Preamble
The diversion of resources or misuse of power compromises BIRARADA Association’s values and our accountability to our members and the communities we engage with. Any suggestion that BIRARADA is linked to corruption can damage the reputation of the Association, undermine staff morale, and erode the trust and support of beneficiaries, partners, the wider public, and donors. Corruption poses legal risks both for the organization and individuals involved.

Thus, we must act—and be seen to act—in a way that is honest and transparent. This policy supports existing Association policies and standards, reinforcing BIRARADA’s commitment to foster an organizational culture in which corruption is never acceptable.

Policy Statement

1. Corruption on the part of any BIRARADA member, employee, board member, or volunteer (collectively “BIRARADA Individuals”) or any third party (consultants, partners, etc.) in their engagement with BIRARADA is strictly prohibited.

2. No BIRARADA Individual, or any third party acting on behalf of or dealing with BIRARADA, shall offer, solicit, or accept a bribe in conjunction with any aspect of BIRARADA’s activities.

3. Payments otherwise prohibited may only be considered if there is an immediate threat to personal safety. In such cases, the payment must be immediately reported to the Association’s Board and members, and clearly identified in the accounting records.

4. BIRARADA will ensure that all members, employees, board members, volunteers, and third parties that engage with BIRARADA are made aware of this Anti-Corruption Policy.

5. BIRARADA will implement a whistleblower policy and procedures to provide members, employees, board members, volunteers, and third parties with a safe mechanism to report evidence of misconduct, including corruption, and to encourage such reporting.

6. BIRARADA will develop a corruption response plan, documenting how incidents will be investigated, reported, and closed.

7. Employees or members of BIRARADA who commit a corrupt act, fail to report knowledge of corruption, or fail to manage the risk of corruption will be subject to disciplinary action up to and including termination of employment or membership. Board Members and Advisory Members who fail to comply with this policy are subject to removal. Third parties who fail to comply with this policy will have their agreements and/or contracts with BIRARADA terminated. BIRARADA may also seek restitution, prosecution, or other legal remedies.

8. BIRARADA will immediately report all instances of suspected or actual corruption to the local governing board, where one exists (except in cases where the allegation is directed at that body), which is responsible and accountable for ensuring the incident is investigated appropriately.

9. The Board Members are responsible for ensuring the effective implementation of this policy.

Scope
This anti-bribery and anti-corruption policy covers all BIRARADA members, employees, Board Members, Advisory Members, and any party acting on behalf of or dealing with BIRARADA.

Definitions
Corruption is defined as “the abuse of entrusted power for gain.” It includes practices such as bribery, fraud, extortion, collusion, and money laundering.
It also includes the offer or receipt of any gift, loan, fee, reward, or other advantage to or from any person as an inducement to do something that is dishonest, illegal, or a breach of trust in the conduct of the Association’s activities.

Examples may include:

• Cash or in-kind benefits (e.g., free goods, gifts, or holidays)

• Special personal services provided for the purpose of securing an improper advantage

• Benefits that may create moral pressure to act dishonestly or unethically

Article 1. Rationale for Establishing the Monitoring Board
This regulation aims to prevent violations of the association’s purposes and principles, its Charter, General Assembly Decisions, or rules in Position Statements adopted by the General Assembly. It aims to clearly define the steps to be taken and measures to be implemented when violations occur, establish internal notification and investigation mechanisms and responsibilities, protect everyone covered within the scope from violations, all forms of sexual harassment and violence, and guide and encourage them to report violations. Thus, it aims to create a safe working environment within the association.

Article 2. Scope
It covers members, employees, board members, audit committee members, volunteers, interns, consultants, institutions/persons from whom services/products are procured, and all organizations with which cooperation is established. Violations covered by the regulation need not occur only during working hours or at association premises. This regulation also applies in any context related to the association, including conferences, panels, association events, office parties, association trips, and online events.

Article 3. Composition of the Monitoring Board
The Monitoring Board consists of five principal and five alternate members elected by the General Assembly by secret ballot for two years. It is aimed that one person on the Board be from outside the institution. It is aimed that this external person be a relevant expert; someone working in conflict resolution/non-violence or a lawyer specialized in the subject.
In case of resignation or vacancy in principal membership of the Monitoring Board due to other reasons, alternate members must be called to duty according to the number of votes received in the General Assembly. A 2/3 gender quota is applied in the election of principal and alternate members. The Monitoring Board elects a chairperson at its first meeting.

Article 4. Working Method of the Monitoring Board
Board meetings are held upon the chairperson’s call and with the participation of all members.
In the following situations, Monitoring Board members cannot participate in the meeting where the relevant issue is discussed, and sufficient alternate members are called in their place according to the order of vote plurality they received in the General Assembly:
a) Being directly related to the issue being discussed
b) Being an investigator, witness, or complainant in the issue being discussed
c) Having kinship or relationship with the person involved in the issue being discussed
d) Being in horizontal or vertical working relationship with the person involved in the issue being discussed
e) Having economic relationship with the person involved in the issue being discussed

The Monitoring Board is obligated to make decisions about members’ complained behaviors with a perspective that embraces restorative justice understanding in cases of violations described in Article 1. The Monitoring Board embraces restorative justice understanding to the extent that it adopts the following criteria in the investigation process:
(a) Supporting those who have been subjected to violations, enabling them to make their voices heard, encouraging them to express their needs, ensuring their participation in the solution process, and offering them support.
(b) Repairing relationships damaged as a result of violations by reaching consensus on the best response to the violation.
(c) Condemning the behavior that constitutes a violation as unacceptable and reaffirming institutional values.
(d) Encouraging responsibility to be assumed by all relevant parties, especially perpetrators.
(e) Determining restorative, forward-looking consequences.
(f) Reducing the tendency to repeat violating behavior by encouraging perpetrator transformation.
(g) Identifying institutional factors that caused the violation and informing authorities responsible for strategies to reduce violations.

Article 5. Duties of Managers, Executives and Members Regarding the Internal Justice Process
Association managers, executive board members, and all other members are obligated to facilitate the process carried out by the Monitoring Board and assist in compiling documents. The necessary expenses of the Monitoring Board are covered by the association budget.
Additionally, association managers, executive board members, and all other members are responsible for taking the following measures to prevent the recurrence of violations – in accordance with the results of the Monitoring Board’s investigation process:

• Making reorganizations to address organizational deficiencies identified as causing the emergence of violations.

• Disseminating policy documents or informational brochures in common workspaces.

• Obtaining support for improving team communication.

• Encouraging participation of all members, including the Board of Directors, in sexual harassment and violence training.

• Conducting experience-sharing meetings.

• Conducting work to share lessons learned.

• Providing psycho-social support opportunities to those in need.

• Taking measures for stress management and reduction.

Article 6. Application to the Monitoring Board
Persons who believe that the behavior of a BIRARADA Association member requires monitoring first apply directly and in writing to the Monitoring Board for examination of the matter. If necessary, the Monitoring Board may refer the matter to the Ethics Commission for opinion. If the complained person is on the Monitoring Board, the application is made to the Board of Directors.
In cases of violence against women, child abuse, or violence against children, no statute of limitations applies. For other acts, if 1 year has passed since learning of the act and 3 years have passed since the occurrence of the act, the acts cannot be complained about or investigated. Documents that will facilitate the Monitoring Board’s investigation, if any, are attached to complaint applications.

Article 7. Decision to Investigate
Investigation may be initiated against relevant members in case of detection, obtaining information, or receiving applications regarding the following attitudes, behaviors, and situations:

1. Working or engaging in actions contrary to the association’s charter and purposes or engaging in obstructive activities; causing harm to the association; not fulfilling membership obligations

2. Engaging in behaviors that do not comply with scientific-academic criteria and principles of scientific ethics in education, scientific research, and publication processes

3. Acting contrary to association position statements

4. Continuously avoiding duties proposed by association bodies

5. Not complying with decisions made by association bodies

6. Engaging in actions incompatible with association membership that damage professional honor and dignity and are contrary to human dignity and rights

7. Using the power provided by administrative authority or academic title to violate any rights, especially personal rights

8. Applying all kinds of physical and psychological pressure; participating in intimidation and threatening activities that fall under the definition of mobbing

9. Engaging in physical, psychological, or sexual harassment

The existence of administrative or judicial investigation on the subject does not constitute an obstacle or justification for conducting an investigation within the association.

Article 8. Procedures to be Performed During the Investigation Process
From the time of proper application to the Monitoring Board, or when violations written in Article 7 are detected, the Board is called to meeting by one of the board members within 10 days at the latest. The Board meets with all principal members and makes decisions with a simple majority of meeting participants.

The Monitoring Board decides which of the following paths to follow at this meeting:
a) If the parties give free consent, a reconciliation process is initiated. “Victim-perpetrator mediation” is among the most common “restorative justice” programs and refers to the process of bringing together the victim and perpetrator of the crime in a safe and supervised environment with the help of a trained mediator (reconciler). In this case, the Monitoring Board withdraws from the process, but the parties reserve their right to apply to the Monitoring Board again at any stage of the process. The Board’s duty is never mediation.
b) The Monitoring Board conducts the investigation process itself.
c) When the Monitoring Board deems necessary, it appoints sufficient investigators from among Board members. In appointing investigators, the matters listed as reasons for Board members not participating in meetings are also considered. A member appointed as investigator may refuse to accept the duty if they have justified reasons. In this case, the appointment process is repeated until sufficient numbers are achieved.

The investigator(s) meet separately with the parties regarding the notification, with witnesses, and when necessary with experts. Pre-structured forms may be used for interviews, and interviews may be recorded. Interviews begin primarily with the declarant. In addition to statements, the person’s expectations for support/repair are also learned. Then the other party’s own statement regarding the allegations is heard.

At least 10 days are given for written statement requests. This period begins with the notification of investigation documents to the person. Those who do not respond to the Monitoring Board’s written statement request within the deadline without justification are considered to have waived this right, and decisions are made about them based on available data and conducted interviews.

While listening to the parties, the investigator(s) try to understand systemic problems, deficiencies, and non-functioning mechanisms that prepare the ground for the problem, rather than just an acquittal-punishment approach. This is primarily seen as necessary to prevent similar violations from recurring.

The perpetrator must be fully informed about the complaints made against them and given the opportunity to respond. Similarly, the person subjected to violation must fully know the perpetrator’s reaction to the accusations directed at them and have the opportunity to respond.

When reality presents a mixed appearance or when the incident cannot be sufficiently clarified, the investigator(s) may consult witnesses or expert opinions. They may request additional measures when necessary. The investigator(s) are obligated to collect all evidence related to the incident. For this reason, they may apply to every person and institution related to the incident, request information and documents, and consult witnesses’ verbal accounts.

Confidentiality of the investigation is essential. Upon application, the board conducting the investigation acts in accordance with the principle of privacy of the complainant party/parties and the complaining person/persons’ private lives at all stages until the examination/investigation is completed. During the examination/investigation process, the confidentiality principle is important in terms of resolving details that would damage the parties’ personality rights without carrying them to their social environment and not negatively affecting their professional, academic, and social relationships.

Investigations related to sexual harassment and sexual violence are conducted in a way that avoids procedures and interviews that could lead to re-victimization of the applicant. Necessary measures in this regard are taken by the Monitoring Board. Mediation cannot be used in any way between parties before and after investigation processes related to sexual harassment and sexual violence.

The Monitoring Board completes its report containing recommendations and action plans regarding the investigation file submitted to it within 2 months at the latest, and may request additional time when necessary. The Board prepares its report based on the file or, when deemed necessary, based on interviews conducted with relevant parties. The Board makes decisions in its report by majority vote in meetings attended by at least three members. All decisions made by the Board clearly include justifications. In the report, all information, documents, and statements for and against the accusation are discussed, and recommended actions are specified in the conclusion section. The Monitoring Board submits the report containing recommendations and action plans, together with justifications, to the Board of Directors. Notification of the decision to relevant parties and implementation of actions, if any, is the responsibility of the Board of Directors.

The opportunity to review the Board’s decisions is explained to all parties, and parties may object to the decision within 10 days at the latest. Persons may object to the process and outcome within the following framework:

• Nature and adequacy of measures

• Insufficient application of principles

• Request for different expert opinion

• Replacement of board members determined to have violated principles of impartiality, confidentiality, and non-harm

Article 9. Restorative and Punitive Action
Although this regulation includes punishments as violation-preventive actions when necessary regarding the violations it addresses, it adopts an approach that aims to see the repair of personal damages and institutional responsibility and deficiencies in violations. Therefore, the Monitoring Board aims for the recovery of the person subjected to violation and the transformation of the environment that allowed the violation by proposing restorative actions in its report.

The autonomy of the person subjected to violation is a priority for restorative action. For this, the person’s values and needs are prioritized and respected. The Board is responsible for providing a safe space where the person can express themselves. Restorative action consists of the damaged person’s participation in the process and actions defined by their requests for repair.

Actions such as position suspension implemented as measures in cases where violation is proven at the end of the process are made permanent or temporarily permanent. After completing the investigation, the Board may decide on the following actions (more than one action decision may be taken depending on the situation):

• Apology (if the person who caused victimization accepts the action and responsibility they committed and this acceptance occurs voluntarily)

• Self-criticism (if the person who caused victimization accepts the action and responsibility they committed and this acceptance occurs voluntarily)

• Public self-criticism with acceptance of mistake, fault, deficiency (if the person who caused victimization accepts the action and responsibility they committed and this acceptance occurs voluntarily)

• Changing conditions that allowed the violation

• Making transformative improvements in association operational rules to prevent violations

• Supporting team solidarity

• Psycho-social support

• Improving working conditions

• Providing assurance and taking measures that it will not happen again

• Having the perpetrator take necessary training and monitoring their behavior for a certain period

• Warning or reprimand if the perpetrator does not accept responsibility/cannot remedy the damage (written notification that the member needs to be in more careful attitudes and behaviors)

• Temporary or permanent removal from membership and/or communication channels if the perpetrator does not accept responsibility/cannot remedy the damage and/or violating behaviors continue (whether temporary or permanent is decided according to the extent of violation, temporary period cannot exceed 3 months)

• Temporary or permanent termination of employment contract if the perpetrator does not accept responsibility/cannot remedy the damage and/or violating behaviors continue and the perpetrator is an official employee of the organization (whether temporary or permanent is decided according to the extent of violation, temporary period cannot exceed 3 months)

The association has the right to inform persons and institutions it is in contact with regarding its decision.

Monitoring the Restorative and Transformative Process
The transformation of the harmful person and institution is monitored by the Monitoring Board for the period determined in the report. The Board’s process observations are consulted for lifting temporary sanctions.

Article 10.
The Board of Directors cannot change the decision made by the Monitoring Board. Punishments given by the Monitoring Board are written in the decision book. Decisions written in the decision book are notified to the complained and complainant within 10 days at the latest, together with justifications.
In cases where the Board of Directors disagrees with the Monitoring Board decision, a new examination and evaluation may be requested from the Monitoring Board within one month. In this case, the second decision to be made by the Monitoring Board is final. After the decision reaches the Board of Directors, it is notified to relevant parties in writing within 10 days.

The finalized decision may be objected to by the relevant parties or the Board of Directors at the first General Assembly to be held; the General Assembly decision is final and cannot be objected to again. If the Monitoring Board has given a member the penalty of removal from membership, when the person applies to become a member again, the decision authority belongs entirely to the next General Assembly.

Article 11. Basic Principles to be Followed During Application and Investigation

• Takes Statement as Basis: The statement of sexual harassment and violence by the reporter is taken as basis, and the process is immediately initiated based on the statement without seeking evidence. No hierarchy is observed between statements.

• Protects Confidentiality: The privacy and confidentiality of the parties and relevant persons are protected at all stages of the process. Persons involved in the notification and investigation process are obligated to protect confidentiality and handle the process with respect for the reputation of all persons related to the matter.

• Adopts Impartial and Fair Approach: People are approached equally, fairly, and impartially. The process is conducted considering the personality rights of the parties. Focusing on behaviors and actions, not people, considering that everyone can be a perpetrator or victim of sexual violence. The Board listens to the parties with the aim of understanding them independently of prejudices and assumptions.

• Is Encouraging and Supportive: Throughout the process, necessary attention and care are shown to avoid any behavior that could lead to re-victimization, discouragement, and loss of motivation of the applicant and that could damage the human dignity and sense of trust of the parties, and to prevent such behaviors from emerging. It acts to operate mechanisms that empower those subjected to violence and support their post-violence recovery and autonomy.

• Considers Inclusivity: The Board’s approach to the problem is inclusive and intersectional. In addition to gender, gender identity, and sexual orientation, it also considers possible power relations between parties (ethnicity, social gender, position, status, and similar).

• Timely Intervention: The Board responds to notifications quickly, reasonably, and within established timelines. Relevant parties are informed about how long it will take to respond to notifications, and parties are informed of recorded progress to ensure that the report is not forgotten or ignored.

• Do No Harm: While working, the Board takes protective measures in terms of psycho-social situations and reputations of all parties, especially the declarant. It does not declare parties right or wrong until the process is completed. Triggering, judgmental, and accusatory words, behaviors, attitudes, and implications that would increase victimization are avoided in the process.

• Independence: The Board’s work is determined by principles. It has no ties other than the principles and responsibilities mentioned in this document.

• Presumption of Innocence: Monitoring Board members investigating violations must respect the presumption of innocence throughout the investigation.

Article 12. Entry into Force of the Policy Document
This policy document enters into force after being approved by the Board of Directors and at the Assembly meeting and after temporary members of the Monitoring Board are elected at this Assembly meeting, and is disseminated through association communication tools. It is submitted for approval to the General Assembly at the first General Assembly meeting, necessary changes are made, and Monitoring Board members who will serve for 2 years are elected. For experience transfer and institutional memory formation in Board work, it is recommended that two persons each from principal and alternate members serve in the next term.
This regulation is a living document and may be reviewed before each General Assembly and resubmitted for General Assembly approval.
The investigations conducted by the Monitoring Board and decisions taken do not prevent the parties from seeking legal remedies or finding solutions through courts.

References

• BAK Germany Disciplinary Board Regulation

• CISST Workplace Psychological Harassment (Mobbing) Prevention Policy

• S.S. Genç İşi Scientific Research and Development Education Cooperative Ethics Rules and Working Principles Regulation

• Workplace Sexual Harassment and Violence Prevention Policy Document

Purpose

The purpose of this policy document (abbreviated as policy) is to create a harmonious, participatory, supportive, and productive working environment in BIRARADA association premises, branch offices that may be opened, association spaces, and project work where the association participates alone or with other institutions, in all physical and virtual association activities, and to determine the behavioral principles, attitudes, and obligations that employees and members are expected to follow for this purpose.

Scope

This policy document applies to all temporary or permanent, professional, contractual, or voluntary positions at BIRARADA and all volunteers, interns, and members participating in the association’s work. This policy covers positive behavioral and attitudinal principles as well as all forms of systematic harassment known as mobbing, including psychological violence, pressure, siege, harassment, and disturbance seen within hierarchical structuring in work life, and sexual harassment.

Responsibility

The Executive Board is responsible for implementing this policy, and the Ethics Commission is responsible for its development and harmonization. All employees, members, and interns are responsible for possible violations they cause, both to the affected person(s) and to all members.

Basic Principles

Persons who are volunteers, members, or employees in all work conducted by BIRARADA approve, accept, and are responsible for acting in accordance with the ethical principles listed below.

Commitment to Purpose and Mission

Behavior must be in accordance with the association’s charter, purposes, and mission.

Respect for Human Rights

No treatment contrary to or restrictive of human rights and freedoms, or manipulative behavior or practices that prevent equal opportunity may be engaged in.

Non-Discrimination

No labeling, stigmatizing, supremacist, exclusionary attitudes and discriminatory behaviors may be engaged in any area of life, including but not limited to race, ethnic origin, language, religion, belief, age, institutional or professional seniority, gender, gender identity, sexual orientation, gender expression, gender characteristics, lifestyle, socio-economic status, cultural and traditional differences, intellectual and academic performance, education level, health, social/professional/academic status.

Respect for Privacy and Procedures

No one’s personality and privacy rights may be violated for any reason. No problem or dispute arising in the association’s work may be used in group communications, social media, and public sphere in a way that would discredit members and employees before internal and legal procedures are concluded. All services provided and all data that can be processed only if truly necessary or mandatory are given to and processed by the BIRARADA Executive Board with informed consent in accordance with the provisions of the Personal Data Protection Law.

Impartiality and Independence

BIRARADA volunteers, members, and employees may only take sides with human and living rights when acting on behalf of BIRARADA. They cannot behave in a priority, privileged, biased manner contrary to the principle of equality toward any real or legal person. On behalf of BIRARADA, they cannot be in any relationship with any legal entity, political party, ideology, person, class, or group that would harm the association’s independence. They cannot use their titles and authorities to provide benefits for themselves or their relatives, etc., and cannot act as intermediaries; they cannot discriminate or show favoritism for any reason.

Legality

BIRARADA volunteers, members, and employees act within the framework of international human rights documents, agreements to which Turkey is a party, and local laws.

Dignity and Trust

BIRARADA volunteers, members, and employees display an attitude that inspires trust and respect when performing their duties and communicating. They are obligated to protect the confidentiality of the information and documents they possess, and the rights and dignity of their colleagues.

Respect and Courtesy

BIRARADA volunteers, members, and employees behave politely and respectfully toward colleagues or other persons they work with in cooperation and toward beneficiaries; they cannot engage in pressure, insult, and threatening discourse, actions, and behaviors.

Employee and Member Behavioral Principles

The behavior of employees and members must above all be compatible with human rights, social justice, protection of human dignity, and gender equality values. Employees and members must respect the dignity and values of all individuals; prioritize understanding and tolerance and behave in accordance with the principle of confidentiality. Employees and members must respect all differences of individuals they encounter at work or outside. They cannot engage in stigmatizing, supremacist attitudes and discriminatory behaviors in any area of life, including but not limited to race, ethnic origin, language, religion, belief, age, institutional or professional seniority, gender, gender identity, sexual orientation, gender expression, gender characteristics, lifestyle, socio-economic status, cultural and traditional differences, intellectual and academic performance, education level, health, social/professional/academic status.

Employees, volunteers, interns, and members avoid all kinds of attitudes and behaviors that would harm teamwork and take the necessary responsibilities for maintaining a healthy, safe, and peaceful working environment and always act in cooperation for this purpose. Whether work is actually inside or outside the workplace, employees comply with working hours and job descriptions specified in the employment contract and fulfill their work obligations appropriately. Employees, volunteers, interns, and members avoid all kinds of sharing, comments, expressions, actions, or attitudes in their private lives and social media environments that would misrepresent BIRARADA in terms of mission, vision, basic values, or purposes stated in the charter and harm its work.

Employees, volunteers, interns, and members act sensitively regarding the protection of the ecosystem as a whole and fair sustainability issues in association work and show necessary care regarding the protection of all tools and equipment allocated for their use and their maintenance and controlled consumption. Employees, volunteers, interns, and members comply with occupational health and safety measures taken by BIRARADA management. All types of actions that may be considered harassment in the workplace are prohibited. BIRARADA employees, volunteers, interns, and members are obligated to report to the relevant unit if they witness such an action. BIRARADA employees and members refrain from all kinds of acts and actions that may be evaluated within the scope of sexual exploitation and abuse, sexual violence and harassment, and mobbing and commit to comply with BIRARADA internal regulations and additional policy documents prepared in this scope.

In BIRARADA personnel recruitment, project work, and volunteer collaborative work, approval and signature are obtained indicating that the employment contract and this document have been read and understood, and added to the personnel file.

Mobbing (Harassment)

Within the framework of this policy document, mobbing is a long-term, intentional, and systematic type of harassment. The main reasons for this harassment or discrimination may be, for example, race, religious belief, color, national belonging, origin, physical disability, mental disability, medical condition, marital status, gender, sexual orientation, or age, but are not limited to these reasons.

Other

The purpose of this Policy is to provide more protection to the person than the rights arising from law, and the provisions in it cannot be interpreted in a way that would weaken the protection provided by law.

Obligation to Introduce and Disseminate the Policy

This Policy content must be kept digitally and in print in all BIRARADA workspaces in an easily accessible manner. The Policy must be published publicly on the BIRARADA website. BIRARADA employees and members act sensitively to monitor new rights and freedoms, principles, concepts, and theories developed at local and international levels for an efficient and egalitarian collaborative working environment, to apply these to the association’s areas of activity, and to make suggestions in this direction. Additionally, the Ethics Commission is expected to provide information to BIRARADA employees, volunteers, interns, and members about workplace behavioral principles and harassment and oppressive behavior prevention policy to ensure the multiplier effect and dissemination of the policy, include the subject in training, and work on updating the policy document.

Examples of Systematic Harassment Within the Scope of the Policy Document

• Isolation: Ignoring, overlooking, not taking into account, not addressing, answering a person’s question by turning to someone else or answering to the environment.

• Insult: Saying words containing slang or profanity targeting professional or personal position. Making crude, embarrassing remarks to the environment.

• Needling: Saying hurtful words at certain intervals knowing how to hurt the person. Directing these shocking words directly or indirectly.

• Humiliation: Saying words that imply the person is not equal to the one applying mobbing by belittling them through their work or personality.

• Constant Negative Criticism: Never appreciating or thanking. Finding fault with some aspect even if work is done perfectly.

• Work Overloading: Loading difficult tasks on top of existing responsibilities and daily workload and requesting completion in an unreasonable time. Demanding work above or below their knowledge and skills. Also, systematically continuing phone calls, group and private correspondence, and email communication outside work hours despite not being urgent and critical, and not allowing the person time savings and reproduction outside work hours becomes mobbing when systematized, and work communication extending to non-work time also acquires mobbing characteristics.

• Work Reduction: Gradually taking away tasks from the person until they sit completely empty with nothing to do, distributing these tasks to others.

• Spreading Rumors: Spreading and announcing true or false information about the person within the institution. Transferring information about the person’s work or private life to third parties without permission.

• Condemnation: Condemning the person for a thought, behavior, or attitude and subsequently being labeled and excluded.

• Preventing Self-Expression: Behaviors that occur in the form of interrupting, scolding loudly, constant criticism.

• Attack on Social Relations: Acting as if the employee does not exist in the work environment, cutting off communication.

• Attack on Reputation: Unfounded rumors, unpleasant implications.

• Attack on Professional Status: Not giving qualified work, giving meaningless tasks and constantly changing location.

• Direct Attack on Person’s Health: Giving heavy tasks, threat of physical violence.

Behaviors other than these examples may also be within the scope of the policy. In terms of sexual harassment, the Policy also covers one-time actions.

Related Legal Legislation

Relevant articles of Labor Law No. 4857 and Turkish Penal Code No. 5237

Note: In preparing this document, benefit was taken from KAOSGL Code of Conduct Policy, STGM Workplace Harassment and Oppressive Behavior Prevention Policy, IHD Policy Document on Prevention of Sexist, Oppressive Behaviors and Mobbing, ILO, TIHV and ETUC policy documents.

BIRARADA Association Volunteer Work Position Statement
Volunteer work in BIRARADA association activities is a temporary or indefinite collaboration that beginswith a free choice and approval of the association management, continues in line with the association’sneeds, and concludes accordingly. This document outlines the framework of relationships betweenvolunteers and other volunteers, paid employees, and association management during the collaborationperiod.

There is no connection or conditionality between volunteer work and association membership. Everyonewho begins volunteer work must read this document and the association’s position statements includingthe charter, and confirm with their signature that they understand and accept its binding nature, even ifthey are not a member.
Every volunteer carries out collaboration under the responsibility of at least one association boardmember or supervising member(s) appointed by the board.

Work given to volunteer workers should be adapted to their motivations, availability, talents,qualifications, and training. Volunteer work does not aim to provide skill development or professionaltraining aimed at acquiring special skills.

Volunteer workers have no legal and professional obligations other than respecting institutionalconfidentiality and the rules and principles of association position statements. They have all the rights andobligations expressed in the position statements. The only exception to this is participation in associationmanagement and membership rights for non-members.

Volunteer workers may participate partially or fully in certain meetings upon their request and with theapproval or suggestion of association management. They have the right to speak.

Expenses arising from volunteer workers’ tasks are covered by the association budget.
Volunteers are expected to leave their responsibilities and events they participate in by giving advancenotice.

During and after their volunteer work, they take care to protect the confidentiality of the work doneabout the association and the association’s reputation.

If they request it, volunteer workers may be given a letter/document regarding the period theycontributed to association work, what work they did, and how they performed it.
Volunteer workers’ rights to be informed, criticize, and make different suggestions regarding the tasksthey undertake within the framework described above remain intact. They are expected to regularly

provide the information required by the collaboration, project, joint or individual work they are part of tosupervising members and relevant colleagues.

In all possibilities not defined in this document, the principles of the BIRARADA Position Statement for aPeaceful Working Environment and Board decisions apply.