Business Ethics Policy

PURPOSE

This policy aims to regulate the Ethical Principles that all employees working within GMM Cable Machinery must adhere to.

AUTHORITY AND RESPONSIBILITIES

The implementation of the Ethical Principles Policy is the responsibility of all GMM Cable Machinery employees.

CODE OF BUSINESS ETHICS

• Being Respectful, Honest and Trustworthy

As employees, we must adopt the highest standards of conduct and never compromise on being respectful, honest and trustworthy in all our internal and external relationships in order to further advance GMM Cable Machinery, which is a source of pride for our country and ourselves. On behalf of GMM Cable Machinery, we must comply with the law, act ethically and honestly in all matters, be reliable, and take responsibility for every action, as we have responsibilities to each other, our customers, suppliers, business partners, and official authorities. Our company should inspire a sense of trust in everyone we interact with, and we must maintain this trust at the highest level. Protecting Company Assets We must always show the courtesy and respect required by the business environment. We must participate in collaborative work and refrain from behaviors that would disrupt cooperation or hinder the work and its operation. We must complete the tasks assigned to us and for which we are responsible on time and completely. We must not forget that ensuring our work is accurate and understandable is extremely important for our company's reputation and reliability in the market.

WHAT ARE OUR ASSETS?

• Knowledge and experience that enable us to do the right thing and be efficient,
• Working hours determined for us to do business; Our time,
• All kinds of electrical, electronic or technical devices, stationery, office supplies and other fixed assets,
• Energy and fuel used for heating, lighting, power plants and systems,
• Water,
• Paper used for our correspondence and cleaning purposes,
• Confidential information belonging to our company,
• Brands belonging to our company,
• Vehicles belonging to our company,
• Security systems belonging to our company.

Employees are responsible for using all these assets in accordance with their intended purpose and within the framework of the established rules, as well as for the protection of these resources. You may not use our assets for your own private business and interests, except for those given for personal use, nor may you allow them to be used to benefit third parties. The unauthorized removal of physical assets, equipment, products, and information from the Company is considered theft, and please note that this may result in severe penalties, including termination of employment. Privacy Confidential information; Confidential information includes, but is not limited to, information that may create a competitive disadvantage for our company, trade secrets, financial and other information not yet publicly disclosed, information regarding employee rights, personal data of our employees, customers and stakeholders, and information that we are obligated to protect under "confidentiality agreements" with third parties. The principles to be followed regarding confidential information are as follows: This information cannot be disclosed to third parties unless disclosure is required by official authorities and legislation. This information cannot be altered, copied, or destroyed. Necessary measures are taken to ensure the careful handling, storage, and prevention of disclosure of the information. Changes to the information are recorded along with their history. Confidential data includes all types of information, documents, inventions, works, methods, advancements, and patents, copyrights, trademarks, papers, data, drawings, technical drawings, ideas, specifications, technical drawings, diagrams, detailed designs, models, samples, flowcharts, computer programs, disks, all types of data-carrying devices, technology, know-how, financial and commercial information, marketing policies, pricing policies, supplier companies, customers, dealers, and experience, as well as any other innovations that may not be subject to legal protection as trade secrets, and any commercial and/or contractual relationship between the parties, whether written or oral, and especially all commercial, financial, and technical information; unless otherwise explicitly stated in writing by the GMM, it is considered Confidential Information. For confidential information that needs to be taken outside the organization, the approval of the person responsible for the information and senior management must be obtained. Confidential information is classified according to its confidentiality level, which is clearly stated in the content of the information. Company employees know the confidentiality levels of the information they obtain in the course of their duties and act accordingly. If there is any doubt regarding the confidentiality level, the next higher confidentiality class will be applied, and the opinion of the relevant manager will be sought if necessary. Employee salary, benefits, and similar personal information reflecting company policy and being personal is confidential and cannot be disclosed to anyone other than authorized personnel. Employee information is sent to the individual. Employees cannot disclose this information to others, either within or outside the company, or pressure other employees to disclose the information. Compliance with legislation regarding the Protection of Personal Data is ensured. The above ethical obligations regarding confidentiality continue for employees who leave the company for any reason, even after they leave. Information Security It is defined as all data, text, images, audio, and similar content in physical or digital format that is produced, used, transmitted, archived, or legally transferred to the company in business processes. Strategic information, organizational information, commercial/technical/financial data, customer information, policies/procedures/regulations, product and service information, employee personal information, and all other information belonging to our company are considered within this scope.

Regarding information security:

• Prioritize the confidentiality of confidential and/or trade secret information, and adhere to the principles of loyalty and secrecy.
• Protect the confidential and private information of employees, customers, suppliers, business partners, and other individuals and organizations with whom we work, and do not use this information for purposes other than business.
• Do not share the information you learn and the documents you possess in the course of your work with unauthorized persons or authorities inside or outside our company, and do not use them for your personal purposes in any way.
• Do not use the information and documents you possess after leaving our company against our company or in favor of competitors.
• Patents, trade secrets, copyrights, names and trademarks, etc. Giving importance to the protection of intellectual property.
• When it is necessary to share some information with third parties due to business requirements, ensure that this information is shared in a way that will not harm the Company (Confidentiality agreement, etc.) by informing the information security/relevant unit and obtaining approval from your senior management.
• Individual usernames and passwords should not be shared or requested to be shared.
• Remember that the email account provided by the Company is allocated for Company business and may be audited.
• Ensure that the information and documents requested by Regulatory Bodies and Independent Auditors are shared accurately, understandably, and in a timely manner, in accordance with Company practices.

In case of an Information Security breach;

Personnel who notice the breach immediately inform the ISMS Management Representative and the ISMS Unit Representative about the incident and complete the Incident Breach Form, and send it to the ISMS Unit Representative.

It communicates.

This is the stage of determining the date the violation was noticed and the date it occurred, and identifying elements that may be related to the incident. Based on the identification of elements that may be related to the violation, assessments are made regarding the incident.

The Incident Violation Follow-up Inquiry is reviewed by the ISMS Management Representative at least once a year. The results are reported at the Management Review Meeting.

Management identifies the necessary needs (training, tools, software, hardware, etc.) and allocates resources based on the report.

At this stage, the elements responsible for the occurrence of the violation are identified without any doubt, and a decision is made. The decision text will be prepared in three different formats as specified below.

Violation Personnel

If the violation originates from Güven Mühendislik personnel, action is taken according to the disciplinary definition.

In this case, it should be considered whether the breach was intentional or unintentional.

Hardware/Software Breach

If the breach is caused by a software or hardware error, a technical report is prepared and submitted to management.

Third Parties Breach

If the breach is caused by third parties, the necessary findings (such as IP address) are made and reported to management.

Information Security Incident Breach Definitions

• Unauthorized Access
• Unauthorized Access
• Privacy Breach
• Unauthorized Destruction of Information Asset
• Unauthorized Transfer of Information Asset
• Document Modification-Destruction-Withholding
• Physical Breach
• Virus / Worm
• Website Attack
• Threat / Email Bombardment
• Copyright Infringement
• Exploitation of Security Vulnerabilities
• Hardware and Software Errors

Security Incident Classification

• Conflict of Interest

If your position requires you to be involved in supplier selection or any stage of the selection process, be more careful to avoid conflicts of interest. If your spouse, relatives, or friends work for our supplier companies or business partners;

• If you have discretionary authority in business dealings with GMM Cable Machinery, companies, or organizations due to your position;
• If your spouse, relative, or friend has discretionary authority in business dealings with our Company, please share this situation with your manager, as it may be considered a conflict of interest.

Also;

• Do not succumb to pressures that may result in negative consequences for our Company, do not obtain special benefits from customers/supplier companies/business partners, and do not act as an intermediary to transfer benefits between them.
• When a conflict of interest arises between Customers/Supplier Companies, treat all parties equally and fairly, and strive to perform your duties impartially.
• Do not enter into debt-credit relationships with Customers/Supplier Companies, do not act as a guarantor for them, and Do not accept their guarantees. Please note that in order to utilize the services of employees who have left GMM as suppliers, at least 3 years must pass from the date of the employee's departure from our Company. However, if there are technological or economic necessities or valid reasons requiring their special preference, services can be utilized from the companies they have established with the approval of the Deputy General Manager, without considering this period. Please note that, except in cases explicitly stated in the purchase or training contract, employees or external supplier personnel cannot request travel or accommodation expenses to be paid by the supplier company. Participation in such travel or training organized by any supplier company is only possible if the budget is approved by the GMM management units and all expenses are covered by the Company. You are prohibited from working in another job except in permitted cases while you are employed by our Company. Furthermore; Please note that you cannot obtain any benefit in return for providing services to any of our company's clients, suppliers, business partners, or competitors for the purpose of gaining an advantage. If you are asked by any institution to give a conference or training for a fee, please obtain written approval from the Human Resources department. Regarding the acceptance of gifts, invitations, and donations: It is expected that you will act carefully, make sound judgments, and avoid situations that may create a conflict of interest when accepting gifts, invitations, and donations. In this context;
  • Regardless of its monetary value, any gift that implies a relationship that could affect impartiality and independence,
  • That would obligate the employee accepting the gift or our Company and damage its reputation,
  • Any gift, money, check, property, housing, position, free vacation, special discount, commission, rebate, deduction and facilitating payment, any movable or immovable bond, any share in real estate or property, etc., given with the aim of obtaining a benefit from the employee accepting the gift, influencing the way the employee performs their duties, or encouraging behavior contrary to the behavioral patterns in this code, is prohibited.
  • It is not acceptable,
  • Gifts of money or convertible value are not acceptable under any circumstances,
  • Any payment, cancellation of debt, release or waiver of liability or other responsibility, in whole or in part, is not acceptable,
  • A personal service, benefit or advantage such as protection from any legal or criminal penalty or incapacity is not acceptable,
  • Please note that aid and donations cannot be accepted from individuals and organizations with whom our company has a business relationship, and that information about offered donations and aid will be shared with your senior management.
  • Activities Conducted with Our Employees

  PERSONNEL PERFORMANCE MANAGEMENT SYSTEM

  With the Personnel Performance Management System (PPYS); The aim is to integrate the personal goals of employees with the goals of the organization, to support personal success, to increase the success of the organization, to evaluate the contribution of all employees in achieving the goals in a fair, systematic and measurable way, to increase the commitment of employees by determining their expectations and to increase workforce productivity by creating a motivating work environment. EQUAL OPPORTUNITY GMM Cable Machinery treats all its employees and job applicants honestly and fairly in all matters including hiring, promotion, demotion, salary increases, training and development, disciplinary actions, termination of employment contracts, and other rights, without regard to title, race, color, religion, gender, political opinion, ethnicity, marital status, pregnancy, etc., thus providing equal opportunity to everyone. DISCRIMINATION AND HARASSMENT GMM attaches great importance to creating a work environment free from all forms of discrimination and verbal/physical harassment. Managers and employees do not discriminate in any way, do not harass/violently abuse each other, and do not allow such a work environment to develop. No one is subjected to discrimination on grounds such as age, language, race, ethnicity, nationality, health status, gender, marital status, religion and sect, political opinion, philosophical understanding and belief. Sexual behavior, attitudes and contacts that are contrary to moral rules and legislation, and an individual's use of their duty or position to engage in sexual behavior, attitudes and contacts are examined within the scope of criminal law and torts, and the company acts within the framework of the Disciplinary Procedure. CORRUPTION It is the misuse of entrusted power or position for personal gain. It involves accepting, obtaining or attempting to obtain a gift or material asset as an incentive or reward in a dishonest manner. In case such a situation is detected, company employees are obliged to report this situation to senior management. The senior management, in consultation with the ethics committee, implements the necessary sanctions.

  FRAUD

  Fraud is an act of deception aimed at personal gain, such as obtaining an advantage, avoiding an obligation, or causing harm to another party, even if it does not actually result in such a gain or loss. In line with this policy, fraudulently appropriating another person's property with the intention of permanently depriving them of it is also considered fraud. In case of detection of such a situation, company employees are obliged to report this to the senior management. The senior management, in consultation with the ethics committee, implements the necessary sanctions.

  CHILD LABOR

  Child labor is the process of children working in unsuitable conditions and in a manner that may harm their development. According to the 9th principle of the United Nations Declaration of the Rights of the Child; children should be protected against all forms of abuse, neglect and exploitation and should not be the subject of any trafficking.

  Children will not be employed before an appropriate minimum age, nor will they be forced or permitted to engage in work that jeopardizes their health and education or hinders their physical, mental, and moral development. We act in accordance with the Labor Law and the International Labour Organization (ILO) agreements to which the Republic of Turkey is a party regarding the non-employment of child labor, and we ensure that our suppliers also comply with this legislation. The company reserves the right to terminate relations with other individuals, entities, or employees working on behalf of GMM who violate this policy. HUMAN TRAFFICKING AND SLAVERY As a matter of policy, GMM Cable Machinery does not enter into business relationships with any partner, supplier, subcontractor, agent, or any individual otherwise engaged in human trafficking or modern slavery. This policy applies to all individuals working for GMM, including employees at all levels, managers, interns, agents, contractors, external consultants, third-party representatives, and business partners. Reporting, detecting, and preventing modern slavery in any part of our company or supply chain is within our control and the responsibility of all our employees. Any activity that could lead to a violation of this policy must be avoided. Any employee who violates this policy will face disciplinary action, which may result in legal proceedings, including termination. The company reserves the right to terminate relationships with other individuals, entities, or employees working for GMM who violate this policy. **WORKPLACE VIOLENCE** GMM Cable Machinery will absolutely not tolerate threats and harassment, hostile or abusive language and behavior in the daily work or office environment, or in any building, office, or unit belonging to the Company. In such a situation, actions will be taken as specified in the Company's policies and procedures, ranging from termination of the employee's employment to initiating legal proceedings. Any behavior that damages Company assets is also prohibited. GMM Cable Machinery employees may not possess weapons or weapon parts in any part of the Company's buildings or units. Domestic violence often jeopardizes the safety of Company employees in the workplace. If you encounter such a situation, please inform the police first, and then our Company security units, for both your own safety and the safety of your colleagues. Also, if you think you need support on these issues, please contact the Human Resources Department.

  In case of such undesirable situations occurring within the company, they will be referred to the disciplinary committee.

  PSYCHOLOGICAL HARASSMENT (MOBBING)

  These are systematic and planned behaviors aimed at making the targeted person dislike their job, lowering their performance, and causing them to resign (Examples: criticizing the employee's private life, constantly interrupting them in public, constantly reprimanding them in front of other employees, ignoring their achievements, not including them sufficiently in their work life, not taking their opinions into account or devaluing them, reminding them of their religious and sectarian status, emphasizing ethnic and regional differences, etc.). Employees and managers in our company cannot be subjected to mobbing.

  Regarding all of these;

  • Promotion, salary, etc. Please remember that communicating your requests through internal/external intermediaries instead of reporting them to your managers/HR Departments constitutes a violation of equal opportunity. Do not engage in behaviors that lead to discrimination/harassment/violence and mobbing against the people you have a working relationship with in the workplace. It should be remembered that if no measures are taken or action is taken when such an attitude or behavior is noticed, the manager of the employee who is subjected to the violation is held responsible. Use of Addictive Substances While respecting personal preferences, the use of addictive substances is considered a serious problem threatening worker health and safety, and therefore, our Company attaches great importance to creating a work environment free from addictive substances. In the event of such undesirable situations occurring within the company, they will be referred to the disciplinary committee.
    • Our Responsibilities

    We strive to maintain our reputation at the highest level among our business partners, customers, and other stakeholders. We demonstrate the necessary dedication to fulfill our obligations within the framework of company policies, professional standards, commitments, and ethical rules.

    Our Legal Responsibilities

    We conduct all our activities and transactions domestically and internationally within the framework of the laws of the Republic of Turkey and international law, and we provide accurate, complete, and understandable information to legal regulatory institutions and organizations in a timely manner. While conducting all our activities and transactions, we maintain equal distance from all public institutions and organizations, administrative bodies, civil society organizations, and political parties without expecting any benefit, and we fulfill our obligations with this sense of responsibility. Our Responsibilities Towards Our Customers We work with a proactive approach focused on customer satisfaction, responding to our customers' needs and demands in the shortest time and in the most accurate way. We deliver our services on time and under the conditions we promised; we approach our customers within the framework of respect, honor, justice, equality, and courtesy. We carefully protect our customers' confidential information. In customer relations, no transaction can be made without the customer's knowledge, and customer vulnerabilities cannot be exploited. Our Responsibilities Towards Our Suppliers As expected of a good customer, we treat our suppliers and business partners fairly and respectfully, and we take the necessary care to fulfill our obligations on time. We carefully protect the confidential information of the individuals and organizations we do business with, as well as our business partners. Our Responsibilities Towards Our Competitors We compete effectively, only in legal and ethical areas, and avoid unfair competition. We support efforts to ensure the targeted competitive structure within society. Our Responsibilities Towards Society and Humanity The protection of democracy, human rights, and the environment; social responsibility initiatives; and the elimination of crime and corruption are very important to us. With a sense of being a good citizen, we act proactively and sensitively on social issues; we strive to play a role in civil society organizations and public service. We are sensitive to the traditions and cultures of Turkey and the countries where we carry out international projects.

    We act in accordance with the Labor Law and the agreements of the International Labour Organization (ILO) to which the Republic of Turkey is a party, regarding the non-employment of child labor, and we ensure that our suppliers also comply with the said legislation.

    Our Responsibilities Towards Our Employees

    The company attaches great importance to creating a work environment free from all forms of discrimination.

    Discriminatory behavior arising from ethnic, cultural, sexual, religious, political, and all other differences, including acts of harassment through verbal, physical contact, or behavior, is evaluated by the Disciplinary Board, which consists of the individual's immediate supervisor, the relevant director/department manager, and HR. The company adopts the principle of treating its employees equally and, within this framework: Provides equal opportunities to all candidates in recruitment and placement, Provides equal opportunities in training and development regardless of ethnic, cultural, sexual, religious, political, and all other differences, Acts fairly when applying performance criteria in promotions and salary increases. Our Responsibilities Towards Our Suppliers/Business Partners We act fairly and respectfully, as expected of a good customer, and we take the necessary care to fulfill our obligations on time. We carefully protect the confidential information of the individuals and organizations we do business with and our business partners.

    "Our Responsibilities Towards GMM Cable Machinery

    Our business partners, customers, and other stakeholders trust us thanks to our professional competence and integrity. We strive to maintain this reputation at the highest level. We provide our services within the framework of company policies, professional standards, commitments, and ethical rules, and we demonstrate the necessary dedication to fulfill our obligations. We take care to provide services in areas where we believe we are and will be professionally competent, and we aim to work with customers, business partners, and employees who comply with the criteria of honesty and legitimacy. We do not work with those who harm public morals, the environment, or public health. Güven Mühendislik Makina A.Ş. ’yi risk altında bırakabilecek karmaşık durumlarla karşılaştığımızda öncelikle uygun personele, uygun teknik ve idari danışma prosedürlerini izleyerek danışırız.

    TÜM ÇALIŞANLARIMIZDAN BEKLEDİĞİMİZ DAVRANIŞLAR

    İş Etiği Kurallarına uyum tüm çalışanların asli sorumluluğudur. Bu doğrultuda tüm çalışanların;

    • Her koşulda yasa ve düzenlemelere uygun hareket etme,
    • GMM İş Etiği Kurallarını okuma, içinde yer alan kural, ilke ve değerleri bilme, anlama, içselleştirme ve bunlara uygun hareket etme,
    • Şirket için geçerli olan genel ve işleri ile ilgili spesifik politika ve prosedürleri öğrenme,
    • Kendisi veya başkaları ile ilgili potansiyel ihlaller konusunda yöneticisine ve insan kaynaklarına danışma,
    • Kendisinin veya başkalarının olası ihlallerini ivedilikle rapor etme; bu konularla bildirimlerini isimli veya isimsiz olarak yöneticisine, insan kaynaklarına veya Etik Kurul'a yazılı veya sözlü olarak iletme,
    • Etik soruşturmalarda Etik Kurul ile iş birliği içinde bulunma, soruşturma ile ilgili bilgileri gizli tutma,
    • İşyerinde sağlık ve güvenlik konusunda şirketin kurallarıyla uyum içinde hareket etme ve emniyetli ve sağlıklı bir çalışma ortamını muhafaza etmek için akılcı her tür önlemi alma, çalışma ortamının güvenliğini tehlikeye atabilecek herhangi bir davranışı, tesisi ya da unsuru ve de küçük tüm kazaları yönetime rapor etme sorumluluğu bulunmaktadır.

    YÖNETİCİLERİMİZDEN BEKLEDİĞİMİZ DAVRANIŞLAR

    İş Etiği Koduna ve Şirketimiz Tarafından Belirlenmiş Kurallara Uygun Davranma Kültürünü Teşvik Etmek

    Başta Denetim ve Yönetim Kurulu Üyelerimiz olmak üzere tüm yöneticilerimizden, İş Etiği Koduna uymalarını, diğer çalışanlara da bu ilkelere uygun hareket etmeleri konusunda öncülük etmelerini beklemekteyiz.

    Yönetici olarak;

    • Denetiminizdeki veya size bağlı tüm çalışanların, İş Etiği Kodu ve diğer Şirket uygulamaları hakkında bilgi sahibi olmalarını ve kendi sorumluluklarını anlamalarını sağlama.
    • İş Etiği Kodu hakkında çalışanlarınız ile karşılıklı fikir alışverişinde bulunarak, önemini sık sık vurgulama.
    • Çalışanların, yapılan işin işleyişi ile ilgili sorunların yanında etik sorunlarla ilgili konularda da başvurmaktan çekinmeyecekleri, açık iletişim kurabilecekleri ve düşüncelerini rahatlıkla söyleyebilecekleri bir ortam oluşturma.
    • Çalışanlarınız hakkında herhangi bir değerlendirme yaparken İş Etiği Kodu ve GMM politikalarını göz önünde bulundurma.
    • Çalışanlarınızı hiçbir zaman işi sonuçlandırmak adına; Yasalara ve İş Etiği Koduna aykırı bir işlem yapmaları yönünde teşvik etmeyin, yönlendirmede bulunmayın ve onların bunları ihlal etmesine izin vermeme.
    • Etik olmayan işlemlerinizin ve davranışlarınızın ortaya çıkarılmasını engelleyecek girişimlerde bulunmama.
    • Yönetici olarak etik kültürün yerleşmesinden ve gelişmesinden sorumlu olmak

    SORULARA VE ENDİŞELERE YANIT VERMEK

    Çalışanlarınızdan İş Etiği Koduna ilişkin soru veya endişe dile getirildiğinde, özenle yaklaşarak konuyu dikkatle dinleyiniz.

    Durum ile ilgili tüm detayları anlatmasını ve kanıt oluşturabilecek belgelerin temin edilmesini sağlayınız, kendinizi tüm soruları yanıtlamak zorunda hissetmeyiniz.

    KOD İHLALLERİNİ DİLE GETİRMEK

    Tüm çalışanlar, etik standartların korunmasından, yerleşmesinden ve yaşatılmasından sorumludur.

    İş Etiği Kodun ihlal edildiğini tespit ettiğinizde bu konuyu hemen dile getiriniz.

    Tüm çalışanlarımız tarafından bu şekilde bir yöntem izlendiğinde, İş Etiği Kurul ve konunun muhatabı birimler tarafından konun incelenmesi sağlanarak GMM uygulamaları ve düzenlemeleri ile Yasalar ihlal edilmeden, sağlık, güvenlik ve Şirket itibarı riske atılmadan konu en uygun şekilde düzeltilecektir.

    ETİK KURALLARA UYUMSUZLUKLARIN ÇÖZÜMLENMESİ

    İş Etiği Kuralları'nı veya Şirket politikalarını ve prosedürlerini ihlal edenler gerekirse işten ayrılmalarının istenmesi derecesine varabilecek çeşitli disiplin yaptırımlarına tabi olacaklardır. Disiplin yaptırımları, uygunsuz davranışları ve kuralları bozmaya neden olan fiilleri onaylayan, yönlendiren veya bu konularda bilgi sahibi olup gerekli bildirimi uygun şekilde yapmayan kişilere de uygulanacaktır.

    ETİK KURUL

    Etik Kurul, etik kültürünü yerleştirmek ve geliştirmek, çalışanların İş Etiği Kuralları konusunda karşılaştıkları sorunlarla ilgili olarak tavsiyelerde ve yönlendirmede bulunmak ve etik uygulamaları değerlendirmek, İş Etiği Kurallarının ihlal edildiğine dair şikâyet ve bildirimleri soruşturmak ve çözümlemek ile sorumludur.

    Sorunlarınız ve bildirimleriniz için aşağıdaki e-posta ve posta adreslerini kullanabilir veya Etik Kurul üyeleri ile direkt temasa geçebilirsiniz.

    E-posta:etikkurul@gmm.com.tr

    Adres: Organize San. Böl. 18. Cadde No:18 Melikgazi 38070 Kayseri / Türkiye

    Telefon: +90 352 321 28 22

    Başkan: Mehmet Büyüksimitci

    Üye: Uğur İnce

    Üye: Hasan Yiğit

    Etik Kurul Çalışma İlkeleri

    Etik Kurul çalışmalarını aşağıda belirlenen ilkeler çerçevesinde yürütür:

    • Bildirim ve şikayetler ile, bildirim veya şikâyette bulunanların kimliğini gizli tutar.
    • Soruşturmayı mümkün olduğu kadar gizli kurallar içinde yürütür.
    • Soruşturma ile ilgili bilgi, belge ve delili doğrudan doğruya mevcut olan birimden talep yetkisine sahiptir. Elde ettiği her türlü bilgi ve belgeyi sadece soruşturma konusu ile sınırlı olarak inceleyebilir.
    • Soruşturma süreci baştan itibaren yazılı tutanağa bağlanır. Bilgi delil ve belgeler tutanağa eklenir.
    • Tutanak başkan ve üyeler tarafından imzalanır.
    • Soruşturma ivedi yöntemle ele alınır ve sonuca mümkün olan en seri şekilde ulaşılır.
    • Kurulun aldığı kararlar derhal uygulamaya konulur.
    • Sonuç hakkında ilgili bölümler ve mercilere bilgi verilir.
    • Kurulun başkanı ve üyeleri bu konu hakkındaki görevlerini yerine getirirken organizasyonun içindeki hiyerarşiden bağımsız olarak ve etkilenmeden hareket ederler. Kendilerine konu hakkında baskı ve telkin yapılamaz.
    • Kurul gerekli gördüğü takdirde uzman görüşüne başvurabilir ve soruşturma esnasında gizlilik prensiplerini ihlal etmeyecek tedbirleri alarak uzmanlardan faydalanabilir.