This document outlines the corporate policies and procedures regarding data protection and security within our organization. It aims to ensure compliance with legal and regulatory requirements while safeguarding sensitive information.
The purpose of this policy is to establish a framework for protecting personal and corporate data from unauthorized access, disclosure, alteration, or destruction. It defines the roles and responsibilities of employees and stakeholders in maintaining data security.
This policy applies to all employees, contractors, and third-party service providers who handle company data. It covers all forms of data, including electronic and paper records, stored within the organization’s information systems.
All data handled by the company is classified into the following categories:
• Public Data: Information that can be disclosed without any restrictions.
• Internal Data: Information available only to employees and authorized personnel.
• Confidential Data: Sensitive information requiring protection against unauthorized access.
• Restricted Data: Highly sensitive information with strict access control measures.
• Employees must use secure authentication methods to access company systems.
• Data access is granted based on the principle of least privilege.
• Confidential and restricted data must be encrypted during transmission and storage.
• Physical access to data storage areas is restricted to authorized personnel only.
• Data is retained for the period specified by legal and business requirements.
• Secure deletion methods, such as data shredding and degaussing, are used for disposing of electronic data.
• Paper documents containing sensitive information must be shredded before disposal.
• Employees must report any suspected data breaches immediately to the IT security team.
• An incident response plan is in place to mitigate and contain security threats.
• Periodic security audits and penetration testing are conducted to assess vulnerabilities.
• Employees are required to complete annual data security training.
• Confidential information should not be shared with unauthorized individuals.
• Any suspicious activity related to data security must be reported immediately.
• Non-compliance with this policy may result in disciplinary action, including termination of employment.
• The company reserves the right to take legal action against individuals or entities responsible for data breaches.
This policy is reviewed annually and updated as necessary to align with evolving security threats and regulatory requirements.
Occupational Health and Safety holds a significant place in our company. The core principle of Occupational Health and Safety is to minimize workplace accidents and provide employees with a healthier work environment. For this purpose:
• Employees must exercise the utmost caution to ensure that neither their own nor others' health and safety are negatively affected by their behavior and mistakes. They must perform their duties in accordance with the training and instructions provided by the employer.
• Employees should immediately notify the employer or the Occupational Health and Safety representative if they encounter any situation at work that they believe poses a serious and immediate danger to health and safety, or if they notice any malfunction or deficiency in protective measures.
Beybi maintains a neutral stance with respect to public institutions, non-governmental organizations, and political parties, without any expectation of personal gain. The company does not make donations to political parties, politicians, or political candidates.
Employees may not engage in promoting or advocating religious, political, or ideological views within or outside the company. For any reason, they are not permitted to post unauthorized posters, distribute flyers, or disseminate religious, political, or ideological content via email within the company.
If employees are involved in any legal or official investigation, detained, questioned, or convicted for any reason (as a witness or accused party), they must immediately inform their managers and the Human Resources Department in writing.
If an employee’s testimony could expose confidential professional or trade information, potentially harming the company’s reputation, continuity, or operations, they may not testify. Employees are also prohibited from signing defense statements prepared at the request of third parties if it violates the company’s interests.
Employees who learn or suspect that the Company’s Ethical Conduct Rules or applicable laws and regulations have been violated must report this to their superior, or depending on the situation, to the General Manager or relevant Board of Directors.
We guarantee the confidentiality of all complaints and reports made under the Ethical Conduct Rules, and we protect individuals after they report.
All suspicious cases and notifications will be investigated. Intentional reports containing false or defamatory content will not be considered.
The regulations set by the company are binding for all staff and managers. Everyone is responsible for understanding the regulations applicable to their duties and authority. We can highlight four key points where employees can assist the company in fostering a high moral culture and environment:
• Ensure understanding of ethical rules,
• Reflect ethical rules in their daily lives and work,
• Always strive to do what is "right,"
• Not hesitate to ask if unsure of what needs to be done.
Employees’ legal violations or mistakes made during their work with the company may result in various sanctions, including termination of employment. Beybi manages and monitors the activities required to ensure compliance with these rules. These activities include training, communication measures, following up on legal violations, and implementing compliance conditions.
The application of regulations governing working life and the development of mutual goodwill principles to ensure that employees are highly productive and loyal to the company. In this context, all policies and practices concerning employees (equal opportunity, performance, evaluation, compensation, and all other employment-related matters) are developed by the Human Resources Department in accordance with legal regulations and applied in accordance with working life regulations unless stated otherwise.
Employees who act in violation of Ethical Principles, instructions from their superiors, industry norms, or the law will be subject to the disciplinary rules.
