Kişisel Verilerin Korunması Hakkında Aydınlatma Metni
- Ticari Kalite Göstergeleri
Aydınlatma Faturaları ve Ödemeleri
- Aydınlatma Komisyon Kararları
Planlanan Yatırım Projeleri
- İhale İlanları
Tüketilen Toplam Elektrik Enerjisi Miktarı
- Kişisel Verilerin Korunması Hakkında Aydınlatma Metni
2021 Sustainability Report
- Human Rights Policy
- Integrated Management System Policy
- Sustainability Policy
- Quality Policy
- Environmental Policy
- Occupational Health and Safety Policy
- Human Resources Policy
- Risk Policy
- Working Principles of the Early Risk Detection Committee
- Working Principles of the Investment Committee
- Procurement Policy
- Our committees
- Quality Certificate
- Stakeholder Recommendations Feedback Complaints and Survey Procedure
- Organization Of Ethics Committee and Diciplinary Committee and Working Procedure
- Performance Management Procedure
- Donation and Aid Policy
- Corporate Governance Committee Working Principles
- Board Diversity Policy
- Code of Conduct and Business Principles
- Procedure For Combating Domestic Violence
- Compliance Activities And Compliance Risk Management Policy
- Public Relations Policy
- Audit Committee Working Principles
- Remuneration Policy
- Information Security Management
- OHS and Environment Manager
- General OHS Procedure
- Supplier Evaluation Procedure
- Anti-Bribery and Anti-Corruption Policy
- Emergency Procedure
- Environmental Management Procedure
- Contractor Company Occupational Health and Safety Technical Specification
- Complaint Management Procedure
- Inbound Call Management Procedure
- Outbound Call Management Procedure
- Operation Support Management Procedure
- Call Center Service Subjects
- Customer Communication Channels
- Consumer Satisfaction Policy
- Technical Quality Rules
- Regulation On Service Quality In Electricity Distributon And Retail Sale
- Quality Tables
- Transfer of Promotion or Relocation
- Promotion Transfer Rotation Procedure
- Transfer and Relocation Procedure
- Company Targets
- Organizational Structuring Policy
- Sustainability, Health, Safety and Environment Committee Working Principles
- Learning and Development Procedure
- Recruitment Procedure
UN Global Compact
Other ESG and HR Indicators
- 2021 Sustainability Report
Procedure For Combating Domestic Violence
This Procedure has been established by Aydem Holding and its affiliated group companies (hereinafter referred to as "Aydem Energy") in order to raise awareness about Domestic Violence with our zero-tolerance approach and to provide a business environment where our employees who are exposed to domestic violence can talk in confidence and confidentiality, receive support and help, are egalitarian, safe and show our zero-tolerance approach to all forms of violence.
We believe that domestic violence and abuse is a fundamental problem of equality and a violation of human rights. In this regard, we prepare an environment for our employees who are exposed to domestic abuse against all forms of violence, which is always egalitarian, where they can share in privacy, offer support and assistance.
This procedure has been prepared in an inclusive manner for all employees within Aydem Energy, regardless of gender, in order to combat domestic violence.
This document, which includes the methods and practices to be followed in cases of domestic violence, covers Aydem Energy group companies, production sites and affiliates; it is also a guide for subcontractors, suppliers and third parties.
Persons who are not members of Aydem Enerji are accepted within the scope of this procedure if the person who uses violence is a member of Aydem Enerji.
Aydem Equal Life Team: It is responsible for creating and updating the procedure with the Human Resources Group Directorate. It is responsible for designing the necessary projects to raise awareness within the company, cooperating with the relevant units and putting them into action.
Human Resources Group Directorate: It is responsible for the implementation and supervision of the policies and rules in the procedure within the company together with the Company Human Resources, Audit and Legal units and for creating a reliable working environment for the employees and for the operation of disciplinary processes when necessary.
Internal Audit and Control Group Directorate: It is responsible for evaluating the notifications received from the company and external channels that are not Aydem Enerji employees on the basis of confidentiality and transferring them to the Human Resources, Domestic Violence Prevention and Support Committee in order to provide the necessary support specific to the incident. It is responsible for conducting ethical investigations and giving opinions to disciplinary processes when necessary.
Prevention and Support Committee Against Domestic Violence: It is responsible for evaluating the applications received from inside and outside the company on the basis of confidentiality and coordinating the provision of the necessary support specific to the incident, taking suggestions for the development and improvement of the support mechanisms and carrying out the studies.
Corporate Communication Group Directorate: It is responsible for carrying out the necessary communication activities to raise awareness about domestic violence with the perspective of Aydem Equal Life within and outside Aydem Enerji and taking the necessary steps to increase the awareness of the projects by the internal-external stakeholders.
Company Human Resources It is responsible for creating a safe working environment for the employees within the company within the framework of the rules specified in the procedure and for ensuring that the employee accesses the resources and facilities specified in the procedure within the framework of confidentiality when the employees request support.
Aydem Academy: It is responsible for designing internal trainings within the scope of awareness activities, supporting internal trainers with trainers' trainings, and following up and carrying out actions for all Aydem Enerji employees to participate and complete the trainings in an inclusive manner together with the Aydem Equal Life team.
Employee Exposed to Domestic Violence: In cases where employee needs support, employee is responsible for knowing that employee can discuss this issue safely with human resources, the workplace doctor and/or the institutions specified in the procedure.
Domestic Violence: All relationships that the individual feels close to him/her and that s/he calls family, in the traditional sense, are covered, regardless of whether there are marital ties; whether the relationship continues; whether the type of relationship is spouses or parent-child or even extended family relationship. Violence, on the other hand, is defined as any behavior involving threat, pressure and control that causes an individual to be physically, sexually, economically or psychologically harmed or suffering. Therefore, it defines all kinds of violence to be experienced directly or through witnessing in all these relationships as "Domestic Violence” by adhering to both definitions mentioned above.
Exposed to Violence: The person who is exposed to violent behaviors in his/her close relationships.
Violent/Perpetrator: A person who engages in violent behavior in close relationships.
Witnesses: Persons who have not been directly exposed to violence but who are in a violent environment and who testify.
Prevention and Support Committee Against Domestic Violence: It is the committee formed for the Business World Against Domestic Violence Project, including the members who have received training on gender equality, domestic violence, definition of violence and its approaches. It consists of representatives from Legal, Audit, Business Unit and Corporate Communication Units under the leadership of the Human Resources Group Director.
Applicant: Witnesses who are directly or indirectly exposed to any form of domestic violence can apply. All employees can apply. However, people who are not members of Aydem Enerji can apply if the person who uses violence is a member of Aydem Enerji.
Physical Violence: Having an effect on the limbs of the person without the will and consent of the person being in the relationship, to slap, push, punch, pull, tie, bite, drag, wound with a tool, kick, crush, wound with a cigarette, etc.
Verbal Violence: Shouting, mocking, accusing, destructively criticizing, insulting, swearing, calling names, making accusations and allegations to reduce self-confidence and respect, etc.
Psychological Violence: Harming the psychology of the person in the relationship, resenting, applying pressure, threatening to commit suicide, jealousy, limiting the behaviors and relationships of the person in the relationship, threatening, bullying, hiding information, pushing children away, etc.
Economic Violence: Intervening in the economic activities of the person, taking away his/her earnings, not assuming the expenses and responsibilities related to children, not including them in the economic decisions that concern him/her, arbitrarily restricting his/her economic needs, not covering his/her personal and home needs, etc.
Sexual Violence: Forcing unwanted sexual behaviors, touching sexual areas in undesirable ways/when unwanted, forcing, raping, harassing, using force during sexual intercourse, devaluing sexual behaviors based on sexual orientation, forcing to give birth or not to give birth, cheating, forcibly or early marriage, etc.
Digital Violence: Continuously sending messages, pressing for sending, calling and controlling from mobile phone, asking for location notification, following social sharing sites, taking hidden camera, taking photo or video and using it as a threat tool, etc.
Dating Violence: It is the exposure of a person to physical, sexual and psychological violent behaviors by the person one is in a close relationship with.
Persistent Tracking: It is the situation where a person follows another person in an unlawful and regular/repeated manner, harasses them with words and behaviors or inflicts violence on them. In case of persistent follow-up, the person who applies the behavior makes the exposed person feel in danger and makes him/her afraid.
Cycle of Violence: The systematic occurrence of violence can cause a cycle of violence-apology. Violent behaviors of the perpetrator may take the form of processes such as apologizing to the other party, making them feel guilty, interrupting communication, promising to change their behavior, and then repeating violent behaviors.
Gender: Roles, behaviors, activities and characteristics that any society considers suitable for women and men are created in a social sense.
Gender-Based Violence: Violence directed against a gender due to its gender or affecting it disproportionately.
Symptoms of Violence: Since violence is usually a behavior that takes place in the private living space, it may not be easy to understand from the outside. However, some behaviors of the exposed people may indicate that they have been subjected to violence. Common of these symptoms are listed below:
Physical symptoms: Significant scars, bruises and empurpling in areas such as the wrist and throat, prominent picked hair, excessive makeup that may suggest that it was made to cover physical wounds, unnecessary and out-of-season accessories, weakness in muscles, limping, slow and restless movement to prevent possible pain.
Behavioral symptoms: Depression, feeling of inadequacy and insecurity, nervousness, constant sadness, anxiety, fear, guilt, aggression, anxiety, communication disorder, hopelessness, exhaustion, staying in the workplace for a long time except when required by work, increase in drug and alcohol consumption.
Symptoms related to job performance: Coming to work late, leaving work early, frequently taking excuses, mistakes and forgetfulness, not being able to focus, not answering or hesitating to answer the phone, perception problems, being afraid of leaving the workplace building alone or walking to the parking lot alone, spending too much time on issues not related to work, requesting more than normal and various excuses.
5. APPLICATION PRINCIPLES
In case of a request for help on domestic violence, Aydem Enerji recommends its employees to receive consultancy guidance, support services and benefit from relevant non-governmental organizations.
While the rights of the exposed employee are protected in all requests for assistance related to domestic violence, the said process is carried out by respecting the privacy of the exposed and at-risk employees, and it is never shared with 3rd parties. Information can only be given to the Human Resources Group Directorate and/or relevant official institutions for exposed one and necessary for workplace safety. The channels to be applied by the company employees and/or company employees in case of domestic violence are listed below and are open to all employees.
External application channels:
- Last emergency line to domestic violence: 0212 656 96 96/0549 656 96 96
- Hotline 183: Ministry of Family, Labor and Social Services Communication Center
- Hotline 155: Police Emergency Line
- Hotline 156: Gendarmerie Emergency Line
- Urgent: 112
- Bar Association Line: 444 26 18
- Purple Roof: 0212 292 52 31-32
- Federation of Women's Associations of Turkey: 0212 656 96 96/0549 656 96 96
- KADES Application
- KAHDEM- Women's Legal Support Center Association: firstname.lastname@example.org
Internal application channels:
- Prevention and Support Committee Against Domestic Violence: email@example.com
- Aydem Energy Ethics: firstname.lastname@example.org
- Aydem Equal Life: email@example.com
- Aydem Energy Domestic Violence Fighting Lines: 0212 xxx - 05 xxx (the relevant numbers will be announced through internal communication channels) Psychological and legal counseling service is provided 24/7 and the line is managed on a confidential basis by an independent company.
- Workplace Physicians
- Human Resources Group Directorate:
- Human Resources Managers
- Principal and Directors
Supporting Employees Exposed to Domestic Violence
Aydem Enerji may provide support in the following matters by making the necessary evaluations in line with the request of the employee who has started the legal process and/or declared it to the company;
- Upon the request of the exposed person, paid administrative leave may be granted up to 10 working days for the purpose of performing the necessary medical examinations and carrying out the legal processes, obtaining security and protection, finding a new home, receiving consultancy and health care or dealing with other necessary issues, except for the right to annual leave. Leave can be taken hourly on multiple days, up to 10 days per single day or calendar year. Requesting and obtaining this additional leave shall not affect the employee's right to other leave as appropriate and the employee's terms and conditions of employment.
- If the employee who is exposed to violence requests, flexible working opportunities can be offered according to the needs.
- If the employee requests an interview with an expert psychologist, the information that no data will be processed by the company can be shared with the employee and therapeutic support can be provided. For this, they can be directed to 24/7 psychological counseling and guidance service on the phone.
- Employee support program: Employee can receive unlimited legal and psychological counseling and 4 face-to-face psychological counseling with the Domestic Violence Support Line
- Upon the request of the exposed person due to the distress s/he has experienced, an advance/additional payment can be provided with 1 gross salary upper limit not exceeding once a year.
- In Aydem Enerji, it is ensured that the employee who is exposed to domestic violence continues to take part in the performance evaluation processes and continues to benefit from the performance-based rewards and benefits offered to all employees.
- In order to reduce the performance anxiety of the employee, the criteria are reviewed in agreement with the manager, and the performance targets and criteria to be applied to him/her are determined according to the situation of the exposed person. Aydem Enerji takes care to comply with the privacy and confidentiality principle of the employee in all this process.
Safety of Employees Exposed to Domestic Violence
In order to support the protection of employees from domestic violence, Aydem Enerji shall take the necessary actions to ensure the safety of the person who is exposed to violence if requested.
Regarding the actions, the decision-making authority is the Committee on Combating Domestic Violence and the Human Resources Group Directorate.
If necessary, it may decide to take different actions and /or not to take action in order to ensure the safety of the exposed person.
- Where possible, the working hours and / or location of the employee who is exposed to violence can be changed
- Business phone number and /or e-mail address can be changed, one can be prevented from reaching through the central number of the company.
- If the exposed person is driving a company vehicle, the vehicle and/or its plate can be changed
- Upon the request of the exposed person, space is allocated for his/her private vehicle in the company parking lot.
- Non-working alone policy may apply
- The employee can be accompanied during access to the vehicle or other public transportation points
- Every employee who has taken a temporary or permanent protection decision, determined as a protection area by the workplace address, should inform Human Resources and send a copy of the petition and court decision. The employee should give the photography or exterior description, car description and license plate number of the violator and any other information that the directorate may need for workplace safety.
- It is also ensured that the necessary measures are taken by the sub-employers, especially the sub-employer who provides security receives awareness training on violence against women and this issue is added to the security plan. If there is a perpetrator of violence against women, the photo and license plate number of the car should be given to the security team and the persons deemed appropriate by the victim.
- Payment information and form related to the exposed salary and benefits may be rearranged in accordance with the benefit of the exposed person in order to prevent the access of the perpetrator. A different account can be created in which the salary will be given to him.
- Telephone records of the perpetrator of violence against the victim can be obtained or electronic messages can be stored.
- Access to the exposed person can be prevented through the central number of the company.
Employee Who Commits or Threatens to Commit Domestic Violence
- Aydem Enerji subject its employees who use or threaten domestic violence by using company resources (phone, e-mail, mail, fax, automobile, office materials, photocopiers, uniforms, etc.) to the review of the Ethics Committee and the Committee for Prevention and Support against Domestic Violence. If deemed necessary, law enforcement forces are involved in the process.
- After the action of the violent employee is legally determined, Aydem Enerji may unilaterally terminate the employment contract of the violent employee, with compensation and responsibilities belonging to the company.
- The violent employee may benefit from the psychological support offered by the company depending on his/her consent.
Employee Who Learned of Domestic Violence Against a Colleague
- In the event that an employee learns that colleague has been exposed to domestic violence in accordance with the statement of any colleague within the company, an employee is responsible for encouraging his/her colleague to meet with the company human resources, workplace doctor and the institutions that support him/her in this regard.
- It is strictly forbidden to contact the relevant units instead of the person who is exposed to violence.
- The exposed person may request support from the relevant units himself/herself if s/he wishes.
Status of the Person Who Commits Violence and the Exposed Person Working in the same Company
- If the abuser and the victim work in the same company, necessary arrangements are made to prevent the abuser from being in the vicinity of the victim. In this case, Aydem Enerji can change the location of the violator by considering the needs of the exposed person first.
Studies to be Carried Out to Raise Awareness of Domestic Violence and Prevent Violence in All Company Employees:
- Aydem Equal Life - Domestic Violence Awareness Trainings
- Communication trainings specially prepared for the Committee on Combating Domestic Violence
- Human Resources, Workplace Physicians and Unit managers to understand the signs related to domestic violence and communication trainings
- Special trainings for security personnel
- Training within the scope of orientation training
- Training within the scope of new manager training
- Educational informational video series
- Domestic violence awareness Seminars/Webinars
- Internet-based trainings
- Awareness studies through message boards
- Mailing Works
- Company Bulletins
- Aydem Enerji also discusses the issue of domestic violence in educational programs on other subjects. For example, it is aimed to raise awareness on violence and domestic violence in Aydem Equal Life trainings, which are gender equality trainings.
This procedure enters into force with the approval of the CEO, and with the entry into force of the procedure, the previous procedures, circulars and instructions are abolished.
This procedure is reviewed once a year by Aydem Equal Life team and Holding Human Resources Group Directorate.