Category: Turkiye

  • Yelda Yasarturk Becomes Head of Legal, Middle East & Africa at GSK Consumer Healthcare

    Yelda Yasarturk Becomes Head of Legal, Middle East & Africa at GSK Consumer Healthcare

    Yelda Dogan Yasarturk has become the Head of Legal, Middle East & Africa at GSK Consumer Healthcare.

    Yasaturk’s remit covers some 40 countries, including Turkey, the Gulf States, Egypt, Saudi Arabia, Iran, Pakistan, Nigeria, and other countries in Africa. She manages nine lawyers in Egypt, Pakistan, Turkey, Saudi Arabia, and Africa.

    Yasarturk joined GSK in 2009 after spending two and a half years as an associate at Turkey’s ELIG law firm, and in April 2016 became Cluster Legal Director, Turkey, Near East & Direct Distribution Markets. 

    “I am very excited to be appointed as Head of Legal for the MEA region, which constitutes a significant margin within GSK Consumer Healthcare,” Yasarturk told CEE Legal Matters. “It is a highly complex market due to its economic and cultural diversity along with political challenges. I am leading a very successful, enthusiastic, and talented team. I look forward to working with my team and the business in order to further expand GSK’s strength in this region.”

  • The Buzz in Turkey: Interview with Guniz Gokce of GKC Partners

    The Buzz in Turkey: Interview with Guniz Gokce of GKC Partners

    The year of 2018 has begun as an extension of 2017 in Turkey, according to Guniz Gokce, Managing Partner at GKC Partners, the law firm working in exclusive professional association with White & Case in Turkey, who reports that ongoing projects are keeping her firm busy.

    Due to Turkey’s current economic situation, many companies in Turkey are going through refinancing, restructuring, work-out, and sales processes. Gokce reports that, while Turkey may no longer be categorized as a “booming economy,” last year saw a dramatic increase in the number of M&A deals from 2016, and it looks like the trend will continue in 2018 with continued economic growth, especially in the infrastructure, energy, retail, and e-commerce/Fintech sectors. “Worth noting is also that we are witnessing one of the most active years in the capital markets front. We are extremely active in this area right now as we are seeing an influx of public offerings in 2018 and a couple of these have already been successfully completed,” she says.

    The energy and tourism sectors were heavily affected by the country’s economic slowdown in recent years, Gokce reports, with the latter in particular continuing to suffer from a slow recovery. As a result, some smaller companies in these sectors have been struggling to perform. A similar dynamic is affecting the performance of shopping malls. That said, “there is an aligned interest in the market to make sure that there is no aggressive position on the bank side,” she explains, “to make sure that potential stress in the macro economy does not translate into defaults and liquidations, which will put further stress on the banking system.”

    Thus, according to Gokce, at the moment, activity in the banking sector has shifted from new financings to refinancings and restructurings.

    Nonetheless, she insists, foreign investors continue to view Turkey as an important market for long term success, and a place where liquid companies can be in beneficial positions. She also reports that Asian investors, which she reports represent the largest source of direct investments in Turkey after Europe, are “keen to maintain an opportunistic view,” especially in infrastructure projects, while mezzanine type investments continue to attract investors from the Middle East.

    Five years ago, Gokce says, Turkey was a seller’s market with high IRR expectations. Now the picture has flipped, with opportunities in the market that were absent earlier. “There are really good performing assets out there that are potentially available for less than they would have been before,” she says. She reports that local sponsors are also continuing to invest in energy conglomerates, with some still being highly driven by capital expenditures, and others seeking selling opportunities of different matured investments in order to make room for new investments.

    Gokce says that, going forward, access for local small and medium size companies to foreign currency denominated loans will be limited after amendments to the country’s Decree No. 32 on the Protection of the Value of Turkish Currency come into force on May 2, 2018. Although Gokce acknowledges that the government’s motives are tied to the “core structural weakness of the market” due to currency fluctuation, and that the new amendments are aimed at addressing the risks of deterioration in the balance sheet, she admits to a concern that Decree 32 does not particularly “isolate and address all the different types of entities that may be caught by this regulation.”

    Ultimately, she says, “we hope all these refinancings will ease the pressure on the market, so that we can go back again to the development of more intense green field projects. But overall for us lawyers, business is good and continuing to perform steady and strong in 2018,” and she emphasizes that market players are driven by an expectation that once the era of refinancings is over, the dust will settle and things will return to “business as usual,” in what she describes as “the financially attractive environment of Turkey’s emerging market.”

     

  • Fatos Otcuoglu and Ozer Arda Join Pekin & Bayar Partnership Ranks

    Fatos Otcuoglu and Ozer Arda Join Pekin & Bayar Partnership Ranks

    Turkey’s Pekin & Bayar law firm has announced the promotions of Fatos Otcuoglu to Junior Partner and Ozer Arda to Partner.

    According to Pekin & Bayar, Fatos Otcuoglu, who joined the firm in 2012, “has extensive experience in a range of banking and finance, corporate and commercial transactions, M&As, PPPs, capital markets, IPO transactions, private equity investments, and strategic alliances. She regularly represents local and international corporate clients, banks, financial and intermediary institutions, and private equities. Her industry experience includes defense, energy, banking, telecommunications, and real estate.”

    According to Pekin & Bayar, Ozer Arda “specializes in representing local and international clients in various litigation matters and debt recovery issues especially in Commercial Law, Administrative Law, Labour Law, Real Estate, Construction and Lease Law, Private International Law, Enforcement Law, and Mediation. In addition to resolving legal issues through litigation and legal proceedings for clients, Ozer, also provides consultancy services to his clients, prior to the occurrence of a legal issue, with respect to their commercial or day to day activities and transactions, in a manner to protect clients’ rights in advance, to prevent potential disputes that may arise in relation with such activities and transactions and also to ensure that they are in line with law.”

    Arda has been with Pekin & Bayar since 2014. Prior to that he worked for almost three years with the Arda Law Firm, three years with Verdi & Yazici, and two years with the Gur Law Firm.

     

  • HS Attorney Partnership Advises Yavuz Taner on Sale of Agricultural Group to Tekfen

    HS Attorney Partnership Advises Yavuz Taner on Sale of Agricultural Group to Tekfen

    HS Attorney Partnership has advised Yavuz Taner on his TRY 50 million sale of 90% of the agricultural group consisting of Alanar Meyve and Alara Fidan to Tekfen Tarimsal Arastirma, the Tekfen Group’s agriculture subsidiary. The deal closed on February 14, 2018. 

    Yavuz Taner, founder of both Alanar Meyve and Alara Fidan and one of the doyens of the fruit sector in Turkey, retains 10% of both companies’ shares.

    The HS Attorney Partnership team was led by Partners Ali Baris Sahin and Iris Erbil and included Associates Pelin Sahin and Oya Tureoglu.

     

  • Norton Rose Fulbright Advises Albaraka Turk on First Ever Turkish AT1 Sukuk

    Norton Rose Fulbright Advises Albaraka Turk on First Ever Turkish AT1 Sukuk

    Norton Rose Fulbright has advised Albaraka Turk Katilim Bankasi A.S. on the issuance of its USD 205 million additional tier one capital Sukuk.

    The Basel III compliant Sukuk is the first AT1 in Turkey and was issued through a special purpose vehicle, Bereket One Ltd., by way of a private placement. The Sukuk was admitted to the official list and to trading on the regulated market of the Irish Stock Exchange.

    Albaraka Turk Katilim Bankasi A.S. (Albaraka Turk), which was established in 1984 and commenced operations in March 1985 as the first interest-free bank in Turkey, is a subsidiary of Bahrain Albaraka Banking Group. 

    The Norton Rose Fulbright team was led by Dubai-based Partner Gregory Man with the assistance of London-based Partner Nikolai Mikhailov and Senior Associate Ganna Vlasenko.

    Editor’s Note: After this article was published, CEE Legal Matters learned that Paksoy had acted as local counsel for Albaraka Turk Katilim Bankasi on the issuance. The firm’s team was led by Partner Sera Somay and included Associates Pinar Tuzun and Soner Dagli.

     

  • Corporate Governance: Control or Flexibility?

    It is an outdated understanding to think only of public companies when talking about corporate governance principles. Turkey has always been a center of attraction for foreign investors – the last quarter century in particular was a peak point for M&A transactions and helped change the concept of “family-owned companies” to “multinational companies.” Family-owned companies managed according to traditional principles found themselves in the brand-new corporate world of “partnerships” built upon shareholder agreements.  

    Is it difficult to establish rules that will ensure rapid and efficient adaptation to the new age and changing needs? Yes and no – but either way, Turkey has passed this test. Various changes introduced through the Turkish Commercial Code (as amended in 2012) confirmed that new concepts were not created after the enactment of the laws, but were in fact already recognized in practice, which forced the legislator to enact new laws. These concepts included voluntary supervisory boards, risk management committees, internal directives, details pertaining to the modus operandi of board of directors and the general assembly, independent audits, and a host of other practices. Now, five years after the enactment of the New Turkish Commercial Code, non-public companies have started to challenge public companies in adhering to corporate principles.       

    We can summarize this development based on two goals: (1) effective and efficient management; and (2) checks and balances. 

    Effective and Efficient Management

    Prior to forming a partnership, effective decision-making mechanisms must be established, especially for joint ventures with foreign shareholders and a hybrid board of directors. The basic goal from day one is to avoid the interruption of commercial operations due to deadlocks or obstruction during the decision-making process. Turkish law foresees a mandatory quorum for the general assembly and the board of directors in certain cases and it is also possible to regulate special quora that aggravate but do not lighten the mandatory quorum. A company can reflect the special quorum regulated under shareholders agreements into their articles of association. Although this is not a requirement, it bears a strategic importance for minority shareholders. A violation of the articles of association by majority shareholders would not be legally effective or result in forfeiture due to impossibility of performance, whereas a violation of the shareholders’ agreement would only constitute a breach of contract and grant the right to claim compensation, but would be legally effective. On the other hand, including deadlock solutions in the articles of association to prevent the minority from intentionally blocking the decision-making process by exercising their veto rights is crucial for majority shareholders.

    Certain decisions of the board of directors or the general assembly are classified by law as non-transferable, but it is important to distinguish between internal decision-making mechanisms and representation of the company before external third parties. While the decision-making process is conducted in accordance with the articles of association, external representation is regulated under the company’s internal directive. Internal directives regulate the company’s authorized signatories subject to the limitations of the scope and monetary thresholds. To ensure transparency, companies announce their directives in the Trade Registry Gazette.    

    Checks and Balances

    Establishing certain control mechanisms is of utmost importance to protect the rights of minority and majority shareholders. In this respect, Turkish law has introduced certain rules for transactions between affiliates and parent companies to prevent shareholders from abusing minority rights by obtaining control. Each shareholder holding more than 10% of a company’s shares is regarded as a minority and has the right to demand information, appoint an independent auditor, and call a general assembly meeting. Companies meeting certain criteria in term of the company’s size are required to appoint independent auditors to control the actions of a board of directors through its review and approval of the company’s financials.  

    The need to strengthen the effectiveness of such legal provisions paved the way for the establishment of supervisory boards, and voluntary supervisory boards and risk management or compliance committees may contain third parties who are not board members, with operational procedures determined under special directives.  

    Corporate governance principles aim to create supporting bodies for the board of directors, rendering top-level managers a part of the management and representation process, thereby establishing a flexible mechanism able to quickly respond to unexpected and urgent commercial needs rather than a control that complicates the management process. Control without flexibility or flexibility without control is not the solution for long-term continuity and success. 

    By Duygu Gultekin, Head of Corporate Advisory & Maintenance, Esin Attorney Partnership 

    This Article was originally published in Issue 4.12 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • Developments in Incentive Regulations

    Investments can be used as tools to support and enhance a country’s economic structure. The Turkish government has developed some policies which, together, create an appropriate and advantageous investment environment for international and domestic investors.

    In order to transfer a new generation of technology into the country, develop the economy, reduce inequality between geographic areas, and meet the critical needs which are predicted to emerge in the future, the government of Turkey is implementing some new policies for investors. Although there are many effective incentives in different areas, the full-scale Project-Based Investments and Attraction Center incentives have recently been adopted into law.

    Project Based Investments

    Decree No. 2016/9495 on Provision of Government Incentives for Project Based Investments was published on November 26, 2016 in Turkey’s Official Gazette. The Decree aims to support R&D-oriented and value-driving project based investments which will meet the prospective critical needs of the country, ensure supply security, decrease the interdependency on foreign countries, and facilitate the technological transformation of the country. The incentives available under the Decree include customs duty exemption; VAT exemption; VAT refund; tax deduction or exemption; support on employer’s national insurance contribution; support on income withholding tax; qualified personnel support, interest support, or grant support; capital contribution; energy support; public purchase guarantee; investment place allocation; infrastructure support; exemptions from permission, allocation, permit, license, registrations, and other restrictive provisions; and facilitating regulations in administrative processes. For a project to benefit from the incentives provided by the Decree, the fixed investment amount must be least USD 100 million. Where the project-based support is approved with a “Support Decision,” the Ministry of Economy will issue a Investment Incentive Certificate.

    Attraction Centers

    Decree Law No. 678 about Attraction Centers Program was published on November 22, 2016 in the Official Gazette. The Decree Law aims to remove inequalities between regions and improve the economic standards of 23 less-developed cities by increasing employment, production, and export. The incentives provided under this program include consultancy service support, land allocation, support for factory construction, interest-free investment credits, working capital loans with reduced interest, energy support, technological infrastructure for call or data centers, support for transfer of existing production facilities to attraction centers, and allocation of idle public immovables to call or data centers in attraction centers. Investors who want to benefit from these incentives must satisfy some basic requirements: (a) In the manufacturing industry, the fixed investment amount must be least TL 2 million and at least 30 people should be employed; (b) For call centers, there should be 200 additional employees and companies should make service contracts; and (c) Data centers should have certain technical requirements such as 5000 square meters of white space. 

    The first phase of applications for the Attraction Centers ended on February 27, 2017, and the projects which will be supported by the Development Bank have been selected by bank officers and ministerial bureaucrats. According to the Minister of Development, 3,380 companies applied for the Attraction Center Program after the publication of the Law Decree. It is estimated that approximately 375,000 people will be employed as a consequence of the incentive. The first phase of the program will support projects which will most urgently meet regional needs, add value, and create employment. 

    Turkey is employing various strategies to decrease the level of dependency, attract value-added investments, and contribute to the growth rate by balancing regional development differences. In light of these policies and strategic incentives, Turkey supports investors in many business branches by keeping tax levels at a minimum and providing both financial and non-financial support. Thanks to these incentives, new business sectors, productive factories, and employment areas will be developed. It should not be forgotten that the lower the production level of a country is, the more it depends on other economies. The expansion of the explained incentives through new phases and projects will remain on the agenda in the years to come. 

    By  Ersin Nazali, Managing Partner, and Pinar Solyali, Tax Manager, Nazali 

    This Article was originally published in Issue 4.12 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • How Should HR Departments Process Employee Data in Accordance with Data Protection Law?

    Turkey’s Data Protection Law, which was published in the country’s Official Gazette on April 7, 2016, established the legal framework for the protection of personal data in Turkey and added new obligations for employers.

    Employers collect and use the personal data of potential, present, and former employees for various purposes, including recruitment, salary, personnel files, sickness records, and appraisals. Employers also have to collect employee data to comply with obligations set forth under Turkey’s Labor Law. Indeed, when dealing with employees’ personal data, employers should always consider the requirements of the Labor Law that may apply to the situation. For instance, Article 75 of the Labor Law provides that employers may not disclose information belonging to an employee if it is in that employee’s interest for the information to remain confidential. This provision also sets out that employers should use employees’ personal data in good faith and in accordance with other applicable laws.

    Processing Special Categories of Employee Data

    With the collection and processing of certain special categories of employee data, employers must ensure that they fall within one of the exceptions specified in Article 6 of the Data Protection Law. The first of the exceptions involves the explicit consent of the individual. This option should be an employer’s last resort due to the potential difficulties in obtaining the valid consent of an employee in an employer-employee relationship. According to Q&A published by the Data Protection Board, consent should be given by a clear affirmative act establishing a freely given, specific, informed, and unambiguous indication of the data subject. 

    Storing Personal Records of Employees

    Employers start collecting details about employees from the moment they first apply for a position. Although records relating to employees can cover a broad range of activities, they should not be retained for longer than necessary. During the period of employment, employers have legitimate reasons to retain employees’ data – but once the employment is concluded, such reasons are likely to disappear (except in certain situations, such as a pending lawsuit between the parties). 

    Indeed, the Labor Law requires employers to retain employee data, with obligations also arising under company law, tax law, and health and safety law. However, once an employee has left, the employer should generally limit access to his/her records before they are erased. In these circumstances, data on former employees that must be retained should be securely archived and protected via limited access. 

    Workplace Monitoring

    Employees do not lose their right to privacy in the workplace. However, this right to privacy is balanced against the legitimate rights of employers to operate their businesses and protect their companies or other employees.

    Background checks represent a useful example of a conflict between the interests of employees and employers. Background checks on potential and existing employees are becoming ever more common. One of the reasons for this increase is the increasing awareness that data breaches frequently derive from the unethical and illegal activities of employees, rather than from technical vulnerability. 

    Background checks can operate on a range of levels, from checking people’s status on social networking websites to verifying their educational backgrounds to checks on past criminal activity. An employer must be careful not to compile blacklists as part of its background checking procedure or to identify individuals that it will not employ. Blacklists are a significant intrusion into a person’s privacy and are generally illegal. 

    Conclusion

    The Data Protection Law came into force later than expected, but it has since spread far and wide in both the IT and legal sectors. Companies – who were already complaining about the high volume and low success rate of labor disputes – now have a brand new front to consider, potentially exposing them to even greater risks than labor lawsuits, and thus have an urgent need to carefully assess their current HR-related processing activities and identify the gaps with the Data Protection Law. Based on the results of this gap analysis, they will need to improve or create new procedures and implement the required mechanisms to comply with the law’s obligations.

    By Efe Kinikoglu, Partner, and Ipek Asikoglu, Associate, Moral Law Firm 

    This Article was originally published in Issue 4.12 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • Labor Law in Turkey

    The Law on Labor Courts Number 7036 was published and announced in the Official Gazette on October 25, 2017. One of the most important amendments stipulated in this law (the “Law”) is the introduction of a “mandatory mediation” procedure. Mediation is based on a “win-win” philosophy; this is a process where no one loses. 

    According to Article 3 of the Law, which will become effective on January 1, 2018, parties in compensation claims raised by employees or employers based on individual or collective labor agreements and reinstatement lawsuits are required to submit their cases to a mediator before filing a lawsuit. With the enactment of the Law, for cases initiated after January 1, 2018, courts are required to dismiss lawsuits initiated before  application for a mediation procedure was made on the basis of lack of cause of action. Therefore, an employee believing that his or her dismissal is unlawful has one month from the notification date of the termination notice to apply to the mediator. If the parties cannot reach a mutual agreement with the involvement of a registered mediator, the employee may then initiate a lawsuit within two weeks from receipt of the mediator’s report. In order to initiate the mediation process, the claimant party must apply to the mediation office located in the residency of the responding party. If the dispute arises in a place where there are no mediation offices, then the registry office of the Civil Court of Peace located at the relevant place will be authorized to process the mandatory mediation application. The mediator who will review the dispute will be selected by the relevant mediation office, unless the parties agree on a mediator whose name is included in the list of mediators published by the Mediation Department of the Ministry of Justice. According to the Law, the mediator shall conclude the negotiations within three weeks, although this period may be extended for one week by the mediator in certain cases and particular circumstances.

    It is also important to note that mandatory mediation does not cover or apply to the pecuniary and non- pecuniary damages that may arise from occupational illnesses and work-related accidents. According to Law Number 7036, parties involved in disputes relating to the General Health Insurance Law and other social security legislation must apply to the Social Security Institution before initiating any legal case. In the event the Institution does not respond to the relevant application within 60 days, the request is deemed rejected. Only once requests are rejected or deemed rejected may cases be brought. 

    Another major change introduced by the Law concerns the statute of limitations concerning annual leave payment claims and indemnification claims involving severance payments or due to: (a) failure to comply with the notice requirement in terminating an employment agreement; (b) bad faith; or (c) failure to comply with the equal treatment principle in terminating an employment agreements. 

    The former term of ten years statute of limitations for such claims has now been reduced to five.

    By Feyza Gerger Erdal, Founding Partner, Erdal Law 

    This Article was originally published in Issue 4.12 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • The TCA Acknowledges Payment Institutions’ Place in the Merchant Acquiring Services Market

    The Turkish Competition Authority (“TCA”) had initiated a preliminary inquiry into Garanti Bank’s  activities following the complaint lodged by the association representing the Turkish payment and electronic money sector (“ODED” in Turkish).

    Though the TCA decided1 not to launch a full-fledged investigation, it nevertheless withdrew the individual exemptions granted to Garanti Bank between 2014 and 2017.

    ODED’s Allegations 

    Recalling that payment and electronic money institutions are subject to the Act No. 6493 on the Payment and Securities Settlement Systems, Payment Services and, Electronic Money Institutions, ODED alleged (i) that payment services providers horizontally compete with banks on the merchant acquiring services market, (ii) that while banks tend to offer their services to companies with higher sales volume, payment and electronic money institutions try to respond to the financial needs of smaller companies, (iii) that credit card schemes, whose main benefit for consumers is that they enable them to obtain instalment plans2, owe their existence to interbank cooperation, which made it possible for banks to offer various benefits to card acceptors (e.g. merchants, retailers, etc.), and that competition takes place on the level of those schemes (and not on the basis of banks), (iv) that payment institutions’ provision of service to card acceptors is conditional upon the procurement of point-of-sale (“POS”) terminals from banks so that the said terminals constitute an essential facility, (v) that Garanti Bank did not respond to POS terminal requests and prevented other banks included in the Bonus scheme from providing POS terminals to payment institutions, (vi) that the supply relationship between Garanti Bank and payment institutions created downstream and upstream markets, that the commissions paid for POS terminals make up the largest cost item for payment institutions, that Garanti Bank prevents competition to take place by charging prohibitive commissions3, (vii) that Garanti Bank has leveraged its position on the banking market to drive payment institutions out of the merchant acquiring services market, and (viii) that the concerned anti-competitive practices may stem from Garanti Bank’s exempted agreements. 

    The TCA’s Assessments

    The TCA noted that payment service providers are card acceptors’ main service providers and that payment institutions have started to provide, on the merchant acquiring services market, digital and physical POS terminals as do acquiring banks (i.e. banks of the card acceptors). 

    The Bonus scheme helps companies to reach more clients, provides a non-cash payment means to customers, and offers the opportunity to benefit from different companies’ instalment plans and points with a single card. In light of the foregoing, the TCA established the relevant product market as being the “multi-branded credit card issuing market” (the upstream market).

    However, as the inclusion of merchants into credit card schemes is of utmost importance, the TCA, to perform its competition analysis, also defined a second relevant market as being the “merchant acquiring services market” (the downstream market). 

    The TCA first examined the Interbank Card Center’s (“BKM” in Turkish) data according to which there are 1.8 million POS terminals for 59 million issued credit cards in Turkey and established that the competition structure of the merchant acquiring services market has recently changed with the entry of payment institutions on a market on which only banks were active. Indeed, in an environment where card acceptors were encountering difficulties with banks, payment institutions’ services provided them with an alternative. Payment institutions, however, should supply themselves with POS terminals from banks in order to provide their services on the downstream market. 

    The TCA, taking into account that payment institutions have no difficulty to access POS terminals which allow cash transactions, established that what is at stake in this case is the access to POS terminals enabling instalment payments. As stressed above, ODED alleged that Garanti Bank’s refusal to supply prevents payment institutions from supplying themselves with POS terminals giving access to Bonus cards from the banks that are members to the Bonus scheme and that payment institutions are driven out of the market because they are barred from offering POS terminals allowing instalment payments. 

    The TCA determined from the evidence gathered during on-the-spot inspections (i) that Garanti Bank had limited cooperation with payment institutions since 2012, (ii) that Garanti Bank’s managers perceived payment institutions as a strategic threat after the adoption of the Act No. 6493 that made it compulsory to meet tough conditions for a company to have the Banking Regulation and Supervision Agency’s (“BDDK” in Turkish) approval to provide payment services, and consequently (iii) that Garanti Bank had a negative approach to developing the cooperation with payment institutions on the grounds that those institutions became Garanti Bank’s competitors on the merchant acquiring services market and that their business model was expanding. 

    The TCA ruled (i) that Garanti Bank does not hold a dominant position on the upstream multi-branded credit card issuing market, (ii) that stronger competitors have higher market shares, and consequently (iii) that Garanti Bank did not violate Article 6 of the Act No. 4054 on the Protection of Competition (“Competition Act”).   

    In response to the allegation of entry barriers through Garanti Bank’s exempted agreements, Garanti Bank stressed that the signatory banks to the Bonus scheme may, outside the inclusion of new merchants to the Bonus scheme, freely determine their merchant acquiring services, to which institutions they will provide merchant acquiring services, and that Garanti Bank does not intervene in this process. Indeed, Garanti Bank’s agreements entered into with certain banks had been exempted by the TCA from the year 2002 onwards. 

    The TCA noted that all the agreements signed between Garanti Bank and banks that are members to the Bonus scheme set out the prohibition to delegate to other banks, credit card issuing institutions, payment institutions5, or institutions providing merchant acquiring services Bonus scheme members’ power to issue, or distribute Bonus credit cards, or to include additional merchants to the Bonus scheme (“sub-licensing prohibition”).

    The TCA determined (i) that 29 payment institutions obtained the BDDK’s approval since 2013, (ii) that to offer merchants the possibility to sell on instalment, payment institutions need to have access to credit card schemes’ infrastructures, and (iii) that due to the sub-licensing prohibition the banks that are members to the Bonus scheme could not provide payment institutions such a possibility.  

    The TCA’s Individual Exemption Assessment

    In view of the foregoing, the TCA decided to review the individual exemptions it previously granted to Garanti Bank. First, the TCA examined whether the Bonus scheme contributes to improving the production or distribution of goods, the provision of services, or to promoting technical or economic progress and established that banks use this scheme to benefit from an extensive network rather than to invest in their infrastructure and that they do not incur costs related to repair, maintenance, or human resources. Morever, the TCA underlined that the Bonus scheme allows merchants to reduce their costs as they have the opportunity to accept credit cards from different banks with a single POS terminal.

    As regards allowing consumers a fair share of the resulting benefit from Garanti Bank’s restricting practice, Garanti Bank indicated that thanks to the agreements entered into between Garanti Bank and the Bonus scheme’s member banks card holders of the Bonus scheme member banks (i) enjoy the advantages brought by a multi-branded credit card service, (ii) benefit from the instalment possibilities and points provided by the Bonus scheme, and (iii) access more easily a growing variety of goods and services. Eventually, according to Garanti Bank, the Bonus scheme’s member banks have the opportunity to provide better services thanks to the investment, cost, price, and human resource advantages that Garanti Bank’s agreements provide them with.

    The TCA, however, noted that merchants’ possibility to sell on instalment could be restricted in case payment institutions are driven out of the merchant acquiring services market. Indeed, according to the TCA, despite the increase in the number of card holders, the fact that many merchants cannot make sales on instalment or can only offer instalment plans to some credit cards could affect consumers’ welfare. Moreover, the TCA also considered that to be compelled to enter into separate agreements with different banks in order to enable sales on instalment to cards included in more than one credit card scheme at the same time could increase merchants’ costs and thus affect consumers’ welfare.

    As it is not clear which effect on consumers would prevail after the balancing of the advantages and disadvantages stemming from the sub-licensing prohibition, the TCA eventually concluded that consumers’ welfare condition has not been met.   

    The TCA held in its previous decisions that competition in the credit cards market takes place between credit card schemes such as World, Bonus, Axess, Advantage, or Maximum rather than between banks themselves. Moreover, the TCA expected the credit cards market to expand with the entry of payment institutions as banks would be able to reach more merchants and as consumers would have more opportunities to purchase on instalment. In this context, as the sub-licensing prohibition bars the entry to payment institutions to the merchant acquiring services market and thereby prevents them from becoming efficient players on the market, the TCA ruled that this condition has not been met either. 

    Garanti Bank argued that the sub-licensing prohibition only concerns the Bonus brand and the Bonus scheme and that banks that are members to the scheme are free to provide merchant acquiring services to their own merchants by using their own brand. Nevertheless, it has been determined that merchants’ inclusion in the Bonus scheme is subject to Garanti Bank’s approval. 

    Garanti Bank pointed out that the agreements signed with the Bonus scheme’s member banks since 2002 only confers a non-exclusive, non-transferable, and non-sub-licensable licence to use the name “Bonus” and the Bonus scheme’s practices.

    Garanti Bank also argued that many payment institutions which obtained licences have had difficulties they could not predict due to the fact that they have been subjected to new regulations. Garanti Bank suggested that payment institutions cannot manage risks due to their lack of strong fraud and chargeback processes. Garanti Bank further alleged that certain payment institutions gave merchants access to Bonus POS terminals they have been provided with by banks while no agreement has been entered into between the concerned banks and merchants regarding the setting up of POS terminals and without the concerned banks’ knowledge. This latter case led, according to Garanti Bank, to enabling the concerned merchants to benefit from the advantages of the Bonus scheme without signing any agreement with the Bonus scheme’s member banks.

    The TCA mentioned that, according to other banks’ responses to the TCA’s request for information, (i) the majority of banks do business with payment institutions, (ii) the banks have a positive opinion of payment institutions’ risk perception, which are subject to the BDDK’s regulations and to the standards of institutions such as VISA and Mastercard, and (iii) the variety of services provided by payment institutions increases consumers’ welfare and contributes to the expansion of card usage. 

    Following its analysis, the TCA admitted that the sub-licensing prohibition could be deemed reasonably necessary to protect Bonus’ brand image. The TCA, however, established that the sub-licensing prohibition could prevent payment institutions from supplying themselves with POS terminals from banks that are members to the Bonus scheme and that this constitutes an impediment to payment institutions acting as intermediaries in the sales on instalment realised by merchants in the merchant acquiring services market.

    In the light of the foregoing, the TCA decided (i) that Garanti Bank did not infringed Article 6 of the Competition Act on the ground that it does not hold a dominant position, (ii) that Garanti Bank’s agreements are not eligible for negative clearance, (iii) that the said agreements are not eligible neither for block exemption on the ground that they have been entered into between competitors, nor for individual exemption given that they do not meet the conditions determined by Article 5 of the Competition Act, but nevertheless (iv) that no full-fledged investigation should be launched into Garanti Bank’s activities. The TCA further decided to withdraw the individual exemptions previously granted to Garanti Bank’s agreements. 

    In addition, the TCA held on the basis of Article 9(3) of the Competition Act (i) that the provisions (contained in Garanti Bank’s agreements) restricting payment institutions’ access to the Bonus scheme should be repealed and (ii) that the banks that are members to the Bonus scheme should be able to enter into contract with any merchant in the market of merchant acquiring services market. Eventually, the TCA ruled that individual exemption could be granted to Garanti Bank’s agreements provided the said repeals are carried out and submitted to the TCA within 2 months after the notification of its decision.

     1. The TCA’s decision numbered 17-28/462-201 and dated 07.09.2017.

     2. Indeed, around 70% of credit card sales are instalment sales. 

     3. According to ODED’s allegation, the commission rate charged by Garanti Bank is 5-6 times higher than the interchange commission rate determined by the Interbank Card Center. 

     4. For example, by offering merchants POS terminals without charging any commission. 

     5. Those have been included in Garanti Bank’s agreement after the entry into force of the Act No. 6493. 

    By Baris Yuksel, Senior Associate, Mustafa Ayna, Associate, and Hasan Guden, Associate, ACTECON