Remuneration Policy
In order to achieve the Company's goals and strategic objectives, the Company aims to employ the necessary employees, provide a working environment that will increase performance and productivity, reward achievements, and support career plans through training and development programs.
In line with this policy:
Recruitment procedures are organized within the framework of the principle of providing equal opportunities to candidates under equal conditions.
Wages and benefits of employees are determined by taking into account the wage level in the market.
All rights provided to employees are clearly regulated in the Human Resources Regulation, and every employee who meets the specified conditions benefits from these rights without discrimination.
Regular trainings are organized to improve the professional knowledge and competencies of employees.
A safe working environment and conditions are provided for employees in accordance with Occupational Health and Safety legislation.
Personal data of employees are carefully stored within the framework of the criteria specified in the KVK Law.
The remuneration and other financial and social rights of employees are determined by taking into account the value of the work performed for the company, the performance and experience of the employee, market conditions and the lower and upper limits of the wage scale within the framework of the principle of fairness.
In line with “being preferable in the market”, which is a part of the Remuneration Policy of Türkiye Sigorta A.Ş., Türkiye Sigorta salaries are compared with the salaries paid for equivalent positions in the market. For salary benchmarking, reports of reliable salary survey firms/institutions published in Turkey may be utilized if necessary.
In our Company, the personal rights of employees covered by the Collective Labor Agreement are determined by the Collective Labor Agreement and the personal rights of other employees are determined by the Human Resources Regulation.
Social assistance and support payments are made to permanent staff under the names of Meal Allowance, Travel Allowance, Transportation Allowance, Fuel Allowance, Kindergarten Allowance, Internal Trainer Allowance, Risk Engineering Compensation, Foreign Language Compensation, Actuarial Compensation, Maternity Allowance, Death Allowance, Marriage Allowance, Natural Disaster Allowance, Employer PPS Contribution, Group Private Health Insurance and Group Life Insurance.
The salaries of the employees are determined in line with the salary scales determined and their individual performances, and payments are made based on net salaries.
The Company's annual bonuses may be paid to employees based on their performance upon the decision of the Board of Directors, taking into account the realization of targets and profitability performance. The remuneration of senior executives in our Company is determined as net remuneration.
Members of the Board of Directors are paid monthly net attendance fees determined by the decision of the General Assembly.
This policy was approved and entered into force with the decision of Türkiye Sigorta A.Ş. Board of Directors dated 03.03.2025 and numbered 18. When necessary, the policy may be amended by the decision of the Board of Directors.