Human Resourses Policy
HR Vision: To become the pioneer in the sector, Turkey and the world with the use of Integrated Human Resources practices.
HR Mission: To enhance job results of all TAV Group companies and all departments with the implementation of human resources management aligned with group strategies, to maintain and encourage high performing culture within the group in order to provide strategic support aimed at creating value for all stakeholders.
TAV Airports adopted the principle of managing its human capital, the main foundations of its success, at universal standards and offering an eligible workplace for the employees.
The main policy of the Company is to create high performing culture by improving the work with the skills and the competencies of the individuals in order to meet the requirements of the job. Besides HR is committed to select, develop, assess, and manage human resources by creating a dynamic, innovative environment open for improvement with the principle of equal opportunities. Being a pioneer and leader of airport operations in Turkey, TAV Airports has established its main strategies as internalizing the corporate know-how and experience and spreading it out throughout all units of the company.
Statement of Policy
This document is based on TAV Airports Holding Co. Human Resources Directorate Policies and Principles and the Labor Law No. 4857 to bring the tasks and responsibilities of the employees at TAV Esenboga in conformity with the strategies and targets of the Company, general business and moral laws, as well as applicable laws, corporate values and ethics guidelines.
With reference to the legal regulations entered into force after the publication of Personnel Regulations, updated legal regulations shall be referred in all matters regarding the work life stated in the Personnel Regulations.
TAV Esenboga has adopted the principle of being a Company which manages its human capital, the primary foundation of its success, at a world class standard and being a workplace preferred by its employees. The main policy of the Company is to select, develop, evaluate and manage human resources at global standards according to the principle of equal opportunity. Human resources management aims to increase employee performance to support the Company in reaching its targets in an effective and productive manner by creating a dynamic environment in which employees are open to learning and supporting innovations.
With this purpose:
Organizational structures are established and reviewed, human resources needs are identified and work force management is planned in line with TAV Esenboga’s strategic goals, business areas and requirements.
Individual and corporate performance is improved through customer focused, innovative approaches in all activities of the Holding. All executives and employees are expected to create and foster an environment climate conducive to creating distinction and value.
The main principles adopted throughout all tasks include producing high quality products and services, managing processes with data, ensuring customer satisfaction, and establishing communication to increase the productivity of processes.
It is necessary to implement systems and processes relating to corporate targets through measurable, traceable parameters. Business excellence and continuous success is achieved through realizing effective tasks.
The management and evaluation of corporate and individual performance is of prime importance. Employees are evaluated according to the fulfilment of their responsibilities, competencies, contribution to improvement of the job and corporate goals. Superior performance is identified and rewarded through various means.
No discrimination (race, religion, gender, origin, etc.) is tolerated in the execution of processes and practices.
All employees are expected to improve their personal and professional development. The Company aims to provide the basic necessary tools for personal development. Equal opportunity for personal development is provided for all employees.
Maximum care is taken to keep the personal information of employees confidential.
In order to develop and enhance corporate memory, all decisions and practices regarding our employees are comprehensively recorded.
Remuneration for all positions is specified in line with job description, responsibilities and qualities required by the job as well as market value.
All employees have accepted the corporate governance principles: Respect for human dignity and work, open and honest communication and business ethics are the main management principles.
Scope of this policy is “to establish and maintain a sound worker-management relationship to promote the fair treatment, non-discrimination and equal opportunity of workers to promote compliance with national labor and employment laws, and the fundamental principles and key regulatory standards embodied in the ILO conventions that are central to this relationship.
Major points are;
TAV Esenboga commits that illegal and unregistered work is strictly forbidden during any phase of its activities; including its subcontractors’ and intermediaries.
“Harassment and Bullying” is summarized as; any behaviour that is unwanted by the person to whom it is directed. It is the impact of the behaviour rather than the intent of the perpetrator that is the determinant as to whether harassment or bullying has occurred.
TAV Esenboga has a “zero tolerance of on the job harassment and bullying” policy and will investigate strongly any report of bullying or harassment, without taking into account if the matter has been raised formally or informally.
Professionalism: TAV Esenboga Employees perform their duties with the utmost diligence and at the highest standards, following global developments related to their work. They consider their jobs and job-related priorities in all their interactions.
Respect: TAV Esenboga Employees act in line with ethical standards as a fundamental rule, prioritizing respect for people, the environment, laws and regulations. They behave in an honest, transparent, fair and responsible manner in all their endeavors.
Dynamism: Having adopted the principle of a dynamic and flexible work ethic, TAV Esenboga employees work in an efficient, results-oriented manner, no matter what the circumstances. Forever remaining aware of environmental conditions and monitoring change, they respond and adapt to change promptly.
Innovation: TAV Esenboga Employees continually create opportunities for improvement and innovation in all processes, with an emphasis on customer satisfaction. Being aware that difference stems from innovative practices, TAV Esenboga Employees employ their best efforts to ensure that the services rendered are contemporary and creative.
Teamwork: Being aware that cooperation, mutual commitment, expertise and knowledge sharing are the building blocks of success, TAV Esenboga Employees also consider teamwork the assurance of personal success, supporting this in all their endeavours.
All employees of the TAV Esenboga are expected to have the following competencies at levels required for their positions. Job requirements and personal competence levels are taken into account in recruitment, performance management, and creation of development and career plans.
Problem solving and decision-making: The ability to solve problems, analyze causal relations, develop solution proposals and make correct decisions.
Planning and outcome-orientation: The ability to engage in planning, coordination and monitoring to complete works on time and effectively.
Customer Focus: Emphasis on customer satisfaction in all corporate activities (internal and external customers).
Innovation: Follow and create innovation for development and value creation.
Communication and Teamwork: Effective knowledge transfer and sharing, and contributing to the team and utilizing knowledge for the team.
Leadership (Influencing, directing): Acting towards common goals, motivating and directing others to improved performance.
TAV Esenboga’s Commitments To Occupational Health and Safety
TAV Esenboga ensures to provide a safe and healthy work environment taking into account inherent risks in the airport construction sector and specific classes of hazards in airport construction, including physical, chemical, biological, and radiological hazards, and specific threats to women. TAV Esenboga ensures to take steps to prevent accidents, injury, and disease arising from, associated with, or occurring in the course of work by minimizing, as far as reasonably practicable, the causes of hazards. In a manner consistent with good international industry practice, as reflected in various internationally recognized sources including the World Bank Group Environmental, Health and Safety Guidelines,
TAV Esenboga addresses the areas that include the (i) identification of potential hazards to workers, particularly those that may be life-threatening; (ii) provision of preventive and protective measures, including modification, substitution, or elimination of hazardous conditions or substances; (iii) training of workers; (iv) documentation and reporting of occupational accidents, diseases, and incidents; and (v) emergency prevention, preparedness, and response arrangements.
In addition to the above paragraph, TAV Esenboga commits to follow the “Environmental, Health, and Safety Guidelines for Airports” by IFC.
Code of Ethics:
TAV Airports Holding defines Code of Ethics as the rules and principles that all executives and employees are obligated to comply with in order to contribute financial value to its stakeholders and to enhance its corporate value. With this Code of Ethics hereby, it is aimed to ensure that TAV executives and employees display high standards of conduct, that they are aware of the impact of their conduct and attitudes on the Company, that the stakeholders employ the best methods and display highly qualified behaviours.
This code is also applicable for TAV Esenboga
Code of Ethics is announced at the TAV Corporate Intranet, and the internal media; and furthermore it is disclosed during employee focused programs. The Board of Directors, executives and all employees are expected to comply with the below described TAV Airports Holding Code of Ethics.
Conflict of Interest
Conflict of interest is created when the private interests of the employee and the interests of the company are in conflict, or in case there is a potential for such conflict. While undertaking their corporate responsibilities, TAV Airports Holding employees are expected to hold the corporate interests above their own interests and the interests of their families and
acquaintances, and thus carry out their liabilities. The employees are to avoid any attempts which may be construed as pursuing the interests of their own or acquaintances.
Situations of conflicts of interests
While carrying out their duties, employees are responsible for protecting interests of the company.
Circumstances given below are considered as conflict of interests:
- Commercial relationship between family members or up to third degree relatives of the employees and the company,
- Property or interest relationship between family members, up to third degree relatives of the employees or the competitors,
- Business relationship with the companies that family members and up to third degree relatives work in,
Borrowing from the companies with which there are business relations or entering in commercial relationships.
Preventing conflict of interests
The possible cases of conflict of interests as well as the cases defined by the company management are shared with the employees and the company management takes the necessary precautions. Managers and employees are obliged to inform the management about the observed conflicts of interests. After the identification of such an incident, the Corporate Governance Committee evaluates the matter and takes the necessary actions.
Responsibility to take care in the performance of duties
Employees are obliged to meticulously carry out the duties they have undertaken through employment contracts. They are also obliged to take action to acquire/develop the qualifications and the knowledge required by their duties. They are responsible for the damages inflicted on the company intentionally, due to negligence and carelessness. The employees are responsible for delegating the works assigned to them to their subordinates, and to ensure timely completion, and to carry out the instructions issued by their executives. All employees must be aware of the fact that they represent the company, and they are obliged to protect the reputation of the company towards third parties. They are obliged to abstain from behaviours and actions which may lead to difficulties for the company. All employees are obliged to manage their relations with other employees, shareholders and stakeholders in compliance with the business ethics and code of ethics. No employee may gain interests from third parties or authorities in relation with his/her job, establish private business relations, nor request or make payments.
Responsibility to Comply with the Company Principles and Rules
Employees are obliged to comply with the rules, regulations and procedures stipulated by the company regarding the management, compliance, discipline, safety and health issues.
Responsibility to be Careful in Conduct and Relationships
Employees are obliged to work in harmony with their colleagues and managers; to have good and proper relationship with private or official persons or institutions associated with the workplace and to carry out their duties in a rapid and honest manner. Employees are obliged to notify the Management of those who violate the code of ethics, with relevant documentation.
All employees, regardless of whether it is related to their duties or not, are obliged to keep the information and secrets they have acquired regarding the Company. They may not give or disclose the secrets, information they have acquired or the relevant documents, to unauthorized parties or authorities. This liability continues even after the termination of their relationship with the Company.
The Responsibility to Protect the Company Interests
Employees are responsible for protecting the interests of the Company and the work place and must abstain from all conduct that may damage these. The employees may not utilize company means for their personal interests.
Prohibition of working in another job
Employees are not allowed to work in or accept any formal/private, permanent/temporary, and paid/no charge job or to carry on a business without the permission of the company.
Responsibility to declare personal information and revisions
Employees are obliged to declare all revisions concerning the family, civil status and addresses, as well as the information about the personal details, family or acquaintance details taken as the basis for the rights and liabilities governed by the contracts and/or regulations; and the documentation which is the basis for such information, to the Personnel Directorate in a timely manner.
Appropriate Uses of Resources:
TAV Esenboga ensures that all the employees are aware of the appropriate use of resources such as electricity, water, fuel and internet in appliance with the relevant EBRD Guidelines.
Employers are restricted to access to illegal or inappropriate websites.
Recognition and Appreciation
Recognition and Appreciation systems are implemented in order to emphasize and encourage the success, the behaviors and the efforts of TAV Esenboga employees, to increase motivation and loyalty to the company.
A proposal system is implemented in order to encourage creativity and the engagement of TAV Esenboga employees. The objective of the proposal system is to create a group of employees with creative spirit, who can constantly see their surroundings and what they do from a critical point of view and thus contribute, adding to the development of the business.
The rewarding system assesses and promotes the model behavior, achievement and company loyalty related to corporate values and competency structure in compliance with the vision and strategic objectives of the organization.
The employment process at TAV Esenboga is formally outlined within the “Selection and Recruitment Regulation.” The objective of TAV Esenboga is to recruit and maintain employees who possess a high level of training, skills and experience and who are focused on their tasks.
To increase loyalty to the workplace and decrease employee turnover rates, TAV Esenboga relies on internal job applications, providing opportunity for individual initiative and recommendations for current employees to apply for any available position. TAV Esenboga employees can apply for any vacant positions like every other applicant. Current employees who apply for a vacant position are evaluated with the same assessment tools used for other applicants.
Focused on hiring people who have the necessary skills and qualifications to conduct operations effectively and increase shareholder value, the goal of the Employment Process is meeting the staff and employee needs defined within the scope of labor planning of the company with the most eligible candidates in a timely manner.
The employment process at TAV Esenboga ensures that personnel consists of dynamic individuals who have a high level of training, who are highly motivated for success and have good social skills, who are enterprising and open to innovation, and who aim to develop the business. Additionally, various resources are utilized for the selection of the right person for the job as per the requirements of the vacant position.
Employees must submit all documents and information necessary to be kept in their Personal Files to the Personnel Department before they start to work. Information contained within personal files are confidential in nature and may not be shared with or disclosed to other employees, with the exception of those who are required to have access to such files for work reasons. Personnel files are kept and maintained by the personnel department.
Personal files contain the following documents:
A written employment contract bearing the signature of the respective employee,
Compulsory doctor’s report for those employees to be assigned heavy or hazardous duties,
A copy of the employee’s payroll stub, which must be given to the employee every month, bearing the respective employee’s signature,
A copy of the statement, bearing the employee’s signature, attesting to the fact that the respective employee has received the “employment document” the new employer must provide for the employee once the employment contract expires,
Job application form filled out by the employee at the time of hiring, the results of the interview at the time of the hiring process, as well as test results,
Documentation indicating the periodical results of the “performance and efficiency assessment system” conducted for the respective employee, and warnings issued in connection with performance deficiencies, if any,
Documentation bearing the signature of the respective employee, attesting to the fact that information necessary for work health and safety measures, as well as tools and equipment necessary for that purpose, with a list of such tools and equipment are issued to the employee,
Schedules and timetables indicating training that has been conducted and planned to be held, as well as the fact that the respective employee has attended or shall be attending such training sessions,
Any and all notifications issued to the employee in question in the course of work, warning issued, if any, sanctions and penalties enforced per the disciplinary regulations, invitations and calls to make a statement of defense, statements of defense provided by the employee, opinions, notifications, statements regarding employees who avoid delivery of notifications,
Documentation to be obtained from the employee on a weekly or monthly basis, attesting to the fact that the employee is taking breaks in accordance with the work break scheme announced at the workplace,
Overtime work approval documentation to be obtained from the employee,
Request forms from those employees who wish to take time off and time off schedule and timetable,
Annual leave record, indicating annual paid leave, bearing the signature of the employee,
Request forms in connection with any and all time off granted for the employee, and schedules and timetables of granted time off,
Copies of doctor’s visits as well as medical leave reports,
In cases where the employee works a rotating schedule between day and night shifts, a shift schedule indicating the said employee’s weekly shift changes,
Written consent obtained from the employee who will be transferred on a temporary work basis, at the time of transfer,
For female employees, a doctor’s report indicating no adverse conditions exist in connection with pregnant employees reporting for work up to three weeks prior to the expected delivery date, doctor’s report indicating additional time off is necessary before and after birth, a requisition form, bearing the signature of the employee, indicating the employee’s preference as to how the nursing leave shall be taken, a nursing time off schedule created per such requisition,
Interdepartmental correspondence regarding the employee as well as other documentation deemed necessary,
Payment stubs indicating amounts that must be paid out to the employee in the case the employment contract expires are in fact paid, and release form bearing the signature of the employee, letter of resignation, if any, or termination notice.
Newly-hired employees are subject to a two month trial period. During the trial period, the parties may terminate the employment contract without notification or damages.
In the event that the employment contract is terminated within the trial period either by the Employee or the Employer, the wage and other rights of the employee are reserved.
Cancellation of the contract of employment by either the Employee or the Employer during the trial period renders the said employee ineligible for rehire within TAV Companies in the future.
Normal working hours
The normal work week is 45 hours. Unless otherwise specified by the Employer, weekly working time shall be calculated by dividing the weekly time equally among the working days of the week. Working hours for the office staff are between 07:30 and 16:30.
TAV Esenboga reserves the right to adjust the weekly working time in a flexible manner, provided that the daily working time does not exceed 11 hours. 15 minutes break for 4 hour or shorter work times, 30 minute break for 4-7.5 hour work times and 1 hour break are given for work times for more than 7.5 hours.
At certain departments rendering 24 hour services, working in shifts is required. The shift plans are made monthly by the department managers and announced to the staff.
Complying with the Work Hours and Attendance
Employees are required to conform to the designated work hours. The required transactions are carried out for the employees who do not conform to the designated work hours are warned as per the respective articles of the Disciplinary Regulations. Work attendance is monitored by the entrance and exit records of employees where an attendance monitoring system is used; so the employees are obliged to have their cards read by the card machines and turnstiles located at certain entrances and exits.
Any employee whose employment is terminated for whatever reason must return his/her personnel identity card. The employee is obliged to inform Human Resources if the card has become unusable or lost.
Labour and Working Conditions
The workforce is a valuable asset, and that good human resources management and a sound worker-management relationship based on respect for workers’ rights, including freedom of association and right to collective bargaining, are key ingredients to the sustainability of the enterprise. By treating workers fairly and providing them with safe and healthy working conditions, TAV Esenboga creates tangible benefits, such as enhancement of the efficiency and productivity of the operations.
All workers are being informed for their working conditions and terms of employment including their entitlement to wages, hours of work, overtime arrangements and overtime compensation, use of company resources, and any benefits (such as leave for illness, maternity/paternity, or holiday).
- Working terms and conditions are constantly monitored by TAV Esenboga.
- Timekeeping and payroll systems are confidential, and is only to be shared with the corresponding employee.
- TAV Esenboga commits that the operations are ongoing in appliance with the business practice codes.
According to Labor Law of Republic of Turkey;
- All workers are being informed for their working conditions and terms, wages, working hours, titles and work place by the “employment contract” which is prepared based on Labor Law of Republic of Turkey.
- And employer must inform employee as written about any kind of changes of his/her employment contract.
TAV Esenboga commits not to employ children (persons under the age 18) in any field of its operations. TAV Esenboga also ensures that its Subcontractors will not employ children.
The age of all workers claiming to be or who appear to be 18 or younger will be verified by checking their ID Cards/birth certificates/passports/other official ID document upon recruitments. No workers under the age of 18 will be employed.
TAV Esenboga commits not to employ any forced labor, which consists of any work or service not voluntarily performed that is exacted from an individual under threat of force or penalty. This covers any kind of involuntary or compulsory labor, such as indentured labor, bonded labor, or similar labor-contracting arrangements. TAV Esenboga ensures not to employ trafficked persons.
Workers are never required to lodge a monetary deposit or their identity papers with us and workers are free to leave their jobs after reasonable notice.
Non Discrimination and Equal Opportunity
TAV Esenboga will comply with National legislations and EU requirements on non-discrimination related to employment. According to Labor Law of Republic of Turkey; article 5th has specified the principle of equity. The article is avoiding all kind of discriminations.
All employment relationships are based on the principle of non‐discrimination and equal opportunity. We are aware of and compliant with national legislation on anti‐discrimination and equal opportunities meaning that there will be no discrimination in recruitment, wages, benefits, terms and conditions, access to training, promotion, termination retirement and discipline.
Employment decisions are made not on the basis of personal characteristics unrelated to inherent job requirements, such as gender, race, nationality, ethnic origin, religion or belief, disability, age or sexual orientation.
We are committed to ensuring that women are not discriminated against, whether directly or indirectly, and that women are supported to enjoy all workplace opportunities on the same footing
as men. In any case of installation works, which are heavy duty and hazardous works, risk assessments are taken into account and evaluation is done for women to ensure they have experience and characteristics to meet the inherent job requirements.
We do not discriminate on the basis of pregnancy at any stage of the employment relationship. We provide for maternity and parental leave in line with national legislation.
In order to maintain a fair remuneration package throughout the corporation and a balance between responsibilities and pay; TAV Esenboga aims to provide a consistent remuneration management by setting the remuneration for positions with similar responsibilities (same job functions) at standard ranges within the grading structure determined for the level of those jobs.
The employees shall be paid a monthly salary in accordance with the relevant provisions of the Labor Act 4857. The monthly salary shall include weekends, national and public holidays besides the days worked by the employee.
The salary of the employee to be recruited shall be determined based on his/her experience, job specification, similar positions at TAV Esenboga and the market value of the job.
Salary details are personal and confidential. The employee must not share the details of his/her remuneration package with other employees and third parties. In the event of the employee revealing his/her salary and social benefit details to others, relevant article of the Disciplinary Regulation shall apply.
Wages being paid to workers and employees at TAV Esenboga are equivalent across other similar sectors in Turkey.
Salaries paid at TAV Esenboga are net pay. The salary of the employed month is normally paid to employees within 1 to five days after the last day of the employed month. Appointed employee shall be entitled to salary with effect from the date of commencement of employment. This entitlement shall expire on the date when duties end. In the event of starting or resigning/ dismissal from work within the month, the salaries shall be paid based on the number of the days worked.
Bonus payments may be applicable upon the CEO’s decision in consideration of the corporation reaching its financial and strategic targets. Individual bonus/salary parameters are determined according to grade and performance, taking into account the set budget.
In principle, bonus procedures are carried out annually in line with the general salary increase works. Bonus payments are generally made in the month of January of the subsequent year however may also be made at a date considered suitable by the CEO. Principles related to bonus payments are specified under Remuneration Management Regulation.
Temporary Incapacity Pay
In the event of a work accident or maternity, no deduction is made from the employer’s salary. The employee is responsible for collecting his/ her incapacity benefit from the Social Security Institution and pay into the company account in one month’s time latest after starting work. Otherwise, the related amount is deducted from his/her salary. The rights of the employer with regards to the end of the period exceeding six weeks of the advance notifications, indicated in the Labor Act, are reserved.
TAV Esenboga offers various fringe benefits to its employees taking into account the magnitude of the work they carry out, their company representation requirements and the functional requirements. The principles and practices governing the fringe benefits afforded by the Company to employees are governed by the Fringe Benefits Regulations and shared with the employees.
When determining Fringe Benefits based on positions, the first thing to take account is the new assigned role of the employee. If the new role requires specific benefits, the employee will be offered those benefits.
Work Value/Representation Requirement Fringe Benefits
These are the rights granted as per the Fringe Benefit Group determined by a Resolution of the CEO taking as the basis the TAV Grade of the employee. The Employee is not required to issue any requests. After the approval of the Fringe Benefits Committee, the Holding Human Resources organizes with the relevant departments the provision of such rights to the employee.
Fringe Benefits Based on Functional Requirements
These are the rights necessary for fulfilling the duties or granted to positions which must work with internal and external customers outside the working hours, given after the approval process. Such fringe benefits are requested either by the employee in person or by the General Manager/Director based on the contents of the fringe benefit, using the Functional Fringe Benefit Request Form appended to the Fringe Benefits Regulations and subject to approval by the CEO.
Mobile Phone / GSM Line / Mobile Internet Provider
A Mobile Phone and/or GSM Line and/or Mobile Internet Provider is provided in order to ensure that service is provided to internal and external customers in a timely manner and without interruption, to ensure that business-related communication activities can be provided, and to ensure easy access to necessary files outside the workplace as per the terms and conditions set forth in the Fringe Benefits Regulations.
Private Health Insurance
TAV Esenboga provides private health insurance for all contract and full time employees without any sort of a probationary or waiting period on the job.
Per the groups set forth on the Benefits per Groups Schedule annex for the Benefits Regulations, health insurance is provided for those employees in Benefit Groups 3, 4 or 5 by the Company Human Resources Department without an express requirement for the employee to file a request for such health insurance.
As for those employees in Benefit Groups 1 and 2, health insurance may be taken out for such employees provided that they file a request for such health insurance, and that they pay insurance premiums at predetermined levels. Employees in these groups may choose among different insurance packages offered by the contracted insurance company.
In cases where the Company makes co-payments on the insurance premiums the employees are paying, such premiums are deducted from the respective employee’s payroll in accordance with the health insurance package chosen by the Employee in suitable instalments per an agreement made with the insurance company. All information pertaining to private health insurance may be accessed via the Personnel Department.
Employee Shuttle Service
TAV Esenboga provides an employee shuttle service for all TAV Esenboga employees for the purpose of ensuring a convenient and speedy commute to their respective work places.
Routes of such shuttle services, as well as rules and regulations that must be adhered to in the course of shuttle utilization by the employees, are established and monitored by the Administrative Affairs Department.
It is imperative that employees who have been provided Company vehicles refrain from using the employee shuttle service unless absolutely necessary. Employees who work overtime past normal business hours, and those employees working on an otherwise off day, use the shift shuttle service once they sign out for the day, if a shuttle service is available. In cases where a shuttle service is not available, the employee is reimbursed by the Company for transportation costs (public transportation, or private vehicle usage). Any and all transportation costs incurred by an employee must be documented and such expenditure must be approved by the employee’s superior for such reimbursement to be made.
TAV Esenboga provides all Company employees means for a meal in the form of a daily monetary limit that has been integrated into their employee identification card, to be used once in the course of the employee’s workday.
As far as shift employees are concerned, the daily meal allowances built into their identification cards are reset at midnight, allowing the employee to use the meal card once again during the night shift. Unused daily meal allowances may not be carried over; such allowances shall not accrue.
The right to take meals and the operation thereof in line with the operational requirements of the companies may differ following the approval of the General Manager in line with the coordination of the Holding Human Resources Directorate and the relevant Human Resources Department. The meal expenses of employees who are on duty outside the work place will be paid by the Company at the amounts specified in the Business Travel Regulations, and in return for documentation.
Relevant social assistance is provided for the employee in the circumstances explained below, regardless of the employee’s seniority. The amount of such assistance is established by the CEO each year in the month of January.
A birth benefit is paid to an employee provided that the employee submits a birth certificate to the personnel department for their new-born child. In cases of multiple births, this benefit is paid out separately for each new-born child at predetermined amounts. In the event that both spouses are TAV Esenboga employees such assistance payment is made separately for both employees.
Employees who submit their marriage license to the Personnel Department shall receive a marriage benefit in an amount that has been set previously. In cases where both spouses are TAV Esenboga employees, both employees shall receive the said benefit separately.
In cases of a death of a next of kin (mother, father, siblings, spouse or children) a death benefit in an amount that has been set previously shall be paid to the employee. In cases where the deceased is a next of kin for more than one employee, each employee shall receive a separate death benefit.
In cases where an employee is deceased, the deceased employee’s legal successors shall receive assistance in the amount of 5 months’ worth of the deceased employee’s salary, in addition to their legal benefits. Social assistance payments are rendered along with the employee’s wages following the month in which the relevant documentation has been submitted.
The concerned legislation provisions of the Labor Law and the rules of the concerned regulation define the holiday entitlement for employees. For all requests for leave, the work load and projects should be considered, a work plan within the business department has to be made and approval of the manager should be taken.
All requests for leaves should be made through the ERP system of the Company. The employees who are not computer users can submit their requests via printed form and submit to the Personnel Department.
Annual Paid Leave
An Employee who has worked for a minimum of one full year (including the probationary period) at TAV Esenboga qualifies for annual paid leave. The work periods of Employees spent at TAV Esenboga are integrated when holiday entitlement is calculated.
The articles relating to annual paid leave benefits are not applicable to seasonal or campaign Employees employed for less than a year due to their specific characteristics. The Holiday Entitlement for Employees who have made transfers throughout
TAV Esenboga is defined as per their start date of employment. Annual paid leave for Employees who have completed a full year of service is stated as follows:
• 14 days for 1 to 5 (inclusive) years of continuous service;
• 20 days for continuous service of more than 5 but less than 15 years;
• 26 days for continuous service of more than 15 years (inclusive).
Nevertheless, the term of annual leave for workers age eighteen or younger, and of fifty and over cannot be less than twenty days.
Under no circumstances shall the annual leave exceed 26 work days.
Saturday is also included as a work day for holiday entitlement.
Taking Annual Paid Leave
Ensuring that Employees take their annual paid leave is the responsibility of the managers.
Employees may not renounce their right to take annual paid leave and should take their annual paid leaves each year. Accordingly, all managers are responsible for planning the leaves of their staff throughout the year, ensuring that Employees take their annual paid leave interchangeably on the dates determined. In the event that Employees are not able to take annual paid leave due to high work load, the annual paid leave may be carried over to the following year or taken before the qualifying time with the approval of the concerned manager. If the Employee leaves his/her job before completing one year and has taken leave, then the cost shall be charged from the last wage of the Employee.
The annual paid leave may not be divided by the Employer and the Employer ensures that Employees take their leaves annually. However, the annual paid leave may be divided into three partial leaves upon mutual agreement by the parties, provided that at least one part is not less than 10 days.
Other paid and unpaid leave or casual or sickness leave taken by the Employee cannot be deducted from his/her annual paid leave.
National holidays, weekends and public holidays coinciding with the period of the annual paid leave shall not be counted toward leave.
Employees who spend their annual paid leave in a place other than the place where the premises is located shall be granted up to four days of unpaid leave to cover the period of travel provided that a request is made and supporting documentation is provided.
The Employee shall take the annual paid leave he/she is entitled to on dates specified by the Employer according to the requirements of the workplace and his/her position.
Any full or partial annual paid leave due shall be paid to Employees who resign based on his/her latest remuneration package.
As no entitlement shall be due for periods not taken for a full year’s work and the year being worked, no such proportional payments shall be made.
The Company may call the Employee back from leave if it is deemed necessary. In that case the days that the Employee has not spent on leave shall not be counted as on-leave days.
The Employee must start work on the day he/she has specified in the On- Leave Form. If the Employee needs to extend the on-leave period then he/ she informs his/her manager verbally. Upon returning to work the Employee must submit the related document to the Personnel Department after having it approved by his/her manager.
Social and Casual Leaves
Employees may take paid annual social leave - which may not be transferred to the following years - in the below-stated situations:*
• 3 work days in the event of the Employee getting married;
• 1 work day in the event of the Employee’s child getting married;
• 3 work days in the event of the Employee’s wife giving birth;
• 1 work day in the event of moving within the city, 2 work days in the event of moving to another city, 3 work days in the event of moving abroad;
• 7 work days in the event of the Employee’s house or possessions being subject to natural disaster;
• 3 work days in the death of an immediate family member (mother, father, wife/husband, brother/sister);
• 2 work days in the death of immediate family of the Employee’s wife/husband;
• 2 work days (attendant leave) in the event of a 1st degree relative of the Employee or his/her wife/husband having an accident and/or becoming seriously ill.
*Only the first three items are covered in labour law. Other types of the leaves covered in the clause above are subject to project initiative.
Employees who have taken social leave must submit the related documents to the Personnel Department upon returning to work.
Employees may take casual leave to handle personal tasks related to state institutions and organizations if they get the necessary approval from their managers. The Employee can take 5 work days as casual leave annually. If the request for casual leave exceeds 5 work days in a year, then the additional days are deducted from the annual paid leave. The casual leave days may not be transferred to the following year or taken successively.
In case the employee cannot come to work due to illness, s/he is obliged to notify the manager about his/her sickness and the fact that s/he cannot come to work, how long it will last, and to submit the relevant documentation to the Personnel Department.
Reports to be obtained from private doctors and private hospitals are valid for up to two days, provided that the approval of the Workplace Doctor is obtained. The Personnel Department reserves the right to ask for reports from official health institutions when deemed necessary.
As for reports for illnesses of longer than two days, the report or the approval of the Social Security Institution is required.
Employees who receive reports for longer than two days due to sickness must submit their reports to the Personnel Department within 5 calendar days at most as of the report beginning date. The Personnel Department enters the report with the Social Security Institution through the Internet. The company does not pay any salaries during the period that the employee holds a report for longer than two days. After the employee starts working (after the report date is over), the employee goes to the Social Security Institution that s/he is affiliated with, and receives the report pay for such period.
In case the employee gets sick during working hours, s/he gets a patient transfer document from the Personnel Department and applies to the company doctor.
Maternity and Nursing Leaves
Issues related to maternity and nursing leaves are regulated according to the Labor Law of Turkey No. 4857.
The female employee is granted legal leave in case of her pregnancy based on the following principals:
Paid leave for a total period of 16 weeks, 8 weeks before the expected birth and 8 weeks after child’s birth, is granted, provided that a medical certificate from the Social Security Institution (SSI) is obtained.
In case of multiple pregnancies, an extra 2 week period will be added to the 8-week paid leave before convalescence.
The pregnant employee, whose health condition is suitable as approved by a physician’s report, may work up until the date of commencement of the medical report (the latest date of commencement of the report must not be later than 3 weeks before delivery).
In case of premature delivery, unused leave will be added to the time period allowed to her.
The female employee will be granted leave with pay for periodic examinations during her pregnancy.During her pregnancy, the female employee will not be engaged in night shift work. Work shifts will be planned accordingly. If deemed necessary in a medical report issued by the
company’s physician, the pregnant employee may be assigned to lighter duties that suit her health condition. In this case no reduction will be made in her wage.
After convalescence, the employee is obliged to submit to the Personnel Department the Certificate of Incapacity for Work issued by the hospital.
For the period of time from the date of commencement of the medical report until the end of maternity leave, the company will pay the employee her rightful wage without any reduction. The employee is obliged to obtain a refund of the report fee from the SSI and deposit it into the company’s account no later than one month after the commencement of work. In case of failure of the employee to return the report fee within the given period, the fee will be deducted from her salary.
Female employees will be allowed a total of one and a half hour nursing leave in order to enable them to feed their children under the age of one. The employee will decide herself at what times and in how many breaks she will use this leave. The length of the nursing leave will be treated as part of the daily working time.
If the employee requires and obtains the manager’s approval, she can combine the time allotted for daily nursing breaks and use it as one day off in a week or a single time off.
Allowance for Seeking a New Job
Permission shall be granted by the company to the employees for job hunting during business hours, and without any deduction from the dais employee’s pay, for the purpose of securing a new job during the notice period. The duration of the said job hunting allowance may not be less than two hours in one day, and the employee may, if they so choose, combine these job seeking allowances to use them together. However, an employee who wishes to combine their job seeking allowance and use them together must plan for such an occasion in a manner that such usage of allowances falls on days prior to the date they leave the company, and notify the Company of such a case.
In cases where the Company does not grant the employee an allowance to seek a new job, or does not allow the employee to use such allowance to the full extent, the said employee shall be paid for the hours they have not been able to use for the purpose of job seeking.
In cases where the Company requires the employee to work during those times the said employee had in fact been granted an allowance to seek work, such an employee gets paid double time for such time spent working, in addition to the pay the said employee would be paid in the form a paid leave for job seeking.
Unpaid leave may be granted upon the request of the employee depending on the workload of the Company and the department. Unpaid leave time shall not be included in the calculation of severance pay.
Female employees who have given birth may have 6 months of unpaid leave when their maternity leave has expired.
The Employment Contract of the employee who does not begin work without the permission of the Employer or without having a valid reason for 2 consecutive work days when his/her unpaid leave is needed shall be terminated as per the relevant clauses of the Labor Law no. 4857.
Upon returning from unpaid leave the employee starts his/her former duty as per the availability of staffing or positioned in a post as per the requirements of the Company.
In the event that examination and investigation are required to be carried out, the concerned staff must quit work for a certain period of time, and paid compulsory leave may be given upon the request of the Discipline Committee President and approval of the General Manager. Work days spent during compulsory leave are not counted as annual leave.
Taking Leave during Overseas Assignment
Employees who are assigned overseas take leave on the official holidays of the country in which they are residing. If they want to take leave on the national and religious holidays of Turkey, then they may take annual paid leave upon receiving the approval of the manager. With the exception of
annual leave, in cases of emergency (sickness or death of relatives, etc.), administrative permission is given by the Country Manager / General Manager.
Workers Engaged by Third Parties
TAV Esenboga has established policies and procedures for managing and monitoring the performance of such third party employers. In addition, TAV Esenboga uses commercially reasonable efforts to incorporate these requirements in contractual agreements with such third party employers.
TAV Esenboga ensures that contracted workers have access a labour grievance mechanism. In cases where the third party is not able to provide its own labour grievance mechanism TAV Esenboga commits to extend its labour grievance mechanism to serve workers engaged by the third party.
TAV Esenboga requires the contractors/intermediaries, which are engaged by TAV Esenboga, which work on project sites or perform work directly related to the core functions of the project, to be reputable and legitimate enterprises, which apply the requirements and policies detailed within this HR Policy.
TAV Esenboga commits to identify migrant workers and ensure that they are engaged on substantially equivalent terms and conditions to non-migrant workers carrying out similar work.
TAV Esenboga ensures to take measures to prevent and address harassment, intimidation, and/or exploitation in regard to migrant workers, too.
Where there is a high risk of child labor or forced labor in the primary supply chain, TAV Esenboga commits to identify those risks consistent with “Child Labour” and “Forced Labour” mentioned in this document.. If child labor or forced labor cases are identified, TAV Esenboga ensures to take appropriate steps to remedy them. TAV Esenboga commits to monitor its primary supply chain on an ongoing basis in order to identify any significant changes in its supply chain and if new risks or incidents of child and/or forced labor are identified, TAV Esenboga ensures to take the appropriate steps to remedy them.
Additionally, where there is a high risk of significant safety issues related to supply chain workers, TAV Esenboga introduces procedures and mitigation measures to ensure that primary suppliers within the supply chain are taking steps to prevent or to correct life-threatening situations.
The ability of TAV Esenboga to fully address these risks is depending upon the TAV Esenboga’s level of management control or influence over its primary suppliers. Where remedy is not possible, TAV Esenboga commits to shift the project’s primary supply chain over time to suppliers that can demonstrate that they are complying with this Performance Standard.
Responsibilities of Employees
All TAV Esenboga employees are obliged to:
Keep the corporate information they have acquired during and after the work confidential;
Take the utmost care in keeping the confidential information that they have access to and to not share any data without the approval of their managers, and always act with this awareness, even after their relationship with the Company is terminated;
Responsibility to take care in their duties:
Employees are obliged to carry out the duties they have undertaken during work hours, be aware of the corporate arrangements and practices, and to perform their duties devotedly, meticulously, and thoroughly.
Employees are obliged to acquire/foster the competencies required to perform their duties and to take advantage of opportunities for development offered in the best manner possible, practicing what they have learned.
The employee is obliged to work in harmony with his/her colleagues and executives. S/he must plan and complete the tasks assigned to him/her in a timely manner and execute the orders given by his/her manager in the best manner possible.
Employees are expected to carry out their work for the betterment of business processes, which will increase productivity and decrease costs.
The employees are obliged to be ready for work at the beginning of the work day and finish their tasks during defined work hours.
All employees are obliged to protect the Company reputation in regard to third parties with the awareness that they are representing the Company. They are obliged to abstain from deeds and actions which would damage the Company’s reputation.
All employees are obliged to conduct their relationships with customers, other employees, business partners, public or private enterprises, and all other shareholders in compliance with the Code of Ethics and render services honestly, readily, elegantly, fairly and rapidly.
The obligation to comply with the company principles and rules:
The employee is obliged to comply with the rules of the workplace regarding the management, discipline, occupational safety and health, and the relevant Laws, Regulations, Procedures and other Legislative Provisions.
Ban on working in other businesses
The employee may not accept official or private jobs, for a permanent duration or temporarily, paid or unpaid, and may not engage in trade without the permission of the Company.
Confidentiality, responsibility to keep secrets and compliance with information security policies
Within the framework of the Information Security Policy, the employees are obliged to comply with the rules defined for utilization of IT technologies, tools and equipment provided to them by the Company.
Keep the confidentiality of any document while preparing, writing and sending and dispose the documents duly;
Keep the confidential documents and tools properly;
Keep the awareness that all intellectual achievements, including but not limited to productions, ideas, inventions, processes, designs, amendments and improvements that may be discovered during their work at TAV Esenboga (Hereinafter referred to as “Intellectual Assets”) shall belong to TAV Esenboga, besides all the Intellectual Assets obtained through information and tools at the workplace, even if they are out of service are the sole property of TAV Esenboga, and inform TAV Esenboga immediately regarding the formation of these Intellectual Assets and the completion of the concerned works;
Return all equipment and tools under their responsibility to TAV Esenboga as received and recorded, whole and undamaged before leaving the job, including all corporate data, documents, software, equipment and hardware which record data; computer terminals, modems, other tools and equipment, all passwords, phones, laptops and/or TVs.
Responsibilities of the Management
In addition to fulfilling employee responsibilities, the managers must also undertake the duties stated below:
Carries out his/her activities with a management approach which is equal, just and transparent for all employees;
Supports and encourages works which targets the improvement of business processes, reducing costs and improving productivity;
Identifies the processes, job descriptions and performance evaluation criteria to manage the Company and individual performance, and shares them with the employees;
Informs the senior managers concerning employees who display superior performance which warrants recognition;
Encourages employees to improve themselves and their works; accordingly gives them equal opportunity for professional and personal development.
Shares decisions or developments concerning the staff with the employees.
Takes necessary measures to ensure the health of employees and to ensure their security as per the laws and regulations;
Supports wage management constituted by the definition of the work, education level, experience and performance of the employees and the market value of the work.
Encourages open and honest communication and an atmosphere that respects human rights between employees with no discrimination based on race, religion, sect, language and/or gender, political views, philosophical beliefs, etc.;
Establishes an environment in which employees are protected against physical and psychological abuse within the Company and makes suggestions for the propagation of such systems.