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Smart Working Concept

Everybody Deserves a Good Job

The Smart Working concept, developed and applied in the MAQRO Group companies, reflects our understanding of the significance of work in the life of every person. We regard the right to work of anyone as a fundamental human right.

We are sure that our employees are our family and the most important thing for the company. People should get the opportunity to work, the right to work, work in decent conditions, get the opportunity to develop and express themselves, they are confident that they need to be approached with the mind and constantly improve their work. In this regard, we have developed key recommendations for the work of our employees. Constantly passes the development of their professional skills. That allows you to fulfill your promises to our customers at a higher level.

The Universal Declaration of Human Rights (UN, 1948) in Article 23 declares that everyone has the right to work, to free choice of work, to just and favorable working conditions and to protection against unemployment; to equal pay for equal work; everyone who works has the right to fair and satisfactory remuneration, ensuring a decent life for himself and his family, and supplemented, if necessary, by other means of social security.

We share the principles of all international acts and conventions on employment, as well as domestic legislation in the field of employment, and we believe that the right to work is one of the most important for every person.


"The right to work"
of anyone as a fundamental human right.

Corporate Social Responsibility

According to the principles of corporate social responsibility, such a responsibility of a company is not limited to the external environment, but a company should to be responsible to its employees. 

The starting point is to create the right attitude among employees. According to Klimek (2014) this process should include four stages:

• Courses for employees;
• Code of ethics;
• Ethical recruitment and selection for promotion;
• Ethical governance teams.

Maqro Group has extensive experience in various countries of the world. At the same time, wherever our enterprises are open, we see our corporate social responsibility in solving employment problems.

Corporations receive numerous benefits from working for a wider and longer-term perspective than their own short-term profit.

The most important obstacle to the approval of CSR is the focus of companies on short-term profits, as well as the lack of a stable institutional environment, which does not allow enterprises to invest in long-term projects (medical insurance for employees, deductions for improving working conditions, etc.).

Freedom of labor is manifested, above all, in providing an opportunity for a person to freely dispose of his abilities to work, to choose his occupation and profession.

When analyzing the practices of introducing the principles of social responsibility, it is necessary to keep in mind that there are two forms of its manifestation: internal and external.

The internal social responsibility of business includes: safety of work, stability of wages, maintaining a decent wage level, additional medical and social insurance for employees, development of the creative potential of employees through training programs and training and development programs, and assistance in critical situations.

The external social responsibility of business includes: sponsorship and corporate philanthropy, promoting environmental protection, interaction with the local community and local authorities, willingness to help in crisis situations, responsibility to consumers of goods and services (production of high-quality goods).

We believe that our main social task is to create better conditions for people to build their prosperous future.

This obligation goes beyond the legal obligation to comply with the law and assumes that organizations voluntarily take additional measures to improve the quality of life of workers and their families, as well as the local community and society as a whole.

We look at employment issues much more broadly than the creation of jobs.

The basic level assumes the fulfillment of the following obligations:
• Timely payment of taxes, payment of wages, and, if possible, the creation of new jobs (expansion of staff);

The second level - “Corporate Responsibility” assumes to provide employees with adequate conditions not only of work, but also of life:
• Decent salary appropriate to employee engagement in the enter-prise development;
• Stability of employment;
• The possibility of development, participation in courses and career development;
• Working conditions for achieving organisational objectives and outputs thirteen key actions which are associated with good labour practices:
• Compliance with the principles of diversity;
• Providing voluntary work;
• Fair relationships between co-workers;
• Opportunity to express views and ratings by employees;
• Ensuring safety in the workplace;
• Providing employees with information about any activities that are associated with them;
• Providing medical care;
• Ensuring an appropriate structure for work and fair wages;
• Ensuring satisfactory conditions of employment;
• Encouraging the development of employees;
• Respecting private and family life of employees;
• Supporting employees in unexpected circumstances;
• Implementation of outplacement programs;
• Free choice of employment and work without discrimination

Very important factors of collaboration between company and workers are:

1. Dialogue and participation:
• Relationship with the unions;
• Participative management;
• Participation in the companies’ results.

2. Respect to the individual
• Fighting child labor;
• Valuing diversity (equal opportunities to all people regardless of sex, race, age, or any other special need).

3. Respect to the worker
• Alternatives to layoffs;
• Professional skills/qualification;
• Health care;
• Preparation for retirement.

Human Recourses Policy

MAQRO Group’s Corporate Principles express our conviction that our company’s success depends on the talent and performance of dedicated employees. In adopting the present policy, MAQRO Group commits itself to the employment practices as set forth in

Recruitment, Promotion and Development of Talent

We recruit and promote people based on their suitability for the position and potential to make future contributions.We recognize the individual value that employees create for the company. MAQRO Group takes appropriate action to gain the benefit of effective and efficient knowledge sharing within and across work teams.MAQRO Group encourages employees to continuously improve and further develop their skill sets. Our performance management process encourages timely fact-based feedback and promotes regular opportunities to discuss development. We provide on-going training and development opportunities through formal programs, coaching, mentoring and on the job experiences. Each local site has its own policy on training, aligned to local needs and labor laws. In addition, we provide global training programs in a variety of areas, such as people management and leadership.

Communication

We consider information-sharing and open communication essential to achieving our goals. All employees have the right and are encouraged to actively communicate with managers and colleagues through an open dialogue culture. Regular two-way communication, coaching and feedback are also vital to our feedback and performance culture.

Remuneration

We remunerate according to the skills, performance and experience of our employees based on local competitive conditions and to share in the success of the company. We offer benefits in accordance with local market practices. We provide our employees with services to help prevent and protect against illness and injuries at work, and we support our employees in building financial provisions for their retirement in accordance with local labor and social security laws and market practices.

Diversity and Inclusion

Diversity and inclusion is a high priority. Only in that way can we discover the best ideas and develop truly innovative solutions.

Diversity refers to “the mix”: A wide range of visible and invisible differences that exist among people. These include, but are not limited to, values, beliefs, physical differences, ethnicity, age, gender, experiences, thinking styles, backgrounds, preferences and behaviors. Inclusion refers to “making the mix work”: Proactive behaviors that create an environment in which all people are actively included – treated fairly and respectfully, have equal access to opportunities and resources, and can be themselves while contributing fully to the organization’s success. Our rapidly changing environment is driving us to think differently about how to sustain us competitiveness. The best solutions will come by gaining different perspectives, asking and answering hard questions and challenging the status quo to develop small ideas and achieve big wins in innovation.

Prohibition of Discrimination

MAQRO Group does not tolerate discrimination in the workplace based on gender, race, age, skin color, religion, marital status, heritage, physical or mental disability or any other characteristics protected by applicable laws or regulations where MAQRO Group operates.

Employer’s Expectations

All employees should respect MAQRO Group’s corporate values and principles and act as an ambassador for the MAQRO Group brand. They are expected to be committed to MAQRO Group, to behave ethically and within the law and to treat fellow employees with mutual trust and respect. Our people are expected to live MAQRO Group’s commitment to sustainability in our daily business and to conduct the company’s business with honesty and integrity and in a professional manner that fosters the company’s reputation. MAQRO Group employees are required to handle confidential information with due care and skill, acting in the interests of MAQRO Group.

Employees’ Inputs and Feedback

We foster an environment where everyone feels encouraged to express his/her ideas and opinion. In addition, we take the opinion of our employees seriously and ask regularly for their feedback. We run a global employee survey to solicit candid, anonymous feedback on needs and expectations to enable identification of areas for improvement. We also use these surveys to determine level of engagement within the company.

Implementation

MAQRO Group is committed to enforce this Policy in all sites and uses it as the foundation on which our employment processes are designed and monitored. Likewise, the company expects all employees to act in accordance with the Policy. If any employee suspects this Policy is being violated, they should bring this to their managers or human resource contact’s attention immediately. The responsible MAQRO Group manager is required to take the necessary steps to terminate violation of any provision of this Policy. No employee will be disadvantaged if they report a violation or demand the application of this Policy.

Hiring Process

MAQRO Group recruit and promote people based on their suitability for the position and potential to make future contributions.


Where possible we fill vacancies internally, although we will seek out external talent as this provides the opportunity for fresh thinking, new ideas and experiences. Our recruitment strategy is based on retaining and attracting the most suitable people at all levels of the business and this is reflected in our objective approach to recruitment and selection. The approach is based on the inherent requirements of the job (both now and in the foreseeable future), matching the ability and potential of the individual.


We recognize the individual value that employees create for the company. MAQRO Group takes appropriate action to gain the benefit of effective and efficient knowledge sharing within and across work teams.


MAQRO Group encourages employees to continuously improve and further develop their skill sets. Our performance management process encourages timely fact-based feedback and promotes regular opportunities to discuss development. We provide on-going training and development opportunities through formal programs, coaching, mentoring and on the job experiences. Each local site has its own policy on training, aligned to local needs and labor laws. In addition, we provide global training programs in a variety of areas, such as people management and leadership.

Social Responsibility

When analyzing the practices of introducing the principles of social responsibility, it is necessary to keep in mind that there are two forms of its manifestation: internal and external.


The internal social responsibility of business includes: safety of work, stability of wages, maintaining a decent wage level, additional medical and social insurance for employees, development of the creative potential of employees through training programs and training and development programs, and assistance in critical situations.


The external social responsibility of business includes: sponsorship and corporate philanthropy, promoting environmental protection, interaction with the local community and local authorities, willingness to help in crisis situations, responsibility to consumers of goods and services (production of high-quality goods). We actively participate in various charity events in Georgia. The MAQRO Group works closely with the monk Andria Foundation and contributes to the rehabilitation of children with leukemia.

We believe that our main social task is to create better conditions for people to build their prosperous future.Our company is trying to respond to all the challenges that stand today in the world and in Georgia. Our activities are totally oriented to consumers and which is not less important for employees' satisfaction and well-being. Considering these factors, we have created "Smart Living" and "Smart Working" concepts that envisage improved standards in every aspect of life and employment and this is not just an image, it's a credo for "MAQRO GROUP".For our residents, our complexas are equipped with a green yard, treadmill, sports grounds, swimming pools, open and closed fitness spaces - in a word, all the benefits that people are receiving from different locations in a different area, are in one area and it is absolutely free and available.As for the employees, all the safety standards are maintained in the construction process: strict norms of safety, insurance, outfit, feeding, various bonus systems for stimulating staff, etc. In one word, all the conditions are designed for them to feel the most comfortable chapter in the working environment.

This obligation goes beyond the legal obligation to comply with the law and assumes that organizations voluntarily take additional measures to improve the quality of life of workers and their families, as well as the local community and society as a whole.

We look at employment issues much more broadly than the creation of jobs.

The basic level assumes the fulfillment of the following obligations:
• Timely payment of taxes, payment of wages, and, if possible, the creation of new jobs (expansion of staff);

The second level - “Corporate Responsibility” assumes to provide employees with adequate conditions not only of work, but also of life:

• Decent salary appropriate to employee engagement in the enter-prise development;
• Stability of employment;
• The possibility of development, participation in courses and career development;
• Working conditions for achieving organisational objectives and outputs thirteen key actions which are associated with good labour practices:
• Compliance with the principles of diversity;
• Providing voluntary work;
• Fair relationships between co-workers;
• Opportunity to express views and ratings by employees;
• Ensuring safety in the workplace;
• Providing employees with information about any activities that are associated with them;
• Providing medical care;
• Ensuring an appropriate structure for work and fair wages;
• Ensuring satisfactory conditions of employment;
• Encouraging the development of employees;
• Respecting private and family life of employees;
• Supporting employees in unexpected circumstances;
• Implementation of outplacement programs;
• Free choice of employment and work without discrimination

Code of corporate Ethics

“We operate our business ethically”. Murat AVCI, Maqro Group CEO

1. what is our Code of Ethics?

The Purpose
The Code of Corporate Ethics is our central policy document, outlining the requirements that every single person working for and with MAQRO must comply with, regardless of location.

The Code of Corporate Ethics establishes basic principles.

MAQRO’s Code of Corporate Ethics sets the principles for how we do this by turning our vision and values into everyday behaviors.

Our Code of Corporate Ethics embodies and reinforces our commitment to integrity and helps us resolve ethics and compliance concerns consistent with our core values.

Our core values are a set of beliefs beyond compromise. Connecting with our core values is a shared responsibility.

These standards are a guide to the ethical and legal responsibilities that we share as members of the MAQRO family.

This is not a complete rulebook that addresses every ethical issue that might arise, and is not a summary of all laws and policies that apply to MAQRO business.

This Code of Corporate Ethics is designed to enhance the business reputation of MAQRO Group, to promote honest and ethical conduct of business, and to prevent abuse and violation of law.

It has been designed to help every one of us make the right decisions and remain true to our core values and business principles. These core values and principles are at the very heart of our company.

With this Code of Corporate Ethics, we have reformulated our guiding framework for the application of ethical standards such as integrity, honesty and law-abiding conduct. It is based on our vision, our mission and our corporate values.

Sets out the values guiding the Group’s conduct. States MAQRO’s business principles and commitments. Defines our expectations towards employees in their day-to-day decision-making.

This commitment is based on a fundamental belief that business should be conducted honestly, fairly and legally.

Our Code of Corporate Ethics defines clear ethical standards for MAQRO Group and spans the entire spectrum of our daily work and operations. This spectrum includes quality management, customer relationships, workplace conduct, business integrity as well as corporate responsibility. The rules and guidelines defined by the Code of Corporate Ethics provide all of us with the necessary security and orientation in our day-to-day operations.

Our Code of Corporate Ethics sets out our business principles and how every single person at MAQRO needs to apply these.

The values and principles spelled out in Our Credo serve as our compass; MAQRO Code of Corporate Ethics is the road map that helps us stay on course with those values. The Code sets basic requirements for business conduct and serves as a foundation for our Company policies, procedures and guidelines, all of which provide additional guidance on expected behaviors.

The Code of Corporate Ethics is designed to assist us in aligning our actions and decisions with our core values and compliance requirements as we pursue our MAQRO mission. It is intended to help us recognize ethics and compliance issues before they arise and to deal appropriately with those issues that do occur.

The Code is intended to set the tone for how we work at MAQRO. It is more than words written on paper. It is how we do business.

Our Code of Corporate Ethics sets the principles for how we all must act as individuals and as a company; it supports us in making the right decisions.

The Code Applies to Everyone at Maqro

This Code of Corporate Ethics applies to all MAQRO employees (including officers, senior financial officers, and employees of our international subsidiaries and affiliates), directors, and all contractors assigned at MAQRO, regardless of position, location, or level of responsibility.

This Code applies to every employee, director and officer in every MAQRO company.

All employees must understand and respect the business principles contained in our Code of Corporate Ethics.

Suppliers, contractors and business partners are expected to apply standards that are equivalent to ours, in particular towards their employees.

Our Code of Corporate Ethics is for everyone working for and with MAQRO: employees, directors, contractors, subsidiaries, joint ventures and suppliers. We expect our suppliers and business partners to uphold the same standards.

As a manager/supervisor or leader, you have a particular responsibility to lead by example and conduct our business in conformance with this Code and to live it every day.

All employees of MAQRO Family of Companies are required to comply with the Code of Corporate Ethics, Company policies and laws that govern our activities. It is the responsibility of every employee to know and follow the Code. Together with Our Credo and other Company policies, the Code helps us make the right decisions and take the right actions, regardless of where we work or the type of work we do.

When to Use the Code

Each Employee, irrespective of the positions they hold, shall answer the following questions when making decisions and before committing actions:

Is it legal?
Whether the decision/action is in compliance with the Code and the other internal documents of the Employer?
Does it serve the best the interest of SIBUR Group? Will this decision/action result in any unacceptable risk for SIBUR Group?
What will others — my superiors, colleagues or family — think about this action?
How will it be perceived, if reported by the media?

You won’t find the answer to every question here, but you will find the guidance you need to help you use good judgment in your decision-making, and you’ll find a list of resources you can tap regarding any questions or concerns. When faced with a situation that is not covered in the Code, consider your action in light of the following questions:

• Is it ethical?
• Is it legal?

Our organization brings together people from a wide range of cultural backgrounds – all with different skills and different viewpoints. The diversity of our workforce and our close relationships to customers, suppliers and numerous organizations around the world, are fundamental to our strength and success.

Smart Working Concept

Everybody Deserves a Good Job

The Smart Working concept, developed and applied in the MAQRO Group companies, reflects our understanding of the significance of work in the life of every person. We regard the right to work of anyone as a fundamental human right.

We are sure that our employees are our family and the most important thing for the company. People should get the opportunity to work, the right to work, work in decent conditions, get the opportunity to develop and express themselves, they are confident that they need to be approached with the mind and constantly improve their work. In this regard, we have developed key recommendations for the work of our employees. Constantly passes the development of their professional skills. That allows you to fulfill your promises to our customers at a higher level.

The Universal Declaration of Human Rights (UN, 1948) in Article 23 declares that everyone has the right to work, to free choice of work, to just and favorable working conditions and to protection against unemployment; to equal pay for equal work; everyone who works has the right to fair and satisfactory remuneration, ensuring a decent life for himself and his family, and supplemented, if necessary, by other means of social security.

We share the principles of all international acts and conventions on employment, as well as domestic legislation in the field of employment, and we believe that the right to work is one of the most important for every person.


"The right to work" {br} of anyone as a fundamental human right.

Corporate Social Responsibility

According to the principles of corporate social responsibility, such a responsibility of a company is not limited to the external environment, but a company should to be responsible to its employees. 

The starting point is to create the right attitude among employees. According to Klimek (2014) this process should include four stages:

• Courses for employees;
• Code of ethics;
• Ethical recruitment and selection for promotion;
• Ethical governance teams.

Maqro Group has extensive experience in various countries of the world. At the same time, wherever our enterprises are open, we see our corporate social responsibility in solving employment problems.

Corporations receive numerous benefits from working for a wider and longer-term perspective than their own short-term profit.

The most important obstacle to the approval of CSR is the focus of companies on short-term profits, as well as the lack of a stable institutional environment, which does not allow enterprises to invest in long-term projects (medical insurance for employees, deductions for improving working conditions, etc.).

Freedom of labor is manifested, above all, in providing an opportunity for a person to freely dispose of his abilities to work, to choose his occupation and profession.

When analyzing the practices of introducing the principles of social responsibility, it is necessary to keep in mind that there are two forms of its manifestation: internal and external.

The internal social responsibility of business includes: safety of work, stability of wages, maintaining a decent wage level, additional medical and social insurance for employees, development of the creative potential of employees through training programs and training and development programs, and assistance in critical situations.

The external social responsibility of business includes: sponsorship and corporate philanthropy, promoting environmental protection, interaction with the local community and local authorities, willingness to help in crisis situations, responsibility to consumers of goods and services (production of high-quality goods).

We believe that our main social task is to create better conditions for people to build their prosperous future.

This obligation goes beyond the legal obligation to comply with the law and assumes that organizations voluntarily take additional measures to improve the quality of life of workers and their families, as well as the local community and society as a whole.

We look at employment issues much more broadly than the creation of jobs.

The basic level assumes the fulfillment of the following obligations:
• Timely payment of taxes, payment of wages, and, if possible, the creation of new jobs (expansion of staff);

The second level - “Corporate Responsibility” assumes to provide employees with adequate conditions not only of work, but also of life:
• Decent salary appropriate to employee engagement in the enter-prise development;
• Stability of employment;
• The possibility of development, participation in courses and career development;
• Working conditions for achieving organisational objectives and outputs thirteen key actions which are associated with good labour practices:
• Compliance with the principles of diversity;
• Providing voluntary work;
• Fair relationships between co-workers;
• Opportunity to express views and ratings by employees;
• Ensuring safety in the workplace;
• Providing employees with information about any activities that are associated with them;
• Providing medical care;
• Ensuring an appropriate structure for work and fair wages;
• Ensuring satisfactory conditions of employment;
• Encouraging the development of employees;
• Respecting private and family life of employees;
• Supporting employees in unexpected circumstances;
• Implementation of outplacement programs;
• Free choice of employment and work without discrimination

Very important factors of collaboration between company and workers are:

1. Dialogue and participation:
• Relationship with the unions;
• Participative management;
• Participation in the companies’ results.

2. Respect to the individual
• Fighting child labor;
• Valuing diversity (equal opportunities to all people regardless of sex, race, age, or any other special need).

3. Respect to the worker
• Alternatives to layoffs;
• Professional skills/qualification;
• Health care;
• Preparation for retirement.

Human Recourses Policy

MAQRO Group’s Corporate Principles express our conviction that our company’s success depends on the talent and performance of dedicated employees. In adopting the present policy, MAQRO Group commits itself to the employment practices as set forth in

Recruitment, Promotion and Development of Talent

We recruit and promote people based on their suitability for the position and potential to make future contributions.We recognize the individual value that employees create for the company. MAQRO Group takes appropriate action to gain the benefit of effective and efficient knowledge sharing within and across work teams.MAQRO Group encourages employees to continuously improve and further develop their skill sets. Our performance management process encourages timely fact-based feedback and promotes regular opportunities to discuss development. We provide on-going training and development opportunities through formal programs, coaching, mentoring and on the job experiences. Each local site has its own policy on training, aligned to local needs and labor laws. In addition, we provide global training programs in a variety of areas, such as people management and leadership.

Communication

We consider information-sharing and open communication essential to achieving our goals. All employees have the right and are encouraged to actively communicate with managers and colleagues through an open dialogue culture. Regular two-way communication, coaching and feedback are also vital to our feedback and performance culture.

Remuneration

We remunerate according to the skills, performance and experience of our employees based on local competitive conditions and to share in the success of the company. We offer benefits in accordance with local market practices. We provide our employees with services to help prevent and protect against illness and injuries at work, and we support our employees in building financial provisions for their retirement in accordance with local labor and social security laws and market practices.

Diversity and Inclusion

Diversity and inclusion is a high priority. Only in that way can we discover the best ideas and develop truly innovative solutions.

Diversity refers to “the mix”: A wide range of visible and invisible differences that exist among people. These include, but are not limited to, values, beliefs, physical differences, ethnicity, age, gender, experiences, thinking styles, backgrounds, preferences and behaviors. Inclusion refers to “making the mix work”: Proactive behaviors that create an environment in which all people are actively included – treated fairly and respectfully, have equal access to opportunities and resources, and can be themselves while contributing fully to the organization’s success. Our rapidly changing environment is driving us to think differently about how to sustain us competitiveness. The best solutions will come by gaining different perspectives, asking and answering hard questions and challenging the status quo to develop small ideas and achieve big wins in innovation.

Prohibition of Discrimination

MAQRO Group does not tolerate discrimination in the workplace based on gender, race, age, skin color, religion, marital status, heritage, physical or mental disability or any other characteristics protected by applicable laws or regulations where MAQRO Group operates.

Employer’s Expectations

All employees should respect MAQRO Group’s corporate values and principles and act as an ambassador for the MAQRO Group brand. They are expected to be committed to MAQRO Group, to behave ethically and within the law and to treat fellow employees with mutual trust and respect. Our people are expected to live MAQRO Group’s commitment to sustainability in our daily business and to conduct the company’s business with honesty and integrity and in a professional manner that fosters the company’s reputation. MAQRO Group employees are required to handle confidential information with due care and skill, acting in the interests of MAQRO Group.

Employees’ Inputs and Feedback

We foster an environment where everyone feels encouraged to express his/her ideas and opinion. In addition, we take the opinion of our employees seriously and ask regularly for their feedback. We run a global employee survey to solicit candid, anonymous feedback on needs and expectations to enable identification of areas for improvement. We also use these surveys to determine level of engagement within the company.

Implementation

MAQRO Group is committed to enforce this Policy in all sites and uses it as the foundation on which our employment processes are designed and monitored. Likewise, the company expects all employees to act in accordance with the Policy. If any employee suspects this Policy is being violated, they should bring this to their managers or human resource contact’s attention immediately. The responsible MAQRO Group manager is required to take the necessary steps to terminate violation of any provision of this Policy. No employee will be disadvantaged if they report a violation or demand the application of this Policy.

Hiring Process

MAQRO Group recruit and promote people based on their suitability for the position and potential to make future contributions.


Where possible we fill vacancies internally, although we will seek out external talent as this provides the opportunity for fresh thinking, new ideas and experiences. Our recruitment strategy is based on retaining and attracting the most suitable people at all levels of the business and this is reflected in our objective approach to recruitment and selection. The approach is based on the inherent requirements of the job (both now and in the foreseeable future), matching the ability and potential of the individual.


We recognize the individual value that employees create for the company. MAQRO Group takes appropriate action to gain the benefit of effective and efficient knowledge sharing within and across work teams.


MAQRO Group encourages employees to continuously improve and further develop their skill sets. Our performance management process encourages timely fact-based feedback and promotes regular opportunities to discuss development. We provide on-going training and development opportunities through formal programs, coaching, mentoring and on the job experiences. Each local site has its own policy on training, aligned to local needs and labor laws. In addition, we provide global training programs in a variety of areas, such as people management and leadership.

Social Responsibility

When analyzing the practices of introducing the principles of social responsibility, it is necessary to keep in mind that there are two forms of its manifestation: internal and external.


The internal social responsibility of business includes: safety of work, stability of wages, maintaining a decent wage level, additional medical and social insurance for employees, development of the creative potential of employees through training programs and training and development programs, and assistance in critical situations.


The external social responsibility of business includes: sponsorship and corporate philanthropy, promoting environmental protection, interaction with the local community and local authorities, willingness to help in crisis situations, responsibility to consumers of goods and services (production of high-quality goods). We actively participate in various charity events in Georgia. The MAQRO Group works closely with the monk Andria Foundation and contributes to the rehabilitation of children with leukemia.

We believe that our main social task is to create better conditions for people to build their prosperous future.Our company is trying to respond to all the challenges that stand today in the world and in Georgia. Our activities are totally oriented to consumers and which is not less important for employees' satisfaction and well-being. Considering these factors, we have created "Smart Living" and "Smart Working" concepts that envisage improved standards in every aspect of life and employment and this is not just an image, it's a credo for "MAQRO GROUP".For our residents, our complexas are equipped with a green yard, treadmill, sports grounds, swimming pools, open and closed fitness spaces - in a word, all the benefits that people are receiving from different locations in a different area, are in one area and it is absolutely free and available.As for the employees, all the safety standards are maintained in the construction process: strict norms of safety, insurance, outfit, feeding, various bonus systems for stimulating staff, etc. In one word, all the conditions are designed for them to feel the most comfortable chapter in the working environment.

This obligation goes beyond the legal obligation to comply with the law and assumes that organizations voluntarily take additional measures to improve the quality of life of workers and their families, as well as the local community and society as a whole.

We look at employment issues much more broadly than the creation of jobs.

The basic level assumes the fulfillment of the following obligations:
• Timely payment of taxes, payment of wages, and, if possible, the creation of new jobs (expansion of staff);

The second level - “Corporate Responsibility” assumes to provide employees with adequate conditions not only of work, but also of life:

• Decent salary appropriate to employee engagement in the enter-prise development;
• Stability of employment;
• The possibility of development, participation in courses and career development;
• Working conditions for achieving organisational objectives and outputs thirteen key actions which are associated with good labour practices:
• Compliance with the principles of diversity;
• Providing voluntary work;
• Fair relationships between co-workers;
• Opportunity to express views and ratings by employees;
• Ensuring safety in the workplace;
• Providing employees with information about any activities that are associated with them;
• Providing medical care;
• Ensuring an appropriate structure for work and fair wages;
• Ensuring satisfactory conditions of employment;
• Encouraging the development of employees;
• Respecting private and family life of employees;
• Supporting employees in unexpected circumstances;
• Implementation of outplacement programs;
• Free choice of employment and work without discrimination

Code of corporate Ethics

“We operate our business ethically”. Murat AVCI, Maqro Group CEO

1. what is our Code of Ethics?

The Purpose
The Code of Corporate Ethics is our central policy document, outlining the requirements that every single person working for and with MAQRO must comply with, regardless of location.

The Code of Corporate Ethics establishes basic principles.

MAQRO’s Code of Corporate Ethics sets the principles for how we do this by turning our vision and values into everyday behaviors.

Our Code of Corporate Ethics embodies and reinforces our commitment to integrity and helps us resolve ethics and compliance concerns consistent with our core values.

Our core values are a set of beliefs beyond compromise. Connecting with our core values is a shared responsibility.

These standards are a guide to the ethical and legal responsibilities that we share as members of the MAQRO family.

This is not a complete rulebook that addresses every ethical issue that might arise, and is not a summary of all laws and policies that apply to MAQRO business.

This Code of Corporate Ethics is designed to enhance the business reputation of MAQRO Group, to promote honest and ethical conduct of business, and to prevent abuse and violation of law.

It has been designed to help every one of us make the right decisions and remain true to our core values and business principles. These core values and principles are at the very heart of our company.

With this Code of Corporate Ethics, we have reformulated our guiding framework for the application of ethical standards such as integrity, honesty and law-abiding conduct. It is based on our vision, our mission and our corporate values.

Sets out the values guiding the Group’s conduct. States MAQRO’s business principles and commitments. Defines our expectations towards employees in their day-to-day decision-making.

This commitment is based on a fundamental belief that business should be conducted honestly, fairly and legally.

Our Code of Corporate Ethics defines clear ethical standards for MAQRO Group and spans the entire spectrum of our daily work and operations. This spectrum includes quality management, customer relationships, workplace conduct, business integrity as well as corporate responsibility. The rules and guidelines defined by the Code of Corporate Ethics provide all of us with the necessary security and orientation in our day-to-day operations.

Our Code of Corporate Ethics sets out our business principles and how every single person at MAQRO needs to apply these.

The values and principles spelled out in Our Credo serve as our compass; MAQRO Code of Corporate Ethics is the road map that helps us stay on course with those values. The Code sets basic requirements for business conduct and serves as a foundation for our Company policies, procedures and guidelines, all of which provide additional guidance on expected behaviors.

The Code of Corporate Ethics is designed to assist us in aligning our actions and decisions with our core values and compliance requirements as we pursue our MAQRO mission. It is intended to help us recognize ethics and compliance issues before they arise and to deal appropriately with those issues that do occur.

The Code is intended to set the tone for how we work at MAQRO. It is more than words written on paper. It is how we do business.

Our Code of Corporate Ethics sets the principles for how we all must act as individuals and as a company; it supports us in making the right decisions.

The Code Applies to Everyone at Maqro

This Code of Corporate Ethics applies to all MAQRO employees (including officers, senior financial officers, and employees of our international subsidiaries and affiliates), directors, and all contractors assigned at MAQRO, regardless of position, location, or level of responsibility.

This Code applies to every employee, director and officer in every MAQRO company.

All employees must understand and respect the business principles contained in our Code of Corporate Ethics.

Suppliers, contractors and business partners are expected to apply standards that are equivalent to ours, in particular towards their employees.

Our Code of Corporate Ethics is for everyone working for and with MAQRO: employees, directors, contractors, subsidiaries, joint ventures and suppliers. We expect our suppliers and business partners to uphold the same standards.

As a manager/supervisor or leader, you have a particular responsibility to lead by example and conduct our business in conformance with this Code and to live it every day.

All employees of MAQRO Family of Companies are required to comply with the Code of Corporate Ethics, Company policies and laws that govern our activities. It is the responsibility of every employee to know and follow the Code. Together with Our Credo and other Company policies, the Code helps us make the right decisions and take the right actions, regardless of where we work or the type of work we do.

When to Use the Code

Each Employee, irrespective of the positions they hold, shall answer the following questions when making decisions and before committing actions:

Is it legal?
Whether the decision/action is in compliance with the Code and the other internal documents of the Employer?
Does it serve the best the interest of SIBUR Group? Will this decision/action result in any unacceptable risk for SIBUR Group?
What will others — my superiors, colleagues or family — think about this action?
How will it be perceived, if reported by the media?

You won’t find the answer to every question here, but you will find the guidance you need to help you use good judgment in your decision-making, and you’ll find a list of resources you can tap regarding any questions or concerns. When faced with a situation that is not covered in the Code, consider your action in light of the following questions:

• Is it ethical?
• Is it legal?

Our organization brings together people from a wide range of cultural backgrounds – all with different skills and different viewpoints. The diversity of our workforce and our close relationships to customers, suppliers and numerous organizations around the world, are fundamental to our strength and success.