinflex General Manager.
Persons whose contracts are ending or who are no longer affiliated with Platinflex with an employment contract are obliged to protect the confidentiality of this information.
C) CONFLICT OF INTEREST:
It is essential for Platinflex employees to prioritize the interests of the Company in line with the principle of honesty and reliability. For this reason, employees avoid getting into situations that may affect their impartiality due to their personal interests.
It is understood from the conflict of interest; situations where an employee or his/her relative will gain a personal benefit as a result of a transaction made with a person in Platinflex, or if an employee makes such a transaction with a company owned by him or someone indirectly, in which he or a relative has financial interests.
A Platinflex employee, who suspects that such a situation may occur, should go to a supervisor and clarify whether the intended purchase will create a conflict of interest.
Platinflex employees and managers fulfill their duties and responsibilities honestly.
The managerial position at Platinflex means a full-day work. Therefore, all permanent or management employees cannot have a second professional activity, cannot have or establish a business that requires their own or company time apart from the duties specified in the employment contract.
This rule; It does not cover temporary work outside normal working hours in any business owned or operated by the spouse or other family member, which is not a competitor to Platinflex.
E. RESPONSIBILITY FOR COMPLIANCE WITH THE CODE OF ETHICS AND NOTIFICATION OF VIOLATIONS
Every employee and manager of Platinflex is obliged to read, understand and apply this Code of Ethics, in case of need, other people will be reminded of these rules and principles depending on their job in the workplace. Platinflex managers will ensure that existing rules are known and implemented by all employees.
Exceptions to or arising from the principles set forth in the Code of Ethics can only be made with the written permission of the General Manager, unless otherwise stated.
VIOLATION OF RULES:
Platinflex employees are advised to talk to their supervisors or seek advice from the Human Resources Department if their behavior does not comply with the current Rules or if they have any doubts.
The personnel to be determined by the General Manager of the Company may be asked to sign a commitment to comply with the Code of Ethics during the annual evaluations.
Etik Kurallann yorumlanmasi, kapsami ve uygulamasi ileilgili olan her turlu sorular, §irket Genel Muduru’ne iletilerek insan Kaynaklari Departmanindan agklama istenir.
Violation of the Code of Ethics may result in a sanction. This can be in the form of a warning to the payee or dismissal, depending on the manner and importance of breaking the rules and depending on the laws in the country.