This handbook is intended to share the Ethical Code of Friterm Family. We think that when these rules are understood and adopted by all stakeholders, it shall create a business environment conforming with our ethical approach. We expect that the principles included in the handbook shall provide a guide for the Friterm family so that they act as per the ethical rules. Within this respect, in addition to the principles written in this handbook, information on the guidelines applicable for human resources application are also available with its content supporting the subject.
2. Our ethical principles
Friterm has been committed to be sensitive for ethical values from the day of its establishment. Friterm has accepted and signed the principles of Industry Business Ethics which has been prepared with the cooperation of ISKAV Foundation and Industry Associations.
These ethical principles are issued as KRL.51.001 ETHICAL RULES THAT WE SHALL COMPLY IN OUR WORK on 24/09/2004. Our ethical principles apply for all FRİTERM, FRT employees, and employees FRİTERM affiliates abroad, agency offices and the sales network. Relevant document is provided on the last page of our ethics handbook.
As a founding member of Ethics and Reputation Association, Friterm has declared that it shall apply the rules described in the Membership Statement of Ethics and Reputation Association. It also declared our support on the 10 basic principles that create the essence of the United Nations Global Compact. Therefore, we expect our employees to refer to the guidelines for being integral, respectful and just in their methods of business. Thus, our personal reputations and as a result of these personal gains, our corporate reputation shall be maintained and developed.
Our guidelines are as follows.
2.1. Principle of Integrity/Transparency
Friterm employees act decently and comply with the ethical rules. They do not involve in, support or overlook corruption. They do not involve in bribery. They do not accept unfair competition. They expect all parties they work with act as per the same values.
Friterm employees do not attempt to conceal or relieve their fault. They take the responsibility for their faults and try to compensate them as soon as possible. They aim to make the correct things and having them performed.
2.2. Principle of Confidentiality
Confidential information can be defined as information pertaining to the company and not known by third parties, that can cause damage to the company and/or its stakeholders or provide benefits to the others; as subjects within the cover of financial, strategical, technical, trade, employee personal rights issues, confidentiality agreements with third parties and similar information.
Friterm ensures that information pertaining to all of its stakeholders are protected. These information are only shared with relevant people within the cover of specified authorizations. Commitment to the principle of confidentiality applies as delicately after the end of business relationship besides the term of this relationship. Our employees return the confidential documents, including electronic copies, confided to them when their assignments are over.
2.3. Principle of Respect to Human Rights
Friterm believes in and supports the individual rights and freedom. There is no discrimination on ethnicity, colour, sexual orientation, nationality, economic status, religion, beliefs and other similar subjects. There is no sexual discrimination on wages and assignments. This principle applies to all our relationships.
Friterm provides a healthy and safe working environment. This environment is maintained with improvements and work that shall minimize the risks are executed.
Private lives and personal spaces of employees are respected in Friterm. Communication between persons are not violated by non-involved parties.
We respect that Friterm employees act as sensitive as a pioneer in social issues with the conscience of being a good citizen; and we respect the right of employees to attend political activities, but we expect them not to involve the corporate identity to their personal attitude. We support that Friterm employees serve in non-governmental organizations.
2.4. Principle for Legal Compliance
As Friterm, we act as per the legislation we are bound. We predicate on the integrity and compliance to laws for financial and trade records. If there is any legal doubt for any work to be performed, the issue shall be consulted to legal, financial and technical consultants, and relevant department managers, executive committee, Ethics Committee or Board of Management shall be informed on the issue.
2.5. Principle of Responsibility Against Stakeholders
2.5.1. By Our Employees to the Company
Our employees shall avoid any conduct that may harm the image and reputation of their company. Our employees shall serve, perform their duties as per the code of conduct and work devotedly as required.
Our employees shall use the inventory, tools and equipment of the company as intended and avoid wasting, and they shall not use the resources provided by the company for their personal affairs. They ensure that company assets are used efficiently throughout business hours, and use all assets of the company for business purposes only.
Information is one of the most critical categories of assets. To ensure that informational assets are protected as per their importance, value and sensitivity, all employees are responsible for acting as per the internal "Instructions on Usage of Computers, Servers and Peripherals."
2.5.2. By the Company to the Employees
We act openly and fairly against our employees. We assume a dynamic business manner that aims continuous improvement. We try to provide training, economic and social well-being of our employees in the highest level allowed by the competition and company resources. We respect family and private life. We act sensitively against the requirement for performing hobbies and socializing, and support these as much as possible.
Attitude and behaviour that may be called as “mobbing” by anyone against anyone cannot be accepted. Most severe sanction as required by law shall be applied against these.
We maintain strong communications with our employees, try to assign them to the most suitable functions and express our expectations clearly and share these with the employees.
We comply with the personal rights as required by law; and also provide training and development opportunities for our employees.
2.5.3. Relationships with Group Companies
Friterm is a whole with FRT brands, its affiliates abroad, its agencies and sales network.
Our group companies act as per this responsibility in order to protect this whole.
Internal relations within the group are based on the principles of transparency, mutual dialogue and persuasion and “win-win” principle.
2.5.4. Relations with customers
We protect customers' information as sensitively as the company's own information. We behave as caring, honestly and fairly against all customers to ensure highest level of customer satisfaction and loyalty.
We listen to the demands and expectations of the customers and develop customer-oriented processes, products and services according to these points.
We act as pro-actively against the customer demands.
We approach all customers on the same grounds; we do not offer benefits such as unfair promotions, marketing assistance etc.
2.5.5. Relations with the Providers
We believe that goods and services offered by the providers directly affect the quality of goods and services produced by the company itself; and in this context, providers are selected amongst businesses that offer the required quality and standards, and they are considered as business partners.
We behave fairly and with respect to the current and potential providers, and exercise due diligence to meet mutual liabilities in time.
We protect the classified information of the providers we work with.
We ensure that providers, agents and subcontractors are informed on Friterm Code of Conduct. We support them on Ethical Infrastructure.
We inform them not to offer gifts to Friterm employees that may affect their decision-making qualities adversely. (Also refer to: “Rules on Offering and Receiving Gifts”)
We act to prevent any impression that indicate a mutual benefit relationship with third parties while the employees are conducting their relations with the providers.
2.5.6. Relations with Shareholders
We avoid applications that may compromise sustainability while executing and finalizing activities that may conclude company's goals.
We observe for the rights of our shareholders with priority. We aim to create a value for each shareholder.
We act in the context of financial discipline and accountability; we provide correct, comprehensive and understandable information in time on financial statements, company strategies and investments. Company is inspected by independent auditing firms, and the report is submitted to the shareholders.
2.5.7 Relations with the Government
In all our activities, we comply with all National Legislation we are subjected to, especially the laws of the Republic of Turkey as well as the International agreements and regulations the Republic of Turkey is a party to.
2.6. Principle of Quality and Continuous Development
Our principle is to provide highest level of customer satisfaction. Quality of our products and services are assured by Friterm. All of our departments are responsible for customer satisfaction. We evaluate and assess customer satisfaction by hard data. We organize internal and external surveys, and offer concrete solutions for the expectations.
2.7. Savings Policy
Preventing waste in the usage of resources and paying attention to economy is one of our essential principles. We observe this principle for the decisions on business and for the internal audits performed.
Friterm employees aim to use their time effectively in business hours. They prevent repetition of the same work by different departments or persons.
2.8. Principle of Competition
Our goal is a fair and ethical competition within the context of competition law and ethical rules. We avoid unfair competition. We do not support initiatives aimed at limiting or restricting the competition, and we compete with our competitors in a sporting behaviour.
We support and attend to the activities aimed at development of the industry and observing its interests, and at the strengthening of the sense of trust.
2.9. Principle of Environmental Health
We are an environmentally-conscious, innovative organization that develops its system in this direction with continuous improvements, and that feels the responsibility of protecting the environment. Conscious of the fact that our natural resources are not unlimited, we care for saving energy.
We specify corporate goals to ensure our employees keep the environment clean and protect the environment.
All Friterm employees act with the sense of responsibility for the environment, and care personally for the cleaning and protection of work or activity areas.
We aim to use methods that would minimize the adverse effects of waste and products on the environment. We devise projects for reusing of waste material.
We execute our manufacturing activities by choosing the method, technology and raw material that has less impact on the environment. We act with more care than required by legislation on environmental health.
2.10 Principal Of Social Responsibility
We try to participate in non-governmental organizations, non-profit services for the activities proper for these subjects.
We refrain from non-ethical conducts such as bribery, corruption, misconduct etc. meticulously; and support national and international efforts of elimination of such offence.
We exhibit an active conduct considering the benefit principle in important issues that has public effect.
Friterm does not sell products to nuclear facilities, to projects that include abuse of animals. In case of doubt in such issues, the issue is submitted to the executive committee so that it shall be assessed by the management of the department.
3. Our Human Resources Applications In Line With Our Principles
3.1. Our Order of Work
All Friterm employees, including trainees, are insured as per the Social Security Law as of their date of recruitment. Employment of uninsured employees is strictly prohibited.
b) Work Hours
Provisions of applicable Work Law and relevant regulations are applied for the monthly, weekly and daily working hours. There are two work orders, specified as shift work and non-shift work in the workplace. Distribution of monthly, weekly and daily work hours to days, start and end times of daily work periods, and breaks are determined by the employer.
c) Company Inventory
It is the personal responsibility of each of our employees to use machines, installations or other goods and materials offered to our employees, whether or not belonging to our company, correctly and without causing a damage.
All Friterm employees are expected to display the required care for their appearance as a representative of Friterm. It is obligatory to use work clothes and protection equipment required for occupational safety as per the quality of the work and the provisions of the legislation.
e) All Drugs Such as Alcohol and Cigarettes
Friterm employees are expected to display maximum sensitivity on harmful substances to their and society's health. Therefore, alcohol and cigarette consumption in our offices and production and entering the work and working as drunk are prohibited.
f) Receiving Gifts from Third Parties
Accepting and offering gifts that shall affect decision about work, and that may provide personal, financial or non-financial benefits are against the ethical values of Friterm and they are considered as a fellony. However, small gifts for advertisement purposes, related with the work and within reasonable bounds may be accepted. When a Friterm employee is offered a gift or grant that may be considered to provide benefit, that gift or grant shall be brought to company's disposal and conduct as subject to company management is determined. This conduct may be transfer of such grant to Friterm company, a charity organization or returning it to the person who has given the gift/offered the grant.
g) Financila Relations Between Employees
No Friterm employee shall enter a relationship such as debtor, debtee, tenant, landowner, warrantee etc. with his superiors and subordinates.
h) Retirement Age Limit and Working Conditions
All our employees in Friterm are entitled to be retired as per the provisions specified in Social Security Law. Friterm Board of Management is authorized to make extensions for critical functions. Upper limit of employment age is specified as 52 (fifty-two) for blue collar staff and as 62 (sixty-two) for white collar staff, who has been retired and working in the company, other than the members of board of management. Extension of work period for the employees who have exceeded this limit is only possible with the approval of Friterm Board of Management.
ı) Military Service
Relevant provisions of Labour Law are applied for staff summoned for active service or staff mobilized for any reason other than active service (precautionary service) such as manoeuvre etc. Staff, who has completed his active or precautionary service, may be re-recruited if there are vacant positions and if the personal record of the staff is suitable when he applies to the work place again within six months of his discharge.
j) HSE Trainings
Friterm employees, including trainees, are not allowed to start work without completing their HSE training. Temporary workers in Friterm and visitors are not allowed to manufacturing areas without taking HSE training.
Rules determined by company management, procedures and principles, and relevant articles of laws are applied during the recruitment process of an employee to be recruited.
While recruiting relatives of the customers and providers, it shall also ensured that offered positions shall not create a conflict of interests and the applicant has an experience and profile that may be compared with all applicants and that he/she may be selected without this reference. In such recruitments, General Manager of the company shall be informed about the relations with the customer or provider and asked for written approval.
3.3. Wages and Payments
Salary of the staff working on monthly salary is determined by the General Manager, Department Manager and H.R. Manager as per the Work Assessment Factor considering the qualities of the work and the staff to be recruited without affecting the current average wage of the company.
Wage assessment are performed annually considering the inflation rate, personal performance, annual corporate realization rate of sub goals related to the main goals and the current market rate. New wage lists created are submitted to the approval of Board of Management. (See: Performance Management Procedure)
b) Overtime (for blue collar staff)
Employer may require overtime when he/she considers to be necessary. Our employees accept to comply with the overtimes that shall be applied as per the provisions of Labour Law in advance. In order to work overtime, immediate officer shall provide approval in advance. Without this approval, time spent in company does not count as overtime.
Overtimes are submitted to H.R. Department as approved by Department Managers with the shift lists or overtime forms.
H.R. staff follow up the overtimes with these documents from the scorecards. After checking the scorecards of overtimes, overtime wage is realized pursuant to the approval of forms by the H.R. Manager.
Premiums for Friterm employees with a total amount of 2 salaries per year are calculated in June and December based on actual work days for six months and paid in two equal installments.
3.4. Our Written Rules to be Observed
We expect available principles that may be accessed from the company's common controlled document folder are observed.
3.5. ANNEX 1 Code of Conduct that shall be applied in our work KRL.51.001