Factors like inflation rates, individual performance
and market wage research results are taken into consideration in the
determination of employee salaries. The salaries of employees that are
paid in YTL are increased twice a year in July and in January. The pay
raise in January is based on the inflation rate, individual performance
and market values, while the one in July is based on the rate of
inflation.
Wage Policy at Acarlar A.Ž.
• Acarlar A.Ž. bases its wage management on the same fundamental
principles that are enforced by all other companies.
• The main wage structure is determined on the basis of the employee’s
term of employment in the establishment, his/her experience, expertise,
responsibilities and his/her contribution to business results.
• The “variable payment system” takes into consideration the level of
increased authority and responsibility.
• The performance-based variable payment system applies to certain
positions and to all sales staff.
• Our main wage policy strategy provides a complete package that grants
performance-based rights by taking into consideration the general
practice in the market.
• The fringe benefits and payments that are included in the main wage
package are determined in accordance with the level, function and job
requirements and apply to all employees.
• End of year profit sharing is determined and executed on the basis of
year-end total profit and revenue.
• Personnel contribution to business results are rewarded in the form of
bonuses, moral rewards, cash and in-kind prizes.