SECTION ONE: PURPOSE AND SCOPE

ARTICLE 1 – Purpose

1.1. Within the framework of the objectives set forth in its Charter, the Turkey Journalists’ Union (TGS) aims to protect and improve the economic and social rights and interests of its employees as well as its members. In pursuing this objective, it draws strength from social, economic, and democratic rights based on the Universal Declaration of Human Rights. TGS strives to build a society led by the working class, founded on democratic and social rule of law principles, committed to human rights, and recognizing labor as the highest value. TGS aims to ensure that its employees achieve a standard of living consistent with human dignity and social justice principles and works to establish a fair wage system appropriate to the work they perform. TGS also undertakes efforts to develop and implement a social security system that enables its employees to look to the future with confidence.

1.2. In working life, TGS carries out activities and takes necessary measures to protect and improve the physical and mental health of its employees and to prevent all forms of exploitation and abuse in terms of labor rights, with a gender-sensitive approach to occupational health and safety. TGS aims to ensure that labor–employer relations are conducted on the basis of freedom, equality, and democracy. TGS seeks to increase employees’ self-confidence and empowerment as individuals within society. Without discrimination based on language, religion, sect, race, color, gender identity, sexual orientation, philosophical belief, or political opinion, TGS struggles for the unity of workers in line with class consciousness and the interests of labor.

1.3. As a requirement of being a trade union, TGS assumes responsibility for taking all necessary measures and steps regarding working relations and rights for its employees as well as its members.

1.4. While managing itself in a flexible and appropriate manner in line with institutional needs, the Union places importance on establishing a human resources management standard that protects the rights, peace, and well-being of human resources, which are among the core building blocks of the institution. These standards are defined in an objective, consistent, inclusive, and non-discriminatory manner that recognizes the contributions of diversity.

ARTICLE 2 – Scope

2.1. All individuals employed by TGS under an employment contract fall within the scope of this Regulation.

SECTION TWO: GENERAL PRINCIPLES

ARTICLE 3 – General Principles

3.1. TGS:

1. a) Struggles for the unity of workers in line with class consciousness and the interests of labor, without discrimination based on language, religion, sect, race, color, gender identity, sexual orientation, philosophical belief, or political opinion.
2. b) Takes gender equality as a fundamental principle in building democracy based on gender equality in all areas of domestic and working life, in organized workplaces, in internal union functioning, union management, union activities, and collective bargaining agreements, and fulfills its requirements. Accordingly, discrimination based on religion/belief, color, race, gender, sexual orientation, gender identity, gender expression, pregnancy, disability, age, social status, ethnic identity, chronic illness, physical condition, marital status, political or philosophical views, or similar reasons is prohibited in all employment relations, starting from job announcements. Efforts are made and necessary measures are taken to prevent discrimination, refusal of employment, or dismissal due to sexual orientation or gender identity. TGS combats and develops policies against all forms of violence against women (sexual, physical, psychological) and discrimination, and ensures the implementation of these policies. In disputes arising during implementation, women’s votes are decisive.
3. c) Develops policies to eliminate discrimination in working life and takes special measures to eliminate disadvantages, prioritizing groups subjected to discrimination.
4. d) Adopts support for employees’ personal and professional development as a fundamental principle.
5. e) Defines capacity-building activities provided by employees to other organizations outside working hours as working time, to be addressed within wage and leave policies.
6. f) Is responsible for adequately ensuring the physical, mental, and emotional health and safety of employees.
7. g) May determine different levels for different positions based on employees’ skills, aptitudes, equipment, and competencies; however, the principle of equal pay for equal work is always upheld. Taking seniority-based rights into account, no wage differentiation shall be made among employees due to religion/belief, color, race, gender, sexual orientation, gender identity, gender expression, pregnancy, disability, age, social status, ethnic identity, chronic illness, physical condition, marital status, political or philosophical views, or similar differences.
8. h) Is obliged to implement universal human rights and labor standards and to fully comply with all relevant legislation within the Turkish legal system.
9. i) Communicates with employees within a framework of mutual trust and understanding, transparency, equity, justice, cooperation, and solidarity.
10. j) Follows trade union developments in the field of work and places employee-favorable practices on its agenda.

SECTION THREE: EMPLOYMENT PROCESSES

ARTICLE 4 – Recruitment and Termination Processes

4.1. All recruitment is conducted based on needs identified through a targeted and effective planning process. The proposal to open a position may be raised by any team member. In evaluating the proposal, consideration is given to the field and reason for employment need, the duties and authorities of the proposed position, and its relationship to the institution’s overall strategy, objectives, and mission. Proposals under evaluation are discussed at the TGS Executive Board meeting, and the reasoned decision is shared with the entire team.

4.2. Measures are taken to prevent all forms of discrimination in work areas. Candidates must be informed accurately and completely about job qualifications and requirements.

4.3. Depending on the nature of the position, union management may first announce job openings internally, then externally. Where necessary, the Executive Board may reassign or change positions among existing staff. Direct invitations may also be made to individuals proposed by the Board. Recruitment may be conducted through announcements on the Union’s website, evaluation of existing CVs, or cooperation with consultancy firms.

4.4. Throughout recruitment, interviews, evaluation, and decision-making processes, a jury of at least two people is mandatory. Gender equality within the jury is essential. Where possible, individuals who will work closely with the relevant position should also be included.

4.5. All necessary measures are taken to ensure fair and equal recruitment interviews, including the use of predefined criteria. Decisions may not consider factors other than objective criteria applied equally to all candidates.

4.6. All employment contracts are drafted in accordance with international and national labor standards and legislation.

4.7. An onboarding plan is implemented by relevant team members or directors to support new employees during the adaptation process. This plan also applies to employees transitioning to new positions, receiving promotions, or returning from extended leave.

4.8. Voluntary resignations are handled within the learning organization principle. An exit interview is conducted with a member of the TGS Executive Board.

4.9. Dismissal is always a last resort for TGS. The Executive Board is authorized for terminations. In crisis situations, reasons and conditions for layoffs are communicated transparently.

4.10. All employees must have a valid contract. Fixed-term contracts may only be used for temporary replacements, short-term needs, project-based roles, or specially funded positions.

4.11. A detailed job organization is defined for all positions (see Job Organization Chart), including job content, level of responsibility, and decision-making obligations.

4.12. New employees are informed about the Union’s vision, mission, values, and goals to foster understanding and a sense of belonging.

4.13. Job descriptions are clear and explicit to ensure employees understand expectations and how their work contributes to the Union’s goals.

4.14. No disciplinary decision shall be made without adequate investigation and without providing the individual timely and fair right of response.

4.15. Before termination due to performance insufficiency, all reasonable options to improve performance are explored and the right to appeal is granted. Termination processes and related payments are managed lawfully and properly.

4.16. This Regulation is included in personal files.

SECTION FOUR: WAGES AND OTHER PAYMENTS

ARTICLE 5 – Wages

5.1. TGS fully pays social security premiums and taxes for all employees. Salaries are paid between the last day of the month and the first three days of the following month.

5.2. Position categories at TGS include:

1. a) Senior Management (TGS Executive Management)
   b) Project Positions (Project Manager, Project Coordinator, Project Assistant)
   c) Expert Positions (Organizing Expert, TGS Academy Coordinator, Editor, Finance Expert, Lawyer, Consultant)
   d) Support Positions (Executive Assistant, Cleaning Support Staff)

5.3. New position categories may arise. Base salary ranges are determined within the estimated budget approved by the Executive Board and General Assembly.

5.4. Salaries may never be reduced below levels that fail to meet minimum living standards. In cases of extraordinary financial constraints, equality among employees and the livelihood of the lowest-paid employees are prioritized.

ARTICLE 6 – Other Payments

6.1. Salary increases are reflected by Executive Board decision within budgetary means.

6.2. The Executive Board may decide to pay an annual bonus following periodic budget evaluations.

6.3. Increases in meal allowances are periodically reviewed.

SECTION FIVE: GENERAL WORKING RULES AND PRINCIPLES

ARTICLE 7 – Working Hours and Overtime

7.1. Normal working hours are 8 (eight) hours per day, 5 (five) days per week, excluding Saturdays and Sundays, totaling 40 (forty) hours per week. An one hour meal and rest break is not included in daily working hours.

7.2. Any work performed beyond 8 hours per day and the normal weekly working time of 40 hours is considered overtime. Overtime is recorded via timesheets, and for every 8 hours of overtime worked, 1 day of compensatory leave is granted. In cases where work is performed on national holidays or public holidays, or where the employee is required to remain on standby, 1 day of compensatory leave is granted. Travel time spent while an employee is assigned by the Turkey Journalists’ Union to work at a location other than the usual workplace is counted as working time.

7.3. Paid leave equivalent to the amount of overtime worked is granted. The Union’s General Secretary must be informed regarding the use of compensatory leave arising from overtime.

7.4. Employees are encouraged to plan and work in a manner that avoids overtime.

ARTICLE 8 – Periods Deemed as Worked

8.1. The following periods are deemed as worked for the purposes of calculating annual paid leave entitlements and severance periods:

1. a) Days on which the employee is unable to work due to an accident or illness (a medical report is required for health-related absences exceeding 3 working days);
2. b) Periods during which work is suspended due to temporary reasons at the workplace;
3. c) Trainings attended by employees for self-development.

ARTICLE 9 – Working Time Records

9.1. All activities and leave must be reported to the General Secretary once finalized.

9.2. Work performed on weekends, national holidays, and public holidays is recorded.

9.3. Leave days used due to overtime are recorded so as not to exceed 8 hours per day and must be taken within 1 month following the overtime work.

9.4. For assignments outside the city, the start and end times of travel are recorded. Travel time is considered part of working hours.

9.5. Messaging tools (such as WhatsApp, Telegram, Signal, etc.) within the Turkey Journalists’ Union are primarily intended for rapid communication. Their use for work-related communication, especially outside working hours, is discouraged. Email is the primary means of official work-related communication.

9.6. The Union’s institutional culture prioritizes productive work over excessive work and promotes protection against burnout and respect for personal boundaries. The orientation program prepared by the Union includes measures to support employees’ well-being, physical and mental health, and sense of security. Employees are encouraged to set boundaries regarding overtime and work-related demands.

ARTICLE 10 – Remote Online Working Arrangement

10.1. When employees are required to work remotely on a full-time basis, the meal and rest break within one working day is defined as 1 hour due to increased domestic labor.

10.2. In cases where remote online work is long-term, TGS is responsible for providing materials needed for an office working environment.

ARTICLE 11 – Support for Employees’ Personal Development

11.1. TGS supports the personal and professional development of its employees.

11.2. The Union endeavors to create financial resources, subject to conditions, for developmental courses and similar activities that contribute to Union work.

SECTION SIX: LEAVES

ARTICLE 12 – Annual Paid Leave

12.1. Employees are entitled to annual paid leave starting from their first day of employment, including the probationary period:

• 14 days for employees with 1 to 5 years of service;
• 21 days for employees with more than 5 and less than 15 years of service;
• 26 days for employees with 15 or more years of service.

12.2. Weekly rest days, national holidays, public holidays, and rest days certified by authorized healthcare institutions that coincide with annual leave periods are not counted as annual leave.

12.3. Other paid or unpaid leave, rest, or sick leave granted by the employer during the year may not be deducted from annual leave.

12.4. Annual leave must be used within one year following entitlement.

ARTICLE 13 – Sick Leave, Care Leave, and Menstrual Leave

13.1. In cases requiring more than 3 days of medical rest, hospital reports are recognized by TGS. The employment contract may not be terminated during certified medical leave. For employees with chronic illnesses, a one-time report certifying continuity of illness is sufficient.

13.2. Employees may use up to 7 days of care leave when a dependent (child, parent, sibling, spouse, partner, etc.) becomes ill. Work arrangements such as task delegation or remote work during care leave are planned jointly based on circumstances.

13.3. Female employees are entitled to 1 day of leave per month due to needs such as menstrual leave or hormone treatment.

13.4. These leaves are not deducted from annual leave.

ARTICLE 14 – Parental and Nursing Leave

14.1. Female employees are entitled to parental leave for a total of 16 weeks: 8 weeks before and 8 weeks after childbirth. Male employees whose spouse gives birth are entitled to 5 days of parental leave. In cases of multiple pregnancies, 2 additional weeks are added to the prenatal leave period. If health conditions allow and with a doctor’s approval, a female employee may work up to 3 weeks before childbirth, in which case the worked period is added to postnatal leave. In cases of premature birth, unused prenatal leave is added to postnatal leave.

14.2. Female employees are entitled to a total of 1.5 hours of nursing leave per day. The employee determines how and when this leave is taken. This time is counted as working time.

ARTICLE 15 – Other Leaves

15.1. Employees are granted 3 days of paid leave in cases of marriage, adoption, or the death of their parent, spouse, sibling, or child.

15.2. Employees who relocate are granted 1 day of paid moving leave.

 

ARTICLE 16 – Use of Leave

16.1. Except in exceptional circumstances, all leave requests must be reported to the General Secretary at least two working days in advance. Leave must be entered by the employee into the shared calendar.

SECTION SEVEN: EMPLOYEE HEALTH AND SAFETY

ARTICLE 17 – Protection of Employee Health and Safety

17.1. TGS is responsible for protecting employees’ health and safety during working hours and regularly undertakes efforts to take all necessary measures.

17.2. Smoking is prohibited in TGS offices.

17.3. Compliance with minimum hygiene and cleanliness standards in TGS offices and work environments is a shared responsibility of all.

17.4. In cases of epidemics or pandemics, TGS is obliged to take necessary measures and issue warnings to protect employee health.

ARTICLE 18 – Protection from Harassment

18.1. TGS is responsible for taking all necessary measures to protect employees from harassment.

SECTION EIGHT: RULES OF RESPONSIBILITY

ARTICLE 19 – Responsibilities

Responsibilities of TGS

19.1. The TGS Executive Board is responsible for protecting all persons covered by this Regulation within the scope of its duty of care and employer responsibility and is obliged to exercise employer authority accordingly.

19.2. All employees are responsible for their own violations vis-à-vis both the victim and the employer.

19.3. If the Executive Board fails to fulfill its duty of reasonable supervision and due care, its members are responsible not only for their own violations but also, in their capacity as employer representatives, for violations committed by employees.

 

Duties and Responsibilities of Employees

19.4. Employees are responsible for fulfilling the duties and responsibilities stated during job interviews and specified in their employment contracts.

19.5. Employees may not work for or provide services to another job without the Union’s approval. Employees may not accept any remuneration or derive benefit from any organization or individual with whom they come into contact due to their work without prior approval. If acceptance is unavoidable, the employee must immediately inform their manager. Employees must avoid conduct that may harm or damage the Union’s reputation.

19.6. Employees are obliged to maintain confidentiality regarding their duties, responsibilities, and Union-related information both during and after termination of employment and may not disclose or use such information contrary to the Union’s interests. In case of violation, the Union reserves the right to claim compensation.

19.7. The Union is obliged to provide equipment necessary for employees to perform their duties. Employees are responsible for using and safeguarding such equipment in accordance with instructions.

19.8. Upon termination of the employment contract, employees must deliver all records, information, and documents related to their duties to the employer.

SECTION NINE: MISCELLANEOUS PROVISIONS AND ENFORCEMENT

ARTICLE 20 – Supplementary Rules

20.1. For matters not regulated here in the Union’s charter, regulations, and general legal provisions apply. Provisions of this Regulation may not be interpreted to the detriment of employees in a manner that weakens legal protections.

ARTICLE 21 – Accessibility

21.1. Ensuring accessibility of this Regulation is the responsibility of the TGS Executive Board. On the first day of employment, a signed statement confirming that the employee has read this Regulation is included in the personnel file.

ARTICLE 22 – Entry into Force

22.1. This Regulation was adopted by Executive Board Resolution 11 March 2024 date  and entered into force on the same date.

ARTICLE 23 – Enforcement

23.1. The provisions of this Regulation are enforced by the Union’s Executive Board.

 

TGS ORGANIZATION CHART

GENEL KURUL
→ General Assembly

YÖNETİM KURULU
→ Executive Board

YÖNETİCİLER KURULU
→ Board of Directors

ŞUBE YÖNETİM KURULLARI
→ Branch Executive Boards

İL TEMSİLCİLERİ
→ Provincial Representatives

GENEL BAŞKAN
→ President

MALİ SEKRETER
→ Secretary of Finance

MUHASEBE
→ Accounting

GENEL SEKRETER
→ Secretary General

SENDİKA PERSONELİ
→ Union Staff

PROJE PERSONELİ
→ Project Staff