Tat Gıda prioritized universal human rights and ethical values, legal regulations, transparency and justice in business processes, and social responsibility.
As Vehbi Koç said, “It is our principle to behave fairly in all our relations with goodwill and sympathetic in order to provide mutual benefit, to always comply with the laws and moral rules.“ inspired by his words, Tat Gıda has brought together the principles guiding its business model under the ”Ethical Code of Conduct and Principles of Practice” in order to share them with all its stakeholders.
The ‘Ethical Code of Conduct and Principles of Practice’ document, including the fight against bribery, is given to all our staff and is publicly accessible to all our employees and stakeholders via our intranet and website.
Tat Gıda employees learn the Ethical Code of Conduct and Application Principles, including the fight against corruption and bribery, as part of the orientation process.
The provisions regarding the sanctions to be applied in case of non-compliance with the ethical rules, anti-bribery and anti-corruption rules are also regulated by the Personnel Regulations and certain articles of the Collective Bargaining Agreement. The relevant provisions of these texts can be accessed from the link below.
Disciplinary Provisions of the Personnel Regulation
Definition and Scope
Article 34: Disciplinary Penalties are the sanctions applied for the ability of personnel to do their work within the company in peace, the company conducting their services in cooperation, fully protecting the benefits of the company and personnel.
Procedure for Disciplinary Penalties
Article 44: The first manager who identified the situation requiring disciplinary action informs the Human Resources with a written offer that is describing the details.
Human Resources notifies the personnel of the disciplinary penalty determined within the framework of the specified provisions by making the necessary investigation below.
The related documents of disciplinary action are stored in the personnel file.
Cases that Require Termination for a Justified Reason
Article 47: In accordance with the Labor Law of 25th article no: 4857, provided that the provisions of the termination of the stipulated employment contract by the employer for a justified reason are completely reserved, notice and seniority in the following written cases the employment contract of the personnel is terminated without compensation being paid.
k) Regardless the purpose, to make unfair profits from persons and organizations and take and give bribes.
Disciplinary Provisions of the Collective Bargaining Agreement
Discipline and Discrepancy Resolution
Article 58: Disciplinary Board
a.Formation of the Disciplinary Committee
1.The penalties of the employees who commit an act requiring punishment according to this contract or the law are given by the disciplinary board. The Disciplinary Committee consists of four persons, including a chairman and a member to be elected by the employer and two representatives to be elected by the trade union.
2.If the Union deems it necessary, they may replace one or two of its permanent members on the disciplinary board with one or two Union Central Officials.
3. The parties are obliged to inform each other in writing of the members they have elected to the board and the reserves of the same amount no later than 15 business days following the signing of this agreement.
b.Meeting of the Disciplinary Committee
1.When a situation occurs at the workplace that requires the meeting of a disciplinary board, the situation is notified by the employer to the chairman of the board. The Board meets immediately upon the invitation of the chairman and with the participation of the members of the party.
2.Substitutes will participate instead of the member who cannot participate in the meeting. If the participation of the main and reserve members of the board cannot be provided to the board, the situation is notified to the parties of the board members who do not participate by the chairman of the board.
3.In place of the member who does not participate within three (3) business days or his/her substitute, the president requests that someone else participate within 24 hours at the latest. If the participation of the parties is not ensured within this period, the board shall convene with the available participants.
c. Making the Decisions of the Disciplinary Committee
1. In the making of decisions, each member, including the president, has the right to one vote. The chairman manages the meetings, the chairman’s vote is counted as two in case of equality.
2.The Board collects and evaluates all kinds of evidence in order to make a decision. The board listens to the person referred as an accused (suspect) and provides suspect’s defense in writing. In cases such as damage detection, if necessary, an investigation is made to impartial experts.
3.The decision of the Board will be made no later than six (6) days after the first meeting. This period can only be extended for a maximum of 10 more days by the decision of the board.
4. The employer is obliged to apply the Disciplinary Committee penalties. However, the employer has the right to reduce or completely remove the penalty.
5.The legal rights of the parties and the employee against the decisions of the Disciplinary Board are reserved.
6. Until the decision of the Disciplinary Board is made, in accordance with Labor Law of article 26, the 6 business day period specified in the article shall be suspended without being applied, this period shall be applied from the date on which the decision is made.