ETHICS POLICY

In performing their duties, employees are guided by continuous improvement, participation, transparency, impartiality, honesty, the interests of İmortaş, accountability, predictability and trust in declarations.

Employees aim to improve service quality, increase internal and external customer satisfaction and focus on results.

Employees act in a manner worthy of the trust required by their duties and exercise due care and diligence in carrying out their work.

Employees are committed to personal and organisational development and remain open to support, suggestions and constructive criticism that increase personal effectiveness.

Employees avoid waste and extravagance in the use of all İmortaş resources; they use working time, property, resources, labour and facilities effectively, efficiently and economically.

Employees must not use or allow others to use İmortaş property and resources for purposes outside the company’s objectives and business needs. They protect these assets and take the measures necessary to keep them ready for use.

Employees must not engage in coercion, insults, threats or arbitrary conduct when performing their duties. They comply with the law and internal company rules and act in accordance with fundamental moral and human values.

Without written permission, İmortaş employees must not make statements or provide information about the company to the press or other media. Neither employees nor their immediate family members may enter into ownership or interest relationships with competitors, suppliers or customers.

İmortaş managers exercise their authority according to professional standards and corporate discipline, providing employees with the explanations they need about their work and business processes.

Managers take the necessary measures within their areas of responsibility to prevent abuse and ensure compliance with these working principles. These measures include applying legal and administrative rules, conducting the required audits and checks, providing training and information, and setting an example through personal conduct.

When employees encounter unlawful conduct, breaches of company rules or unethical behaviour, or have complaints or requests for any reason, they may raise these through the management hierarchy, up to the General Manager and Board of Directors where necessary.