TAV Airports Holding strives to develop and implement its Remuneration Policy as a fair, consistent, competitive program of financial compensation for all employees of the company to be balanced with the responsibilities that have been undertaken.
This Policy includes all managers and employees at all levels within TAV Airports Holding and its affiliated companies.
Policy : refers to the Remuneration Policy.
Remuneration Committee : the committee in charge of following up, auditing and assessing the company's remuneration practices on behalf of the Board of Directors while submitting recommendations to it. The Corporate Governance Committee carries out the duties of this committee
Senior Manager: refers to General Managers and Directors.
The salaries that are to be paid to managers and employees at all levels of the company shall be compatible with internal balances, strategic targets and market conditions.
A general increase in salaries is to be implemented once a year. A two stage process is followed in the determination of the rate of yearly wage increase: first, the general corporate wage increase rate shall be determined, and then personal wage increase rates shall be specified.
Determination of wages in duty changes and recruitments and yearly general wage increases are arranged through Remuneration Management Procedures and announced to all employees.
The Company’s main policy is to offer competitive remuneration packages to its employees. Market research is conducted by international consulting companies in order to enable the practices to be parallel in quality and value with the general conditions present in the market.
The Remuneration Policy and related practices are determined with regard to common interests of partners, employees and customers.
TAV Holding’s Remuneration Policy consists of base salary as well as performance-based and structured cash bonuses.
Remuneration Principles for Executive Board Members and Senior Managers
The Corporate Management Committee is appointed to follow up on, audit and assess the Remuneration practices of TAV Holding in the name of the Board of Directors and to submit recommendations.
- Determines the recommendations regarding remuneration principles for Board members and senior managers with regard to the long term objectives of the company,
- Determines the criteria to be used in Remuneration in connection with the company’s and member’s performances
- Submits its suggestions on the wages to be paid to board members and senior managers with regard to the degree to which the criteria have been achieved.
Members other than Independent Executive Board members are not paid. For the remuneration of Independent Board Members, payment plans based on stock options or the company’s performance may not be used. The wages for Independent Board Members shall be at a level reasonable for them to sustain their independence.
Performance-based incentive payments are determined in order to have a positive effect on employee work results according to objective work conditions, taking into account the company's performance without a predetermined, guaranteed amount.
Incentives are correlated with the duties employees perform as well as high performance. The performance factors for yearly premiums are designed in order to harmonize the interests and benefits of employees and shareholders and to promote high performance.
The upper limit of premiums and the total yearly premium budget is determined by the Board of Directors in line with the company’s financial performance and budget.
Stock Option Plan
A stock option plan for senior managers and other employees at every level is not available.
The pension rights of senior managers and employees are consistent with that specified by law.
TAV Holding provides various fringe benefits to its employees with regard to the amount of work performed by the employees, representational requirements and functional needs.
The Corporate Governance Committee assesses the details of the fringe benefits policies and the limits which apply throughout TAV Holding, submitting recommendations to the Board of Directors.
Employment Contracts, Compensation Rights and Law
Every employee has an employment contract. Employees in Turkey are subject to Labor Law Number 4857; employees working abroad are subject to the laws of the country in which they work. In case the majority of the Company’s shares are taken over by another person/corporation and in case the new shareholders do not wish to work with the present senior manager(s) and decides to discharge them, the senior manager that has been discharged is paid in the amount of one year’s net earnings and the amount of his/her health insurance as compensation.
To be employed by competing firms for 12 months in the geographical area defined in the employment contract is prohibited for all employees.
Duties and Responsibilities
The final authority and responsibility for conducting the company’s Remuneration Policy in accordance with this policy and the relevant legislation rests with the company's Board of Directors. The Board of Directors ensures the effectiveness of this Policy through reviews conducted once per year at the very least.
The company’s senior management is responsible to the Board of Directors to ensure effective remuneration at the company within the framework of the concerned regulations and this Policy.
The duties and activities related to preparing, issuing, updating, effective implementation and follow-up of the related procedures for the company’s Remuneration Policy are conducted, managed and coordinated by the TAV Holding Human Resources Directorate.
Company personnel at every level performs his/her share of the duties regarding conforming to and the effective implementation of this Policy and related regulations and procedures completely, accurately and continuously.
The remuneration practices and activities of the company are regularly subjected to audit and assessment as part of internal auditing processes to check their conformity and effectiveness in terms of related regulations and this policy’s provisions.