ADİL YAŞAM ÜCRETİNİN İZLENMESİ PROSEDÜRÜ

yazar

 

  1. Amaç:

Bu prosedür firmamızda genel olarak ücretlerin değerlendirilerek adil ücretlerin tespitinin yapılması amacıyla hazırlanmıştır.

 

  1. Kapsam:

Tüm çalışanları kapsamaktadır.

 

  1. Sorumluluklar:

Prosedürün uygulanmasından İnsan Kaynakları sorumludur. Aynı zamanda konuyla ilgili toplantıların yapılmasında Genel Müdür, İnsan Kaynakları Müdürü ve İşletme Müdürü de bulunacak ve karar mekanizmasında yer alacaktır.

 

  1. Tanımlar:

Adil Ücret: Genel ekonomik şartlara uygun, asgari kabul edilebilir yaşam standartlarını sağlayan, sektörel ve bölgesel ücret politikalarını gözeten; yapılan işin özelliğine, çalışanın performansına, deneyimine, verimliliğine uygun olarak saptanan, düzenli ve resmi olarak ödenen ücrete adil ücret denilir.

 

Adil Ücret Komisyonu: İşyerinde adil ücret alınmasına yönelik çalışmalar yapmak ve mevcut ücretlerin değerlendirilmesi için kurulan, üst düzey yöneticiler, insan kaynakları ve işçi temsilcilerinin bulunduğu komisyondur. Senede bir veya ihtiyaca göre iki kez toplanır.

  1. Uygulama:

5.1. İnsan Kaynakları Sorumlusu

  • Sektörel, bölgesel ücretlerle ilgili veriler toplar.
  • Pozisyona göre maaş skalalarını hazırlar.
  • Performans değerlendirmelerini gerçekleştirir.
  • Mevcut performans değerlendirme sistemini Adil Ücret Komisyonu’na sunar.

 

5.2. Yönetim Kurulu: Şirketin çalışanlarıyla ilgili ücretlendirme uygulamalarının ilgili mevzuat ile bu politika çerçevesinde etkin bir biçimde yürütülüp yönetilmesinin sağlanması konusunda nihai yetki ve sorumluluk, şirketin Yönetim Kurulu’na aittir.

5.3. Adil Ücret Komisyonu her sene sonunda, yeni senenin adil ücretlendirmesini belirlemek için toplanır. Bu genellikle her senenin Aralık ayına denk gelecektir.

  • İnsan Kaynakları Bölümü’nün sağladığı veriler üzerinden şirketin mali durumu, enflasyon, genel ekonomik şartlar da göz önünde bulundurularak veriler değerlendirilir.
  • Bireysel ve takım performans kriterleri gözden geçirilir, gerekirse revize edilir.
  • Bölüm sorumluları veya ustabaşlarından konuyla ilgili geri bildirim alınır.
  • Ücretlerde cinsiyet ayrımı yapılmaz ve bu konuda karar vericilere gerekirse bir eğitim verilir.
  • Şirket Yönetim Kurulu’nun, yönetici ve çalışanlarına verilecek ücretlerin, şirketin iç dengeleri, etik değerleri ve hedefleri ile uyumlu olması ve şirketin kısa dönemli performansı ile ilişkilendirilmemesi esastır.
  • Ücretlendirme Politikası ile bu çerçevedeki ücretlendirme uygulamalarının ortakların ve çalışanların çıkarlarını zedeleyecek teşvik sistemlerini içermemesine özen gösterilir.

 

 

  • Bu değerlendirmeler yapılırken çalışan temsilcilerinin fikirleri alınır ve konuyla ilgili toplantılara katılmaları sağlanır.
  • Dönemler itibariyle Enflasyon ve Ücret Artış Oranları Tablosu hazırlanır.
  • Ücret/unvan tablosu çıkarılır ve pozisyonlara göre alt ve üst sınırlar belirlenir. Ücretlendirme adil ve şeffaf olmalı ve ölçülebilir ve dengeli performans hedeflerine dayanmalıdır.
  • Yönetim Kurulu’nun onayladığı oran üzerinde yeni dönem ücret skalaları hesaplanarak hazırlanır.
  • Şirketin ücretlendirme uygulamalarının bu politikalar çerçevesinde etkin biçimde yürütülüp, yönetilmesinde nihai yetki ve sorumluluk Adil Ücret Komitesi’ne aittir.
  • Adil Ücret Komitesi, bu politikalar çerçevesinde, şirketin ücretlendirme uygulamalarını Yönetim Kurulu adına izler, denetler, gerektiğinde değerlendirme ve önerilerini Yönetim Kuruluna sunar.
  • Her sene prosedür ve uygulamalar gözden Adil Ücret Kurulu tarafından gözden geçirilerek geliştirilir.
  1. İlgili Dokümanlar:

-Ücret / Unvan tablosu,

-Enflasyon Tabloları,

-Performans Sistemi Tablosu,

-Performans Değerlendirme Formları

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