Our company aims to achieve customer satisfaction by delivering services of universal quality and standards through the efficient use of scarce natural resources, while contributing to economic and social development.

In this context, we aspire to become a symbol of reliability, continuity, and respectability for all our stakeholders, including our customers, employees, and suppliers, on both national and global scales.

• Providing the best for customer satisfaction is our indispensable goal,
• Adhering to superior business ethics and principles of honest work is our guideline.

With the principles outlined in the Ethical Conduct Rules, our company aims to guide its employees and representatives in their decision-making and behavior while performing their duties.

We expect all our employees to exhibit attitudes and behaviors that will maintain the integrity of our corporate culture, protect and enhance the company’s reputation, and ensure the trustworthiness of its institutional structure.

All employees are obliged to comply with the Ethical Conduct Rules. Furthermore, all stakeholders are expected to adhere to business ethics rules and supporting principles.

Ensuring that the Ethical Conduct Rules are communicated to all employees, that they are given the necessary importance, and that compliance is demonstrated with effort and leadership is the primary duty and responsibility of employees in managerial roles.

 

Employee Relations
Our company values its employees and respects their rights. Within this framework:

• To prioritize job suitability as the sole criterion for recruitment and employment and ensure equal opportunities without discrimination,
• To attract the most qualified young talents and experienced professionals who will advance our company,
• To maximize the benefit derived from employees’ skills, strengths, and creativity,
• To provide opportunities and ensure equality for training, guidance, and development,
• To reward success through fair and competitive wage policies, effective and objective performance evaluation systems,
• To enhance employee loyalty to the company by ensuring equal opportunities in promotions and rewards,
• To maintain continuity in workplace harmony,
• To provide employees with clean, healthy, and safe working conditions by taking the necessary occupational safety measures,
• To create and sustain a transparent working environment that encourages mutual respect, collaboration, and solidarity,
• To strictly prohibit harassment of any kind in the workplace,
• To evaluate and respond to employee suggestions and opinions while taking measures to boost motivation,
• To protect employees’ private information and refrain from sharing it with third parties without legal obligations or the employee's consent and knowledge,
• To respect human rights as defined under the United Nations Guiding Principles on Business and Human Rights.

 

Relations Outside the Company
Our company’s relationships with its stakeholders are guided by the following principles:

Communication with Stakeholders

• To represent the company positively and enhance its reputation in the community,
• To maintain open communication channels with stakeholders, benefit from their feedback, and ensure the continuation of positive relationships,
• To avoid sharing personal opinions when expressing perspectives with the public.

 

Relations with the State

• To conduct all business activities and accounting systems in full compliance with applicable laws and regulations, and to record and report them appropriately.

 

Customer Relations

• To create value for customers by meeting their needs and expectations at the highest level,
• To provide quality services and pursue consistent policies,
• To establish long-term trust in relationships with customers,
• To refrain from providing misleading or incomplete information to customers.

 

Supplier Relations

• To create mutual value in relationships with suppliers,
• To maintain open, direct, and accurate communication with suppliers,
• To select suppliers based on objective criteria,
• To adhere to suppliers' reasonable confidentiality and safety rules during audits and visits.

 

Competitor and Competition Relations

• To refrain from agreements or coordinated actions with competitors or others that may restrict, distort, or prevent competition,
• To avoid abusing a dominant market position,
• To refrain from exchanging information or engaging in discussions with competitors aimed at determining market or competition conditions.

 

Global Responsibility

• To develop and ensure the effective implementation of environmental policies.

 

Ethical Conduct Rules Expected from Employees

The continuation and advancement of our company’s reputation for professionalism, integrity, and trustworthiness is the primary responsibility of all employees. In this context, employees are expected to:

• Always comply with the law,
• Fulfill their duties within the framework of fundamental moral and human values,
• Act fairly, in good faith, and with understanding in all relationships to ensure mutual benefit,
• Avoid obtaining unjust benefits, accepting or giving bribes under any circumstances,
• Act in accordance with relevant business ethics rules and supporting principles in all tasks,
• Avoid making statements or actions that could bind the company without explicit authorization,
• Refrain from behaviors that disturb or harm other employees and disrupt workplace harmony,
• Treat all tangible and intangible company assets, including information systems, as their own and protect them from potential loss, misuse, abuse, theft, or sabotage,
• Avoid using working hours or company resources, directly or indirectly, for personal gain or political activities.

 

Asset and Information Management

Intellectual Property Rights

• To ensure that legal processes for securing intellectual property rights for newly developed products, processes, and software are initiated and completed promptly,
• To avoid knowingly engaging in unauthorized use of patents, copyrights, trade secrets, trademarks, computer programs, or other intellectual and industrial property rights belonging to other companies.

 

Information Management

• To ensure the proper maintenance of all legal records,
• To refrain from responding to external requests for company-related confidential information without senior management’s approval,
• To show due diligence in ensuring that all disclosed statements and reports are truthful.

 

Security and Crisis Management

• To take necessary precautions to protect employees, information, and information systems from potential threats such as terrorism, natural disasters, and malicious activities,
• To establish crisis management plans to ensure business continuity with minimal losses during emergencies such as terrorism or natural disasters,
• To take every precaution to prevent theft or damage to company assets.

 

Confidentiality

• To recognize that financial and commercial secrets, competitive information, personnel rights and information, and agreements with business partners are within the scope of "confidentiality" and to act with this awareness, ensuring their protection and confidentiality,
• To refrain from sharing information and documents learned through work duties with unauthorized individuals or entities within or outside the company, for any purpose, and to avoid speculative use of such information,
• To avoid using non-public information about companies, their clients, or business partners for purposes other than those intended, and not to share such information with third parties without proper authorization.

 

Avoiding Conflicts of Interest
A conflict of interest arises when employees have any kind of benefit or personal interest that could or may influence their ability to perform their duties impartially for the company.

Not Acting on Behalf of Personal or Relatives’ Interests

• To avoid using one's title or authority to gain unjust benefits for oneself, relatives, or third parties,
• To ensure personal investments do not result in conflicts of interest with the company.

 

Participation in Representation and Organizational Invitations
Participation in events organized by individuals or institutions with whom there are or could be business relations (conferences, receptions, promotional events, seminars, etc.) that are open to public attendance requires the approval of the General Manager if these events could be perceived as influencing decision-making or are intended to do so.

 

Gifts and Giving
In relationships with private or public individuals or organizations intending to establish or maintain business relationships with the company:

• Apart from promotional or commemorative materials conforming to commercial customs and traditions, no gifts or offers that create a perception of irregularity or dependency should be accepted or made.

 

Insider Trading
Employees must recognize that attempting to gain commercial benefits by using or disclosing any confidential company information to third parties is a criminal offense and must never engage in such actions.

 

Occupational Health and Safety
Our company aims to ensure full occupational health and safety at workplaces and during work.

• Employees are expected to comply with the rules and instructions established for this purpose and take necessary precautions,
• Employees are prohibited from possessing or bringing into the workplace any items or substances that are dangerous or unlawful concerning workplace and employee safety,
• Except for items allowed with a valid medical report, employees must not possess or work under the influence of drugs, intoxicants, or substances that impair mental or physical activity.

 

 Prohibition of Political Activities
Our company does not donate to political parties, politicians, or political candidates. Activities such as demonstrations, propaganda, or similar actions for political purposes are not permitted within company premises. Company resources (vehicles, computers, emails, etc.) cannot be allocated for political activities.

 

Principles of Implementing Ethical Conduct Rules

Reporting Violations
Employees are obligated to report any violations of the Ethical Conduct Rules or laws and regulations applicable to the company to their direct manager, a Senior Executive, and/or the General Manager.

Measures will be taken to prevent such reports from being disclosed to third parties in ways that negatively affect workplace harmony or work relationships. Reporting mechanisms should serve the company's best interests.

It is crucial that reporters are free from intentions such as gossiping about or harming the career of the reported individual. Confidentiality, objectivity, and adherence to ethical principles during the reporting and investigation process are critical. Both reporters and those managing the process must exercise the utmost care and attention. Deliberate false reports or accusations will be considered ethical violations.

 

Child Employment
The employment of child labor is not permitted.
Minors under the age of 18 cannot be employed in night work or hazardous conditions. Employment of young workers under 18 is limited to non-hazardous work and only when they meet the legal working age or have completed mandatory education as per their country’s regulations.
These practices comply with the provisions of relevant International Labour Organization (ILO) standards.

 

Discrimination
No discrimination is allowed in recruitment, compensation, access to training, promotion, termination, or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership, or political affiliation.

 

Prohibition of Degrading and Abusive Behavior
Physical abuse, disciplinary punishment involving physical abuse, threats of physical abuse, sexual or other forms of harassment, verbal abuse, intimidation, or threatening behavior are strictly prohibited.

 

Policy Against Slavery and Human Trafficking
Altis is committed to ensuring that neither it nor its suppliers engage in forced labor or human trafficking. The Altis Code of Ethics emphasizes respect for human rights as a core principle expected of all employees and suppliers. It explicitly prohibits suppliers from using forced labor.

Altis reserves the right to audit supplier compliance with the Supplier Code of Conduct, with sudden, unannounced inspections in cases of significant risk. These audits typically assess compliance with the entire Supplier Code rather than solely focusing on slavery or human trafficking. Altis investigates allegations or indications of such violations promptly and thoroughly. Findings are reported to the Altis Board of Directors, with appropriate measures taken as necessary.

Altis does not continue business relationships with suppliers proven to engage in slavery or human trafficking.

 

Disciplinary Board
To better evaluate cases of non-compliance with ethical rules, implement disciplinary actions, and maintain consistency, the Disciplinary Board will be established.

The Disciplinary Board consists of:

• The General Manager (Chairperson of the Ethical Conduct Board),
• Project Managers or individuals appointed by the General Manager.

 

Disciplinary Action
Violations of the Ethical Conduct Rules are addressed in accordance with the Disciplinary Regulations.