Employment Practice Appeal Process

Employee Benefits and Welfare Policies

Kadir Has University places strong emphasis on the well-being, professional growth, and satisfaction of its academic and administrative personnel. In line with its human-centered management philosophy, the University provides a wide range of comprehensive employee benefits designed to enhance both the professional and personal lives of its staff.

Private Health Insurance

All full-time employees of Kadir Has University are covered by a comprehensive private health insurance plan that ensures easy access to high-quality medical services and hospital care. This policy reflects the University’s commitment to supporting the physical and mental well-being of its community members. The insurance covers both preventive and curative healthcare, allowing staff to receive treatment in an extensive network of partner hospitals and clinics across Türkiye.

Complimentary Lunch Service

To support a healthy work environment and daily comfort, the University provides free lunch to all employees through its on-campus dining facilities. Meals are carefully prepared to ensure nutritional balance and are served in a collegial environment that encourages social interaction and community spirit among academic and administrative staff.

Monthly Transportation Card

Kadir Has University covers the full cost of employees’ monthly public transportation cards, promoting sustainable urban mobility and reducing commuting expenses. This benefit not only eases the financial burden on staff but also supports the University’s commitment to environmental sustainability by encouraging the use of eco-friendly transportation options.

Access to the Coursera Learning Platform

As part of its dedication to lifelong learning, the University offers free access to Coursera, one of the world’s leading online learning platforms. Through this opportunity, employees can enroll in a wide variety of internationally accredited courses across disciplines such as data science, business, humanities, and leadership. This initiative reflects the University’s belief that continuous education strengthens both individual and institutional capacity.

Tuition Discounts for Graduate Studies

Kadir Has University encourages the professional development of its staff by providing significant tuition discounts for employees who wish to pursue master’s or doctoral programs within the University. This benefit fosters academic advancement, supports internal talent development, and strengthens the culture of learning and research excellence within the institution.

Flexible Leave and Compensatory Time-Off

The University recognizes the importance of work–life balance and provides flexible leave options for its employees. When staff members work beyond regular hours due to special assignments or institutional needs, they are granted compensatory leave in return. This policy ensures fairness and helps maintain a healthy balance between professional obligations and personal time, reflecting the University’s human-oriented management approach.

Commitment to Employee Welfare

Through these comprehensive benefits, Kadir Has University demonstrates its commitment to creating an inclusive, equitable, and motivating workplace. Each policy is designed not only to meet the legal requirements of the Labor Law No. 4857, but also to reflect the University’s broader values of care, respect, and continuous improvement. By investing in the well-being and professional growth of its employees, Kadir Has University sustains a strong institutional culture rooted in collaboration, integrity, and academic excellence.

APPEALING

At Kadir Has University, we are dedicated to ensuring a fair, transparent, and accessible appeal process that upholds employee rights and fosters a safe, inclusive workplace environment. Employees who believe that formal disciplinary action against them is unjust or has not followed due procedures have the right to appeal. Appeals may be submitted based on several grounds, such as procedural errors leading to unfair outcomes, penalties that seem inappropriate considering the facts and mitigating circumstances, findings that appear biased, or new evidence that was unavailable at the time of the disciplinary hearing.

In accordance with the “Kadir Has University Administrative Personnel Internal Regulation,” we make every effort to ensure that all employees, including those with disabilities or specific accessibility needs, can fully participate in the appeals process. This includes providing accessible meeting rooms, offering remote participation options, and arranging for interpreters if required. Such accommodations reflect our commitment to inclusivity, enabling all employees to engage in the appeal process without facing physical or logistical barriers.

For matters involving sensitive issues like gender-based or sexual harassment, the university follows a detailed protocol under the “Directive on the Prevention of Gender-Based Harassment, Sexual Harassment, and Sexual Assault.” Individuals who believe they have experienced or witnessed harassment can report incidents to the designated unit through the appointed Coordinator. This process allows for in-person or electronic submissions (excluding anonymous applications) and prioritizes confidentiality by assigning each report a unique record number. The unit ensures the privacy of all involved, keeping sensitive information secure and accessible only to those directly handling the case.

Throughout every appeal, we are committed to keeping appellants informed at each stage, reinforcing Kadir Has University’s dedication to a respectful, structured, and supportive environment that honors the rights and dignity of every employee.

According to our Human Resources Policy:

Kadir Has University adopts a human-oriented, transparent, environment-conscious, democratic, and liberal management mentality and expressly declares these policies in its vision, mission, and fundamental values. Our University employs its employees according to Labor Law No.4857, which guarantees the payment of living wage and union rights for all staff members, and Higher Education Law No.2547. The procedures regarding hiring the staff are clearly expressed in writing, and a Human Resources Policy that is respectful to human rights, in compliance with the confidentiality principles, and against discrimination is applied. The academic and administrative staff are entitled to terminate their contract upon their will at any time they desire. However, the legal notification period regulated for resignment is reserved. The salaries at Kadir Has University are arranged in accordance with the minimum wage standard. This standard also applies to the service procurements. When work outside the regular hours is necessary, overtime work payment is made to the employee as an additional charge or as time, depending on his/her preference.

Kadir Has University supports these policies with the regulations and directives that it puts into effect. The Administrative Personnel Regulation, which entered into effect in 2015, was revised in 2019. A Directive on Pregnancy, Maternity and Breast-feeding Leave, and Temporary Disability has entered into effect in our University in 2018. In the directive that was developed upon the change in management, the right to renew the labor contract for the personnel who take maternity leave is extended during her maternity leave period. There is a room for pregnant employees and for breastfeeding on campus. The employment process of the academic staff is carried out through the Directive on Employment of the Academic Personnel.

According to our Academic Staff Performance Assessment Directive:

Faculty members at Kadir Has University have the right to review and appeal their performance assessment results through a transparent and structured process. Performance assessments are made available online via the AKA-DATA system, where each faculty member/instructor can access their evaluation results. Following a review with the Dean, faculty members are encouraged to provide self-remarks regarding their annual performance and set forth their professional goals for the upcoming year, which can be entered directly into the AKA-DATA system. These self-assessments and future objectives are made visible to their respective Faculty/Department, promoting transparency and collaboration. The Dean evaluates the faculty member’s proposed goals to ensure alignment with the university’s overarching objectives, thereby fostering a cohesive and supportive academic environment.

For more information: https://my.khas.edu.tr/uploads/files/mevzuat/akademik-personel-performans-degerlendirme-yonergesi4.pdf