The Muradiye Electricity Ethics and Disciplinary Committee works to resolve issues encountered during the implementation of the policy and provides recommendations. The Committee aims to take reasonable steps, such as monitoring employees, to ensure that all parties covered by this policy act in accordance with it and to identify any inappropriate behavior.
The Ethics Committee of Muradiye Electricity Inc. consists of a Chairperson, three members, an independent member (an expert consulted if needed), and a secretariat. After approval by the Board of Directors, the Committee’s formation is communicated to all employees by the Human Resources department and begins its activities. Duties and Responsibilities of the Ethics Committee: § Investigating complaints and reports of violations of the Ethics Rules within the company, § Deciding on or ensuring decisions are made regarding investigated Ethics Rule violations, § Providing opinions and recommendations on the implementation of the Ethics Rules, § Responding to consultation requests made within the scope of Muradiye Electricity Ethics Rules, § Ensuring that the Ethics Rules are compliant with relevant legal regulations, § Informing employees about the Ethics Rules and maintaining continuous communication with them to ensure the understanding of policies and rules., § Ensuring that all new hires and existing employees read the Ethics Rules and are adequately informed about them. All employees may report questions regarding the Code of Conduct or suspected violations verbally, as well as through the communication channels of the Ethics Committee listed below. Address : İlkbahar Mahallesi 610 Sk.No:2 Çankaya ANKARA The Ethics and Disciplinary Committee carefully reviews all complaints and reports, ensures that the necessary evidence, documents, and other materials are available for decision-making, and initiates the required investigation through the Disciplinary Committee. If a rule violation is identified, the necessary measures and decisions are considered and implemented by consensus. Other documents supporting the implementation of this policy include the Muradiye Electricity Ethics Rules Handbook and the Disciplinary Regulations.
6.MAIN RISK AREAS FOR BRIBERY AND CORRUPTION ACTIVITIES
The main example risk areas where bribery and corruption activities may occur are defined below.
A: Gifts and Presents
No gifts may be accepted from customers, suppliers, or other third-party stakeholders in exchange for performing or committing to perform any business activity. Employees must not solicit gifts from customers, suppliers, or other third-party stakeholders. Gifts of cash or cash-equivalent items, such as gift cards, are strictly prohibited. Gifts exceeding the limits specified in our Ethics Rules Handbook and Gift Procedure are not allowed. Acceptable gifts may include promotional items of symbolic value distributed to everyone for marketing purposes (e.g., agendas, pens, calendars) and souvenirs given at public conferences, forums, panels, meals, or similar events. As a principle, gifts from business partners, customers, suppliers, and other third parties should not be accepted. However, gifts may be accepted if they comply with commercial customs, are given in good faith, and do not affect the objectivity of company decisions. In exceptional cases, low-value gifts that employees cannot refuse and that are necessary to maintain business relationships may be accepted. These gifts are specified in the Ethics Rules Handbook.
B: Facilitation Payments
Individuals and organizations covered by this policy are not permitted to offer facilitation payments to government authorities for the purpose of securing or expediting a routine process or procedure.
C: Donations
At Muradiye Electricity, we do not make or accept payments or provide material/non-material contributions to political parties, politicians, political organizations, their representatives or candidates, or any entity for indirect or direct facilitation of company-related activities. Employees may make donations or provide assistance personally, using their own resources, and independently of their work.
D: External Service Providers and Business Partners
As a company, we conduct due diligence before engaging with external service providers and business partners, including support services. We do not work with individuals or organizations that have negative intelligence related to bribery or corruption. External service providers and business partners are obligated to comply with this policy and other relevant regulations. The company provides guidance and information regarding this policy to these entities. Business relationships cannot be established with those who fail to comply with the rules or regulations, and any existing relationships are immediately terminated.
E: Training and Communication
This policy has been communicated to all company employees and is continuously and easily accessible via https://www.muradiyeelektrik.com/. Training sessions are organized to raise awareness and educate employees on anti-bribery and anti-corruption principles. These trainings are provided to all employees and the Board of Directors, tailored to their respective roles, and are updated and repeated as needed or in accordance with changes in relevant regulations. The Ethics Committee is responsible for preparing and delivering these trainings and may request assistance from the Human Resources department. These trainings are also included in the orientation program for newly hired employees.
7.POLICY COMPLIANCE AND VIOLATION MANAGEMENT
Employees of Muradiye Electricity are obliged to comply with legal regulations related to anti-bribery and anti-corruption, the company’s commitments including the UN Global Compact, global ethical standards, and this policy. If employees act in violation of the rules outlined in this policy, the company’s disciplinary procedures will be applied. Additionally, those who fail to comply with relevant laws and anti-corruption regulations may be subject to criminal liability. Employees cannot be subjected to any adverse treatment, such as harassment, denial of promotion, reassignment, or any other action negatively affecting their career, for refusing to participate in activities that violate this policy or for raising concerns about practices or initiatives they believe contravene the policy or ethical principles.