Appeals & Grievance Process Policy

Atatürk University | SDG 8 – Decent Work and Economic Growth | Indicator 8.2.8

Reporting Year: 2025

1. Policy Statement and Institutional Commitment

Atatürk University recognises the right of employees to raise concerns, submit complaints and challenge decisions affecting their employment rights, remuneration and working conditions.

The University supports a fair, accessible and transparent appeals and grievance framework for academic, administrative, technical, contracted and support personnel, with procedures determined by the legislation applicable to each employment category.

The framework addresses complaints and appeals relating to:

• Salaries, allowances and payroll calculations.
• Employment rights and working conditions.
• Academic appointments and promotions.
• Administrative appointments and career progression.
• Disciplinary decisions.
• Discrimination and unequal treatment.
• Contractual employment matters.
• Occupational health and safety.
• Other employment-related administrative decisions.

Atatürk University’s approach is based on the principle that employees must have access to appropriate institutional and legal remedies when their employment rights are affected.

The University’s existing administrative procedures, personnel management functions and statutory complaint mechanisms provide the foundation for this commitment.

During 2025, employee appeal rights continued to be supported through the applicable Turkish public employment and labour legislation, together with institutional procedures for personnel-related decisions.

2. Legal and Regulatory Framework

2.1. Constitution of the Republic of Türkiye

The Turkish Constitution establishes fundamental protections relevant to employee complaints and appeals.

Article 10 – Equality Before the Law

Article 10 establishes the principle of equality and prohibits discrimination on grounds including sex.

Article 36 – Right to Legal Remedies

Article 36 protects the right to seek legal remedies before judicial authorities.

Article 40 – Protection of Fundamental Rights

Article 40 provides constitutional protections relating to effective remedies when fundamental rights are violated.

Article 74 – Right of Petition

Article 74 recognises the right to submit petitions and complaints to competent authorities.

Article 125 – Judicial Review of Administrative Acts

Article 125 establishes that administrative acts and actions are generally subject to judicial review, subject to constitutional and statutory provisions.

These principles support employees’ ability to challenge administrative decisions affecting their employment.

2.2. Civil Servants Law No. 657

Article 21 of Civil Servants Law No. 657 recognises the rights of public servants to submit applications, lodge complaints and initiate legal proceedings concerning administrative actions affecting them.

The law provides for applications and complaints to be submitted verbally or in writing through the relevant administrative hierarchy.

Where a complaint concerns a particular supervisor, the applicable procedure permits that supervisor to be bypassed.

This provision establishes a formal statutory basis for employee grievances.

Evidence: Civil Servants Law No. 657 – Ministry of Justice

2.3. Regulation on Complaints and Applications by Public Servants

The Regulation on Complaints and Applications by Public Servants establishes procedures for the exercise of rights recognised under Article 21 of Law No. 657.

It regulates the submission, consideration and processing of complaints and applications within public institutions.

The regulation provides an established procedural framework rather than leaving grievance handling entirely to informal institutional discretion.

Evidence: Regulation on Complaints and Applications by Public Servants

2.4. Labour Law No. 4857

Employees governed by Labour Law No. 4857 have access to legal protections and remedies concerning employment-related disputes.

Relevant matters include:

• Unpaid wages.
• Overtime compensation.
• Employment termination.
• Discrimination.
• Contractual rights.
• Statutory leave entitlements.

Applicable labour disputes may be pursued through legally established mediation and judicial procedures.

Evidence: Turkish Labour Law No. 4857

2.5. Administrative Procedure Law No. 2577

Administrative employment decisions may be challenged through the procedures established under Administrative Procedure Law No. 2577.

This legislation governs relevant administrative judicial remedies, including statutory time limits and procedural requirements.

Employees retain the right to pursue applicable external remedies in accordance with the law.

3. Scope of the Appeals and Grievance Framework

Atatürk University’s grievance framework recognises that employment-related complaints may arise across different personnel categories.

The available complaint procedure and competent authority depend on the employee’s legal employment status and the nature of the disputed decision.

4. Institutional Appeals and Grievance Process

4.1. Initial Application

Employees may raise employment-related concerns through the administrative channels applicable to their positions.

Depending on the matter, the initial application may be directed to:

• The immediate supervisor.
• The department or unit head.
• The relevant administrative office.
• The Personnel Department.
• Another competent institutional authority.

Applications may be made in writing or, where permitted by the applicable procedure, verbally.

4.2. Formal Submission of a Complaint

When an employee seeks formal review, the complaint should identify:

• The employee and relevant employment unit.
• The decision or practice being challenged.
• The nature of the alleged problem.
• Relevant dates.
• Supporting documentation.
• The remedy or correction requested.

Written documentation supports accurate review and appropriate institutional recordkeeping.

4.3. Administrative Examination

The competent University unit examines the matter within its legal authority.

Depending on the complaint, the examination may involve:

• Reviewing employment records.
• Examining payroll information.
• Assessing appointment or promotion criteria.
• Reviewing disciplinary documentation.
• Consulting relevant administrative units.
• Obtaining statements and supporting evidence.

4.4. Decision and Notification

Complaints and applications are processed under the relevant statutory and administrative procedures.

The competent authority communicates its decision or response in accordance with applicable legal requirements.

Where a correction is justified, the relevant administrative unit may take appropriate action within its authority.

4.5. Further Appeal and External Remedies

Employees may pursue additional administrative or judicial remedies where permitted by law.

Available routes depend on the disputed decision and the employee’s employment status.

An employee is not required to complete a universal, University-specific four-stage process before exercising every statutory legal remedy.

5. Appeals Concerning Salary and Employment Rights

5.1. Salary and Payroll Disputes

Employees may raise concerns relating to:

• Incorrect salary calculations.
• Missing allowances.
• Incorrect grade or step.
• Additional teaching payments.
• Overtime remuneration.
• Other statutory employment entitlements.

A salary-related complaint can be examined through the relevant personnel and financial administration functions.

5.2. Payroll Verification

Relevant records may include:

• Employment classification.
• Salary grade and step.
• Payroll calculations.
• Statutory allowances.
• Additional payment records.
• Applicable employment legislation.

The review should determine whether the employee’s remuneration has been calculated according to the relevant legal framework.

5.3. Corrective Measures

Where an administrative or payroll error is established, the competent University unit may undertake the necessary correction in accordance with applicable legislation.

Where the employee disagrees with the administrative response, further legal remedies may be available.

6. Appeals Concerning Academic and Administrative Promotions

6.1. Academic Appointments and Promotions

Academic personnel may challenge relevant decisions concerning academic appointments and promotions through applicable administrative and judicial procedures.

Relevant matters may include:

• Application eligibility.
• Evaluation procedures.
• Academic appointment requirements.
• Compliance with published criteria.
• Administrative decisions affecting career progression.

The competent authorities and legal remedies are determined by higher education and administrative legislation.

6.2. Administrative Career Decisions

Administrative employees may submit complaints or appeals concerning:

• Appointment decisions.
• Grade and step determinations.
• Changes in duties.
• Career progression.
• Other employment-related administrative decisions.

The University’s personnel administration functions support the examination of relevant employment documentation.

7. Disciplinary Appeals

7.1. Statutory Right to Appeal

Public servants have legally established rights to challenge disciplinary decisions.

Under Article 135 of Civil Servants Law No. 657, applicable disciplinary penalties may be appealed to the competent disciplinary authority.

7.2. Appeal Period

For disciplinary appeals governed by Article 135:

• The appeal period is seven days from notification of the disciplinary decision.
• The competent appeal authority must decide within 30 days after receiving the appeal petition and accompanying documents.

These are statutory procedural periods and should not be confused with the separate deadlines applicable to recruitment objections or other employment disputes.

7.3. Judicial Review

Disciplinary decisions may also be subject to administrative judicial review under applicable legislation.

Evidence: Civil Servants Law No. 657 – Article 135

8. Institutional Practice: Personnel Recruitment Appeals in 2025

8.1. Formal Objection Procedures

Atatürk University’s personnel recruitment announcements provide examples of formal objection mechanisms in personnel-related administrative procedures.

Such announcements identify the competent unit and, where applicable, the deadline for submitting objections to recruitment results.

These procedures demonstrate that personnel-related decisions can be subject to documented institutional review.

8.2. Contracted Personnel Recruitment

The University’s previously published recruitment information for 4/B contracted personnel includes provisions concerning objection periods and the submission of appeals to the designated administrative unit.

For example, a previously identified 2025 recruitment notice specified an objection deadline of 16 July 2025 at 17:00.

This illustrates the use of defined submission periods in personnel-related administrative procedures.

Institutional evidence: Atatürk University Research Hospital – Personnel Recruitment Announcements

8.3. Personnel Department Announcements

Atatürk University’s Personnel Department publishes announcements concerning recruitment and other personnel matters.

Previous recruitment notices have directed applicants to the relevant unit for objections.

Institutional evidence: Atatürk University – Personnel Department Announcements

8.4. Information Technology Personnel Recruitment

The University has also published recruitment result announcements for contracted information technology personnel.

These provide further examples of documented personnel-related administrative decisions and associated institutional communication.

Institutional evidence: Atatürk University – Contracted IT Personnel Recruitment Results

Recruitment objection procedures demonstrate institutional familiarity with formal appeals, although they are distinct from grievances raised by existing employees concerning salary or employment rights.

9. Complaints Concerning Discrimination and Unequal Treatment

Atatürk University recognises the importance of providing appropriate channels for employees to raise concerns about discriminatory or unequal treatment.

Relevant complaints may involve:

• Gender-based discrimination.
• Unequal treatment in employment decisions.
• Alleged gender-related pay discrepancies.
• Workplace harassment.
• Disability-related discrimination.
• Unfair allocation of duties.
• Other violations of legally protected employment rights.

Such matters should be examined by the competent administrative or legal authority under the applicable framework.

Employees may also exercise the statutory remedies available to them.

10. Confidentiality and Protection of Personal Information

Employment-related complaints may contain personal information, payroll data and other confidential records.

Atatürk University recognises the importance of processing these records in accordance with Personal Data Protection Law No. 6698 (KVKK).

Appropriate safeguards include:

• Limiting access to authorised personnel.
• Protecting employee records.
• Maintaining confidentiality where legally appropriate.
• Using complaint information only for legitimate institutional purposes.
• Ensuring that relevant parties can exercise their procedural rights.

Institutional evidence: Atatürk University – Personal Data Protection

11. Protection Against Retaliation

Atatürk University supports the lawful exercise of employees’ complaint and appeal rights.

Employees should not be subjected to unlawful adverse treatment solely because they have exercised a legally recognised right to submit a complaint or pursue an appeal.

This principle is consistent with the broader legal protections concerning:

• Access to administrative remedies.
• Equal treatment.
• Employment rights.
• Lawful trade union activity.
• Judicial protection.

Any alleged retaliation should be examined under the relevant legal and administrative framework.

12. Institutional Responsibilities

12.1. Department and Unit Management

Department heads and supervisors provide an initial administrative point of contact for many employment-related concerns.

They may receive applications, clarify relevant procedures and refer matters to the competent authority.

12.2. Personnel Department

The Personnel Department has a central role in personnel-related administrative procedures.

Relevant functions include:

• Reviewing employment status information.
• Examining appointment and classification records.
• Supporting the processing of personnel applications.
• Providing information concerning applicable employment procedures.

12.3. Financial Administration

Financial administration functions are relevant to complaints involving:

• Salary calculations.
• Allowances.
• Additional payments.
• Other payroll-related matters.

12.4. Legal Affairs

The University’s legal affairs function may provide legal assessment concerning employment disputes and administrative decisions within its responsibilities.

12.5. Competent Disciplinary Authorities

Disciplinary appeals are considered by the authorities designated under the relevant legislation.

These procedures are separate from general personnel applications.

13. Monitoring and Institutional Improvement

An effective grievance framework should allow the University to assess whether employee concerns are handled consistently and within applicable procedural requirements.

Relevant monitoring indicators include:

The University’s personnel and administrative records provide potential sources for these indicators.

A verified 2025 grievance monitoring report would provide additional evidence of implementation.

14. Supporting Evidence

15. Contribution to SDG 8 – Decent Work and Economic Growth

Atatürk University recognises employees’ rights to challenge decisions affecting remuneration, employment conditions and other professional rights.

The University’s framework is supported by Article 21 of Civil Servants Law No. 657, the Regulation on Complaints and Applications by Public Servants, applicable labour legislation and constitutional guarantees of legal remedies.

Academic, administrative, technical and contracted employees have access to complaint and appeal procedures appropriate to their legal employment status.

These procedures cover employment-related concerns such as salary calculations, promotion decisions, disciplinary actions, unequal treatment and contractual disputes.

The University’s personnel recruitment announcements also demonstrate the use of formal objection periods and designated administrative units, including examples from 2025.

Through its recognition of employee complaints, statutory appeal rights, administrative review and access to legal remedies, Atatürk University contributes to SDG 8 – Decent Work and Economic Growth, Indicator 8.2.8: Appeals and Grievance Process for Employee Rights and Pay.