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VE TİC. A.Ş İLE SOSYAL-İŞ SENDİKASI ARASINDA BAĞITLANAN - 2018","TUR ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE YAYINCILIK SAN. - 2018","Turkey - TUR ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE YAYINCILIK SAN. - 2018","TUR ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE YAYINCILIK SAN. - 2018 - Entertainment, culture, sports, Publishing, printing, media",{"name":41,"data":42},"unibel.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE\nYAYINCILIK SAN. VE TİC. A.Ş İLE SOSYAL-İŞ SENDİKASI ARASINDA\nBAĞITLANAN\u003C\u002Fh1>\n\n\u003Cp>01.01.2018 – 31.12.2019 YÜRÜRLÜK SÜRELİ\u003C\u002Fp>\n\n\u003Cp>8. DÖNEM İŞYERİ TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fp>\n\n\u003Cp>1. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1- TARAFLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin işveren tarafı Ünibel Özel Eğitim Bilgi\nTeknolojileri Kültür, Tanıtım ve Yayıncılık Sanayi ve Ticaret A.Ş.\n(Halitziya Bulvarı No. 27 Kat.3-4-5 Çankaya\u002Fİzmir), işçi tarafı üyeleri\nadına SOSYAL-İŞ Türkiye Sosyal Sigortalar, Eğitim, Büro, Ticaret,\nKooperatif ve Güzel Sanatlar İşçileri Sendikası (Ziya Gökalp Caddesi\nGonca Apt. 36\u002F16 Kızılay\u002FANKARA) dır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - TANIMLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>a) İŞVEREN; Ünibel Özel Eğitim Bilgi Teknolojileri Kültür, Tanıtım\nve Yayıncılık Sanayi ve Ticaret A.Ş.’yi\u003C\u002Fp>\n\n\u003Cp>b) SENDİKA; ( SOSYAL-İŞ ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,\u003C\u002Fp>\n\n\u003Cp>c) İŞYERİ; Ünibel Özel Eğitim Bilgi Teknolojileri Kültür, Tanıtım\nve Yayıncılık Sanayi ve Ticaret A.Ş. işyeri ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>d) İŞVEREN VEKİLİ; İşyerinin ya da işletmenin bütününü sevk ve\nidareye yetkili bulunanları,\u003C\u002Fp>\n\n\u003Cp>e) ÜYE; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları,\u003C\u002Fp>\n\n\u003Cp>f) TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>g) SÖZLEŞME; Ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>h) MEVZUAT; Yasa, Tüzük, Yönetmelik v.s.’yi ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 -AMAÇ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi; çalışanların ekonomik ve sosyal durumlarını\ngeliştirmeyi, üyelerinin insanca yaşaması için gerekli ve yeterli\nkoşullara sahip olmalarını, işyerinde işçi sağlığı ve iş\ngüvenliğinin gerçekleştirilerek güvenli bir çalışma ortamının\nyaratılmasıyla ilgili tüm önlemlerin alınmasını ve çalışma hakkının\nsağlanarak sosyal güvenceye kavuşturulmalarının sağlanmasını;\nişyerinde üretkenliği azami düzeye çıkartmayı, emeğin niteliklerini\ngeliştirmeyi ve katılımcılığın işyerinden başlatılarak\ndemokratikleşmeye katkıda bulunmayı, tarafların hak ve yükümlülükleri\nile çıkabilecek uyuşmazlıkların çözüm yollarını göstermeyi\namaçlamaktadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>A) Kapsam;\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi yer olarak, Ünibel Özel Eğitim Bilgi\nTeknolojileri Kültür, Tanıtım ve Yayıncılık Sanayi ve Ticaret\nA.Ş.’nin işyeri ve eklentilerini; kişi olarak işyerinde çalışan\nSosyal-İş üyelerini kapsar. Ancak; Müdürler, danışmanlar, doktorlar,\nbilgisayar mühendisleri, yazılım şefi (1 kişi), tanıtım şefi (1 kişi)\nve altı ayı geçmemek üzere geçici olarak çalıştırılacak elemanlar bu\ntoplu iş sözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>B) Sözleşmeden Yararlanma:\u003C\u002Fp>\n\n\u003Cp>1) Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar, üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmenin sağladığı haklardan\nyararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>2) Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üyeler ile\nölen üyelerin varisleri, sözleşmenin sağladığı tüm hak ve yararlardan\ndiğer üyeler gibi yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>3) Sendika üyesi olmayan işçiler (üyelikleri herhangi bir nedenle sona\nerenler dâhil) sözleşmeden ancak dayanışma aidatı ödeyerek\nyararlanabilirler. Toplu iş sözleşmesinin imzasından önceki talepler imza\ntarihi itibariyle hüküm doğurur.\u003C\u002Fp>\n\n\u003Cp>4) 1,2 ve 3 fıkraları hükümleri dışında kalan işçilere bu toplu iş\nsözleşmesi kısmen veya tamamen uygulanamaz. Uygulanması durumunda uygulanan\ntüm parasal haklar sendika üyelerine ilave olarak uygulanır. Ayrıca,\nişveren sözleşmeyi uyguladığı her işçi için üyelik aidatı tutarını\nsendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - TARAFLARIN TEMSİLİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi; işvereni,\nYönetim Kurulu veya görevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SÖZLEŞMENİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>a) Bu sözleşmede aksi belirtilmedikçe, hizmet akitleri bu sözleşmeye\naykırı olamaz. Hizmet akitlerinin sözleşmeye aykırı hükümlerinin\nyerini, bu sözleşmedeki hükümler alır. Hizmet akdinde belirtilmeyen\nkonularda bu toplu iş sözleşmesinin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten önce\nüyelere sağlanan ve sözleşmede değiştirici ya da yok edici hüküm\nbulunmayan işçi lehine hak ve menfaatler kazanılmış hak olarak aynen devam\neder.\u003C\u002Fp>\n\n\u003Cp>c) Bu sözleşme, mevzuat ile işçiler yararına tanınmış ve tanınacak\nhakların uygulanmasına engel olamaz. Bu sözleşmeden daha fazla hak\nsağlayan yasalar çıkarsa, bu sözleşme hükümlerinin yerini alır.\u003C\u002Fp>\n\n\u003Cp>d) Nedeni ne olursa olsun, süresi sona eren sözleşmenin hizmet akdine\nilişkin hükümleri, yenisi yürürlüğe girene kadar hizmet akdi hükmü\nolarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 - TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işyerleri\nve eklentilerinde işverenin değişmesi, bu sözleşmenin uygulanmasını\nengellemez.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TARAF İLİŞKİLERİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerlerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - SENDİKANIN SORUMLULUĞU:\u003C\u002Fh2>\n\n\u003Cp>Sendika, işçilerin temsilcisi olarak bu sözleşme ile işyerinde\nüretkenliğin azami düzeye çıkartılması, işyeri verimliliğinin\nartırılması konularında kendisine yüklenen görevleri yapar ve işçilerin\nhaklı gördüğü şikayetlerini ilgili mevzuat çerçevesinde işverenle\ngörüşerek çözmeye çalışır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri işveren veya yetkili kıldığı kişilerle önceden\nrandevulaşarak her zaman görüşebilirler. Yine bu kişiler, işveren veya\nyetkili kıldığı kişilerin onayı ile işverenin göstereceği yerde\nüyelerle toplu görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Üyeler, mevzuat hükümlerine uygun şekilde yapmış oldukları sendikal\nfaaliyetlerinden ötürü hiçbir ceza ve farklı uygulamaya tabi\ntutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11 - İŞYERİ SENDİKA TEMSİLCİLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren arasındaki\nuygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve şikayetleri\no işyerindeki yetkili işveren temsilcisi ile görüşerek çözümlemeye\nçalışmak ve mevzuattan doğan diğer görevleri yapmak üzere; sendikanın\nişyerinde çalışan üyeleri arasından;\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 50’ye kadar ise 1,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 51-100 arasında ise 2,\u003C\u002Fp>\n\n\u003Cp>İşyerinde işçi sayısı 101-500 arasında ise 3,\u003C\u002Fp>\n\n\u003Cp>kişi işyeri sendika temsilcisi ve bunlardan birisi baştemsilci olarak\nbelirlenir ve isim listeleri işverene bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşçinin işe alınması, sendikaya üye olması ya da sendika\nüyeliğini koruması veya sendika üyeliğinden ayrılması koşuluna bağlı\ntutulamaz. İşveren bu sözleşme hükümleri ile bağlı kalmak kaydı ile\nsendikaya üye olan işçiler ile sendika üyesi olmayan işçiler arasında\nişin sevk ve dağıtımında, işçinin mesleki ilerlemesinde ve diğer\nhususlara ilişkin uygulamada herhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin ve\nişyerinde çalışmaya devam eden sendika yöneticilerinin işyerini\ndeğiştiremez ve işinde esaslı tarzda değişiklik yapamaz. Aksi halde\ndeğişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, işyerinde çalışan sendika ya da sendika şubelerinin\nzorunlu organlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği yaptıkları çalışmalardan dolayı haklı bir neden\nolmadıkça ve sebebi açık ve kesinlikle belirlenmeyen nedenlerle iş\nakitlerini bozamaz. Fesih halinde temsilci yada yönetici işe iade davası\naçabilir.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydı ile fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren 6 işgünü içinde temsilcinin işe başvurması\nşartıyla, 6 işgünü içinde işe başlatılmaması halinde, iş\nilişkisinin devam ettiği kabul edilerek ücreti ve diğer hakları\ntemsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden temsilciliğe\natanma halinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>d) Sendikanın yönetici veya işyeri sendika temsilcileri hakkında 6356\nsayılı yasanın 23, 24. ve 25. maddeleri ile diğer mevzuat hükümleri bu\nsözleşmede belirtilen güvencelere ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - SENDİKA ÇALIŞMALARININ DUYURULMASI VE TEMSİLCİLİK\nODASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolaylıkla görebilecekleri yerlere\nsendikanın yazı, duyuru, bülten, genelge ve çağrı gibi yazılarının\nasılması için panolar koyar. Bu panoların anahtarı işyeri sendika\ntemsilcisinde bulunur. Sendikanın imza ve mührünü taşıyan her türlü\nbelgenin ve sendika yayınlarının sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerince kullanılmak üzere, fiziki\nolanaklar bulunursa bir oda tahsis eder. Bu odada bir evrak dolabı, masa,\nsandalye vs. bulundurulur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ VE YAYINLARIN\nGÖNDERİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren, işyerinde çalışan tüm işçilerin isimlerini mevcut\nbelgelere dayanarak işveren veya vekilince onaylanmış olarak, sözleşmenin\nbağıtlanması tarihinden itibaren 15 gün içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, mevcut işçilerden ölen, emekli olan veya kendi isteği ile\nişten ayrılanlar ile işe yeni giren işçilerin isimlerini aidat kesinti\nlistesinde her ay sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshasını en geç bir hafta içinde sendikaya gönderir ve bir\nnüshasını işyeri sendika temsilcisine verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Temsilci İzni: İşyeri sendika temsilcilerine sendikal çalışmaları\nişyerinde yürütebilmeleri için haftada 6 saat ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 5 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendikanın üyelerle ilgili düzenleyeceği eğitim, konferans ve benzeri\netkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile toplamda\ntüm üyeler için yılda 12 gün ücretli izin verilir. Bu izinler her üye\niçin ayrı ayrı olmayıp, tüm üyeler içindir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya bildirilmeleri durumunda yerlerine başka işçiler çağrılır.\u003C\u002Fp>\n\n\u003Cp>Bir seferde işyeri işçi sayısının %10’undan fazla sayıda üyenin\ntopluca izin kullanması, işverenin onayına bağlıdır. Genel kurullar için\nbu onay aranmaz.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcilerine bu etkinliklere katılmaları için ayrıca\nyılda birer gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 16 - SENDİKAL ÖDENTİLER:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendika ana tüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidatı yürürlük süresi itibariyle,\ndayanışma aidatını ise talep tarihi itibariyle keserek, sendikaca\ngösterilen banka hesabına her ay işçi ücretlerinin ödendiği günü\nizleyen en geç 5 gün içerisinde sendika hesabına yatırır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh2>\n\n\u003Cp>Üyeler bu sözleşmeden doğan şikâyetlerini yazılı olarak işyeri\nsendika temsilcisine bildirirler.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisi duruma göre işçinin ilk amir ya da işveren\nvekili ile görüşerek sorunu çözümlemeye çalışır. Genellik gösteren\nve bu sözleşmenin uygulanmasından doğan aksaklıkların çözümünde de\naynı yol izlenir.\u003C\u002Fp>\n\n\u003Cp>Çözülemeyen konular, temsilci tarafından sendikaya ve işyeri kuruluna\nbildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 – UYUŞMAZLIKLARI ÇÖZME VE DİSİPLİN KURULU:\u003C\u002Fh2>\n\n\u003Cp>a) Ünibel’e bağlı işyerlerinde disipline ilişkin konularda karar\nverilmek üzere 4 kişiden oluşan Disiplin Kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu kurulun iki üyesini sendika ve diğer iki üyesini de işveren tayin\neder. Aynı sayıda yedek üyeler taraflarca tespit edilir. Kurulun oturum\nbaşkanlığını işveren temsilcilerinden biri yapar.\u003C\u002Fp>\n\n\u003Cp>b) Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli odada ve\nsözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personel ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c) Disipline sevk halleri her iki tarafça da intikal ettirilebilir. Kurul\nBaşkanının 5 gün önce yapacağı yazılı çağrısı üzerine en az üç\nüyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında işlenilen\nfiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların\nhukuk müşavirleri de katılabilir. Fakat bunların oy hakları yoktur. Karar\noy çokluğu ile alınır. Oyların eşitliği halinde Başkanın oyu iki oy\nsayılır. Kurul kararları kesindir. Ünibel Genel Müdürünün veya yetki\nverdiği yardımcısı kurul kararını 7 gün içerisinde onaylar. Aksi halde\nkarar düşer ve işçiye ceza verilmez.\u003C\u002Fp>\n\n\u003Cp>d) Disiplini bozan fiillere kurulca uygun bulunan ceza verilir.\u003C\u002Fp>\n\n\u003Cp>1) Disiplini bozan fiili öğrenen ilgili yetkili olayı öğrendikten 15\ngün içinde gerekli soruşturma belgelerini hazırlayarak işçiyi disiplin\nkuruluna sevke yetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>2) Sevke yetkili makam, soruşturma belgelerinde eksik görülen konular var\nise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü içinde\nkurula sevk eder. İşçinin yetkili makamlarca kurula sevki halinde disiplin\nkurulunca işçi de dinlenir. İşçinin yazılı savunmasının alınması ve\nher türlü delillerin toplanmasına imkân tanınması mutlak zorunludur.\u003C\u002Fp>\n\n\u003Cp>3) Disiplin kurulu, belgelerin kurula sevkini müteakip genel olarak 20 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>e) İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren aynı fiili tekrar işlemesi halinde ceza arttırılarak\nverilir.\u003C\u002Fp>\n\n\u003Cp>f) Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 6 iş günü geçtikten sonra akdin feshi salahiyeti kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>g) Kurul kararları genel olarak yazılı nedenleri belirtmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarına tebellüğünden sakınması ve kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ve ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder. İşçinin hastalık,\nizin, geçici askerlik gibi nedenlerle işyerinden ayrı bulunması halinde\nkendisine tebliğ yapılmazsa yasal ikametgâh adresine 6 iş günlük süre\nzarfında taahhütlü mektupla, işçinin geçici görevli olarak işyeri\nmerkezi dışında bulunması nedeniyle tebliğ edilmezse işyeri merkezine\ndöndüğünde derhal, hastanede yatan işçiye hastaneden çıktıktan sonra\ntebliğ edilir. Bu takdirde 6 iş günlük sürenin geçirildiği ileri\nsürülemez. Disiplin kurulu kararları işçinin gizli dosyasında saklanır.\nDisiplin kurulu kararı olmaksızın işçiye ihtar cezası dahi verilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 – İŞTEN ÇIKARMA VE İŞ GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşyerinin ekonomik ya da teknolojik durumu; işin, işyerinin gerekleri\nbakımından zorunluluk olmadıkça işçi çıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, taraf işçi sendikasına\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Kurul sorunu görüşür, başka çözüm olanakları bulunup\nbulunmadığını araştırır.\u003C\u002Fp>\n\n\u003Cp>Sorunu çözmeye elverişli ve işletme gereklerine uygun bir yol bulunamaz\nise, işten çıkarma esaslarını, çıkarılacak işçi sayısı, işten\nçıkarma tarihi ile ünitelere dağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile;\u003C\u002Fp>\n\n\u003Cp>1) Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2) Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>3) Sendika üyesi bulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>4) Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>5) İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>6) Emekliliğini hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>7) En çok disiplin cezası almış olanlar,\u003C\u002Fp>\n\n\u003Cp>8) Aynı durumda olanlar arasında son giren ilk çıkar, bu işleme tabi\ntutulurlar.\u003C\u002Fp>\n\n\u003Cp>c) İşveren 19. madde ile bu maddenin (a) ve (b) bentlerinde sayılan\nkurallara uymaksızın işçi çıkardığında, işten çıkardığı her\nişçi bakımından aşağıda (d) ve (e) bentlerinde yazılı kural ve\nyaptırımları kabul ve taahhüt eder. Bu kabul ve taahhüt tazminatsız\nişçi çıkarmalarda da Mahkemece çıkarmanın tazminatlı yapılmasına\nkarar verilmesi hallerini de kapsar.\u003C\u002Fp>\n\n\u003Cp>Bu maddeye göre işten çıkarılanların yerine 6 ay içerisinde yeni\nişçi ihtiyacı duyulur ise, işten çıkarılan işçiler tekrar işe\nçağrılırlar.\u003C\u002Fp>\n\n\u003Cp>İşletmenin bütününde bir defada 3 veya daha fazla sayıda işçi\nçıkarma toplu işçi çıkarma sayılır ve bu madde hükmüne tabi tutulur.\nToplu işçi çıkarma işlemi yapıldıktan sonra 3 ay geçmedikçe yeni toplu\nişçi çıkarma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Kapasitesi daraltılan veya kapatılan işyeri veya bölümündeki asıl ve\nsürekli işlerde geçici işçi çalıştırılamaz. Taşeron eliyle iş\ngördürülemez.\u003C\u002Fp>\n\n\u003Cp>d) Tazminatlı veya tazminatsız işten çıkarma kararlarının\ngerekçesinin kararda açık ve somut olarak gösterilmesi şarttır.\nİşveren, işyerinde çalışan işçi sayısına bakmaksızın işten\nçıkarma istemini kurula getirmeden önce 3999 sayılı yasa ile onaylanmış\nbulunan Uluslararası Çalışma Örgütü’nün 158 sayılı sözleşmesinde\nöngörülen danışma ve diğer mekanizmaları işletir. Sözleşmede\nöngörülen işten çıkarma nedenleri dışında bir neden, çıkarma için\ngerekçe olarak ileri sürülemez. Emekliliğine 2 yıldan az kalmış olan\nişçiler için işten çıkarma kararı disiplin suçları hariç yukarıdaki\ngerekçelerle de olsa uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren ayrıca 3999 sayılı yasa ile onaylanmış bulunan 158 sayılı\nsözleşmenin öngördüğü yargı ve tazminat yollarını kabul eder.\nİşveren 4857 sayılı yasanın iş güvencesi ile ilgili hükümlerini,\nişçi sayısı ile bağlı olmaksızın ve madde hükümleri çerçevesinde\nuygulamayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>e) Bu madde hükümlerine uygun olmaksızın işe son verme işlemlerine\nkarşı üyenin işten çıkarılma işleminin kendisine tebliğinden itibaren\nçıkarılma işleminin bu sözleşme hükümlerine aykırı olduğunun\nsaptanması gerekçesi ile ilgili mahkemeye başvurarak durumunun ve işten\nçıkartma işleminin geçersizliğinin saptanmasını isteyebilir.\u003C\u002Fp>\n\n\u003Cp>Mahkemece, işten çıkartma işleminin geçersizliğinin saptanması\ndurumunda işveren, işçiyi işten çıkartılmamış gibi tüm haklarını\nödeyerek bir ay içinde eski görev ve işyerine başlatır. İşveren,\nişçiyi mahkeme kararına rağmen işe başlatmazsa, ayrıca 4857 sayılı\nİş Kanununun 21. maddesi esasları doğrultusunda mahkemece verilecek İş\nGüvencesi Tazminatını ödemeyi kabul eder. Mahkeme kararının 4 ay içinde\nsonuçlanması durumunda bu süreye ilişkin boşta geçen tüm özlük\nhaklarını da öder.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Cp>HİZMET AKDİNE İLİŞKİN HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - İŞE ALMA:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, yeni işe almada varsa, işyerinden son 6 ay içerisinde\nişten çıkarılmış olan işçilerin, (yüz kızartıcı suç işleyerek\nişten ayrılmış olanlar hariç) alınacak kadro için gereken nitelikleri\ntaşıyanlara, noter aracılığı ile çağrı yapar. Çağrı adresi,\nişçinin çalışırken işverene bildirdiği en son adrestir. Çağrının\ntebellüğ tarihinden itibaren 15 gün içinde başvuran işçiler işe\nalınırlar. Bu yolla doldurulamayan işçi alımlarında işveren istediği\nişçiyi işe alır.\u003C\u002Fp>\n\n\u003Cp>c) Üyenin herhangi bir nedenle ölümü halinde, durumu, işe girmeye\nelverişli çocuklarından biri veya eşine,\u003C\u002Fp>\n\n\u003Cp>d) 4857 sayılı iş yasasının 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce işyerinde sakatlanmış üyelere,\u003C\u002Fp>\n\n\u003Cp>işe almada öncelik tanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - DENEME SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>İşçiler, işe alındıkları tarihten itibaren 3 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde karşılıklı uyum sağlanamaması\ndurumunda hizmet akdi ihbar önellerine uyulmaksızın sona erdirilebilir.\nEvvelce işyerinde çalışırken ayrılmış olanların işe alınmalarında\nyeni bir deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 22 - İŞYERİNDE ÇALIŞMA ESASLARI:\u003C\u002Fh2>\n\n\u003Cp>a) Yetkili sağlık kurulunca işçilere branşı ile ilgili “işini\nyapamaz” raporu verilmesi halinde, işçinin yeni görev yeri,\nUyuşmazlıkları Çözme ve Disiplin Kurulu tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, üye işçilere disiplin kurulu dışında, disiplin cezası\nveremez.\u003C\u002Fp>\n\n\u003Cp>c) Üyenin işi ve işyeri ve bölümü, işçinin rızası alınmadan\ndeğiştirilemez. Uyuşmazlıkları Çözme ve Disiplin Kurulu kararı ile\nyapılan değişiklikler bunun dışındadır.\u003C\u002Fp>\n\n\u003Cp>d) İşe geldiği halde, elektrik kesilmesi, malzeme yokluğu ve benzeri\nsebeplerle işçiye iş verilmez ise bundan dolayı ücretinden herhangi bir\nkesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>e) Ayda iki defa 30’ar dakikaya kadar geç kalan üye işe alınır ve\nücretinden kesinti yapılmaz. Geç kalma bir hak olmayıp, zorunluluk\nhallerine münhasırdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 – İŞÇİNİN YAZILI EMİR İSTEME HAKKI:\u003C\u002Fh2>\n\n\u003Cp>İşçi kendisine verilen emirleri yasalara, sözleşmeye ve hayatın\nolağan akışına aykırı görürse, bizzat veya temsilcisi ile birlikte\ndurumu emri veren amire bildirir. Amir iş emrinde ısrar ederse işçiye\nyazılı olarak vermek zorundadır. Bu takdirde işçi emri yerine getirir.\nFakat işçi, bu yaptırımdan dolayı herhangi bir yasal ve disiplin\nsoruşturmasına tabi tutulamaz. Sorumluluk tamamen emri veren amirindedir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 – İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin asıl işinde çalıştırılması esastır. İşçiler\ngerektiği takdirde, işyeri içinde ve dışında niteliğine benzer yahut\nbirbirine yakın olan başka işlerde veya yerlerde geçici veya devamlı\nolarak işveren tarafından görevlendirilebilirler. Daimi iş\ndeğişikliğinde işçinin muvafakati en geç 4 gün önce alınır.\u003C\u002Fp>\n\n\u003Cp>Geçici görevlendirme yılda 3 ayı geçmez.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği nedeniyle işçi ücretlerinde herhangi bir\nindirim yapılamayacağı gibi geçici görevdeki işin niteliğine göre\nsağlanan ek haklar da işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamına giren işyerlerinde yapılmakta olan işin herhangi\nbir nedenle tasfiye edilmesi ya da çalıştırılan işçi sayısında\ndaralmaya gidilmesi ve bunun gibi durumlarda açıkta kalan işçiler\nöncelikle işletme bünyesindeki branşına, yoksa branşına uygun bir başka\nişe münhal kadro varsa yerleştirilirler. Bu durumda işçinin ücret, kıdem\nve meslek durumlarında işçi aleyhine bir uygulamaya gidilemez, kazanılmış\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşyeri Çalışma Branşları: İşyeri çalışma branşları\nlistelenmiş ve sözleşmenin eki olarak imza altına alınmıştır (Ek – 2\ntablo).\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - HAFTALIK VE GÜNLÜK ÇALIŞMA SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a) Haftalık çalışma süresi 45 saattir. İşveren, 3 gün önceden\nişyerinde ilan etmek suretiyle, işe başlama ve bitirme zamanlarını\ndeğiştirebilir. İşveren bu değişiklikleri yapmadan önce, sendika\ntemsilcilerine bilgi verir.\u003C\u002Fp>\n\n\u003Cp>b) Gündüz çalışılan işlerde yemek paydosu bir saat olup, mesaiden\nsayılmaz ve işçi tarafından serbestçe kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 26 - GECE ÇALIŞMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 10 saat süren gün dönemi, gece süresidir.\u003C\u002Fp>\n\n\u003Cp>a) Üyelerin gece çalışmaları 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Gece süresinde normal çalışma saatleri dışında yapılan fazla\nçalışmalarda, fazla çalışma saat ücreti, normal fazla çalışma saat\nücretinin % 10 fazlasıdır. Fazla çalışma izinle takas edilemez.\u003C\u002Fp>\n\n\u003Cp>c) Kadın işçilere gece çalışması yaptırılamaz. Ancak, posta sebebi\nile çalışmasının bir kısmı geceye rastlayan kadın üyeler için bu\nhüküm uygulanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 27 - İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde ya da dışında işverenden iş beklemekle geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>b) Üyenin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmesi halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c) Üyenin, işinde ve işverenin her an buyruğuna hazır bir halde\nbulunmakla beraber çalıştırılmaksızın ve çıkacak işi bekleyerek boşa\ngeçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d) Hastalanan üyenin muayene ve tedavi için gidip gelmelerinde veya\nvizitede geçirdikleri zamana ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e) Doğum yapmış üyeye, çocuğunu emzirmesi için verilen yasal izin\nsüreleri,\u003C\u002Fp>\n\n\u003Cp>f) Üyelere hekim ve sağlık kurulu raporuyla verilecek 2 günden fazla\nistirahat hallerinde, istirahate başladıkları hafta ile istirahatlerinin\nsonunda işe başladıkları takdirde Pazar yevmiyeleri bir iş karşılığı\nolmaksızın ödenir.\u003C\u002Fp>\n\n\u003Cp>g) 4857 Sayılı Yasanın 66. maddesinde yer alan diğer durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hesabında ve\nişyerindeki kıdem tazminatı süresi bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) Üyenin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler,\u003C\u002Fp>\n\n\u003Cp>b) Kadın üyelerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra çalıştırılmadıkları günler (Ancak doğumdan sonraki\nücretli izin süresini izleyen 6 aya kadar verilecek ücretsiz izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz.),\u003C\u002Fp>\n\n\u003Cp>c) Üyenin muvazzaf askerlik hizmeti dışında manevra ya da herhangi bir\nyasadan dolayı görevlendirilmesi sonucu işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından üyeye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>e) 4857 Sayılı Yasanın 55. maddesinde yer alan durumlar\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>a) Muvazzaf askerlik hizmeti dışında, talim, manevra ve sivil savunma\neğitimlerine ilgili makamlarca çağrılan işçilerin, bu görevlerde geçen\nsüreleri kıdemden sayılır. Bu görevlere çağrılan işçilere,\ndönüşünde işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>b) Süresi belirsiz hizmet akdi ile çalışan işçilerden, muvazzaf\naskerlik görevini yapmak için işyerinden ayrılan işçi, terhisi izleyen 2\nay içinde işyerine başvurması halinde, emsallerine ve kıdemine uygun bir\nücretle eski işine veya eski işine uygun bir işe alınır. Bu durumda 3 ay\niçinde işe başlamayan işçi bu hakkını kullanamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebiyle çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren durumuna\nuygun yeni bir işte çalıştırır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 - ANALIK DURUMU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) Analık İzni Süresi\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>Doğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 10 hafta\nolmak üzere 18 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 10 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 10 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası\n10 haftalık izin süresine ilave edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir.\u003C\u002Fp>\n\n\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi,\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b) Annenin Vefatı Halinde Babaya Kullandırılacak İzinler\u003C\u002Fp>\n\n\u003Cp>Doğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan izin süreleri babaya kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Evlat Edinme Halinde Analık Hali İzni\u003C\u002Fp>\n\n\u003Cp>Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinene çocuğun aileye fiilen teslim edildiği tarihten itibaren İş\nKanununun 74’üncü maddesinde yer alan sekiz haftalık analık hali izni\nverilir.\u003C\u002Fp>\n\n\u003Cp>d) Analık Hali İzninde Ücret\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>Analık durumundaki üyeye, bu nedenle izinli olduğu süre içinde aylık\nücretleri hiçbir kesinti yapılmaksızın ödenir. İzin bitiminden sonra\nüye, SGK tarafından kendisine yatırılan ödeneği SGK’dan alarak\nişverene iade eder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>e) Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen izin sürelerinin sonunda kadın işçiye ya da üç\nyaşını doldurmamış çocuğu evlat edinen eşlerden birine veya evlat\nedinene isteği halinde 6 aya kadar ücretsiz izin verilir. Bu izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Ücretsiz izin\nhakkını kullanan işçi, çalışma süresinin yarısı kadar ücretsiz izin\nhakkını kullanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>f) Çalışma Süresinin Yarısı Kadar Ücretsiz İzin Hakkı\u003C\u002Fp>\n\n\u003Cp>Doğum sonrası analık hali izninin bitiminin itibaren çocuğun bakımı\nve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla kadın\nişçi ile 3 yaşını doldurmamış çocuğu evlat edinen kadın veya erkek\nişçilere istekleri halinde a) birinci doğumda 60 gün, b) ikinci doğumda\n120 gün, c) üçüncü doğumda 180 gün süreyle, haftalık çalışma\nsüresinin yarısı kadar ücretsiz izin verilir. Çoğul doğum halinde bu\nsürelere 30’ar gün eklenir. Çocuğun engelli doğması halinde bu süreler\n360 gün olarak uygulanır. Bu haktan yararlanılan süre içinde süt iznine\nilişkin hükümler uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp>g) Kısmi Süreli Çalışma Hakkı\u003C\u002Fp>\n\n\u003Cp>Kısmi süreli çalışma hakkı ile ilgili yasa ve yönetmelik hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 32 - ÖZÜRÜ BİLDİRME:\u003C\u002Fh2>\n\n\u003Cp>a) Beklenmedik bir sebepten dolayı işe zamanında gelmesine engel geçerli\nbir özrü çıkan üye bizzat kendisi, buna olanak olmadığı takdirde\ntelefonla veya başka bir araçla durumu amirine bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>b) İş başında çalışırken acil bir özrü çıkanlar, izin almak\nsuretiyle işyerinden ayrılabilirler.\u003C\u002Fp>\n\n\u003Cp>c) Özrü nedeniyle işe gelmeme yarım saati aştığı takdirde,\ngelmediği süreye ilişkin ücret kesintisi yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>a) Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>b) Fazla çalışma süresi günde 3 saati geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşyerinde fazla çalışma yapılabilir. Genel sebeplerle fazla\nçalışma gerektiği hallerde üyenin muvafakati alınır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Hafta tatili, genel tatil ve Ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>e) Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti bir saat olarak verilir.\u003C\u002Fp>\n\n\u003Cp>f) Üyeler normal çalışma süresini tamamladıktan sonra çalışmaya\ndevam ettirilmeleri veya evlerinden çağrılmaları halinde fazla çalışma\nsüresi saat 24.00’ü aştığı takdirde, fazla çalışma ücretleri\nödenmekle beraber ertesi günü ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>g) Günlük ve haftalık normal çalışma sürelerinin üzerinde yapılan\nçalışmalar, fazla çalışma kabul edilir. Fazla çalışmalarda üyenin\nücreti %75 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>h) Hafta tatili, Ulusal bayram ve genel tatil günleri çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalışılan her saat\niçin o günün ücretinin %75 fazlası ödenir.\u003C\u002Fp>\n\n\u003Cp>ı) Günlük 3 saati aşan fazla çalışmalarda, işçiye brüt 6,54 TL\nyemek ücreti ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 34 - HAFTA TATİLİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Hafta tatili 6 gün çalışmayı takip eden yedinci gündür. Haftalık 45\nsaatlik çalışma süresini günde 9 saatten 5 günde tamamlayan\nişyerlerinde, işçiler 2 gün hafta tatili yapmaya hak kazanır. Hafta tatili\nverilmeksizin o günler çalışan işçiye yevmiyesi % 100 zamlı (toplam 3\nyevmiye) olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35 - İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A) Yıllık Ücretli İzin:\u003C\u002Fp>\n\n\u003Cp>İşyerine girdiği günden başlayarak (deneme süresi dahil) üyeye izin\nhakkının doğmasından önce işveren tarafından yıllık izin\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imza tarihinde işyerinde çalışmakta olan mevcut üyeler\niçin;\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 1-5 yıl (dâhil) olanlara, 23 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 5-15 yıl (dâhil) olanlara, 29 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 15 yıl ve fazla olanlara, 32 işgünü\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve SGK\nraporuyla belirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Sözleşme kapsamına giren işyerlerinde çalışan üyelerin yıllık\nücretli izinleri, Uyuşmazlıkları Çözme ve Disiplin Kurulu (İzin Kurulu\nsıfatıyla) tarafından düzenlenir.\u003C\u002Fp>\n\n\u003Cp>c) Herhangi bir nedenle işinden ayrılan üyenin kendisine, ölümü\nhalinde yasal mirasçılarına hak edip de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri yıllık izinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>e) Yıllık ücretli izinleri düzenleyen kurul, üyelerin izinlerinin bir\nbölümü 12 günden az olmamak koşulu ile parçalı olarak\nkullandırabilir.\u003C\u002Fp>\n\n\u003Cp>f) Yıllık izne ayrılan üyeye, izin süresinin ücreti izne\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cp>g) Yıllık iznini şehir dışında kullanan işçiye talep etmesi halinde\n4 güne kadar ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>B ) Diğer Sosyal İzinler:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1) Üyenin evlenmesi halinde 5 gün,\u003C\u002Fp>\n\n\u003Cp>2) Üyenin ana, baba, eş ve çocuğunun ölümünde (ölüm olayı) Ege\nBölgesi sınırları içinde ise 5 iş günü, Ege Bölgesi sınırları\ndışında ise 10 iş günü; ikinci derece akrabalarının ölümünde Ege\nBölgesi sınırları içinde ise 3 iş günü, Ege Bölgesi sınırları\ndışında ise 5 iş günü,\u003C\u002Fp>\n\n\u003Cp>3) Üyenin eşinin doğum yapması halinde 5 gün, kendisinin doğum\nyapması halinde doğum öncesi ve sonrası bu toplu iş sözleşmesinde\nbelirtilen izin süresi,\u003C\u002Fp>\n\n\u003Cp>4) Üyenin çocuğunu evlendirmesi ve sünnet ettirmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>5) İşçinin evini taşıması halinde 2 gün (Yılda en fazla bir kez\nkullanabilir.),\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>6) Üyenin oturduğu ya da kendisinin, eşinin veya bakmakla yükümlü\nolduğu ana ve babasının mülkiyetinde olan taşınmazların yangın, sel,\ndeprem ve benzeri doğal afetlere uğraması durumunda, hasarın derecesine\ngöre il sınırları içinde ise 5 gün, il sınırları dışında ise 10\ngün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) İşyerinden bir üyenin ölümü durumunda, defin işleri için\nişverence yeterli sayıda işçi görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>8) Aile fertlerinden birinin (eş, çocuk, anne, baba) hastanede yatarak\ntedavi görmesi halinde işyerinde çalışan üyeye ihtiyaca göre 2 güne\nkadar ücretli refakatçi izni verilir.\u003C\u002Fp>\n\n\u003Cp>9) Aile fertlerinden birinin (eş, çocuk) engelli olması halinde Dünya\nEngelliler gününde 1 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>10) 8 Mart Dünya Emekçi Kadınlar Gününde işi aksatmamak koşuluyla\nsendikanın etkinliklerine katılacak kadın işçilere işveren tarafından\nücretli izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>11) Üyenin engelli çocuklarının tedavisinde yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinler istendiğinde, olayın üye tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C) Emzirme İzni:\u003C\u002Fp>\n\n\u003Cp>İşveren, doğum yapmış üyeye, doğum tarihinden itibaren bir yıl\nsüreyle günde 2 saat emzirme izni vermeyi kabul eder. Üye isterse bu iznin 1\nsaatini sabahtan, 1 saatini akşam erken gitmek kaydıyla kullanabilir veya\ntoplu olarak çalışma saatinin bitiminden önce kullanabilir.\u003C\u002Fp>\n\n\u003Cp>D) Ücretsiz Mazeret İzni:\u003C\u002Fp>\n\n\u003Cp>İşveren, üyenin talebi üzerine ve işveren vekilinin uygun görmesi\nhalinde ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A) Ulusal Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00’den itibaren\nbaşlar ve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>B) Genel Tatil Günleri\u003C\u002Fp>\n\n\u003Cp>Aşağıda sayılan resmi ve dini bayram günleri ile yılbaşı günü,\ntatil günleridir.\u003C\u002Fp>\n\n\u003Cp>1) Resmi Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b) 1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>c) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>e) 30 Ağustos günü Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>2) Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b) Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\u003C\u002Fp>\n\n\u003Cp>C) Ulusal bayram ve genel tatil günlerinde çalıştırılan işçiye 3\ngünlük ücreti tutarında, ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37 - GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh2>\n\n\u003Cp>1) Gözetim altına alınan üyeler 30 gün süre ile ücretli izinden\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>2) Üye, işyeri ve işverenle ilgisi olmayan herhangi bir suçtan dolayı\ntutuklandığı ve tutukluluğu 12 ayı aştığı takdirde, hizmet akdi\nfeshedilir (12 ay süreyle üye ücretsiz izinli sayılır).\u003C\u002Fp>\n\n\u003Cp>3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile 12 ay içinde son bulması ve üyenin işe dönmeyi\ntalep etmesi halinde işveren tarafından emsallerinin hakları ile işe\nalınır.\u003C\u002Fp>\n\n\u003Cp>4) Yargılanmaları tutuklu olarak devam ederken, 12 ay içinde tahliye\nedilenlerin 2 hafta içinde başvurmaları ve işyerinde durumuna uygun boş\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde, tekrar işe\nalınırlar. Sonradan hüküm giyenlerin hizmet akitleri münfesih\nsayılır.\u003C\u002Fp>\n\n\u003Cp>5) Yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) 6 ay ve daha az ceza alanlar,\u003C\u002Fp>\n\n\u003Cp>b) 6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde\ntahliye edilenler, 2 hafta içinde başvurmaları ve işyerinde durumuna uygun\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Yüz kızartıcı suçlardan hüküm giyenler, cezalarının ertelenmesi ya\nda affa uğraması halinde dahi bu madde hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>1) İş akitlerinin bildirimli feshinde karşı tarafa yazılı olarak\nbildirmek koşuluyla;\u003C\u002Fp>\n\n\u003Cp>a) İşi 6 aydan az sürmüş üye için, bildirimin diğer tarafa\nyapılmasından başlayarak 4 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b) İşi 6 ay ile 1,5 yıl arasında sürmüş üye için, bildirimin diğer\ntarafa yapılmasından başlayarak 8 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c) İşi 1,5 yıl ile 3 yıl arasında sürmüş üye için, bildirimin\ndiğer tarafa yapılmasından başlayarak 12 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d) İşi 3 yıl ve daha fazla sürmüş üye için, bildirimin diğer tarafa\nyapılmasından başlayarak 16 hafta sonra feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>2) Üye, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>3) Bildirim koşuluna uymayan taraf, yukarıda yazılı önellere ilişkin\nücreti tutarında ihbar tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>4) Üyenin bildirim önellerine ait ücreti peşin verilmek suretiyle de\nhizmet akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Kıdem tazminatı, İş Kanunu hükümleri çerçevesinde kıdem\ntazminatına hak kazanan üyeye her kıdem yılı 60 günlük yevmiyesi\nüzerinden hesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl\niçin 90 gün üzerinden hak sahiplerine yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 40 - İŞ KAZALARININ BİLDİRİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) Kazaya uğrayan üye, işveren tarafından en yakın sağlık kuruluşuna\nen seri araç ile gönderilir. Durum, amir tarafından o yerin zabıtasına ve\nSosyal Güvenlik Kurumu’na derhal bildirilir.\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde meydana gelen iş kazası, zaman yitirilmeden en yakın amire\nve sendika temsilcisine bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - HASTALIK, İŞ KAZALARI VE ANALIK İSTİRAHATLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>1) SGK’dan hafif işlerde çalışabilir raporu alanların ücretlerinde\nbir indirim yapılmadan işveren tarafından uygun bir işe verilir.\u003C\u002Fp>\n\n\u003Cp>2) Üyenin vizitede geçen süreler için ücretinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>3) SGK sağlık tesislerinden normal hastalık, iş kazası ve meslek\nhastalığı nedeniyle istirahat alanların SGK’ca ödenmeyen ilk iki gün\nücretleri işveren tarafından tam olarak ödenir. İki günlük üye\nişçinin aldığı sağlık raporları yılda 5 defayı geçemez. İki günün\nüzerindeki istirahatlerde SGK’nın istirahatli kişilere yapmış olduğu\nödemeler işyeri veznesine yatırılması durumunda istirahatli günlerin\nücreti tam olarak ödenir. Ancak tam ay ve daha fazla istirahat durumlarında,\nilgili kişiler istirahatli günlere ait ücretleri dışında sosyal\nyardımlardan yararlanamazlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) SGK’ca çalışamaz raporu verilen işçilerin iş akitleri tüm yasal\nhakları ödenmek suretiyle feshedilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>PARASAL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 - ÜCRET ÖDEME ZAMANI VE BİÇİMİ:\u003C\u002Fh2>\n\n\u003Cp>Üyelerin ücreti hak edişi takip eden ayın ilk 7 günü içinde ödenir.\nÜcretler mutemet tarafından veya banka hesaplarına yatırılmak üzere\nödenir. Her iki halde de işveren, aylık ödeme dönemine ilişkin hakediş\nve kesintileri gösteren bir ücret pusulasını üyelere verir.\u003C\u002Fp>\n\n\u003Cp>Üyelere istekleri halinde her ayın 20’sinde aylık ücretlerinin\n1\u002F3’ü oranında ücret avansı verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_comments_txt\">\u003Ch2>MADDE 43 - ÜCRET ZAMMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>1) Birinci Yıl Ücret Zammı: (01.01.2018 – 31.12.2018)\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2017 tarihinde almakta oldukları günlük\ntaban ücretleri, 01.01.2018 tarihinden geçerli olmak üzere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_payscale1_start\">\u003Cp>1. Grup: 70,00 TL,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Grup: 71,00 TL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>3. Grup: 72,00 TL’dir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yukarıdaki taban ücretlerin üzerinde ücret alan işçilerin 31.12.2017\ntarihinde almakta oldukları ücretlerine ve taban ücreti yukarıdaki şekilde\ndüzeltilen işçilerin ücretlerine 01.01.2018 tarihinden geçerli olmak\nüzere %9 ücret zammı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>2) İkinci Yıl Birinci 6 Ay ücret zammı : (01.01.2019 - 30.06.2019)\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 31.12.2018 tarihinde almakta oldukları\nücretlerine 01.01.2019 tarihinden geçerli olmak üzere, 01.07.2018 ile\n31.12.2018 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>3) İkinci Yıl İkinci 6 Ay ücret zammı : (01.07.2019 - 31.12.2019)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi işçilerin 30.06.2019 tarihinde almakta oldukları\nücretlerine 01.07.2019 tarihinden geçerli olmak üzere, 01.01.2019 ile\n30.06.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44 - İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Sendika üyesi işçilere, her yıl Nisan, Ağustos ve Aralık aylarında\ntoplam 112 günlük ücretleri tutarında ikramiye verilir. Bu ikramiyelerin\ntoplamı 1\u002F12 ye bölünerek (12 aya) ödenebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 45 – KIDEM ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerin, işe başladığı tarih esas olmak üzere\nişyerinde geçirdiği her hizmet yılı için brüt 11,76 TL, brüt çıplak\nücretlerine kıdem zammı olarak ilave edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - SOSYAL YARDIM VE ÖDENEKLER:\u003C\u002Fh2>\n\n\u003Cp>1) Aile ve Çocuk Yardımı: 657 sayılı devlet memurları yasasına göre\nödenen aile yardımı aynı miktarlar dahilinde işçilere de uygulanır.\u003C\u002Fp>\n\n\u003Cp>Aile yardımı ödemesinde devlet memurlarına yapılan ödeme esaslarına\nbakılmaksızın işçinin sendika üyesi olması dışında başka hiçbir\nşart aranmadan ait olduğu aydaki devlet memurlarına yapılan ödeme miktarı\nkadar aile yardımı olarak ödenir. Bu Toplu iş sözleşmesi kapsamındaki\ntüm üyelere 657 sayılı devlet memurlarına uygulanan esas miktarlara göre\nçocuk yardımı ödenir. Yıl içinde devlet memurlarına yapılan yardımdaki\nartışlar üyelere de aynen yansıtılır.\u003C\u002Fp>\n\n\u003Cp>2) Evlenme Yardımı: Sendika üyesi işçilere evlenmeleri halinde\n(belgelemek koşuluyla) brüt 477,03 TL tutarında evlenme yardımı yapılır.\nEvlenenler aynı işyerinde çalışıyorsa bu yardım her ikisine de ayrı\nayrı yapılır.\u003C\u002Fp>\n\n\u003Cp>3) Doğum Yardımı: Sendika üyesi işçinin eşinin veya kendisinin doğum\nyapması halinde (belgelemek koşuluyla) brüt 318,01 TL tutarında doğum\nyardımı yapılır. Bebeğin ölü doğması halinde doğum ve ölüm\nyardımlarının her ikisi de ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>4) Ölüm Yardımı: Sendika üyesi işçinin iş kazası sonucu ölümü\nhalinde brüt 3.180,27 TL, normal ölüm halinde ise brüt 795,06 TL tutarında\nölüm yardımı kanuni mirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>Üyenin ana, baba, eş ve çocuklarının ölümü halinde brüt 238,51 TL\nölüm yardımı işçiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) Yemek Yardımı: Sendika üyesi işçilere işverence çalıştığı her\ngün için brüt 29,61 TL yemek yardımı nakden ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>6) Ulaşım Yardımı: Üyelere her ay brüt 220,00 TL ulaşım yardımı\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) Yakacak Yardımı: Üyelere her ay brüt 270,80 TL yakacak yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cp>8) Öğrenim Yardımı: İşverence her yılın Eylül ayı başında\nüyenin;\u003C\u002Fp>\n\n\u003Cp>- İlköğretimdeki çocuğu için 661,97 TL\u002Fbrüt,\u003C\u002Fp>\n\n\u003Cp>- Lisedeki ve dengi okuldaki çocuğu için 992,95 TL\u002Fbrüt,\u003C\u002Fp>\n\n\u003Cp>-Yükseköğrenimdeki ve lisansüstü çocuğu için 1.434,23 TL\u002Fbrüt\nöğrenim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, yükseköğretimde okuyan üye işçiye de ders yılı\nkaybetmemek kaydıyla aynen yapılır.\u003C\u002Fp>\n\n\u003Cp>9) Bayram Yardımı: İşyerinde çalışan üyelere Ramazan ve Kurban\nBayramlarına bir hafta kala brüt 160,50 TL bayram yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>10) Kıdem Zammı, Evlenme, Doğum, Ölüm, Yemek, Ulaşım, Yakacak,\nÖğrenim, Bayram yardımlarına; ücret zammına yansıtılacak oran kadar 2.\nyıl zamları yapılır.\u003C\u002Fp>\n\n\u003Cp>11) Mesleki Eğitim İmkanları: Yılda 2 kez işyeri kurulu toplanarak 6\naylık mesleki eğitim bütçe ve programını düzenler, eğitim alacak ve\nsertifikasyona gönderilecek personelleri belirler, ayrılan bütçenin\nkullanılması konusunda karar alır. Şirket genelinde Uyuşmazlıkları\nÇözme ve Disiplin Kurulu ortak kararı olmadan eğitim kararı alınamaz,\nbütçe ayrılamaz, destek vb. ödemeleri yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - KORUYUCU MALZEME VE İŞ KIYAFETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>İşveren, işyerinin özelliği ve işin niteliği gereği üyelere işçi\nsağlığı ve iş güvenliği tüzüğü hükümleri uyarınca her türlü\ntemizlik malzemesi, giyim eşyası ve koruyucu malzemeyi noksansız sağlamakla\nyükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 48 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.01.2018 tarihinden itibaren geçerli olmak\nüzere 13.03.2018 tarihinde imzalanmış olup, yürürlük tarihinden itibaren\n24 ay sürelidir. Süresi sonunda taraflarca ayrı bildirime gerek olmaksızın\nson bulur. Yenisi yapılıncaya kadar eski sözleşme işçilerin ferdi iş\nakdi olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE 1:\u003C\u002Fp>\n\n\u003Cp>Üyelerin sendika aidatları 01.01.2018 tarihi esas alınmak üzere\nbirikmişlerden kesilerek sendika hesabına yatırılır. İşveren, imza\ntarihi ile yürürlük süresi arasındaki aylara ilişkin sendika aidat\nfarklarını, birikmiş toplu sözleşme farklarının toptan ödenmesi\nsırasında farklardan keserek kesinti listesi ile birlikte sendikaya\ngönderir.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE 2:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yürürlük tarihi ile imza tarihi arasında bu sözleşme ile\nüyelere sağlanmış bulunan tüm parasal hak ve menfaatler Nisan 2018 maaşı\nile tek seferde ödenir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SENDİKA YETKİLİLERİ\u003C\u002Ftd>\n      \u003Ctd>İŞVEREN YETKİLİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CELAL UYAR\u003C\u002Ftd>\n      \u003Ctd>PERVİN ŞENEL GENÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MÜFİT EREŞ\u003C\u002Ftd>\n      \u003Ctd>HİLMİ ÖZEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AV. HALİL DÖNMEZ\u003C\u002Ftd>\n      \u003Ctd>ARDAHAN TOTUK\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HIDIR ÇELİK\u003C\u002Ftd>\n      \u003Ctd>AV. SABİT EMRE LİMONCUOĞLU\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FATMAHANIM BALCI\u003C\u002Ftd>\n      \u003Ctd>EBRU GÖNENÇ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"hourspday_select":48,"maternitydifferenttrigger":52,"ONCERISE_trigger":56,"deathrelativesleave":60,"hourspweek_select":64,"childcare":68,"STRUCINCR_trigger":72,"funeralpay":76,"maternityotherclause":80,"LOWWAGE_provision":84,"paidmaternityleavepayperc":88,"OVERTIME_trigger":92,"COMMUTE_trigger":96,"protectiveclothing":100,"healthandsafetypolicy":104,"paidmaternityleave":106,"contracttrial":110,"schedulesrestpw":114,"paidmaternityleaveall":116,"TRADEUNLEAV_trigger":120,"SCHEDULE_trigger":124,"paidpaternityleave":126,"longtermillness":128,"PAIDLEAV_trigger":132,"NOCTPREM_trigger":136,"hoursovertimemax":140,"LOWWAGE_trigger":144,"MAXHOURS_trigger":147,"PAYSCALES_trigger":150,"bankholidays1":152,"healthandsafetyprovisions":156,"contractseverancepay":159,"jobsecuritymothers":163,"deathrelatives":167,"WAGES_payscale1_start":171,"WAGES_payscale1_end":174,"WAGES_payscale1_year":177,"PAYSCALES_comments_txt":181},{"bindId":45,"name":46,"text":47},"disabilitypay","1) SGK’dan hafif işlerde çalışabilir rap","1) SGK’dan hafif işlerde çalışabilir raporu alanların ücretlerinde\nbir indirim yapılmadan işveren tarafından uygun bir işe verilir.\n\n2) Üyenin vizitede geçen süreler için ücretinden kesinti yapılamaz.\n\n3) SGK sağlık tesislerinden normal hastalık, iş kazası ve meslek\nhastalığı nedeniyle istirahat alanların SGK’ca ödenmeyen ilk iki gün\nücretleri işveren tarafından tam olarak ödenir. İki günlük üye\nişçinin aldığı sağlık raporları yılda 5 defayı geçemez. İki günün\nüzerindeki istirahatlerde SGK’nın istirahatli kişilere yapmış olduğu\nödemeler işyeri veznesine yatırılması durumunda istirahatli günlerin\nücreti tam olarak ödenir. Ancak tam ay ve daha fazla istirahat durumlarında,\nilgili kişiler istirahatli günlere ait ücretleri dışında sosyal\nyardımlardan yararlanamazlar.",{"bindId":49,"name":50,"text":51},"hourspday_select","Hafta tatili 6 gün çalışmayı takip eden ","Hafta tatili 6 gün çalışmayı takip eden yedinci gündür. Haftalık 45\nsaatlik çalışma süresini günde 9 saatten 5 günde tamamlayan\nişyerlerinde, işçiler 2 gün hafta tatili yapmaya hak kazanır. Hafta tatili\nverilmeksizin o günler çalışan işçiye yevmiyesi % 100 zamlı (toplam 3\nyevmiye) olarak ödenir.",{"bindId":53,"name":54,"text":55},"maternitydifferenttrigger","g) Kısmi Süreli Çalışma Hakkı Kısmi süre","g) Kısmi Süreli Çalışma Hakkı\n\nKısmi süreli çalışma hakkı ile ilgili yasa ve yönetmelik hükümleri\nuygulanır.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","Sendika üyesi işçilere, her yıl Nisan, A","Sendika üyesi işçilere, her yıl Nisan, Ağustos ve Aralık aylarında\ntoplam 112 günlük ücretleri tutarında ikramiye verilir. Bu ikramiyelerin\ntoplamı 1\u002F12 ye bölünerek (12 aya) ödenebilir.",{"bindId":61,"name":62,"text":63},"deathrelativesleave","6) Üyenin oturduğu ya da kendisinin, eşi","6) Üyenin oturduğu ya da kendisinin, eşinin veya bakmakla yükümlü\nolduğu ana ve babasının mülkiyetinde olan taşınmazların yangın, sel,\ndeprem ve benzeri doğal afetlere uğraması durumunda, hasarın derecesine\ngöre il sınırları içinde ise 5 gün, il sınırları dışında ise 10\ngün ücretli izin verilir.",{"bindId":65,"name":66,"text":67},"hourspweek_select","a) Haftalık çalışma süresi 45 saattir. İ","a) Haftalık çalışma süresi 45 saattir. İşveren, 3 gün önceden\nişyerinde ilan etmek suretiyle, işe başlama ve bitirme zamanlarını\ndeğiştirebilir. İşveren bu değişiklikleri yapmadan önce, sendika\ntemsilcilerine bilgi verir.\n\nb) Gündüz çalışılan işlerde yemek paydosu bir saat olup, mesaiden\nsayılmaz ve işçi tarafından serbestçe kullanılır.",{"bindId":69,"name":70,"text":71},"childcare","1) Üyenin evlenmesi halinde 5 gün, 2) Üy","1) Üyenin evlenmesi halinde 5 gün,\n\n2) Üyenin ana, baba, eş ve çocuğunun ölümünde (ölüm olayı) Ege\nBölgesi sınırları içinde ise 5 iş günü, Ege Bölgesi sınırları\ndışında ise 10 iş günü; ikinci derece akrabalarının ölümünde Ege\nBölgesi sınırları içinde ise 3 iş günü, Ege Bölgesi sınırları\ndışında ise 5 iş günü,\n\n3) Üyenin eşinin doğum yapması halinde 5 gün, kendisinin doğum\nyapması halinde doğum öncesi ve sonrası bu toplu iş sözleşmesinde\nbelirtilen izin süresi,\n\n4) Üyenin çocuğunu evlendirmesi ve sünnet ettirmesi halinde 3 gün,\n\n5) İşçinin evini taşıması halinde 2 gün (Yılda en fazla bir kez\nkullanabilir.),\n\n6) Üyenin oturduğu ya da kendisinin, eşinin veya bakmakla yükümlü\nolduğu ana ve babasının mülkiyetinde olan taşınmazların yangın, sel,\ndeprem ve benzeri doğal afetlere uğraması durumunda, hasarın derecesine\ngöre il sınırları içinde ise 5 gün, il sınırları dışında ise 10\ngün ücretli izin verilir.\n\n7) İşyerinden bir üyenin ölümü durumunda, defin işleri için\nişverence yeterli sayıda işçi görevlendirilir.\n\n8) Aile fertlerinden birinin (eş, çocuk, anne, baba) hastanede yatarak\ntedavi görmesi halinde işyerinde çalışan üyeye ihtiyaca göre 2 güne\nkadar ücretli refakatçi izni verilir.\n\n9) Aile fertlerinden birinin (eş, çocuk) engelli olması halinde Dünya\nEngelliler gününde 1 gün ücretli izin verilir.\n\n10) 8 Mart Dünya Emekçi Kadınlar Gününde işi aksatmamak koşuluyla\nsendikanın etkinliklerine katılacak kadın işçilere işveren tarafından\nücretli izin verilebilir.\n\n11) Üyenin engelli çocuklarının tedavisinde yasa hükümleri\nuygulanır.\n\nYukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinler istendiğinde, olayın üye tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","2) İkinci Yıl Birinci 6 Ay ücret zammı :","2) İkinci Yıl Birinci 6 Ay ücret zammı : (01.01.2019 - 30.06.2019)\n\nSendika üyesi işçilerin 31.12.2018 tarihinde almakta oldukları\nücretlerine 01.01.2019 tarihinden geçerli olmak üzere, 01.07.2018 ile\n31.12.2018 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.\n\n3) İkinci Yıl İkinci 6 Ay ücret zammı : (01.07.2019 - 31.12.2019)\n\nSendika üyesi işçilerin 30.06.2019 tarihinde almakta oldukları\nücretlerine 01.07.2019 tarihinden geçerli olmak üzere, 01.01.2019 ile\n30.06.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.",{"bindId":77,"name":78,"text":79},"funeralpay","4) Ölüm Yardımı: Sendika üyesi işçinin i","4) Ölüm Yardımı: Sendika üyesi işçinin iş kazası sonucu ölümü\nhalinde brüt 3.180,27 TL, normal ölüm halinde ise brüt 795,06 TL tutarında\nölüm yardımı kanuni mirasçılarına ödenir.\n\nÜyenin ana, baba, eş ve çocuklarının ölümü halinde brüt 238,51 TL\nölüm yardımı işçiye ödenir.",{"bindId":81,"name":82,"text":83},"maternityotherclause","f) Çalışma Süresinin Yarısı Kadar Ücrets","f) Çalışma Süresinin Yarısı Kadar Ücretsiz İzin Hakkı\n\nDoğum sonrası analık hali izninin bitiminin itibaren çocuğun bakımı\nve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla kadın\nişçi ile 3 yaşını doldurmamış çocuğu evlat edinen kadın veya erkek\nişçilere istekleri halinde a) birinci doğumda 60 gün, b) ikinci doğumda\n120 gün, c) üçüncü doğumda 180 gün süreyle, haftalık çalışma\nsüresinin yarısı kadar ücretsiz izin verilir. Çoğul doğum halinde bu\nsürelere 30’ar gün eklenir. Çocuğun engelli doğması halinde bu süreler\n360 gün olarak uygulanır. Bu haktan yararlanılan süre içinde süt iznine\nilişkin hükümler uygulanmaz.",{"bindId":85,"name":86,"text":87},"LOWWAGE_provision","1) Birinci Yıl Ücret Zammı: (01.01.2018 ","1) Birinci Yıl Ücret Zammı: (01.01.2018 – 31.12.2018)\n\nSendika üyesi işçilerin 31.12.2017 tarihinde almakta oldukları günlük\ntaban ücretleri, 01.01.2018 tarihinden geçerli olmak üzere;\n\n1. Grup: 70,00 TL,\n\n2. Grup: 71,00 TL\n\n3. Grup: 72,00 TL’dir.\n\nYukarıdaki taban ücretlerin üzerinde ücret alan işçilerin 31.12.2017\ntarihinde almakta oldukları ücretlerine ve taban ücreti yukarıdaki şekilde\ndüzeltilen işçilerin ücretlerine 01.01.2018 tarihinden geçerli olmak\nüzere %9 ücret zammı yapılır.",{"bindId":89,"name":90,"text":91},"paidmaternityleavepayperc","Analık durumundaki üyeye, bu nedenle izi","Analık durumundaki üyeye, bu nedenle izinli olduğu süre içinde aylık\nücretleri hiçbir kesinti yapılmaksızın ödenir. İzin bitiminden sonra\nüye, SGK tarafından kendisine yatırılan ödeneği SGK’dan alarak\nişverene iade eder.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","a) Günlük iş süresinin üstünde yaptırıla","a) Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\n\nb) Fazla çalışma süresi günde 3 saati geçemez.\n\nc) İşyerinde fazla çalışma yapılabilir. Genel sebeplerle fazla\nçalışma gerektiği hallerde üyenin muvafakati alınır.\n\nd) Hafta tatili, genel tatil ve Ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılabilir.\n\ne) Bir günde yapılan fazla çalışmanın süresi yarım saatten fazla\nolursa, ücreti bir saat olarak verilir.\n\nf) Üyeler normal çalışma süresini tamamladıktan sonra çalışmaya\ndevam ettirilmeleri veya evlerinden çağrılmaları halinde fazla çalışma\nsüresi saat 24.00’ü aştığı takdirde, fazla çalışma ücretleri\nödenmekle beraber ertesi günü ücretli izinli sayılır.\n\ng) Günlük ve haftalık normal çalışma sürelerinin üzerinde yapılan\nçalışmalar, fazla çalışma kabul edilir. Fazla çalışmalarda üyenin\nücreti %75 zamlı ödenir.\n\nh) Hafta tatili, Ulusal bayram ve genel tatil günleri çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalışılan her saat\niçin o günün ücretinin %75 fazlası ödenir.\n\nı) Günlük 3 saati aşan fazla çalışmalarda, işçiye brüt 6,54 TL\nyemek ücreti ödenir.",{"bindId":97,"name":98,"text":99},"COMMUTE_trigger","6) Ulaşım Yardımı: Üyelere her ay brüt 2","6) Ulaşım Yardımı: Üyelere her ay brüt 220,00 TL ulaşım yardımı\nyapılır.",{"bindId":101,"name":102,"text":103},"protectiveclothing","İşveren, işyerinin özelliği ve işin nite","İşveren, işyerinin özelliği ve işin niteliği gereği üyelere işçi\nsağlığı ve iş güvenliği tüzüğü hükümleri uyarınca her türlü\ntemizlik malzemesi, giyim eşyası ve koruyucu malzemeyi noksansız sağlamakla\nyükümlüdür.",{"bindId":105,"name":102,"text":103},"healthandsafetypolicy",{"bindId":107,"name":108,"text":109},"paidmaternityleave","a) Analık İzni Süresi Doğum yapan kadın ","a) Analık İzni Süresi\n\nDoğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 10 hafta\nolmak üzere 18 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 10 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 10 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası\n10 haftalık izin süresine ilave edilir.\n\nBu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir.\n\nHamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\n\nHekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi,\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\n\nb) Annenin Vefatı Halinde Babaya Kullandırılacak İzinler\n\nDoğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan izin süreleri babaya kullandırılır.\n\nc) Evlat Edinme Halinde Analık Hali İzni\n\nÜç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinene çocuğun aileye fiilen teslim edildiği tarihten itibaren İş\nKanununun 74’üncü maddesinde yer alan sekiz haftalık analık hali izni\nverilir.\n\nd) Analık Hali İzninde Ücret\n\nAnalık durumundaki üyeye, bu nedenle izinli olduğu süre içinde aylık\nücretleri hiçbir kesinti yapılmaksızın ödenir. İzin bitiminden sonra\nüye, SGK tarafından kendisine yatırılan ödeneği SGK’dan alarak\nişverene iade eder.",{"bindId":111,"name":112,"text":113},"contracttrial","İşçiler, işe alındıkları tarihten itibar","İşçiler, işe alındıkları tarihten itibaren 3 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde karşılıklı uyum sağlanamaması\ndurumunda hizmet akdi ihbar önellerine uyulmaksızın sona erdirilebilir.\nEvvelce işyerinde çalışırken ayrılmış olanların işe alınmalarında\nyeni bir deneme süresi uygulanmaz.",{"bindId":115,"name":50,"text":51},"schedulesrestpw",{"bindId":117,"name":118,"text":119},"paidmaternityleaveall","Doğum yapan kadın işçiye doğumdan önce 8","Doğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 10 hafta\nolmak üzere 18 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 10 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 10 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası\n10 haftalık izin süresine ilave edilir.",{"bindId":121,"name":122,"text":123},"TRADEUNLEAV_trigger","Temsilci İzni: İşyeri sendika temsilcile","Temsilci İzni: İşyeri sendika temsilcilerine sendikal çalışmaları\nişyerinde yürütebilmeleri için haftada 6 saat ücretli izin verilir.\n\nSendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 5 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir.\n\nSendikanın üyelerle ilgili düzenleyeceği eğitim, konferans ve benzeri\netkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile toplamda\ntüm üyeler için yılda 12 gün ücretli izin verilir. Bu izinler her üye\niçin ayrı ayrı olmayıp, tüm üyeler içindir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya bildirilmeleri durumunda yerlerine başka işçiler çağrılır.\n\nBir seferde işyeri işçi sayısının %10’undan fazla sayıda üyenin\ntopluca izin kullanması, işverenin onayına bağlıdır. Genel kurullar için\nbu onay aranmaz.\n\nİşyeri sendika temsilcilerine bu etkinliklere katılmaları için ayrıca\nyılda birer gün ücretli izin verilir.",{"bindId":125,"name":50,"text":51},"SCHEDULE_trigger",{"bindId":127,"name":82,"text":83},"paidpaternityleave",{"bindId":129,"name":130,"text":131},"longtermillness","4) Hastalığı nedeniyle üyenin iş akdi fe","4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.",{"bindId":133,"name":134,"text":135},"PAIDLEAV_trigger","A) Yıllık Ücretli İzin: İşyerine girdiği","A) Yıllık Ücretli İzin:\n\nİşyerine girdiği günden başlayarak (deneme süresi dahil) üyeye izin\nhakkının doğmasından önce işveren tarafından yıllık izin\nkullandırılabilir.\n\nSözleşmenin imza tarihinde işyerinde çalışmakta olan mevcut üyeler\niçin;\n\nHizmet süresi 1-5 yıl (dâhil) olanlara, 23 işgünü,\n\nHizmet süresi 5-15 yıl (dâhil) olanlara, 29 işgünü,\n\nHizmet süresi 15 yıl ve fazla olanlara, 32 işgünü\n\nyıllık ücretli izin verilir.\n\na) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve SGK\nraporuyla belirlenmiş istirahat günleri, izin süresinden sayılmaz.",{"bindId":137,"name":138,"text":139},"NOCTPREM_trigger","İş hayatında gece saat 20.00’de başlayar","İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 10 saat süren gün dönemi, gece süresidir.\n\na) Üyelerin gece çalışmaları 7,5 saati geçemez.\n\nb) Gece süresinde normal çalışma saatleri dışında yapılan fazla\nçalışmalarda, fazla çalışma saat ücreti, normal fazla çalışma saat\nücretinin % 10 fazlasıdır. Fazla çalışma izinle takas edilemez.\n\nc) Kadın işçilere gece çalışması yaptırılamaz. Ancak, posta sebebi\nile çalışmasının bir kısmı geceye rastlayan kadın üyeler için bu\nhüküm uygulanamaz.",{"bindId":141,"name":142,"text":143},"hoursovertimemax","b) Fazla çalışma süresi günde 3 saati ge","b) Fazla çalışma süresi günde 3 saati geçemez.",{"bindId":145,"name":86,"text":146},"LOWWAGE_trigger","1) Birinci Yıl Ücret Zammı: (01.01.2018 – 31.12.2018)\n\nSendika üyesi işçilerin 31.12.2017 tarihinde almakta oldukları günlük\ntaban ücretleri, 01.01.2018 tarihinden geçerli olmak üzere;\n\n1. Grup: 70,00 TL,\n\n2. Grup: 71,00 TL\n\n3. Grup: 72,00 TL’dir.\n\nYukarıdaki taban ücretlerin üzerinde ücret alan işçilerin 31.12.2017\ntarihinde almakta oldukları ücretlerine ve taban ücreti yukarıdaki şekilde\ndüzeltilen işçilerin ücretlerine 01.01.2018 tarihinden geçerli olmak\nüzere %9 ücret zammı yapılır.\n\n2) İkinci Yıl Birinci 6 Ay ücret zammı : (01.01.2019 - 30.06.2019)\n\nSendika üyesi işçilerin 31.12.2018 tarihinde almakta oldukları\nücretlerine 01.01.2019 tarihinden geçerli olmak üzere, 01.07.2018 ile\n31.12.2018 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.\n\n3) İkinci Yıl İkinci 6 Ay ücret zammı : (01.07.2019 - 31.12.2019)\n\nSendika üyesi işçilerin 30.06.2019 tarihinde almakta oldukları\nücretlerine 01.07.2019 tarihinden geçerli olmak üzere, 01.01.2019 ile\n30.06.2019 tarihleri arasında gerçekleşen TÜİK Tüketici Fiyat Endeksi\n(Genel Endeks) artış oranı kadar zam yapılır.",{"bindId":148,"name":94,"text":149},"MAXHOURS_trigger","a) Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\n\nb) Fazla çalışma süresi günde 3 saati geçemez.\n\nc) İşyerinde fazla çalışma yapılabilir. Genel sebeplerle fazla\nçalışma gerektiği hallerde üyenin muvafakati alınır.",{"bindId":151,"name":86,"text":87},"PAYSCALES_trigger",{"bindId":153,"name":154,"text":155},"bankholidays1","A) Ulusal Bayram Günleri Ulusal Bayram 2","A) Ulusal Bayram Günleri\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00’den itibaren\nbaşlar ve 29 Ekim gününü kapsar.\n\nB) Genel Tatil Günleri\n\nAşağıda sayılan resmi ve dini bayram günleri ile yılbaşı günü,\ntatil günleridir.\n\n1) Resmi Bayram Günleri:\n\na) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\n\nb) 1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\n\nc) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\n\nd) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\n\ne) 30 Ağustos günü Zafer Bayramıdır.\n\n2) Dini Bayram Günleri:\n\na) Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\n\nb) Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\n\n3) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\n\nC) Ulusal bayram ve genel tatil günlerinde çalıştırılan işçiye 3\ngünlük ücreti tutarında, ödeme yapılır.",{"bindId":157,"name":46,"text":158},"healthandsafetyprovisions","1) SGK’dan hafif işlerde çalışabilir raporu alanların ücretlerinde\nbir indirim yapılmadan işveren tarafından uygun bir işe verilir.\n\n2) Üyenin vizitede geçen süreler için ücretinden kesinti yapılamaz.\n\n3) SGK sağlık tesislerinden normal hastalık, iş kazası ve meslek\nhastalığı nedeniyle istirahat alanların SGK’ca ödenmeyen ilk iki gün\nücretleri işveren tarafından tam olarak ödenir. İki günlük üye\nişçinin aldığı sağlık raporları yılda 5 defayı geçemez. İki günün\nüzerindeki istirahatlerde SGK’nın istirahatli kişilere yapmış olduğu\nödemeler işyeri veznesine yatırılması durumunda istirahatli günlerin\nücreti tam olarak ödenir. Ancak tam ay ve daha fazla istirahat durumlarında,\nilgili kişiler istirahatli günlere ait ücretleri dışında sosyal\nyardımlardan yararlanamazlar.\n\n4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.\n\n5) SGK’ca çalışamaz raporu verilen işçilerin iş akitleri tüm yasal\nhakları ödenmek suretiyle feshedilebilir.",{"bindId":160,"name":161,"text":162},"contractseverancepay","Kıdem tazminatı, İş Kanunu hükümleri çer","Kıdem tazminatı, İş Kanunu hükümleri çerçevesinde kıdem\ntazminatına hak kazanan üyeye her kıdem yılı 60 günlük yevmiyesi\nüzerinden hesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl\niçin 90 gün üzerinden hak sahiplerine yapılır.",{"bindId":164,"name":165,"text":166},"jobsecuritymothers","e) Ücretsiz İzin Yukarıda belirtilen izi","e) Ücretsiz İzin\n\nYukarıda belirtilen izin sürelerinin sonunda kadın işçiye ya da üç\nyaşını doldurmamış çocuğu evlat edinen eşlerden birine veya evlat\nedinene isteği halinde 6 aya kadar ücretsiz izin verilir. Bu izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Ücretsiz izin\nhakkını kullanan işçi, çalışma süresinin yarısı kadar ücretsiz izin\nhakkını kullanamaz.",{"bindId":168,"name":169,"text":170},"deathrelatives","b) Annenin Vefatı Halinde Babaya Kulland","b) Annenin Vefatı Halinde Babaya Kullandırılacak İzinler\n\nDoğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan izin süreleri babaya kullandırılır.",{"bindId":172,"name":173,"text":173},"WAGES_payscale1_start","1. Grup: 70,00 TL,",{"bindId":175,"name":176,"text":176},"WAGES_payscale1_end","3. Grup: 72,00 TL’dir.",{"bindId":178,"name":179,"text":180},"WAGES_payscale1_year","3) İkinci Yıl İkinci 6 Ay ücret zammı : ","3) İkinci Yıl İkinci 6 Ay ücret zammı : (01.07.2019 - 31.12.2019)",{"bindId":182,"name":183,"text":184},"PAYSCALES_comments_txt","MADDE 43 - ÜCRET ZAMMI: ","MADDE 43 - ÜCRET ZAMMI:\n\n","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE YAYINCILIK SAN. - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2019-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2018-03-13\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports, Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Eĝlence, kültür, spor, Yayın, baskı, medya\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        ÜNİBEL ÖZEL EĞİTİM BİLGİ TEKNOLOJİLERİ KÜLTÜR, TANITIM VE YAYINCILIK SAN.\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SOSYAL-İŞ SENDİKASI\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 3180.27\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 18 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 60 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 450 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 3.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 13.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 70,00\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 75 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 220.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[190],{"title":37,"slug":33},[192],{"type":193,"data":194},"call_to_action_body_block",{"title":195,"description":196,"variant":197,"link":198},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma 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