Technical Holding inc. Pricing policy (the policy) the company's remuneration practices, the main objective, the scope of the company's activities within the framework of relevant legislation, structure, strategies, long-term goals and the risk management structure is compatible with the intake of excessive risk-based preventive and effective risk management, planned, executed and managed, ensuring that.
The remuneration policy covers members of the Board of Directors and managers and employees at all levels who work in the company.
2. BASIC PRINCIPLES AND PRINCIPLES RELATED TO PRICING
It is essential that the salaries to be given to the board of directors, managers, and employees of the company are in line with the company's ethical values, internal balances, and strategic goals and are not related only to the short-term performance of the company.
Wages are determined based on the financial position of the Company, general economic conditions, merit, working time, title, and the characteristics of the work performed, and can be increased by taking into account indicators such as inflation, General wages, and company profitability increases.
The salary or right to peace of mind to be given to board members is determined by the chairman of the Board of directors taking into account the nature of the company's activity, the level of liability and risk taken, and can be increased by taking into account indicators such as inflation and increases in company profitability.
The Remuneration Policy and the remuneration practices in this framework mustn't include incentive systems that would harm the interests of partners and employees.
3. DUTIES AND RESPONSIBILITIES
The final authority and responsibility for ensuring that the company's remuneration practices are carried out and managed effectively within the framework of this policy rest with the Board of Directors.
Within the framework of this policy, the Corporate Governance Committee established within the board of directors monitors the company's remuneration practices on behalf of the Board of Directors and submits its evaluations and recommendations to the Board of directors when necessary.
The senior management of the company is responsible to the Board of Directors for the effective execution and management of the company's remuneration practices within the framework of the relevant legislation and this policy. Within the framework of the relevant legislation and the implementation of the remuneration policy of the company related to the principles and procedures of preparation of procedures, publishing, updating, and monitoring the effective implementation-related tasks and activities within the company, executed, managed, and coordinated. All employees of the company at all levels continuously perform their duties fully and correctly in terms of the appropriate and effective implementation of this policy and related procedures.
4. EFFECTIVE
This policy shall enter into force as of the date of establishment of the company and shall continue unless a decision is taken otherwise.
