Code of Ethics

Code of Ethics

TAV Airports Holding's “Code of Ethics” sets out the rules and principles that all executives and employees are obligated to comply with in order to contribute financial value to its shareholders and to enhance its corporate value. With this Code of Ethics, an attempt is made to ensure that the conduct of TAV executives and employees are of the highest standards and that they are aware of the impact of their conduct and attitudes on the Company. Furthermore, the Code ensures that the highest standard of ethics is displayed and the best methods are employed by the Company staff and shareholders.

TAV Holding Group Companies acknowledge that establishing and maintaining a fair and just workplace for employees is one of the main corporate priorities. Creating a fair, healthy and reliable workplace, where the employees are respected and all concerned laws and corporate regulations and arrangements are compatible with each other, is adopted as the main principle.

No discrimination based on race, color, gender, religion, language, marital status, sexual orientation, sexual identity, political view, ethnical identity, health condition, family responsibilities, union activities or membership, physical disability or age is acceptable at TAV Holding and Group Companies. All employees are treated with the basic principle of equality and provided with equal opportunities. It is against the law and ethical rules to violate personal immunities of the employees at the workplace or any other environment related to work physically, sexually and/or by mobbing or in any other way. The ethical principles and rules are applied to ensure and maintain the protection of the impunities of the employees regarding the matters stated-above in their workplaces.

The Code of Ethics is published on the TAV Corporate Intranet and announced to the employees during concerned programs. The board, executives and employees TAV Airports Holding are expected to comply with all the clauses of the Code of Ethics stated below.

Conflicts of Interest

Conflict of interest is present when the private interests of the employee and the interests of the company are somehow opposed or at odds with one another, or in case there is a potential for such conflict. While undertaking their corporate responsibilities, TAV Airports Holding employees are expected to hold the corporate interest above their own interests and the interests of their families and acquaintances and thus carry out their responsibilities.

Employees are to avoid any attempt which may be construed as pursuing their own interests or those of acquaintances.

Situations Causing Conflicts of Interest

Employees are responsible for protecting the interests of the company while carrying out their duties.

Circumstances cited below are considered as the examples conflict of interest:

  • Commercial relationships between family members or up to third degree relatives of employees and the company,
  • Property or interest relationships between family members, up to third degree relatives of employees or competitors,
  • Business relationships with companies that family members and up to third degree relatives work in,
  • Borrowing from companies with which there are business relations or entering into commercial relationships.

Preventing Conflicts of Interest

Possible conflicts of interest as well as cases defined by the company management are declared to employees and company management takes the necessary precautions. Managers and employees are obliged to inform management about any observed conflicts of interest. After the identification of such an incident, the Corporate Governance Committee evaluates the matter and takes the necessary actions.

Responsibility to Take Care in the Performance of Duties

Employees are obliged to meticulously carry out the duties they have undertaken by their employment contracts. They are also obliged to take action to acquire/develop the qualifications and the know-how required by their duties. They are responsible for any damages inflicted on the company intentionally, due to negligence and/or carelessness.

The employees are responsible for delegating the works to the concerned subordinates and to ensure timely completion of the works, carrying out the instructions issued by their executives.

All employees must be aware of the fact that they represent the company, and they are obliged to protect the reputation of the company in the face of third parties. They are obliged to abstain from behaviors and actions which may lead to difficulties for the company.

All employees are obliged to manage their relations with other employees, shareholders and stakeholders in compliance with the code of ethics and conduct.

No employee may gain interest from third parties or authorities in relation with his/her job, establish private business relations, nor request or make personal payments.

The Responsibility to Comply with the Company Principles and Rules

The employees are obliged to comply with the rules, regulations and procedures stipulated by the company regarding the management, compliance, discipline, occupational safety and health.

The Responsibility to be Careful in Conduct and Relationships

All employees are obliged to work in harmony with their colleagues and managers; to have good and proper relationships with private or official persons or institutions associated with the workplace and to carry out their duties in a rapid and honest manner.

The Responsibility to Protect Company Interests

Employees are responsible for protecting the interests of the Company and the workplace and must abstain from all conduct that may damage these. The employees may not utilize company means for their personal interests.

Prohibition from Working at another Job

Employees are not allowed to work in or accept any formal/private, permanent/temporary or paid/no charge job, or to carry on a business without the permission of the company.

The Responsibility to Declare Personal Information and Revisions

Employees are obliged to declare all revisions concerning family, civil status and addresses, as well as personal, family or acquaintance information taken as the basis for the rights and liabilities governed by the contracts and/or regulations, and the documentation which is the basis for such information, to the Personnel Directorate in a timely manner.