PERSONNEL AND DISCIPLINARY REGULATIONS

ARTICLE 1: PURPOSE AND MISSION

PERSONNEL AND DISCIPLINARY REGULATIONS

SECTION 1 GENERAL PROVISIONS

This regulation regulates the principles to be applied in the working conditions and areas of all personnel working at LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ, disciplinary provisions and related sanctions and rules established for various purposes. In addition, to ensure the health and safety of employees, to address and solve problems arising from performance and behavior, to determine the principles of solution and to ensure that our employees feel that they are treated fairly regardless of the outcome.

This regulation is an integral part of the employment contract and other contracts concluded between LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ and the personnel. The work done will be interpreted together with the personnel regulations, LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ disciplinary regulations and ethical rules.

ARTICLE 2: SCOPE
This regulation covers all payroll personnel working for LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ.

PART II GENERAL CONDITIONS

ARTICLE 3: CONDITIONS OF EMPLOYMENT
In the recruitment of personnel to LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ, the following conditions are observed;
a) Graduating from relevant schools when necessary,
b) Not to have a conviction for disgraceful crimes and crimes that generally prescribe heavy prison sentences,
c) To have the education, knowledge, skills, competence and experience required by the job,
d) To certify that he/she has the health status required by the job in accordance with the rules stipulated by the Institution and by providing the information requested,

The organization may seek some features in the personnel to be recruited, according to the characteristics of the task, other than the conditions written above. It is within the authority and discretion of the institution to assess special circumstances.

3.1. JOB APPLICATION

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When candidates apply to the organization, they first fill out the “Job Application Form” issued by Human Resources in printed or electronic form.
This form, which must be filled in correctly and completely, is only an application and does not obligate the organization to hire.

The Institution may work with a professional company for employee selection when it deems necessary, and Human Resources has the right and authority to conduct all kinds of audits, research and evaluations to determine the applicant’s suitability for the job. In addition, Human Resources may apply various assessment methods to determine the candidate’s suitability for the job.

3.2.EMPLOYMENT

The recruited candidate shall be notified in writing of the nature of the work to be performed, the date of commencement of work, remuneration and special rights and conditions not included in this regulation.
Personnel are obliged to read this regulation notified to them before they start work. He/she declares that he/she accepts the document given to him/her with the regulation or the special provision in his/her special contract and starts his/her duty following this declaration.

LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ Institutional customs shall be taken as basis in matters not included in this article regarding employment.

3.3. INFORMATION AND DOCUMENTS

After applying for a job, the personnel must provide all kinds of information and documents requested by the organization. This information and documents may be related to the personnel himself/herself, his/her family, his/her references and his/her skills, experience, health status and similar characteristics in his/her profession.
The employment contract of those who conceal, change, provide incomplete information or misleading information in the information and documents requested from them shall be terminated immediately and without compensation as per Article 25-II-a of the Labor Law without any further investigation on the date this situation occurs and is learned by the employer.

ARTICLE 4: DUTIES AND RESPONSIBILITIES

a) The duties and responsibilities of the employee are set out in the Employment Contract, Personnel and Disciplinary Regulations and Job Description. However, even if the work necessary for the full performance of a job is not written in the employment contract, job description or Personnel and Disciplinary Regulation, it is included in the content of the work and cannot be avoided on the grounds that they are not written.

b) Where deemed necessary by the employer, personnel may be temporarily or permanently assigned to other jobs or other places within the workplace with similar or similar titles or qualifications. The employee signs the employment contract with a “clear understanding and acceptance” of this article.
c) The employee may be assigned an “Additional Duty” or may be asked to “Deputize” a “Duty” in addition to his/her own duty, provided that it is appropriate to his/her training, experience, ability and position, the duration of this situation is exclusively determined by the employer. Subsequent claims and demands to the contrary by the employee who accepts this agreement on this condition shall not be heard.

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d) While performing their duties, Agency personnel are obliged to act in accordance with the principles of Business Ethics and Common Values of Working Life stipulated in the Law and this Regulation.
e) Personnel aim to be a symbol of reliability and respectability towards their institution, country, administration, and all persons and organizations they serve. Acts in accordance with the law and all of the rules, principles and guidelines of the organization, whether written or oral.

f) The personnel undertakes to keep confidential the information provided to him/her by the institution or which he/she has the opportunity to access or learn by virtue of his/her presence at the workplace and which he/she has the opportunity to access or learn about the operations, initiatives, technical and administrative organization and other elements of the institution, and not to use the information under any circumstances after leaving the job and not to disclose it to third parties without the written permission of the institution. In case of violation of this commitment, material and moral damages to be incurred by LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ will be covered by the personnel.

g) The organization takes measures as required by law and regulation to ensure worker health and safety. Personnel are also obliged to comply with all rules and measures taken regarding occupational health and safety, the Business Continuity Plan and the working environment. It cannot avoid the use of tools, equipment and materials required by occupational safety for any reason. Personnel are unilaterally responsible for all material and moral damages that may occur as a result of any accident that may occur if they do not comply with the Occupational Health and Safety measures taken by the organization.

h) Personnel are obliged to dress appropriately for their duties, the seriousness, culture and corporate work environment of the organization and to pay attention to their personal appearance. Female employees are expected to pay utmost attention to hair and nail care, hygiene, jewelry and make-up, while male employees are expected to pay attention to hygiene, hair, beard and nail care.

i) In the event of changes in marital, residence, military service or family information, which may vary according to the date of employment, the employee is obliged to notify Human Resources within two weeks at the latest from the date of the change by documenting it. In case of violation of the obligation, the sanction to be applied to the personnel will be determined by the Disciplinary Board in accordance with the Labor Law.

j) During the execution of daily work, staff are obliged to assist, support and work in harmony with each other.
k) Personnel who leave their position for whatever reason must return all institutional materials given to them as a requirement of their job. Materials and fixtures delivered to the staff in return for signature will be delivered in return for signature and the damage to the Institution caused by incomplete delivery will be covered by the staff. All these transactions will be carried out in accordance with the process in these matters and the Law.

l) Personnel who will voluntarily leave their duties are obliged to notify the Human Resources Manager in writing, to continue their duties until the end of the legal (and contractual, if any) notice periods from the date of notification and to complete the work in hand. Otherwise, in accordance with the notice periods specified in the Labor Law, the personnel shall pay the necessary indemnities to LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ.

A. WORKING CONDITIONS

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a) The Management of the Institution determines and implements flexible working arrangements as defined in the Labor Law according to the requirements of the work and the situation, provided that the weekly working time does not exceed 45 hours. The management of the organization may divide the weekday working time into different working days of the week. Within the framework of the Labor Law, the Institution may require compensatory and equalization work when deemed necessary.

b) According to the requirements of the work and workplace, the organization may make the personnel work overtime or overtime, provided that the legal limitations are respected. Personnel accept and undertake to work overtime and overtime work if requested and instructed by the employer.
c) In accordance with the provisions of the Labor Law and the relevant legislation, the employer may ask the personnel to work on week and general holidays. The conditions regarding the employer’s written instructions regarding overtime work and working overtime are also valid for general holiday and week holiday work. Employees working on vacation days may be given another day off at the discretion of the employer, or may be paid additional wages.

d) Rest breaks and meal breaks are determined and announced by the organization. No breaks are allowed outside of the specified hours. However, in special cases, breaks may be taken with the permission of their supervisors.
e) Smoking areas have been designated throughout the company and these areas have been notified to the personnel both with signs and in writing. Smoking is strictly prohibited in external areas. In case of violation of this provision, both LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ and other personnel will be responsible for the damages incurred by the personnel and the necessary investigation will be made by the Disciplinary Board and the employment contract of the personnel will be evaluated within the scope of Article 25/II of the Labor Law.

f) Staff cannot receive private visitors at work. He/she obtains permission from his/her supervisor for meetings in cases of necessity. These visitors cannot be interviewed in parts of the workplace that pose a DANGER. The obligation to take measures in this regard belongs to the staff.
g) Personnel may not access sites that are not related to their work on the internet during working hours. Cannot make long non-work related phone calls. He/she cannot engage in work outside his/her duties. In case of violation of this provision, the personnel will be responsible for the damages to be incurred by both LÜLEBURGAZ ÖZEL SAĞLIK HİZMETLERİ ANONİM ŞİRKETİ and other personnel, and the necessary investigation will be made by the Disciplinary Board and the personnel will be subjected to “Wage Deduction Penalty” in accordance with Article 38 of the Labor Law.

h) In matters not included in this regulation or in case of conflict with the Labor Agreement, the Labor Agreement concluded between the personnel and LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ shall apply.

B. PERFORMANCE EVALUATION AND REWARD SYSTEM

It is a system that evaluates the degree of success and numerical grade or failure of the personnel in terms of their duties and functions, individual competence development, contribution to the actions determined in accordance with the strategic plans of the organization, and measures the contribution to the realization of the goals of the organization, and determines the criteria for rewarding according to the degree of success or the consequences of failure. The general rules and implementation method for Performance Evaluation are determined within the framework of the organization’s policies.

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C. CAREER PLANNING

Planning the future development of existing employees in the organization, including promotion, transfer, rotation, identification of potential candidates.
The latest process and plan announced by the organization’s management regarding career planning for personnel is implemented.

D. EDUCATION AND PERSONAL DEVELOPMENT

Personnel are obliged to participate in training and development practices aimed at improving their knowledge and skills, increasing their performance and competencies within the framework of the organization’s strategies, objectives, human resources policies, individual performance and potential evaluation results and according to the training needs determined by the requirements of the job, and to show due care and attention in this regard.

Staff are also free to request any training that will benefit the organization.

CHAPTER III METHODOLOGY

ARTICLE 5: APPLICATIONS

In case of disciplinary offenses specified in the “Disciplinary offenses and penalties” section of this regulation, a “SITUATION DETECTION RECORD” (Annex-1) is kept by the person or persons who see or detect the offense.
This is in the minutes of the incident;

•  Date of occurrence
•  Formation time
•  Formation
•  Detailed information about the location is given.

  This report is delivered to the Human Resources Department as soon as possible.

  The Human Resources Manager who receives the “Due Diligence Report” evaluates whether the incident mentioned in the report is a disciplinary matter and decides whether there is a need for an investigation.

  If an investigation is required, the Human Resources Manager shall request in writing, within three (3) days at the latest, the parties and witnesses of the incident to provide detailed statements about the incident.

  All documents are evaluated by the supervisor of the relevant personnel and the Human Resources Manager;

•  Due diligence report
•  Witnesses or statements
•  Defense articles

  Relevant personnel at the end of this evaluation;

 If found justified, no sanctions will be imposed.

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 If he/she is found wrong, he/she will be subjected to “disciplinary punishment” according to the severity of the offense.

ARTICLE 6: DISCIPLINARY ACTION

The conditions, prohibitions, responsibilities and obligations stipulated for the proper functioning of the working order in the workplace in accordance with the aims and objectives and the provisions to be applied in such cases constitute disciplinary rules.
Disciplinary penalties are sanctions imposed in order to ensure that personnel work in peace in the organization, that services are carried out in cooperation, and that the common interests of the organization and its employees are protected.

The disciplinary penalties mentioned below, in ranking order, also show the ranking of the severity of the penalties.
In case of repetition of the same offense within a period of 6 months, the relevant personnel shall be penalized at the next higher level.
According to the defense to be made by the personnel as a result of the disciplinary evaluation, the penalty determined in this regulation can be applied exactly as it is, or a lighter penalty can be imposed at the discretion of the managers who make the evaluation.

The staff member to be disciplined has the right to appeal against this decision.
In addition to the defined articles, for other acts and behaviors that are not included in these articles, which will be considered as occupational safety and work discipline offenses, the sanctions in the relevant article are applied according to the nature of the act.

ARTICLE 7: DISCIPLINARY COMMITTEE

 It is the board authorized to ensure that the transactions and responsibilities specified and/or required by all kinds of written sources regulating workplace services and transactions are fulfilled in accordance with ethical rules and legal legislation, and to take deterrent, preventive and corrective measures against employees and to impose the penalties stipulated by this regulation.

 The disciplinary board consists of a total of four people, including the officers and officials of LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ at the date of implementation of the regulation. The Board is chaired by the Chairman elected by the members from among themselves. Each member has one vote in the Board. In case of equality of votes, the opinion voted for by the Chairperson shall be deemed accepted. Human Resources is responsible for the secretariat services of the Board.

 The Disciplinary Board convenes on the day and time determined by the Chairman. The meeting is held during working days and hours.
 The Disciplinary Board, after conducting the necessary investigation by its Chairman and members and examining the evidence, decides by taking into account the defense of the personnel. Decisions taken with the participation of at least three members are recorded in the decision book and the decision is shared in writing with the relevant staff and/or organization.

 Pursuant to Article 25 of the Labor Law No. 4857, the employer’s right to terminate immediately for just cause is reserved. The provisions of the Article may be applied by the employer without the decision of the Disciplinary Board.

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ARTICLE 8: DISCIPLINARY SANCTIONS

PART IV
DISCIPLINARY OFFENSES AND PENALTIES

The following penalties are applied to those who do not comply with the Labor Law, the articles in the employment contract, occupational health and safety rules, environmental and waste management rules in the workplace, those who act and behave contrary to the procedures and rules approved and published by the LÜLEBURGAZ SPECIAL HEALTH SERVICES ANONİM ŞİRKETİ Management and the provisions of the personnel and disciplinary regulations.

A) Warning/Warning
B) Wage Deduction Penalty
C) Termination of Employment Contract
In case of repetition of the same offense within a period of 6 months, the relevant personnel shall be penalized at the next higher level.
According to the defense to be made by the personnel as a result of the disciplinary evaluation, the punishment determined in this regulation can be applied exactly as it is, or a lighter punishment can be given at the discretion of the managers who make the evaluation.
The staff member to be disciplined has the right to appeal against this decision.
In addition to the defined articles, for other acts and behaviors that are not included in these articles, which will be considered as occupational safety and work discipline offenses, the sanctions in the relevant article are applied according to the nature of the act.

1. WARNING/NOTICE

Informing the personnel that they should pay attention to their duties and behaviors and act more carefully. In the cases shown below, the personnel shall be given a warning penalty;

•  Entering and leaving the workplace from places other than the doors designated for the entry and exit of personnel,
•  Influencing the work of colleagues with words and behavior during working hours in a way that disrupts their work,
•  Failure to start work at the starting time, leaving work without permission before quitting time,
•  Unauthorized private work with tools and machines in the workplace,
•  Reading books, newspapers, magazines during working hours that are not directly related to his/her work,
•  Dumping garbage and useful waste in places other than where it should be dumped,
•  To do these works except for the places reserved for dressing, undressing and washing,
•  Hiding or using a colleague’s tools and materials without their knowledge,
•  Entering the workplace and working in the workplace without permission for any reason whatsoever while on rest and leave,
•  The marital status and address changes notified by the employees at the workplace must be notified within one month at the latest.

  to the Personnel department within the time limit,

•  Meeting with visitors in places other than the places reserved for receiving visitors at the workplace or visiting the workplace without permission

  to take it for a ride,

•  Making false reports about coworkers intentionally or without an excuse,
•  Not wearing the work clothes given to be worn at the workplace,
•  Coming to work without grooming your hair and beard,

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•  Failure to notify the employer of the rest or inpatient treatment given by the SSK within 12 hours at the latest,
•  Failure to comply with the hygiene instructions in force,
•  Without a justified excuse, without prior notice or by not calling the workplace by telephone

  missing a day of work for no reason, without notice,

•  Indisciplinary behavior in personnel service vehicles
•  Not coming to work without the permission and knowledge of his/her supervisor, not respecting the start and end times of the working hours,
•  Exhibiting behavior contrary to the general rules of etiquette and working principles of the workplace,
•  Failing to fulfill their duties and responsibilities as required, showing indifference and disorganization,
•  Unauthorized absence from duty or engaging in other activities during duty hours,
•  Failure to comply with procedures and regulations clearly announced or implemented in the workplace,
•  Failure to comply with the rules and instructions regarding occupational health and safety, compulsory workplace

  tests, vaccines, etc. failing to fulfill the practices or not showing the necessary sensitivity in follow-up,

•  Failure to comply with the rules and instructions regarding environmental and waste management, sensitivity

  not to show it,

•  Behaving rudely, disrespectfully, unkindly to their managers, customers or colleagues,
•  Failure to take due care of the machinery, materials and installations under its responsibility and willfully

  to do harm,

•  To inform his/her manager in a timely manner about the criminal acts and behaviors of his/her colleagues with whom he/she works

  not reporting,

•  By performing incorrect and/or incomplete transactions due to indifference and carelessness or as required by its duty

  causing damage to the business by delaying operations,

•  Information on machinery, equipment, working environment or computer environment without being authorized to do so

  and sharing this information with someone else by violating the confidentiality of this situation.

•  Resisting or obstructing the searches to be carried out by security officers at the entrance and exit of the workplace,
•  Agreeing to work overtime and not working overtime without an excuse,
•  Sleeping during working hours,
•  Failure to comply with cleanliness and hygiene requirements,
•  Losing documents related to your work,
•  Failure to provide the documents and information requested from him/her in relation to his/her duty in a timely and accurate manner,
•  Making unwarranted accusations against colleagues and not being able to prove them
•  Starting a fight at work, participating in a fight, using force against coworkers,
•  Acting in violation of the rules specified in the actions requiring a warning penalty and acting the same way for the second time or

  to continue similar behaviors.

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2. WAGE DEDUCTION PENALTY

Pursuant to Article 38 of the Labor Law, it refers to the deduction of wages from the wages of the worker in such a way that it cannot be more than two days’ wages in a month or two days’ earnings of the worker in the case of wages paid per piece or according to the amount of work performed.

•  During working hours, the employee accesses sites on the internet that are not related to his/her job, makes long phone calls that are not related to his/her job, and engages in activities other than his/her duties with computers or other devices,
•  In the event that the employee exhibits attitudes and/or behaviors that are not defined in the rules in the disciplinary board regulation, but that will damage and disrupt the harmonious and productive working environment within the company, action is taken on the closest and/or similar article in the personnel and disciplinary regulations.
•  If the acts are more than one, repeated and/or in direct violation of the labor law, a higher penalty may be imposed or the employment contract may be terminated. In this case, the employment contract may be terminated without notice and without compensation.
•  Insisting on not complying with the rules and instructions regarding occupational health and safety, tests, vaccinations, etc. required by the workplace. not fulfilling the practices or not showing the necessary sensitivity in the follow-up, continuing inappropriate behaviors,
•  Failure to comply with the rules and instructions determined regarding environmental and waste management, not showing sensitivity, continuing inappropriate behaviors,
•  In the implementation of this regulation, the right to apply the relevant article provisions of the Labor Law No. 4857 is reserved.
•  It is at the discretion of the disciplinary board to impose a warning/sanction or reprimand according to the severity of all the above-mentioned acts.

  3. TERMINATION OF EMPLOYMENT

  Termination of the employment contract of the personnel without notice and severance pay. Article 25 of the Labor Law, which allows the employer to terminate the contract for just cause. In addition to the reasons specified in the article, in accordance with the meaning and purpose of the said article, the following reasons shall also be grounds for dismissal:

•  Secrets of the organization 3. knowingly or unknowingly informing persons, talking about the nature of the work outside the work, causing rumors,
•  Providing false answers or untrue statements to the information requested by the employer for any reason during or after dismissal,
•  Coming to the workplace drunk, drinking or selling alcoholic beverages in the workplace; using or selling drugs, gambling or playing,
•  To make publications, statements and other public announcements about the works, situations and subcontractors of the organization without authorization,
•  To engage in behaviors that cause material damage in the workplace and in the work process within the legal framework,
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•  Committing a disgraceful crime, being sentenced to 3 months or more of imprisonment and not suspended (accidents and political offenses are at the discretion of the company).
•  In case of detention or arrest of the personnel, the absenteeism is subject to Article 17 of the same law. exceeding the notification period in the article.
•  Absence from work for 2 consecutive working days or 2 times in 1 month on the working day after any holiday or 3 consecutive working days in 1 month without permission or justifiable reason,
•  Five working days of absenteeism in a month due to an illness arising from the intentional or irregular life of the personnel or due to alcohol and drug addiction,
•  Failure to openly declare to the employer when he/she is infected with a contagious disease or a disease that has a negative effect that is incompatible with his/her job, and failure to have himself/herself treated in health institutions,
•  Speaking words or behaving in a way that may affect the honor and dignity of the employer or one of his/her family members, making unfounded reports and allegations that offend honor and dignity,
•  Teasing, swearing, threatening or fighting with the employer or one of his/her family members or other personnel of the employer,
•  Abusing the goodwill and trust of the employer, stealing, giving misleading and deceptive information, committing immoral acts, violating workplace discipline,
•  Gaining unfair gain from individuals and organizations for any purpose whatsoever, taking and giving bribes,
•  Theft, fraud, forgery and other disgraceful crimes,
•  Embezzling money, goods or materials belonging to the workplace,
•  Threatening or harassing managers, colleagues or customers
•  Deliberately procrastinating during work, continuing to work after being warned, or failing to show up when called to duty when necessary,
•  Having a time card printed by someone else or being an intermediary for someone else to do so, even though they are not working or absent from work,
•  Causing material damage and loss by deliberately damaging machinery, installations, goods and other materials that are the property of the employer or that are not in his possession,
•  Failure to fulfill the duties assigned by the managers at the workplace intentionally and without any reason and objecting to the assigned duties,
•  Indisciplinary behavior in personnel service vehicles
•  Acting in violation of the rules specified in the actions requiring a warning penalty and acting in the same way for the second time or

  to continue similar behaviors,

•  Failure to comply with the employment contract and the undertakings signed as an annex to the regulation.

  ARTICLE 9: DEFENSE AND NOTIFICATION

  In the disciplinary investigation to be conducted, a broad summary of the actions and behaviors imputed must be notified in writing to those concerned.

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In the written defense, it is essential to state the date, time and full details of the defense. Otherwise, the defense will be considered as not given. It is also important to present witnesses, if available, and to obtain their statements.

If, despite the notification regarding the defense, the person complained of does not submit a written defense or does not sign that he/she refrains from submitting a defense, it shall be determined with a report in the presence of the person assigned by the disciplinary board to take his/her defense and two witnesses that the person complained of did not sign. With this report, the person complained of is deemed to have waived this right.

All kinds of notifications to be made in these matters will be made to the address notified by the personnel to the Institution, and even if the address is incorrect / incomplete, the notifications to be sent to the declared address will be deemed to have been notified.

ARTICLE 10: INVESTIGATION PERIOD

The disciplinary board starts investigating and finalizes the notices and complaints received within six (6) working days at most.

ARTICLE 11: COMPLAINTS

Complaints may be made in writing by company management or employees directly to the Disciplinary Committee, Department Head or Human Resources.

All documents related to the events requiring the grievance are submitted. If necessary, the complaint and related documents may also be submitted to the Disciplinary Board by oral statement. In this case, a report shall be signed by the complainant.

ARTICLE 12: CASES OF EXEMPTION

Members of the disciplinary board who fail to attend three consecutive meetings without an excuse accepted by the board shall be considered absent.

ARTICLE 13: TERMINATION OF EMPLOYMENT

Both the employer and the employee may terminate the employment contract by giving notice to the other party in accordance with the principles and periods stipulated in the labor law.
If the personnel terminates the contract by giving notice, they must comply with the notice period and continue their work without interruption. The management of the organization may allow staff to leave before the termination notice expires. If the employee terminates his/her employment contract without complying with the notice period, the employer will take legal action for notice pay.

ARTICLE 14: FINAL PROVISIONS

Each employee accepts and declares that this personnel and disciplinary regulation is an integral part of the employment contract.

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This Personnel and Disciplinary Regulation consists of 16 articles and 11 pages in total.

Executive Power and Responsibility

This regulation is enforced by the management of the institution.

Effective Date

This regulation was adopted and put into force by the institution on 01.05.2024 and started to be implemented.

EMPLOYER STAFF

I received a copy.

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