The main purpose in putting Codes of Conduct of Hüma Schools in writing is to improve the ethical culture of our foundation, to help these rules be adopted and applied, to guide those who work on ethical behavior and to determine the desired behavior standards from the employees. ‘Codes of Conduct of Hüma Schools’ are the standards defining what is right, what is wrong and what is acceptable, what is not. Codes of Conduct of Hüma Schools identify the relevant basic administrative principles approved by Hüma Education I.C. (Incorporated Company) Board of Management that regulates the relations between management lines, employees and third parties (Parents, suppliers and all persons and foundations that are in touch with our institution).
These rules embody all administrators, employees and departments of Hüma Schools.
Within the scope of Codes of Conduct of Hüma Schools, administrators are responsible for transferring the relevant rules to all employees and masterminding according to these rules. The most vital wealth and priority of Hüma Schools is the human resource it owns. All administrators have ethical liabilities towards their employees.
All employees working within the body of Hüma Schools
4.1. Protection of Prestige of Hüma Schools
All employees of Hüma Schools are responsible for displaying behaviors that cannot damage the prestige of the foundation.
4.2. Protection of Foundation Estates
All employees working within the body of Hüma Schools must protect the foundation estates and use them effectively only for work purposes.
4.3. Foundation Secrets/Privacy
One of the most important elements of our foundation estates is our fund of information. We display high level of care within the frame of protecting the information in all process within the foundation (projects, filing-archiving, e-mail traffic, meeting talks and reports, desktop documents etc.).
All employees working within the body of Hüma Schools cannot release their information (projects, reports, work research, new application plans, strategic targets, unpublished financial or academic information, parent/student lists, desire and need of parents, parent preferences, guidelines, regulations, procedures, process, information about work habits, methods and plans, all kinds of correspondence, documents and records etc.) as long as they have no legal and vocational obligation and they are authorized to do so, cannot use them for their personal benefits or benefits of people outside the foundation and they provide this information only for those that need to know but no others within the foundation absolutely stating that the information is foundation secret.
Responsibility of our employees to protect this information continues until so-called information is listed within public notification or is no longer commercial or private information.
4.4. Relations with our colleagues
All employees working within the body of Hüma Schools must communicate and cooperate with each other with respect and trust. Either our own employees or our administrators or colleagues, relations between colleagues are those in which each individual follows in commitment.
4.5. Relations with suppliers
We aim to have long term and trustworthy relations with people and foundations that provide products, projects and service for Hüma Schools. Honesty and equality is essential in supplier relations. We never discriminate suppliers in terms of their race, religion and language. We never consider personal relations. We prioritize foundation benefits. We never accept commission, gifts etc. from suppliers.
All those actions mentioned above are absolute necessities of our culture of foundation that we represent.
4.6. Relations with parents
Offering the service under standards and conditions we promise to our parents is our basic principle. As Hüma Schools, we always give correct, clear and absolute information to our parents. We adhere to contracts, fulfill our promises and try to satisfy parents.
4.7. Conflict of Interest
We try to stay away from conflicts of interest in Hüma Schools. We do not gain personal interests from people and foundations we work with via our relatives and families making use of our present positions. We do not perform any work activities based on any additional interest apart from Hüma Schools. We avoid using Hüma name, power and identity to gain personal benefits.
In this sense, employees of Hüma Schools
4.8. Gifts that could be offered
We pay great attention to our foundation culture and codes of conduct when we award gifts. Accordingly, the following rules have been set about gifts that could be offered.
4.9. Gifts that could be accepted
We care for our foundation culture and codes of conduct when we accept gifts. We never desire any personal gifts or payments from third parties working with the foundation and show no related action. As long as we stay in the frame of honesty and good will, accepting gifts can only be possible when the following rules are followed.
4.10. Using Social Media
When using social media, we consider protecting both our own prestige and our foundation’s as well. Even though we use our own personal accounts, we realize that we represent Hüma Schools since we work in an education foundation. For that reason, we are responsible to protect the culture of foundation and brand value.
In this sense, employees of Hüma Schools
We are always respectful to each other in Hüma Schools. No employee of the foundation behaves to disturb or annoy parents and suppliers and to damage others’ properties.
6.1. Using status power in work place
Abu0sing status power might stem from abusing the individual power of the employee (title, physical, personal, age) or collective power (due to excess in number). Considering the considerable and logical mistakes made by the employee with a suitable and constructive attitude and evaluations performed towards the development of employees within the performance system are situations where status power is not abused.
6.2. Hazing, targeting and victimization
Behaviors, rumors and hazing actions that might create pressure and cause employees to be marginalized must be avoided, no one should be targeted. Among the examples are various systematic and planned actions aiming to disincline persons, lower their performance and cause them to resign. (Example: criticizing private lives, constantly interrupting when speaking in public, scolding in front of others, ignoring their success etc.)
Hüma Schools take all necessary precautions to prevent these kinds of actions and expect all employees to display maximum care for that.
7. Foundation Culture
Policies for sustaining institutive identity and traditions of Hüma Schools are determined by Hüma Education Inc. Board of Management and applications are inspected. Each individual working for Hüma Schools is spiritually responsible for learning and adopting these traditions closely, doing what is necessary and conveying these traditions to new staff arriving after themselves.
8. Our Policy of Quality
In Hüma Schools, quality is regarded as a way of life. All activities are supposed to be carried out in the direction of existing and developing quality systems.
9. Our Legal Responsibility
As Hüma Schools, our basic principle is to obey all laws and rules of law regarding our activities. Our doctrine is to cooperate with official authorities and take correct actions according to related regulations and guidelines about our activities. We have the habit of consulting legal advisors on legal issues.
10. Our Institutive Social Responsibility
Hüma Schools regard contributing to development of social life in art and education among their institutive social responsibilities.
11. Solving Dissonance on Codes of Conduct
Those who violate Hüma codes of conduct and policies and procedures of the foundation will undergo various disciplinary sanctions such as being redundant. So-called disciplinary sanctions will also be necessary for those who approve unsuitable actions and behaviors causing to break rules and those who do not make necessary statements when they know about the situation.
Hüma Schools Board of Discipline and Ethics is responsible for investigating and solving complaints and statements regarding violations of rules of Hüma Codes of Conduct. The structure and functioning of the board is determined by Hüma Schools Discipline and Ethics Guideline.