A.B. resigned from his position in the marketing department due to retirement and applied to the Labor Court to claim his severance pay, annual leave, and salary arrears. The plaintiff claimed that he worked on national holidays and general holidays, but did not receive additional payment for these workdays, his annual leave was not granted, and his payment was incomplete. The defendant company denied the allegations.
The Supreme Court emphasized that premium payments cannot be included in overtime pay. The Supreme Court also ruled that in the case of working with a salary plus premium system, the basic salary would be the basis for overtime pay, and premium payments would not be taken into account in calculating overtime pay.