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Human Resources Management

1. PURPOSE.

The purpose of this procedure is to ensure the management and development of Human Resources within Tunaset.


2. SCOPE AND RESPONSIBILITIES.

This procedure has been prepared within the scope of ISO 9001;2015/ISO 14001;2015/ISO 45001;2018/ISO 27001;2013/ISO 37001;2016 Standards.


This procedure was prepared by the Quality System Manager and approved by the General Manager.


The General Manager, Customs Consultants, Accounting, Finance and Human Resources Officers and Quality System Manager are responsible for the implementation of this procedure.


3. APPLICATION

3.1. In case of optimization of human resources and/or increase in workload/inclusion of new customers, personnel recruitment is done within the options determined by the business management.


(Iskur, on the Internet, advice, etc.). The process is initiated within the framework of the information conveyed to HRM by the General Manager.


3.2. Candidates who apply for a job (KF.07.A) are required to fill out the Job Application Form (S:HR.Administrator), Candidate Disclosure Form (KF.07.K) and (KF.07) in accordance with the Personal Data Protection Law (Law No. 6698). .I) The Candidate Consent letter is read, signed and approved. If the candidate is not accepted for the job, these 3 forms are irreversibly destroyed by HRM within 2 months at the latest. All these procedures are valid for candidates who apply via the Internet.


3.3. After the job applications are completed, the candidates (KF.07.B) are evaluated and selected by the General Manager and/or Consultants with the Candidate Evaluation Form. It is obligatory to verify whether he is alive or not. During these verifications, the candidate must have signed the Consent and Disclosure Form and approved the shares.


Candidate information that has not signed a consent letter cannot be shared with natural and legal persons.


3.4. It is requested from the selected candidate(s) in accordance with the list of documents (KL.07.B) to be prepared according to the Labor Law, in case of complete submission of the documents;


3.5. An Indefinite-Term Employment Contract is made with the selected candidate (KF.07.C). This contract is a contract that must be made according to the Turkish labor laws, it includes both the Environment, Occupational Safety and Tunaset Ethical values, as well as the mandatory articles for the personnel related to Information Security. The Employee Disclosure Form (KF.07.L) and the Employee Consent (KF.07.J) are read and signed by the personnel hired with the contract within the framework of KVKK.


3.6. It is given to the personnel (KT.07…) to read, understand and sign the form declaring their Duties, Authorities and Responsibilities.


3.7. For the equipment delivered, the personnel (KF.07.D)) sign the Commitment Form. All hard and soft information tools given to the personnel should be included in this form. (computer, phone, company cards, etc.) are processed on the form, the machines are reviewed and cleaned by IT, access authorizations are given to IT, Gn.Md. or it is checked and delivered by the Quality System Administrator, user passwords and e-mail addresses are opened on the exchange and delivered to him. (Authentication, Authorization and Data Entry Policy / Access Control Policy) If there is any change during the study, it should be entered on the same form. (Eng./HR)


Inventory records should be rearranged depending on these transactions, Gn.Md. and should be reported to the KSY.


3.8. Those who will use Tunaset vehicles (KF.07.M) sign the Vehicle Debit and Use Form and are told that they need to use the Vehicle Duty Form daily while they work (KF.07.N).


3.9. The candidate hired in the company is subject to a trial period of 2 months. During the trial period, the parties have the right to terminate the employment contract without notice and compensation. The accounting department makes the necessary examination of the loss regarding the days worked by the personnel and prepares a report including the defense of the worker stating the amount of the damage and how much of it is due to the will and fault of the worker. This report is communicated to the worker.


If the damage caused by the worker is more than 30 daily wages, the worker may terminate the employment contract without compensation; If it is less, the damage caused to the employer is deducted from the employee's remuneration in accordance with the employer's discretion and compensated.


During the orientation process, the personnel (KP.01) is given on-the-job training under the Training Management.


3.10. All documents and forms of the above-described transactions are placed in the personnel file by HRM, (KL.07.C) are processed in the Personal Data Inventory, on the first page of this inventory form, the categories, names, obligations, processing purposes, legal grounds of personal data are processed, storage environments, storage and disposal time/methods, where to transfer, administrative and technical security measures are explained in detail. On the other pages of this form, there is an inventory of all data on the basis of individuals, this inventory is available at least twice a year.

z It is controlled and updated by HRM, and the information of those who leave the job is transferred to the Leaves page.


Personal files are within the scope of Confidential Information and carry an orange code.


All the forms mentioned above are the forms applied during the recruitment of the personnel, unless there are major legal changes in the forms in the following dates, that is, in case of minor administrative changes, a new form is not issued and the personnel is not signed.


3.11.OVER WORK AND TIME WORK;


The employer may make overtime work and overtime work be done when it deems necessary. The personnel agrees in advance to comply with the overtime work and overtime work to be applied within the framework of the provisions of the Labor Law No. 4857.


3.12. NATIONAL HOLIDAYS AND GENERAL HOLIDAYS;


If the job requires, it will be possible to work in all and/or some of the company's workplaces on National Holidays and General Holidays, by announcing the personnel in advance by appropriate means.


If the personnel working in the workplaces of the company are not employed on the days considered as National Holiday and General Holiday, the wages of that day are paid in full.


3.13. PAID and FREE PERMISSIONS;


The provisions of the legislation regarding the annual paid leave are applied. In order to be entitled to the annual paid leave, it is necessary to have worked in the company for at least one year. The annual leave is used within the year following the year worked. The personnel who will take annual leave, the replacement personnel arrange their own. Days are conveyed to the Accounting department by the staff until the last day of April. After this time, the employer is authorized to determine the time when the staff will take leave. Annual leaves are arranged so that one staff member is on leave every week.


Paid Annual Leave: Personnel who have worked for one year from the date of employment are entitled to annual paid leave. The personnel must use their annual paid leave on the date their supervisor deems appropriate, and the first part of the annual paid leave cannot be divided more than two, provided that the first slice is not less than 10 working days. accepts. Annual paid leave periods;


For 1-5 years of service: 14 working days


For 6-15 years of service: 20 working days


For more than 15 years of service: 26 working days


In the calculations of working days, the week is taken as 6 working days, holidays and holidays are not included in the period.


Paid leave: 3 days for marriage, 1 day when a child or sibling gets married, 5 days at the birth of a child (8 weeks for female personnel before birth, 12 weeks in total, provided that it is not more than 8 weeks after birth), mother, father, spouse, sibling, In the event of the death of a child, father-in-law or mother-in-law, 3 days leave (2 days additional free travel leave in another city where the deceased died) is given. These leaves are only used when the excuse arises and are not deducted from the annual leave.


Paid excused leave: The personnel can also use the excused leave, provided that it does not exceed 3 working days in total per year. The personnel cannot combine these leaves and must notify the General Manager at least one day before and have it approved.


Unpaid Leave: Upon the written request of the personnel and the approval of the supervisor, unpaid leave of absence may be granted for a maximum of 2 weeks.


If the personnel is called for temporary military duty not exceeding 3 months, unpaid leave is given with the approval of the superior.


In all kinds of permission procedures, the Permission Form is filled by the personnel (KF.07.E) by İKY and approved by the General Manager.


3.14. DISEASE AND RESTING CONDITIONS;


Personnel who want to be examined in hospitals send their request to the General Manager and HRM.


Personnel who receive a report from SGK report the situation to the Accounting Department. If the report covers a period of more than 2 days, the period of reporting is deducted from their salary, the personnel obtains this amount from SGK. must bring the given "incapacity for work" document to the Accounting department.


When the personnel does not come to work due to illness, they must notify the HRM. He should document his illness with a report from SGK. Reports received from private health units are not accepted unless approved by the SSI. Personnel are deemed absent from work.


Personnel who become ill or have an accident on the job are obliged to immediately report the situation to HRM. If his situation does not allow this, the closest colleague will be charged.


It is forbidden not to report an accident and illness, and to attempt self-treatment. Otherwise, the employer is not responsible. It is forbidden to work while at rest.


3.15. EDUCATION ;


When deemed necessary, the company will provide training to its personnel so that they can adapt to their job, advance in their profession and perform their duties better. Personnel can be sent to courses, seminars or conferences inside or outside the company. These trainings may be required by the job, as well as on Quality and/or Information Security, Occupational Health and Safety, Environment, Ethical Principles, etc.


3.16. NOTICE ON THE TERMINATION OF THE CONTRACT;


indefinite spermanent employment contracts;


A-For the personnel whose work has lasted less than six months, two weeks after the notification is made to the other party,


B- For personnel whose job has lasted from six months to one and a half years, six weeks after the notification is made to the other party,


C- For personnel whose job has lasted from one and a half to three years, six weeks after the notification is made to the other party,


D-For personnel whose work has lasted more than three years, eight weeks after the notification is made, it is considered TERMINATED.


The employer may terminate the employment contract by paying the wages of the personnel for the notice of notice in advance.


The notification periods listed here are valid for the personnel and the employer; The party that does not comply with the notification requirement must pay compensation in the amount of the fee for the notification period.


Termination of the Employment Contract (KF.07.F/G/H) is made with a Release-Waiver. The provisions of the law are applied on severance pay. The written mutual agreement in the employment contract regarding the payment will remain valid unless there is a written provision to the contrary.


The parties have agreed to carry the agreement in the employment contract to this regulation on the payment of the severance pay in installments to be made by the parties, in the framework of the payment protocol, if the worker's request and the employer accept it. In this case, the employee's withdrawal from the contract by behaving in a way that will put the employer in default and demanding interest will be considered an abuse of right.


The files of the personnel whose termination process is completed are kept in a separate folder for 5 years.


3.17. OTHER PROCESSES TO BE TAKEN AT THE TERMINATION OF THE CONTRACT;


-The return of the materials delivered in the embezzlement form should be checked by Muh./IK, written on the return section of the form and signed by the personnel.


- IT should be informed about the personnel leaving by Muh/HR without delay and information such as passwords, passwords, VPN connection should be canceled from the systems by IT, and their e-mail addresses should be forwarded to the persons specified by the General Manager (for a maximum of 6 months).


-Inventory records should be rearranged depending on these transactions, Gn.Md. and should be reported to the KSY.


3.18. SANCTION

The provisions of the Labor Law numbered 4857 are applied to all personnel who do not work in accordance with Tunaset Policies.