STR DENT HOSPITALS A.S. DISCIPLINARY REGULATION LEGISLATION
4.5.1. SITUATIONS REQUIRING WARNING PENALTY
4.5.1.1 CASES REQUIRING WARNING UNDER THE LABOR LAW NUMBERED 4857
1. Not treating superiors, subordinates or third parties with respect.
2. Failure to perform his/her duties in accordance with the rules.
3. Engaging in frivolous behavior with other staff and guests at the workplace.
4. Disruptive behavior towards guests and other personnel.
5. Failure to comply with general austerity measures.
6. Disrupting the organization, cleanliness and order of the workplace and its annexes.
7. Failure to keep the working environment and work equipment ready for work, organized and clean.
8. Accepting visitors without complying with the operating rules or without informing the person concerned.
9. Hanging pictures, calendars, etc. on the walls without the approval of the authorities.
10. Misuse of office equipment (desk, chair, telephone, etc.).
11. As STR COMPANIES GROUP personnel, engaging in behaviors that will cause negativity in representing the workplace in the workplace and outside the workplace.
12. Changing the shuttle route, keeping the shuttles waiting or making a habit of keeping them waiting. 13. Failing to notify the relevant authorities of changes in his/her personal situation on time.
14. Changing the fixtures given by the workplace, not keeping them clean, using them for other purposes.
15. Arriving late to work up to one hour late without notice or permission twice within one month. 16. Losing the documents such as workplace entrance card and identity card delivered to him/her and not reporting the loss within 1 working day.
17. To discriminate or favoritism among staff while exercising their powers at the workplace,
18. Talking loudly at work.
19. Leaving the workplace without a permission slip.
20. Failure to report this behavior to the immediate superior despite seeing a behavior that requires disciplinary offense.
21. At the workplace, starting, finishing and meal times shall be determined, determined and executed by the administration within the framework of the provisions of the law. The same conditions apply to shift work. Failure to comply with these hours by employees.
22. Expressing opinions contrary to written instructions in a manner that delays the execution of the work.
4.5.1.4 OTHER REASONS FOR WARNING
1. Wearing clothes in the office that do not fit the corporate identity image.
2. Making a complaint or application by not following the hierarchical order (If the person complained about is a superior, then the complaint is made to the superior above the complained about superior).
3. Passive resistance by not responding to the questions of supervisors or superiors within the required time, refraining from cooperation or not speaking at all.
4. Failure to report the matter to the Disciplinary Board in accordance with the procedure and deadline despite being notified of the offense requiring disciplinary offense by his/her superiors.
5. Failure by employees to keep the workplace, and in particular their own workplace, tidy and clean.
6. Using guest areas without authorization and without being in charge.
4.5.2. SITUATIONS REQUIRING WARNING PENALTY
4.5.2.1. SITUATIONS REQUIRING WARNING UNDER THE LABOR LAW NUMBERED 4857
1. Keeping anyone other than the officials in the workplace without the permission of the authorities outside the working period.
2. Failure to comply with the written and verbal rules that will be notified to you from time to time by those responsible and concerned at the workplace.
3. Failure to carry out your assigned task as described to you; interfering in something other than your own work and disobeying orders given by your superior.
4.5.2.2. SITUATIONS REQUIRING WARNING WITHIN THE SCOPE OF INFORMATION SECURITY
1. Using cameras and video recorders. Taking images with similar devices without permission. 2. Using cell phones in the work areas during working hours except for the reasons required by the job (playing games, surfing various sites on the internet arbitrarily, taking photos and recording videos) Using a cell phone without informing the immediate supervisor in cases of need requiring the use of a cell phone.
4.5.2.3. SITUATIONS REQUIRING WARNING WITHIN THE SCOPE OF OCCUPATIONAL HEALTH AND SAFETY
1. Changing the location of work tools, equipment and machinery that have been determined in terms of administrative or occupational safety without the permission of the employer or his representatives.
2. Intervention by persons who are not authorized in Occupational Health and Safety in any situation and subject.
3. Unless assigned by their authorized superiors, to intervene or attempt to intervene in works that are not under their main work and responsibility.
4. Having personnel other than the personnel in charge in areas where dangerous work is carried out such as roofs, chemical warehouses, etc. Preventing the presence of personnel other than the personnel in charge in these areas and not making effective control over the presence of the personnel of each unit responsible at the workplace.
5. Entering places that have a sign on the door that reads "NO OFFICIALS" and are forbidden to enter by the administration.
6. Failure to comply with the warnings, warnings and signs made within the scope of Occupational Health and Safety at the workplace and failure to use personal protective equipment required by the job.
7. Failure to comply with the instructions and procedures prepared by employees and employee representatives for the formation of a healthy working environment, failure to support the work of the workplace health unit and the Occupational Health and Safety Board, failure to participate in health examinations, information and training programs and failure to cooperate when necessary.
8. Failure to fully comply with the measures taken for Occupational Health and Safety at the workplace.
9. Failure to read the warning signs posted for various purposes in various parts of the workplace one by one and to comply with the warnings on these signs; changing the location of the signs without the knowledge and permission of the relevant and responsible persons.
10. Failure to read and comply with the Occupational Health and Safety rules posted and to be posted on the workplace bulletin boards and in various parts of the workplace.
11. Failure to continuously use the personal protective equipment given to you as a requirement of the job, e.g. hard hat, fall protection safety belt for working at height, protective worker shoes/boots, protective goggles, etc. Failure to notify your supervisor in case of wear, breakage or loss of these materials and not to take a new one from the warehouse with permission. Starting work and working without taking these protective equipment, which are very necessary for your job and for your own safety.
12. Failure to use and maintain the personal protective equipment provided to you in a good and clean manner.
13. Failure to deliver the personal protective equipment given to you with an embezzlement record to the warehouse when necessary in order not to lose it.
14. Not working in a way that does not cause accidents to fellow workers and other workers in the workplace.
15. Throwing and keeping materials and scraps with sharp points or sharp edges around indiscriminately while you are working at the workplace.
16. Walking, being, sitting and lying down for any reason if there is no railing or cover around the gap or hole at the edge of the renovation. Not reporting such unsafe and dangerous areas to the supervisor. 17. Careless working and transporting containers full of flammable and combustible materials in a way that causes them to tip over, break and cause damage to the environment.
18. Keeping oxygen cylinders inappropriately in work areas and not taking the necessary precautions.
19 . Climbing or jumping on high cabinets or high equipment. Failure to use the necessary apparatus (ladder, sidecar, etc.) to get to a high place if necessary.
20. Coming closer than 5 meters to high-voltage electrical transmitters, apparatus and electrically powered machines.
21. Opening any machine or appliance without being completely sure that there is no pressure in pressurized liquid or gas-powered machines.
22. Working in strong windy areas without the permission and knowledge of the authorized and responsible persons.
23. Entering places such as pools, puddles, streams, rivers in or around the workplace. If you need to work in such places within the workplace area, entering and/or working in such places without waiting for the relevant and responsible persons of the workplace to take the necessary security measures.
24. Failure to notify your immediate supervisor, employee representatives and Occupational Health and Safety officers of the slightest work accident and accident/near miss.
25. Failure of employees to use the personal protective equipment determined and decided to be used by the administration in accordance with their work.
26. Failure of employees to comply with the warnings indicated on warning signs posted or placed in certain places.
27. Not acting in accordance with the plans and instructions prepared for emergencies.
28. Failure to comply with the warnings and warnings made for various fire hazards within the enterprise. Approaching places with flammable and combustible materials with open fire and flame, using tools and equipment that create sparks, smoking in these places.
29. Employees do not comply with fire prevention and extinguishing measures and do not report the start of a fire to their immediate supervisor or the fire department.
37. Smoking, lighting a fire, using open flame devices, welding in places where smoking is prohibited.
30. Using and/or attempting to repair a damaged power cable. Failure to immediately unplug the electrical connection plug of the damaged cable or turn off the fuse and notify the responsible person.
31. Not to check the hose assembly and connection points of oxygen fuel (propane, butane, acetylene) welding or cutting machines before starting and after the end of the work. Trying to repair damaged hoses and not informing the supervisor.
CIRCUMSTANCES REQUIRING SALARY DEDUCTION PENALTY
4.5.3.1. SITUATIONS REQUIRING SALARY DEDUCTION PENALTY WITHIN THE SCOPE OF LABOR LAW NUMBERED 4857
1. Opposing the controls to be carried out by the employer's authorities (1 day's wage deduction)
2. Failure to comply with working hours, leaving the workplace without permission before the time of pay (1 day's wage deduction)
3. Doing or having private work done at the workplace without permission (2 days' wage deduction for each working day for private work)
4. Intentionally stopping or slowing down work (1 day's wage deduction)
5. Acting against teamwork, having incompatibility with colleagues and disrespectful behavior (1 day's wage deduction)
6. Disrupting the peace and working order of the workplace, making unfounded accusations against coworkers (2 days wage deduction)
7. Unauthorized use of materials belonging to the workplace or unannounced use of materials not authorized for use (1 day's wage deduction)
8. Complaining collectively to superiors and supervisors (3 days wage deduction)
9. Arriving late for up to 24 hours without permission or without an excuse accepted by his/her supervisor (2 days pay deduction)
10. Leaving on leave without completing the handover and handover procedures (1 day wage deduction)
11. Sleeping while on duty (1 day's pay deduction)
12. Unintentionally losing or damaging written documents, materials and equipment, work clothes belonging to the workplace (2 days wage deduction)
13. Lying or giving incomplete information to superiors and colleagues on duty (2 days pay deduction)
14. Negligently failing to transmit information or documents or events, intelligence that should be transmitted to superiors or superiors in a timely manner. Losing written documents of such information (2 days' pay deduction) 15. Borrowing money from subordinates or employees, requesting and receiving gifts (3 days' pay deduction)
16. Making excessive expenditures, incurring debts, and thus damaging the vision of STR COMPANIES GROUP A.Ş. by causing negativity such as execution proceedings, (3-day wage deduction)
17. Failure to provide the requested information and documents about his/her personal situation, failure to provide them in due time, providing incorrect information and documents (declaration of property, periodic loss of criminal record, doctor's report, etc.) (2 days wage deduction)
18. Failure to report to the authorities the criminal behavior of another staff member, even if it is not within his/her responsibility (2 days pay deduction)
19. 21. Failure to report to the nearest supervisor an event, act or behavior that he/she has seen or learned that has caused or will cause harm at the workplace, even if it is not in his/her own area of duty. (2 days' wage deduction)
22. Leaving the workplace early or arriving late to the workplace without a valid leave certificate (1 day's wage deduction) 23. Losing personal protective equipment given to you on an embezzlement record or failing to return it at the end of work (2 days' wage deduction for each lost item)
4.5.3.3. SITUATIONS REQUIRING SALARY DEDUCTION PENALTY WITHIN THE SCOPE OF OCCUPATIONAL HEALTH AND SAFETY
1. Failure to comply with occupational safety rules twice in one month or 3 times in one year (2 days wage deduction)
2. Changing the location of warning signs without the knowledge and permission of the relevant and responsible persons. Damaging the warning signs, blocking or not preventing the blocking of these signs in a way that obstructs visibility. (2-day fee deduction)
3. Failure to use the personal protective equipment provided as a requirement of the job, e.g. hard hat, fall protection safety belt for working at height, protective worker shoes/boots, safety glasses, gloves, etc. (2 days' wage deduction)
4. Starting work without taking the protective equipment that is essential for work and life safety (2 days wage deduction)
5. Causing others to have an occupational accident (3 days wage deduction)
6. Climbing or jumping on high cabinets or high equipment (3 days pay deduction)
7. Failure to comply with the warnings and warnings made for various fire hazards within the enterprise (3-day wage deduction)
4.5.4. SITUATIONS REQUIRING DISMISSAL PENALTY
4.5.4.1. CASES REQUIRING DISMISSAL PENALTY UNDER THE LABOR LAW NUMBERED 4857
Labor Law No. 4857 lists below the cases where the employer has the authority to dismiss for just cause.
1. The occurrence of a compelling reason that prevents him/her from working at the workplace for more than 1 (one) week (see subparagraph III of Article 25 of the Labor Law)
2. 2 (two) times within 2 (two) consecutive working days or 1 (one) month without permission from the workplace or without justifiable reason; within 1 (one) month or the working day after any holiday
3 (three) working days of absenteeism (see paragraph "g" of subparagraph II of Article 25 of the Labor Law) 3. In case it is understood that the information declared in the Job Application Form is contrary to the truth, providing false documents related to personal affairs, deliberately providing false information (see paragraph "a" of subparagraph II of Article 25 of the Labor Law)
4. Lying, swearing, slandering or assaulting anyone in the workplace (see paragraph "d" of subparagraph II of Article 25 of the Labor Law)
5. causing a loss to the enterprise that cannot be paid with 30 days' wages (see paragraph "ı" of subparagraph II of Article 25 of the Labor Law)
6. Abusing the employer's trust; engaging in behavior incompatible with integrity and loyalty, such as theft, forgery and fraud, revealing professional secrets (see paragraph "e" of subparagraph II of Article 25 of the Labor Law)
7. Stealing property and/or money from other workers or others at the workplace (see paragraph "e" of subparagraph II of Article 25 of the Labor Law)
8. Theft (see paragraph "c" of subparagraph II of Article 25 of the Labor Law)
9. Committing an offense at the workplace that is punishable by imprisonment for more than 7 (seven) days and is not postponed (Labor Law, Article 25, paragraph "f" of subparagraph II)
10. In case of detention or arrest, the absence exceeds the notification period specified in Article 17 of the Labor Law (Subparagraph IV of Article 25 of the Labor Law).
11. Possession or use of alcohol or drugs in the workplace and its annexes or while on duty. Coming to work and workplace annexes in an intoxicated state (see paragraph "d" of subparagraph II of Article 25 of the Labor Law)
12. Sexual harassment of the employer or employees and customers (paragraph "c" of subparagraph II of Article 25 of the Labor Law)
13. Drinking alcohol in the workplace and its annexes for any reason whatsoever, coming to the workplace and its annexes intoxicated, allowing alcohol to be extracted or brought to the workplace and its annexes. see paragraph "d" of subparagraph II of Article 25 of the Labor Law)
14. Failure to perform the duties that he/she is obliged to do even when he/she is reminded to do so.
15. Working in another job, even on annual paid leave, without notifying the management.
16. Keeping or using dangerous and firearms in the workplace.
17. Charging or trying to charge personal expenses to the Company.
18. Embezzling money or materials of the enterprise.
19. Gambling, playing or condoning gambling in the workplace.
20. Fighting or causing a fight at work.
21. Cases listed in paragraph 2 of Article 25 of the Labor Law No. 4857 and similar cases.
4.5.4.4. OTHER REASONS FOR DISMISSAL
1. Having received more than 3 (three) warnings or more than 2 (two) warnings or 1 (one) warning with 2 (two) warnings within one year for the same or similar reasons.
2. Failing to exhibit the behaviors required by the vision of YÜKSEL PROJE ULUSLARARASI A.Ş., such as posture, smiling face, respect, etc. within the scope of his/her duty; engaging in actions and behaviors that will undermine the sense of dignity and trust.
3. Receiving more than 3 (three) disciplinary penalties within 1 (one) year, even if for different reasons or types.
4. Mobbing within the organization.
5. Failure to appear, provide information and testimony despite being summoned by the Disciplinary Board during the disciplinary investigation,
6. Deliberately giving false information about the work to the relevant supervisor.
7. Causing a work accident or occupational disease.
8. Taking bribes and kickbacks for any reason, no matter from whom.
9. Taking the materials belonging to the workplace out of the workplace without permission.
10. Failure to report criminal acts to superiors.
11. Hiding people wanted for any crime in the workplace.
12. Disrupting work order for ideological, political, etc. reasons, encouraging and attempting collective dismissal, boycott. Making propaganda about political thought in the workplace and its annexes, encouraging political thought.
13. Discrimination or favoritism based on language, religion, race or sect.
14. Committing any act that is criminalized in the Turkish Penal Code.
15. Failure to comply with occupational safety rules 3 (three) times within one month and 4 (four) times within 1 (one) year.
16. Psychological harassment of employees or other persons related to the workplace.
4.5. DISCIPLINARY OFFENSES, THE ACTS THAT CAUSE DISCIPLINARY OFFENSES AND THE PENALTIES TO BE APPLIED TO THE ACTS
1. The penalties to be applied by the Disciplinary Board at the Workplace are determined as warning, warning, deduction from salary and termination of employment contract.
WARNING : It is the written notification of the personnel to be more careful in their duties and behaviors.
DISCLAIMER : It is the written notification that the personnel is defective in his/her behavior or work.
DEFENSE : It is the written statement that the personnel must give in case they receive a warning or caution.
DEDUCTION FROM SALARY : It is a wage deduction up to 3 (three) days gross wage by the Disciplinary Board due to the fault or intentional act of the personnel. Apart from this penalty, the right to compensation for the actions and transactions of the personnel is determined separately.
DISMISSAL : Termination of employment without notice.
RESERVATION OF LABOR LAW PROVISIONS
Article 5: In the implementation of this regulation, the right to apply the relevant article provisions of the Labor Law No. 4857 is reserved. EFFECTIVENESS Article 6: This Regulation has entered into force upon approval by the Board of Directors of the workplace as of 16.11.2017.
I have read and received a copy of the Personnel Regulation consisting of 6 (Six) articles written above. I accept and undertake that I will comply with the workplace working conditions written in this regulation and all orders and instructions that will be considered as annexes to this regulation.
I also declare that I am aware that if I act to the contrary, I will be subject to the penalty to be duly assessed.
Personnel
Name Surname :
Signature :
History:
