Our goal as a company; To offer the products that will provide the highest benefit to our consumers at the lowest cost by using our advanced technology and TS-ISO 9001 and FSSC 22000 Quality System.

To achieve this goal, our company has adopted a continuous development model. With the awareness that it is the human resources we have that make the difference, the continuous training and development of human resources is ensured in order to achieve success in rapidly changing environmental conditions.

One of the most important elements of our Business Principles Policy is to improve our product quality while making joint efforts with our suppliers to make them a part of our quality system.

It is our principle to act in a way that protects human health and the environment in all our activities. The facility focuses on innovating in order to reduce the negative effects on the environment. Acting in accordance with laws and regulations and ethical rules is the natural result and necessity of our values. Ethics is the arrangement of relationships between individuals in a professional group environment and within the community, and it refers to the determination of the principles of relationship and behavior within an organization. All transactions are carried out in accordance with laws and regulations. Necessary authorities are applied to take legal action against those who do not comply with these rules.




Managers are responsible for the implementation, transfer, evaluation and sanctions of the company rules and business principles policy in all respects. Uygun Rafine aims to provide a healthy, safe and efficient working environment for its employees.


It is transferred to every new employee through the Orientation program. Ethical rules are defined, updated and published by the board of directors. Adherence to ethical rules is implemented as explained below.




All employees;

Complies with company policies, works to achieve the determined goals,

Protects the name and reputation of its organizations in every situation,

It does not act or behave illegally, it notifies the Company management about all the benefits offered to them, the issues that it hesitates about being correct / illegal, or the existence of relatives who can benefit from its activities.

It does not show any attitude or behavior (aggressive behavior, threatening speech, harassment, harassment, propaganda and promotion of political and / or religious views, etc.) that disturb the peace, trust and productivity of the work environment.




4.1. Privacy


Personnel are required to comply with the following confidentiality principles.

Unauthorized and non-business use of personal and financial information of customers, suppliers and other employees is prohibited.

They cannot share the information they have learned due to their work and the documents they have (including projects, technical infrastructure, regulations, personal rights, etc.) with unauthorized persons and authorities inside and outside the institution, and cannot use them for speculative purposes.

Even if he leaves his job for any reason, this obligation continues.

Non-public information, transactions, computer software, technical information, materials, records, files, documents, programs, reports, reviews, data, customer lists, trade secrets and all other information about the customer and other third parties cannot be used outside of business. This information cannot be disclosed to third parties for any reason without the approval of the Board of Directors.

All employees are obliged to abide by the rules set by the Company.


4.2. Computing Equipment and Other Equipment


Equipment and items allocated by the company to the personnel cannot be considered as private belongings.

All computer access should be limited to the information necessary to carry out daily work. When sharing information with authorized persons, the required information should be provided at the required level. Confidential information should be stored where only authorized persons can see and access it. When distributing such information within the institution, phrases with the words “Personal” should be used.

Since laptops and other portable devices are extremely vulnerable to theft, such portable devices should not be left in unsafe places. Employees must lock their computers or log out of the system before leaving their assigned computers.

User IDs or passwords are personal and should not be shared with anyone.

The configuration of the computer’s antivirus program provided by the company cannot be changed.

Unlicensed programs and / or special-purpose programs cannot be installed on the computer provided by the company.


4.3. Protection and Correct Use of Company Assets


Our employees must protect company assets and ensure their efficient use. All assets of the company must be used for business purposes only.

Information is one of our most critical asset categories. All our employees are obliged to act in accordance with information security policies and procedures in order to ensure that information assets are protected in accordance with the importance, value and sensitivity they present.


4.4. Internal and External Relations


The principles of honesty, trust, consistency, professionalism, independence, long-term relationship and respect for mutual interests are observed in relations with personnel, customers, suppliers and other persons and institutions with which the company has business relations and in internal relations.


4.4.i.) Relations with the State and Public Institutions


Relations with the state or public institutions are carried out by persons determined within the framework of their job descriptions or other personnel to be assigned by these persons in order to carry out the relevant activities.

The personnel acts in line with the principles of honesty and transparency in their relations with public institutions and organizations, and maintains the distance and impartial relationship.

Behavior that may give the impression of seeking favor or directing the decisions of the other party should be avoided.

It is strictly forbidden to make donations / gifts to any government agency, except that it is personally excluded from social activities on behalf of the Company and made publicly.


4.4.ii.) Relations with Customers, Suppliers and Other External Organizations


The main purpose of the relations of the personnel with the customers representing the Company is to meet the needs of the customers, and the relations with the customer are based on the principles of honesty, equality and compliance with the laws, professionalism, courtesy and seriousness and reliability. In services and products, superior quality, customer needs and expectations are aimed to be fully met.

Behavior restricting free competition is avoided, competitor products are not denigrated and misleading advertising is not made.

Employees must provide customers with complete and clear information on company-owned products.

Employees do not have the right to provide false information for higher profit.

Incompatible with professional ethics; providing incorrect or incomplete information to the customer about the product or service; Sales or communication techniques that make use of efforts to force the customer in the decision process cannot be used.

Any Personnel cannot make a commitment on behalf of the Company, either officially or unofficially, either explicitly or implicitly, without authorization in accordance with the approved procedures.

Gifts, entertainment or other gifts that aim to influence the preferences and decisions of the company should not be accepted or demanded.

Employees are offered entertainment, free training, seminars, accommodation, travel, etc., which aim to affect their decision or way of doing business. should not accept his offer.


4.4.iii.) Media Relations


All meetings with investors, financial analysts, press members and similar groups are held within the framework of the “Information Policy” determined by the company.

No Personnel Company can make verbal or written statements on behalf of any Personnel other than the persons assigned.

Personnel should avoid situations that may lead to any speculation or negative evaluation regarding the Company in their media relations, and practices and behaviors that may damage the trust, reputation and stability of the Company or the industry or that may create unfair competition.


4.5. Conflicts of Interest


A Personnel, his family or a relative gaining personal benefit by taking advantage of the employee’s position in the company; It is forbidden to engage in close relations with persons or organizations that may benefit from business decisions or confidential information.

During their duties, employees take care to protect the benefit of the company and avoid any action and behavior that may mean providing benefits to themselves or their relatives.

Conflict of interest occurs when the employee’s private interests conflict with the interests of the Company. It is also a conflict of interest situation where the employee obtains improper personal benefits due to his position.

No personnel can personally benefit from company operations; The company cannot use its property, information and positions for personal gain or compete with the company.


4.6. Corporate Opportunities


Employees at all levels must show the necessary common sense and effort, take into account the principles of profitability and efficiency, and avoid any actions and transactions that may cause damage to the Company.

When any opportunity arises in favor of the Company, the personnel is obliged to use these legal business opportunities in line with the Company purposes and / or to convey them to the relevant Company official.


4.7. Compliance with Laws, Rules and Regulations


Our employees are responsible for acting in accordance with all laws, rules and regulations.

The protection of the environment and natural life, consumer rights and public health issues are sensitive and rules are followed.

Unregistered activities are prohibited; The accuracy and consistency of business records are essential.


4.8. Borrowing Ban


Employees should not borrow money, benefit from, benefit from, or enter into a relationship of surety from customers, third parties during the implementation of their duties or in connection with their duties. Employees should not borrow more than their financial strength.


4.9. Political Activities and Donations


No employee can assume a management role in any political party or political association.

As a representative of the company, not join a party and engage with such political organization, ask colleagues to support or oppose any political group or candidate; it cannot publish a political statement. It cannot be involved in the distribution of political statements.

No donations (in cash or any other form) can be made on behalf of the Company to political parties, political organizations, representatives of such groups and candidates, directly or indirectly, to benefit the Company.

Employees cannot make donations or similar requests from customers or other employees, even on behalf of political associations or various organizations.


4.10. Club, Association and Cooperative Memberships


Personnel should not engage in social activities in a way that is incompatible with or contrary to the interests and benefits of the Company.

Employees can only take part in foundations, professional and social associations, and associations, platforms, etc. established or to be established by the personnel, provided that they do not disrupt the working hours and order. However, this situation must be reported to the Company.


4.11. Accuracy of Records


Employees are responsible for ensuring the accuracy and compliance of the records, documents and documents in all transactions carried out on behalf of the Company.



4.12. Company records should reflect the transactions made accurately and on time, and in case of errors, errors should be corrected immediately.


4.13. Email


Email is an important internal and external communication method. E-mails are records that can be disclosed only if required by legal processes, otherwise must be kept strictly confidential.

The e-mail address provided by the Company cannot be used for personal purposes and / or to explain personal opinions and / or to attack the rights and freedoms of the Company or 3 persons.


  1. Respect in the Workplace and Business Life


Ethical rules on respectful and thoughtful behavior in all relationships both within and outside the company, attitude, behavior and appearance, ensuring the internal hierarchy, obligation to continue, sharing information with colleagues – transfer / delivery obligation, equal opportunity, equal opportunities in employment. and to ensure compliance with the Business Principles and other regulations and policies that will determine and regulate internal transactions and behaviors by the Board of Directors.

Mutual respect, trust and understanding of cooperation are essential in relations between employees. All employees fulfill their responsibilities to protect and develop the respected image of the company. In this context, all employees take care to ensure that their personal behavior and behavior are within the framework of the laws and general ethical rules.


  1. Gifts and Gratuities


Personnel cannot accept money on their behalf, sample products or gifts that are not in line with their salary from any person or organization that does or wants to do business with Uygun Refine.

Personnel is obliged to report suspicious situations to their manager.

Gifts received on holidays and New Year’s are considered to have come to the company. The use of these gifts is determined by the General Directorate.

Dinner invitations from business companies can be accepted if the content is business related.

Holiday or product awards given to sales personnel at the end of the competitions with the approval of the general management may be accepted. These awards are not considered gifts.


7. Compliance with Ethical Rules


The Board of Directors is authorized and responsible for the implementation and renewal of the Code of Ethics within the company. The Board of Directors may delegate this authority by dividing tasks within itself or by assigning appointments from outside the board. The Board of Directors and / or those authorized to apply these ethical rules to concrete situations by examining the misconduct or policy violations of suppliers or personnel reported to them, known or suspected. Executives who abuse employees are subject to discipline. Investigations and cases are transparent. Solutions and disciplinary actions are applied in a timely manner. These practices are followed by legal process. Employees or suppliers who report abuses or policy violations are protected and their names are kept confidential. Those responsible take all necessary measures to investigate reported violations. In case the violation is fixed, the Board of Directors is informed and penalties deemed appropriate by the Board of Directors are applied. These penalties may include termination and unannounced dismissal or litigation before judicial authorities for serious violations. In case of violation of the supplier, working with him is discontinued, if necessary, the legal authorities are applied.


  1. Employment


  1. Employment is optional.
  2. During the recruitment process, an employment contract is signed between the employee and the employer.
  3. After the contract is signed, no additional conditions are imposed on the employees.
  4. Changes in the employment contract are made with the written approval of both the employer and the employee.
  5. Cannot be used hard, there is no drudgery or compulsory work.
  6. Employees enter work of their own free will, under equal conditions.
  7. The trial period for employees, the legally accepted period does not exceed 2 months.
  8. Employees who have a legal right to work in the facility are recruited.
  9. The employer also applies the rules applied to temporary employees to payroll employees. He does not fire and hire repeatedly with temporary contracts.
  10. Employees cannot be expected to give “security” to their employer or to hand over their identity documents to their employers, and employees have the right to leave their jobs, provided that they give reasonable notice, if they wish, are not prevented, and financial penalties are not imposed.
  11. Employees are paid within a reasonable period of time.
  12. Employees are not forced to talk to management on private and sensitive issues.


  1. Right to Establish Unions and Collective Bargaining


  1. Employees have the right, without discrimination, to form unions of their choice, to join established unions and to bargain collectively. Employees can do this without violating local legislation.
  2. The employer takes an honest approach towards the unions and their organizational activities. It does not interfere with the decision-making and employee representative selection processes.
  3. Representatives of employees are not subject to discrimination and freely perform their representation functions in the workplace. They receive training on legal requirements to be effective.
  4. In cases where freedom of assembly and the right to collective bargaining are restricted by law, the employer facilitates the development of parallel environments for forming independent and free groups and making agreements, they do not prevent them, they are not punished or subject to discrimination for entering into such an organization.


  1. Working Environment


Employees can convey their complaints and suggestions, problems and dissatisfaction with the working conditions and conditions to the senior management through the employee representative. Employees are not victimized due to these situations. Employee representatives investigate the issue and provide information to the senior management for a solution. Senior management investigates statements and applies them by bringing fast, impartial and fair solutions.

The working environment should be safe and healthy, and the employer fulfills its duty to ensure this.

Considering the current information about the sector and its associated hazards, a safe and healthy working environment is provided. Appropriate measures are taken to prevent all kinds of accidents, injuries and occupational diseases that may occur during the work caused by the work by minimizing the possible hazard occurrences in the work area as much as possible.

Employees are regularly trained on health and safety issues, provided that they are registered, and this training is repeated for new or subject to change of position.

Clean toilet and healthy drinking water, as well as sanitary equipment for storing food, if necessary, are provided.

Toilet breaks by the employees are not monitored.

Housing, if any, should be clean, safe and able to meet the basic needs of workers.

Employees can move freely within their own work and are not restricted in the factory area.

Unreasonable controls are not applied to employees by the security officer.

If there is a concern about product safety and quality, the employee is obliged to inform his supervisor.

The employee immediately informs his supervisor in case of a health and safety situation.

The company, which acts in accordance with the law, is obliged to give the responsibility for health and safety issues to a representative from top management. The occupational safety specialist is responsible for health and safety issues. The occupational safety specialist informs the employees and people entering the facility area and ensures that they use personal protective equipment and equipment.


  1. Working Conditions and Working Age


Companies will develop or participate in and contribute to policies and programs that will enable child workers, who are found to be employed, to receive and continue to receive quality education until the end of their childhood, within the definition of “child” and “child labor” defined in the Code of Practice.

Since the facility is classified as dangerous, children and teenagers under the age of 18 are not employed at night or in dangerous jobs.

Young people under the age of 18 who are in the training facility (internship) are accepted to work.

Young employees can be found in accounting or administrative jobs.

Young workers are entitled to more training if they wish.

Young employees’ contracts are signed by their legal parents or guardians.

These policies and procedures will comply with the provisions of the relevant ILO (International Labor Organization – ILO) standards.


  1. Purpose, Principles, Program Information


  1. As a method of discipline or without the express consent of the relevant employee, deductions from wages cannot be made other than those prescribed by national law. All disciplinary practices must be recorded.
  2. Managers cannot take bribery and sexual benefits from employees. In case of detection, a report is kept and legal actions are taken.
  3. Working Hours Cannot Be Excessive


Working hours must comply with national laws or industry standards taken as a measure, whichever provides more protection. Employees are entitled to need and tea breaks twice in the morning and afternoon, and a lunch break at noon. In any case, employees cannot be required to work continuously for more than 48 hours per week, and on average every 7 days are given a day off. Overtime work is optionally arranged so that it does not exceed 12 hours per week, is not constantly requested, and is always paid at the highest tariff, or is given as leave. Working overtime depends on the free will of the employee. Employees who do not want to work overtime are not punished


  1. Salaries and Payments Wages will be paid according to living standards


Wages and benefits paid for a standard working week will meet at a minimum, either national standards set by law or industry-established criteria, whichever is higher. In all cases, wages should be at a level that covers basic needs as well as discretionary expenses. Prior to employment, all employees will be provided with details of their wages in writing and in an easily understandable form about their wages and employment conditions, and each period they receive payment. Employees do not make a deposit when they start work. Salaries are paid on the terms set by the collective bargaining agreements specified in law. Salary payments are made on the last day of each month, all employees are paid fair wages. Salary amounts are determined according to the employee’s performance and laws. Overtime is done by making additional payments or leave. Social security payments, allowances and benefits are made as specified in laws. When employees leave their jobs, payments are made without delay. Unreasonable deductions are not made from salaries, for disciplinary or other reasons.

  1. Discrimination


There is no discrimination in recruitment, remuneration, training opportunities, promotion or discrimination on the basis of race, gender, marital status, pregnancy, sexual orientation, union membership, or national origin, religion, age, disability, political affiliation. No layoffs or retirement. HR personnel fulfill their duties by avoiding discrimination in recruitment and at an equal distance to each employee. Managers, administrators, production staff, security guards, quality control personnel are trained in a way that avoids discrimination. Pregnant and nursing employees exercise their rights within the framework of the law. Pregnant employees are not employed in heavy work. Pregnant employees are employed under safe working conditions. The employee who takes maternity leave is given an equivalent duty and salary when he returns to work.


  1. Regular Job Opportunity


  1. Wherever possible, work is conducted on the basis of an employment relationship established by national laws and practices.

2.Excessive use of temporary contracts, subcontracting, home-based work programs or apprenticeship programs that are not actually aimed at gaining skills or providing regular employment, as well as fixed-term employment contracts, from obligations to workers subject to regulations of labor law or social security laws and regular employment. cannot be avoided with


  1. Behavior Styles Rude behavior or inhuman treatment is not allowed. Physical abuse or disciplinary practice, threats of physical abuse, sexual or other forms of harassment and verbal abuse, or other forms of intimidation are not allowed. Administrators cannot use this for profit. Employees are not subject to fines for arriving late or absent from work. Managers cannot use these situations for profit.
  2. Land Use, Societies’ Land Rights


  1. As appropriate refined; The necessary land use permits for our establishment have been obtained from the competent authorities, and the necessary stakeholders (state institutions, local public authorities, etc.) We undertake that we will carry out the processes with its approval and permission.
  2. The General Manager manages the land use processes.
  3. There will be no practice in unfair land acquisition and legal requirements will be complied with.
  4. The facility was established in the industrial zone, it is not in any agricultural or forestry area. The people living in the region have no negative effects on their lands and fields. The facility provides added value to the local people in labor. The majority of the employees are recruited from the local community.
  5. The company undertakes to comply with laws and regulations on nature protection and deforestation.
  6. The firm undertakes that there will be no deforestation even if there is no legal obstacle to land use changes.
  7. The raw material of the enterprise is olive and olive oil, the raw material is not supplied from forest products.
  8. While taking an inventory of the people around the facility (those engaged in agriculture, those dealing with animal husbandry, those living in towns / villages …), the land use rights of women will be considered as a whole.

9.The company can make complaints of external stakeholders (neighbors, local people) in connection with its policy on land use by writing on the company website (monteida.com) or by calling 266-4322836.


  1. Impact on the Environment


The facility is obliged to comply with the legal environmental standards and requirements.

The facility has an agreement with the environmental consultancy firm, and the consultant firm manages the environmental affairs. The plant manager is responsible for the facility.

The facility focuses on resource consumption, recycling as well as innovations in order to reduce environmental impacts, and aims continuous development to protect the environment.

While increasing the value we provide to our business stakeholders in the entire value chain within the framework of these principles, our total quality philosophy, our good manufacturing rules and our innovativeness will shed light on us.