Communication on Progress

Sustainability Report 2020

Participant
Published
  • 06-Jun-2022
Time period
  • January 2021  –  December 2021
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer

  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • To our stakeholders:

    I am pleased to confirm that Teklas reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

    In this annual Sustainability Report, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

    Sincerely and respectfully,

    Nebi ANIL
    CEO

Human Rights
  • Assessment, policy and goals

  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • As Teklas, we have Ethics and Values Policy that consists of grievance mechanism as well as Human Rights and Working Conditions Management System that is based on UNGC values. We expect our suppliers to comply with our perspective with our Supplier Sustainaiblity Code of Conduct.

  • Implementation

  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Our Ethics Commitee has e-mail as well as Whatsapp line for all our stakeholders to be able to communicate freely for any violation.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have establishedf Human Rights and Working Conditions Management System last year which is a big step for us to monitor and prevent any type of violation.

Labour
  • Assessment, policy and goals

  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • As Teklas, we have Personnel Regulation that consists of working conditions and arrangement of working life as well as Human Rights and Working Conditions Management System that is based on UNGC values.

  • Implementation

  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • We have a global whatsapp line for our employees to report any non-comformities and we have suggestion boxes in every Teklas plant. Our Human Resources Policy involves implementing a fair, balanced and competent wage system; creating the environment and conditions necessary for employees to increase motivation and maintain their commitment to the company.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • The main purpose of the Performance Management Process; to evaluate the working style of the employee and to determine the strengths and the aspects that need to be developed, to give feedback to the employee, to share mutual expectations and to make development planning for the employee once in a year. It is aimed to enable all of Teklas employees to acces the evaluation system with using the online platform (PersonoHR) for the Performance Management System. The evaluation process is based on the evaluation of each employee's equivalent, internal customer, manager and, if any, a subordinate or a teammate.
    Evaluations are carried out by scoring employees on the basis of the specified competencies. After evaluations, employees can get their evaluation notes and evaluator notes as a summary report by logging into the system. Following the results, department managers make one-to-one meetings with their employees and
    give feedback and forward feedback. The evaluation is carried out once a year. Employees included in the assessment should have worked at the company for at least 6 months. For promotions or rotations within the company, the manager must have been working together for at least 3 months in order to evaluate the employee.
    In case the employee moves to a different department, the manager in the evaluation process can be defined as his/her former manager.

Environment
  • Assessment, policy and goals

  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • We have Environmental Policy and Commitment, Global Environmental Handbook that covers company goals and environmental SWOT analysis for every plant we operate in.

  • Implementation

  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • We established ISO 14001 - Environmental Management System - in every Teklas Plant except Mexico and USA. We have trainings for all employees at least once in a year to raise awareness for environmental protection. Also, environment trainings is in the orientation program for new employees. For example, we manage projects such as reducing the amount of scrap and lubricant within the scope of the energy management system.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates environmental performance.

  • We have internal and external interim audits once in a year and we have main audits being done for our certicate by the same company for ISO 14001 - Environmental Management System - once in three years.

Anti-Corruption
  • Assessment, policy and goals

  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • We established Policy Of Anti-Bribery & Corruption in February 2021. This policy involves assessment of risk of corruption and bribery in all Teklas plants.

  • Implementation

  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • We have a 7/24 available whatsapp line and ethics mail that employees can reach for any corruption or extortion. Any employee who witnessed bribery or corruption or intended to be done is obliged to report it to the Teklas Ethics Committee (ethics@teklas.com.tr). Otherwise, this is considered malicious behavior and is considered in the Ethics Committee. If the persons proven to be corrupt and/or corrupt are employees of Teklas, 'termination of the employment contract for the right reason' is applied among the sanctions specified in teklas Code of Ethics and Values Policy. Any business partner who is proven to be corrupt and/or corrupt is cut off from Teklas.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates anti-corruption performance.

  • When dealing with suppliers, offers are received and evaluated in accordance with the purchase policy.
    Otherwise, a technical report is created within the scope of the reason for evaluating the high bid.