Code of Ethics
Introduction
SATKAB (Specialized Company for Water and Electricity Construction Management and Supply) operates as a specialized company in the water and electricity sector. Its mission is to organize operations, enhance productivity and competitiveness, foster participation and investment, manage shareholdings, and support the development and performance improvement of affiliated entities.
Accordingly, the SATKAB Employee Code of Ethics has been formulated to articulate the behavioral, professional, and organizational principles for employees. It aims to strengthen public trust, administrative discipline, organizational integrity, and efficiency, thereby paving the way for the fulfillment of the company’s mission.
1) Fundamental Principles
1-1. Commitment to the Organizational Mission: Employees are committed to aligning all their actions, decisions, and professional behaviors with the realization of the company’s goals, duties, and legal interests—as well as those of affiliated companies—and must refrain from any action contrary to the organization's mission.
1-2. Adherence to the Law: Compliance with national laws and regulations, the company’s Articles of Association, resolutions of general assemblies, internal bylaws, directives, and promulgated standards is a mandatory principle at all organizational levels.
1-3. Trustworthiness and Accountability: Employees act as stewards of resources, information, documents, assets, and public interests; they must perform their duties in an accountable, precise, and responsible manner.
1-4. Honesty and Integrity: Honesty in speech, reporting, administrative interactions, and decision-making forms the foundation of organizational trust. Any false statement, material concealment, or manipulation of information is contrary to this Code.
1-5. Justice and Fairness: Employee conduct toward colleagues, stakeholders, contractors, consultants, affiliated companies, and external parties must be grounded in justice, impartiality, fairness, and respect for the legitimate rights of others.
1-6. Transparency: Employees are required to execute decisions and processes—within the scope of their authority and regulations—in a transparent, documented, and traceable manner, while refraining from creating ambiguity or withholding information improperly.
2) Workplace Behavioral Principles
2-1. Mutual Respect: Observing courtesy, respect, and human dignity, and maintaining proper conduct toward managers, colleagues, and clients, is mandatory.
2-2. Cooperation and Teamwork: Given the nature of the specialized holding company and its coordinating role, cooperation, synergy, knowledge sharing, and support for cross-sector activities are core employee values.
2-3. Administrative Order and Discipline: Adherence to working hours and organizational discipline, maintaining a tidy workplace, proper use of facilities, and compliance with established procedures are essential.
2-4. Avoiding Destructive Behaviors: Any behavior involving disrespect, discrimination, belittlement, spreading rumors, inciting tension, obstructionism, or undermining the reputation of colleagues or the organization is prohibited.
2-5. Enhancing Professional Competence: Employees must continuously improve their knowledge, skills, and capabilities, and be diligent in learning and applying modern managerial and specialized methods.
3) Conflict of Interest and Administrative Integrity
3-1. Avoiding Conflicts of Interest: Employees must avoid any situation where their personal, family, financial, or organizational interests conflict with the company's interests, or they must immediately and transparently disclose such situations to the appropriate authorities.
3-2. Prohibition Against Misuse of Position: Using one's position, information, influence, access, or administrative authority for personal gain or to grant undue privileges to others is prohibited.
3-3. Gifts, Hospitality, and Illegitimate Benefits: Accepting any gift, payment, privilege, discount, invitation, hospitality, or benefit that could influence employees' professional decisions or create an appearance of impropriety is prohibited, except as permitted under internal regulations.
3-4. Combating Corruption: Employees are required to fully cooperate in identifying, preventing, and reporting violations, administrative corruption, collusion, bribery, rent-seeking, and any misuse of public resources.
4) Confidentiality and Information Protection
4-1. Safeguarding Organizational Secrets and Information: Financial, technical, legal, contractual, commercial, and managerial information, as well as any confidential company data, must be protected; disclosure is permitted only within the scope of legal authority.
4-2. Responsible Use of Information: Employees must not use information at their disposal for personal gain or to create an unfair advantage for individuals or legal entities.
4-3. Protection of Documents and Information Assets: Documents, correspondence, systems, passwords, access credentials, and information equipment must be maintained with the utmost care and secured against unauthorized access.
5) Stakeholder Engagement
5-1. Professional Service Delivery: Employees must interact with internal and external stakeholders using a problem-solving approach, while maintaining respect, reasonable speed, accuracy, and appropriate responsiveness.
5-2. Impartiality in Relationships: Relationships with contractors, consultants, suppliers, subsidiaries, and other stakeholders must be based on established regulations, official documents, and the company’s legitimate interests, rather than on personal relationships or informal considerations.
5-3. Avoiding Unauthorized Commitments: No employee or manager shall make any commitment, pledge, or promise that exceeds their legal authority or lacks official authorization.
6) Responsibility Toward Public Resources
6-1. Cost-Efficiency and Productivity: Given the nature of the specialized holding company and its role in management and investment, employees must exercise the utmost prudence and efficiency regarding the use of financial, human, and equipment resources, as well as time.
6-2. Protection of Property and Assets: Company property and equipment must be used solely for the performance of official duties and in compliance with established regulations.
6-3. Accurate Reporting: Reports, meeting minutes, correspondence, evaluations, and performance data must be accurate, well-documented, up-to-date, and fact-based.
7) Professional Ethics in Decision-Making
7-1. Reliance on Evidence and Organizational Interests: Professional decisions must be based on data, documentation, expert analysis, and the company’s legitimate interests.
7-2. Avoiding Discrimination: No discrimination based on personal connections, gender, ethnicity, orientation, personal circumstances, or other irrelevant factors should be exercised in decision-making.
7-3. Adherence to Scope of Authority: Each employee must act within the framework of their job description, authority, and responsibilities, and refrain from unjustified interference in areas outside their scope of responsibility.
8) Social and Professional Responsibility
8-1. Upholding the Company’s Dignity and Reputation: Employee conduct, both inside and outside the organization, must serve to preserve the reputation, trustworthiness, and standing of Satkab Company.
8-2. Commitment to the Public Interest: Given that the Company’s activities are linked to the public interest and the nation's infrastructure sectors, employees must prioritize the public interest over personal interests.
8-3. Development-Oriented Approach: Employees must actively participate in enhancing productivity, improving processes, developing organizational knowledge, and contributing to the growth of subsidiary companies.
9) Disciplinary Principles and Ethical Monitoring
9-1. Commitment to Self-Assessment: Each employee must continuously align their professional conduct with this Charter and take steps to rectify any shortcomings.
9-2. Acceptance of Oversight: Employees are required to accept—and cooperate fully with—legal, administrative, financial, security, and inspection-related oversight, as well as performance evaluations.
9-3. Reporting Violations: Any observed violation, instance of corruption, infringement of public rights, abuse of power, or breach of this Charter must be reported through official channels, in compliance with legal requirements.
9-4. Protection of Whistleblowers: Subject to internal regulations, individuals who report violations in good faith must be protected.
10) Employee Commitment
We, the employees of the Specialized Company for Water and Electricity Construction Management and Supply (SATKAB), pledge to:
Prioritize the company’s interests and the public interest in the performance of our duties;
Act with integrity, trustworthiness, respect, and a sense of responsibility;
Refrain from conflicts of interest, corruption, discrimination, and the abuse of our professional positions;
Safeguard organizational information and confidential data;
Strive to enhance productivity, transparency, and adherence to the law, as well as to develop human capital;
Uphold the dignity and reputation of SATKAB under all circumstances.
11) Enforcement
Failure to comply with the provisions of this Charter may—depending on the nature and severity of the violation—result in administrative, disciplinary, or legal action, or referral to competent authorities in accordance with applicable regulations.