Believing in the determining factor of the human element for the realization of company goals, we have established our human resources policy within the framework of a “people first” approach.
In this context, our core human resources policy is to increase our productivity along with the motivation, job satisfaction, and happiness of our employees through systems and practices that provide opportunities and contribute to their development.
To develop our human resources by implementing modern Human Resources systems and to become a company preferred by a qualified workforce.
By valuing people and acting with the awareness that our employees are our most important capital, our vision is to develop our human resources, prepare them for their career goals, and ultimately provide the greatest support in achieving company objectives with successful employees.
Within the framework of the “People First” approach;
Ethical Principles and Codes of Conduct have been prepared to serve as a guide for our employees and stakeholders in the duties they perform and the decisions they make while representing Sunar Un ve Yem*. The ethical rules observed here must adhere to the highest standards.
Sunar Un ve Yem employees fully implement the written or verbal orders given by their supervisors during their work, taking into account all procedures required by laws and internal company regulations.
Employees shall focus solely on their duties at the company during working hours and perform their tasks with care, diligence, and in the most efficient manner. Employees must conduct their business relationships within a hierarchical order, protect the company’s interests, and refrain from any behavior that could be harmful to the company.
Sunar Un ve Yem employees do not engage in political or religious propaganda within the company. They do not force their colleagues to become members of any community. They shall not collect money from their colleagues under any circumstances without the knowledge of Human Resources. They do not seize the belongings of their colleagues, whether notified or unnotified.
Sunar Un ve Yem employees comply with working hours. Employees use the machinery, equipment, tools, and materials required by their duties meticulously and ensure that solutions are found by reporting any problems related to them to their immediate supervisors and relevant parties. They do not use company-owned machinery, equipment, tools, or materials for private purposes. Furthermore, while performing their duties, employees comply with the legislation regarding occupational health and safety and the Sunar Un ve Yem OHS Policy.
In the event of any health issues, employees shall apply to the nearest health institution and inform their Immediate Supervisor, the Workplace Physician, and the Human Resources Department regarding their current health status. The confidentiality of employees’ health information is protected by **Sunar Un ve Yem. Employees are responsible for the accuracy of the health reports and other information they declare during the recruitment process. Any missing information or falsification in a health report will strictly not be tolerated; in addition to the penalties to be imposed by the Disciplinary Board, legal action may be taken.
No Sunar Un ve Yem employee shall use narcotics/stimulants or consume alcoholic beverages within the workplace boundaries. They shall not engage in behaviors and/or statements that encourage consumption. Otherwise, they will be referred to the Disciplinary Board.
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All Sunar Un ve Yem employees and stakeholders display attitudes and behaviors that will ensure and protect the integrity of the Sunar Group’s corporate culture. They protect and enhance the prestige of the Sunar name, as well as the reliability and reputation of the corporate structure.
All employees and stakeholders exhibit transparent, honest, equitable, well-intentioned, and understanding behaviors.
Sunar Un ve Yem employees provide fair and high-quality service to customers and other individuals with speed, ease, and courtesy, provided they do not deviate from honesty, honor, and dignity. They take care to get along well with their colleagues, keep their environment clean and protected, dress in accordance with the corporate culture, and remain well-groomed.
All Sunar Un ve Yem employees and stakeholders only make promises and commitments that they can keep.
All employees and stakeholders read, correctly perceive, and implement Sunar Principles and Values, the Corporate Social Responsibility Policy, and the Sustainability Vision.
In light of the Sustainability Vision, the principle of conservation in all matters is adopted by all personnel.
Contributing to sustainability and being a responsible citizen is essential in all activities both inside and outside the company.
The matters for which Sunar Un ve Yem employees are authorized to take action on behalf of the company are clearly stated in the instructions provided in their job descriptions and other internal regulations of the company. Sunar Un ve Yem employees do not use powers not granted to them and do not exceed the limits of their authority.
Sunar Un ve Yem employees and stakeholders do not use the Sunar identity and power for personal gain.
Only employees with the right to represent the company and departments determined by the Board of Directors and/or the General Directorate may speak, conduct interviews, or give statements about the company, provided they obtain the final approval of the Chairman of the Board and provide complete and accurate information about the content. On platforms where opinions are expressed representing the company, they shall share company views in line with company strategies and policies, rather than personal opinions.
Giving statements to any media outlet, conducting interviews, or participating as a speaker in seminars, conferences, etc., is subject to the approval of the Chairman of the Board. No personal interest or gain shall be pursued in these activities under any circumstances.
Integrity and honesty are essential in all our business processes. Sunar Un ve Yem employees comply with the laws of the Republic of Turkey and the rules of international law in their activities inside or outside the company.
Authorized Sunar Un ve Yem employees are obliged to provide accurate, complete, and understandable information to all legal institutions and organizations of the state and stakeholders upon request.
All Sunar Un ve Yem employees and stakeholders take care to protect the confidentiality of information both in their own work and in mutual exchanges, and they do not share company information that could be considered a secret with third parties.
All employees and stakeholders are obliged to protect Sunar’s R&D information, trade secrets, assets, and interests. If there is uncertainty about whether information is confidential, it must not be shared with third parties.
All Sunar employees respect and protect the intellectual property, confidentiality, and ownership rights of their stakeholders.
Sunar Un ve Yem employees and stakeholders do not use their current positions to provide benefits to themselves, their relatives, families, or other third parties.
Sunar Un ve Yem employees do not incur debts or provide guarantees beyond their financial capacity. Regardless of the amount, they do not borrow money from company customers or subordinates and do not use these individuals as guarantors for themselves.
Full-time Sunar employees do not engage in activities that would require them to be considered “Traders” or “Self-Employed” professionals, nor do they serve as board members or auditors in other companies. However, they may carry out such activities with specific written permission from the Chairman of the Board.
Sunar Un ve Yem employees and stakeholders do not request or imply a request for gifts from other companies and individuals with whom the company has a relationship. They do not accept gifts, money, checks, property, free vacations, or special discounts that would put the company under any obligation. Gifts other than money, checks, or property that fall within the limits of courtesy are delivered to the General Coordination department after informing the immediate supervisor. The General Coordinator acts with the knowledge of the Chairman of the Board.
Receiving, giving, or offering bribes and/or commissions is unacceptable under any circumstances.
Equal opportunities are provided to everyone at Sunar Un ve Yem. Discrimination is not permitted on the basis of age, race, belief, skin color, gender, language, nationality, marital status, pregnancy, political opinion, disability, or religion. This policy is applied to recruitment, promotion, termination of employment, layoffs, leaves, compensation, and all other matters.
No Sunar Un ve Yem employee is permitted to engage in any form of harassment. Harassment includes unwelcome sexual advances, requests for sexual favors, and all other verbal or physical conduct of a sexual nature. Harassment also encompasses the intent or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Therefore, attempting psychological violence or mobbing against a colleague is also evaluated within the scope of harassment acts.
All Sunar Un ve Yem employees and stakeholders are obliged to comply with the ethical principles and codes of conduct. When exposed to or witnessing situations and practices that contradict these principles and codes, they should primarily apply to their immediate supervisor, their highest-level supervisor, and/or the Human Resources Department, depending on the situation. In cases where Sunar Un ve Yem employees do not receive positive feedback regarding their applications, they are free to apply to the Chairman of the Board or pursue legal processes. All Sunar Un ve Yem employees may also use suggestion and complaint boxes directly, either anonymously or by stating their name, in such cases.
If any Sunar Un ve Yem employee or stakeholder is undecided about whether a behavior they intend to perform complies with Sunar Principles and Policies, they should consult the Human Resources Department.