Remuneration Policy

It aims to determine the rights and responsibilities of employees within the legal framework by creating a fair, reliable and objective remuneration system in order to recruit and retain employees who have the qualifications needed in line with the strategic goals of the company.

The remuneration policy of the company has been determined as "creating a sustainable competitive structure with highly satisfied employees who are loyal to the institution by implementing a performance-based fair and objective wage system that will ensure efficient and effective human resources management".

It is aimed that the Türkiye Sigorta remuneration system should be in accordance with the organizational structure, objective, easy to understand and easy to implement, based on position-based job valuations and personal performance.

All our employees are paid in line with the business value of the task they perform. While providing this, "Remuneration Matrices" describing the business value of the tasks are taken as basis. There are minimum and maximum values of salary scales for all tasks. Employees are paid within the relevant salary scales according to their experience and performance.

Based on the fact that it is "preferable in the market", which is a part of the Türkiye Sigorta Remuneration Policy, Türkiye Sigorta fees are compared with the fees paid for the equivalent position in the market. For wage comparison, if necessary, the reports of companies/institutions that conduct reliable wage research published in Turkey can be used.

In general, Collective Bargaining Agreements are made in 2-year periods. The effective start date of the Collective Bargaining Agreement made with the authorized Workers' Union in our company is May 1, 2021, and the end date is December 31, 2023. The wage increases of the employees are determined by considering the economic conditions of the day, the rate of increase in the minimum wage, the consumer price index announced by TURKSTAT, current market data and internal balance.

The personnel rights of the unionized personnel working in our company are determined by the Collective Bargaining Agreement, and the personnel rights of the non-unionized personnel are determined by the Human Resources Regulation.

Bonus; All employees working on the main staff of our company are paid a bonus of 4 gross wages per calendar year. Bonus periods, March the bonus period (January-February-March), the bonus June period (April-May-June), September the bonus period (July-August-September) and from December the bonus period (October-November-December), including 4 quarter.

Social Aid and Supports; Social assistance and support payments like aids for meal, road, transportation, fuel, nursery, internal trainer, natural disaster, birth, death and marriage, compensations for risk engineering, foreign language, actuaria, employer pension contribution, group private health insurance and group life insurance are given to principal staff whether it is member or non-member of the Union.

C-Level Managers; The payment is made in the gross salary, and a total of 4 bonus payments are made quarterly on the gross wages in each calendar year. In addition, C-level managers also benefit same from the social assistance and support payments like all other staff benefits.

Members of the Board of Directors; Honorarium, determined by the General Assembly, is given on a monthly basis.