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İLE (TÜMTİS) - TÜM TAŞIMA İŞÇİLERİ SENDİKASI ARASINDA YAPILAN 4. DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ YÜRÜRLÜK SÜRESİ","TUR UPS HIZLI KARGO TAŞIMACILIĞI A.Ş. - 2019","Turkey - TUR UPS HIZLI KARGO TAŞIMACILIĞI A.Ş. - 2019","TUR UPS HIZLI KARGO TAŞIMACILIĞI A.Ş. - 2019 - Transport, logistics, communication",{"name":39,"data":40},"UPS KARGO_TİS 4 imzalanmış olan.html","\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>(UPS) - UPS HIZLI KARGO TAŞIMACILIĞI A.Ş. İLE (TÜMTİS) - TÜM TAŞIMA\nİŞÇİLERİ SENDİKASI ARASINDA YAPILAN 4. DÖNEM İŞLETME TOPLU İŞ\nSÖZLEŞMESİ YÜRÜRLÜK SÜRESİ\u003C\u002Fh1>\n\n\u003Ch1>01.01.2019 – 31.12.2020\u003C\u002Fh1>\n\n\u003Cp>1.BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE - 1 TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları (UPS)- UPS HIZLI KARGO\nTAŞIMACILIĞI. A.Ş. ile (TÜMTİS) -TÜM TAŞIMA İŞÇİLERİ\nSENDİKASI'dır\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi'nde,\u003C\u002Fp>\n\n\u003Cp>1-TÜMTİS – (Tüm Taşıma İşçileri Sendikası) (SENDİKA)\u003C\u002Fp>\n\n\u003Cp>2-UPS – (UPS Hızlı Kargo Taşımacılığı A.Ş) (İŞVEREN)\u003C\u002Fp>\n\n\u003Cp>3-İşbu Sözleşmede, Merkezi SEYİTNİZAM MAH. MEVLANA CAD. NO:87 34015\nZEYTİNBURNU – İSTANBUL adresinde bulunan UPS HIZLI KARGO TAŞIMACILIĞI\nA.Ş.; bağlı işyerleri ile kanun çerçevesinde isin niteliği ve\nyürütümü bakımından işyerine bağlı yerler ve dinlenme çocuk emzirme,\nyemek, uyku, yıkanma, muayene, bakım, bedeni veya mesleki eğitim yerleri,\navlu gibi sair eklentiler ve araçları (İŞLETME)\u003C\u002Fp>\n\n\u003Cp>4-İşveren adına hareket eden ve\u002Fveya işyerinin yönetiminde görev alan\nkimseler (İŞVEREN VEKİLİ )\u003C\u002Fp>\n\n\u003Cp>5-İşyerinde çalışan taraf sendika üyesi isçilere (ÜYE)\u003C\u002Fp>\n\n\u003Cp>6-Sendika ve İşveren birlikte (TARAFLAR)\u003C\u002Fp>\n\n\u003Cp>7-Bu Toplu İş Sözleşmesi (SÖZLEŞME) veya (TİS) olarak kabul ve ifade\nedilmiştir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 2 SÖZLEŞMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>a-Yer itibariyle kapsam:\u003C\u002Fp>\n\n\u003Cp>İşbu Sözleşme'nin Taraflar başlıklı birinci maddesinde belirtilen\nmerkezi, İşbu Sözleşmede, merkezi SEYİTNİZAM MAH. MEVLANA CAD. NO: 87\n34015 ZEYTİNBURNU-İSTANBUL adresinde bulunan UPS HIZLI KARGO TAŞIMACILIĞI\nA.Ş. bağlı iş yerlerinde ve işyerleriyle kanun çerçevesinde işin\nniteliği ve yürütümü bakımından işyerine bağlı yerler ve dinlenme\nçocuk emzirme, yemek, uyku, yıkanma, muayene, bakım, bedeni ve mesleki\neğitim yerleri, avlu gibi sair eklentiler ve araçları kapsar.\u003C\u002Fp>\n\n\u003Cp>b- Şahıs itibarı ile kapsam:\u003C\u002Fp>\n\n\u003Cp>Bu Sözleşme yukarda belirtilen işyerleriyle bu yerlerde çalışan üye\nişçileri kapsar. Ancak Müdürler, Müdür Yardımcıları\n(Supervisor\u002FYönetmen), Uzmanlar, Şefler, Satış Sorumluları, Personel ve\nMaaş Departmanı, Hukuk Departmanı çalışanları kapsam dışıdır.\u003C\u002Fp>\n\n\u003Cp>Kapsam içinden terfi ve yapılanma vb gibi nedenler ile grup olarak kapsam\ndışına çıkarılacak olanlar gerekçeleri ve listesi ile sendikaya\nbildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 3 SÖZLEŞMEDEN YARARLANMA KOŞULLARI\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi’nden TÜMTİS üyeleri yararlanır.\nSendikaya üye olan işçiler, üye olduktan sonra Sendika tarafından 15 gün\niçerisinde yazılı olarak İşverene bildirilir. Bu işçilerden:\u003C\u002Fp>\n\n\u003Cp>1-Sözleşmenin imzalanması tarihinde Sendikaya üye bulunanlar,\nyürürlük tarihinden,\u003C\u002Fp>\n\n\u003Cp>2-Sözleşmenin imzalanmasından sonra üye olanlar ve işe girenler,\nSendikanın üyeliği İşverene bildirdiği tarihten itibaren sözleşmeden\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>3-Sendikaya üye olmayan işçiler işbu Sözleşmeden ancak dayanışma\naidatı ödeyerek faydalanabilirler.\u003C\u002Fp>\n\n\u003Cp>Ancak üye olmayan işciler dayanışma aidatı bile ödeseler geçmişe\ndönük fark alacaklarından yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 4 SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşme'nin amacı, işçilerin çalışma koşullarını, ekonomik ve\nsosyal durumlarını düzenlemek; iş yerlerinde düzenli ve verimli\nçalışmayı sağlamak, üretimi artırmak, işverenin ve işçilerin hak ve\nmenfaatlerini dengelemek, karşılıklı iyi niyet ve güvenle iş barışını\nsağlamak, taraflar arasında doğabilecek farklılıkları uzlaştırıcı\nyollarla çözmektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE – 5 SÖZLEŞMENİN UYGULANMASI\u003C\u002Fh2>\n\n\u003Cp>Sözleşme'nin hükümleri amaca aykırı yorumlanamaz. Sözleşme gerek\nmaddelerin açık anlamları ve gerekse özüyle bir bütündür. Bölüm ve\nmadde başlıkları maddenin anlamlarını tanımlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 6 SÖZLEŞMENİN HİZMET AKİTLERİNE ETKİSİ\u003C\u002Fh2>\n\n\u003Cp>Aksi belirtilmedikçe yeni yapılacak hizmet akitleri bu Sözleşmeye\naykırı olamaz. Hizmet akitlerinde bu Sözleşmeye aykırı hükümlerin\nyerini Sözleşmedeki hükümler alır. Ancak işçilere gerek hizmet akdi\ngerekse mevzuat ve mevcut iş şartları mahfuzdur. Şöyle ki, bu\nSözleşme'nin yürürlük tahinden önce İşyerinde süreklilik gösterecek\nbiçimde hizmet akdi olarak uygulanmış olan ve bu Sözleşmede bulunmayan hak\nve menfaatler Sendika üyesi olan ve sendika üyesi olmayanlar arasında ayrım\nyapılmaksızın aynı şekil ve oranlarda uygulanır.\u003C\u002Fp>\n\n\u003Cp>Her ne surette olursa olsun sona eren bu Sözleşmenin hükümleri, yenisi\nyürürlüğe girinceye kadar devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE – 7 SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşme, Sendikaya üye olanlara uygulanır, üye olmayanlar hakkında\nyasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu Sözleşmenin, çalışma süreleri, iş güvenliği işçi sağlığı,\ndisiplin ve iç güvenlik hükümleri üye olmayanlara da uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde uygulanmakta olan yemek ve vasıta yardımlarından üye\nolmayanlar da faydalanırlar.\u003C\u002Fp>\n\n\u003Cp>İşbu Sözleşmenin imzalanmasından sonra işçilere sağlanacak hak ve\nyararlar konusunda sendikalı işçiler ile sendikasız işçiler arasında\nfarklı uygulamaya gidilemez, sendikalaşmayı engellemek maksadıyla\nsendikasız işçilere fazla ödeme yapılamaz.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>SENDİKAL ÇALIŞMA VE GÜVENCELER\u003C\u002Fp>\n\n\u003Ch2>MADDE - 8 HAK VE YÜKÜMLÜLÜKLER\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşmenin 4. Maddesinde bildirilen amacın gerçekleştirilmesini\nsağlamak üzere İşveren ve bu Sözleşmeye dâhil olan işçilerin\ntemsilcisi sıfatıyla Sendika haklarını kullanmakta ve borçlarını yerine\ngetirmede iyi niyet kurallarına uymakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İşveren Sendikayı işyerinde çalışan ve çalışacak olan üyesi\nişçiler adına toplu iş sözleşmesi yapmak işçilerin Sözleşmeden ve\nilgili iş yasalarından doğan hak ve çıkarlarının savunulması konusunda\ntek temsilci olarak tanır.\u003C\u002Fp>\n\n\u003Cp>Sendika da İşvereni veya işveren vekilini, sözleşmede söz ve karar\nsahibi olmak konusun da tek temsilci olarak tanır.\u003C\u002Fp>\n\n\u003Cp>Sendika yöneticileri, gerek sözleşmenin uygulanması ve gerekse\nişçilerin dilek ve şikâyetleriyle ilgili görüşme konularını daha önce\nişverene bildirerek ve randevu alarak işverenle görüşürler.\u003C\u002Fp>\n\n\u003Cp>Sendika merkez ve şubelerinin yönetim kurulu üyeleri, gerektiğinde işi\naksatmamak koşuluyla; ayrıca temsilcilerle veya konu ile ilgili işçilerle\nara dinlenme veya mesai bitiminde işverenden randevu alarak temsilcilik\nodasında veya yemekhanede görüşebilirler.\u003C\u002Fp>\n\n\u003Cp>Sendika yayın organları dışında herhangi bir dergi, yayın, duyuru,\nbildiri dağıtılmayacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 9 TEMSİLCİ ODASI -SENDİKA İLAN TAHTASI\u003C\u002Fh2>\n\n\u003Cp>A- İLAN TAHTASI:\u003C\u002Fp>\n\n\u003Cp>Sendikanın üyelerine duyurulması gerekli duyuru tebliğ ve bültenleri\niçin işveren, işçilerin görebileceği uygun yerlerde İşverence sağlanan\ncamlı ve kilitli İlan tahtası bulundurur. Kilidin anahtarı temsilci’de\nbulunur. Sendika duyuru tahtası asılacak herhangi bir duyuru tebliğ evrak\nveya benzeri mevzuata, ahlak ve adaba, bu Sözleşmeye aykırı ve işvereni\nküçük düşürücü olamaz. Duyuru tahtasına asılacak her türlü\nyazıların altı, Sendika yetkililerince mühürlenir ve imzalanır. Sendika\nadına imza ve mühür koyma yetkisine sahip kimselere ait tatbik imza ve\nmühür bir yazı ile işverene bildirilir. Altı, Sendika'nın yetkililerince\nmühürlü ve imzalı olmayan duyuru tebliğ, bülten veya buna benzer konular\nilan tahtasına asılamaz. Asılan her türlü ilanın hukuki ve cezai\nsorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>B- TEMSİLCİLİK ODASI\u003C\u002Fp>\n\n\u003Cp>İşveren İşyeri Sendika temsilcilerinin belge ve kayıtlarını\nsaklayabilmesi ve sendikal çalışmalarını sürdürebilmesi amacıyla Genel\nMüdürlük binasında ve sayılan aktarma merkezleri ve şubelerinde\n(Mahmutbey, Formula, Ankara, İzmir, Adana, Gaziantep, Afyon, Kayseri, Antalya\nve Bursa) ve bu sayılan iller dışındaki diğer illerde de uygun yer olması\ndurumunda Sendika yöneticileri ile İşverenin görüşerek birlikte tayin\nedeceği ihtiyaca elverişli uygun bir temsilcilik odası tahsis eder ve\nyeterli araç gereçle (masa, sandalye, telefon, bilgisayar, kırtasiye)\ndonatır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 10 İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh2>\n\n\u003Cp>Sendika 6356 sayılı Sendikalar ve Toplu iş Sözleşmesi Kanunu'nun 27.\nMaddesinde belirtilen nispetler dahilinde işyerinde temsilci tayini yapar.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcileri işyerlerine münhasır kalmak kaydıyla\nişçilerin dileklerini dinlemek ve şikâyetlerini çözümlemek, işçi ve\nişveren arasındaki işbirliği ve çalışma ahengi ile çalışma\nbarışını devam ettirmek işçilerin hak ve menfaatlerini gözetmek iş\nkanunu ve işbu sözleşmede öngörülen çalışma şartlarının\nuygulanmasında yardımcı olmakla görevlidirler. Temsilcilerin görevi\nSendikanın yetki süresinde devam eder, işyeri sendika temsilcileri bu\ngörevlerini İşyerindeki işlerini aksatmadan iş disiplinine aykırı\nolmamak kaydıyla yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>Sendika işyeri temsilcileri;\u003C\u002Fp>\n\n\u003Cp>a. Temsilcilik görevini bahane ederek İşyerindeki görevlerini\nsavsaklayıp aksatamazlar.\u003C\u002Fp>\n\n\u003Cp>b. Önceden belirtilmiş süreler dışında, temsilcilik görevlerini ileri\nsürerek işi aksatamazlar ancak, gecikmesinde sakınca olan hallerde en yakın\nİşveren vekiline bilgi vermek koşuluyla temsilcilik görevlerini önceden\nbelirlenen süreler dışında da yapabilirler.\u003C\u002Fp>\n\n\u003Cp>c. Kişisel çıkarları için temsilcilik görevlerini kullanarak,\nİşveren aleyhinde eylem yapamazlar.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcisinin görev ve ünvanları temsilcilik süreleri\nbelirtilmek suretiyle liste halinde İşverene bildirir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Temsilcilerinden değiştirilen olursa İşverene bildirir.\u003C\u002Fp>\n\n\u003Cp>Sendika İşyeri Temsilcilerinin görev süreleri Sözleşme'nin bitimine\nkadardır. Ancak Sendikanın Sözleşme yapma yetkisinin devam etmesi koşulu\nile Sözleşme sona ermiş olsa da yenisi atanıncaya kadar İşyeri\nTemsilcilerinin görev ve temsilcilik sıfatları devam eder\u003C\u002Fp>\n\n\u003Ch2>MADDE - 11 SENDİKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>Sendika merkezi veya şubesinin işverene yapacağı yazılı veya sonradan\nyazıyla doğrulamak şartıyla sözlü çağrısı üzerine bu süreyi\nçağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>a. Temsilci izinleri: Sendika İşyeri temsilcileri bu görevlerini yerine\ngetirirken asıl işlerini aksatmamak ve iş disiplinine aykırı davranmamak\nzorundadırlar ancak Sendika temsilcilerine aralarında toplantı yapabilmeleri\niçin ayda 1 iş günü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>b. Sendika yöneticilerinin izinleri:\u003C\u002Fp>\n\n\u003Cp>1- Sendika ya da yönetim kurulu toplantılarına katılabilmek için\nsendika yönetim kurulu üyelerine aynı temsilcilere uygulanan usule göre\nayda iki iş günü izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2- Sendika denetim ve disiplin kurulu üyelerine de ayda bir gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>3- Konfederasyon ve genel merkez kurullarına katılacak delegelere 2 iş\ngünü, il dışından gelecek delegelere 3 iş günü izin verilir.\u003C\u002Fp>\n\n\u003Cp>4- Şube genel kurullarına katılacak delegelere 1 iş günü sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izinden indirilemez ve bu izinler nedeniyle İşçilerin\nücret ve sosyal haklarından hiçbir kesinti yapılamaz. Her halükarda işbu\nMaddede belirtilen genel kurul izinlerinin kullanılması sırasında\nişyerinin çalışmasının aksatılmaması esastır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 12 EĞİTİM İZİNLERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Temel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan\ngenel eğitime İlişkin olarak sendikaca hazırlanan programların\nuygulanması bakımından, Sendikanın düzenleyeceği seminer, kurs ve\nkonferanslar için sendika üyelerine yılda toplam 60 gün izin verilir. Bu\nİzinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir seferde\niş yeri işçi sayısının % 5'den fazla sayıda üyenin birden eğitim İzni\nkullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Gerek temsilci izinleri, gerekse toplantı ve eğitim izinlerinin\nuygulanmasında işyerinin çalışmasının aksatılmaması esastır.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izinlerden indirilemez ve bu günler için işçilerin\nücret ve sosyal haklarından kesinti yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 13 SENDİKA VE KONFEDERASYON YÖNETİCİLİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>Sendika ve Konfederasyon yöneticiliğinin güvencesi konusunda 6356\nsayılı Sendikalar ve Toplu iş Sözleşmesi Kanunu hükümlerine uyulur.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 14 SENDİKA TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren yüz kızartıcı suçlar veya bölümünün tenkisatı hariç\nişyeri Sendika Temsilcilerini işten çıkartamaz. Temsilcinin hizmet akdinin\nsadece temsilcilik faaliyetlerinden dolayı feshedilmesi halinde, en az bir\nyıllık ücreti tutarında tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça İşyeri Temsilcisinin\nçalıştığı işyerini değiştiremez veya işinde esaslı bir tarzda\ndeğişiklik yapamaz. Aksi halde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 15 SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin işe alınmaları, belli bir sendikaya girmeleri veya\ngirmemeleri veya belli bir sendikadaki üyeliği muhafaza veya üyelikten\nistifa etmeleri veya sendikaya girmeleri veya girmemeleri şartına bağlı\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, işin sevk ve\ndağıtımında, işçinin mesleki ilerlemesinde, işçinin ücret, ikramiye ve\nprimlerinde, sosyal yardım ve disiplin hükümlerinde ve diğer hususlara\nilişkin hükümlerin uygulanması veya çalıştırmaya son verilmesi\nbakımından herhangi bir ayırım yapamaz. İşçiler, sendikaya üye\nolmaları veya olmamaları, iş saatleri dışında veya işverenin rızası\nile iş saatleri içinde, işçi sendika veya konfederasyonlarının\nfaaliyetlerine katılmalarından dolayı işten çıkarılamaz veya herhangi\nbir nedenle farklı muameleye tabi tutulamazlar, işverenin, bunlara aykırı\nhareket etmesi halinde, işçinin 12 aylık ücret tutarından az olmamak\nüzere tazminata hükmedilir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyeliği veya sendikal faaliyetlerden dolayı hizmet akdinin feshi\nhalinde ise, İş Kanununun 18, 19, 20 ve 21’inci madde hükümleri\nuygulanır. Ancak, iş Kanununun 21’inci maddesinin birinci fıkrası\nuyarınca ödenecek tazminat işçinin bir yıllık ücret tutarından az\nolamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 16 SENDİKAL ÖDENTİLER\u003C\u002Fh2>\n\n\u003Cp>İşveren, Sendika ana tüzüğü hükümlerine uygun olarak Sendika\ntarafından bildirilecek üyelik aidatlarını üyelerin ücretlerinden keserek\nSendikanın göstereceği banka hesabına yatırır. Bu işlemin aksamadan\nyürütülmesi bakımından;\u003C\u002Fp>\n\n\u003Cp>1- Sendika, her ayın 21'ine kadar üyelik ve dayanışma ödentisi\nödeyecek işçilerin listesini İşverene yazılı olarak bildirir. Bu\nbildirimin yapılmaması halinde önceki liste geçerli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2- İşveren, bu listeye uygun olarak, takip eden ayın ücretlerinden\ngerekli kesintileri yapar ve en geç tahakkuk tarihini takip eden 7 gün\niçinde Sendikanın banka hesabına yatırır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yine 7 gün içinde kesinti yapılan işçileri ve kesinti\nmiktarlarını gösterir onaylı bir listeyi Sendikanın genel merkezine\ngönderir. Bu listenin gönderilmemesi ve eksik kesinti yapılmasının\nsorumluluğu İşverene aittir. İşveren, bu işlemler için Sendikadan\nherhangi bir ücret veya masraf talep edemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 17 ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, Sendikanın yazılı istemi halinde, işyerinde çalışan\nbütün işçilerin isim listelerini, mevcut belgelere dayanarak ve İşveren\nveya vekilince onaylanmış olarak bir hafta içerisinde Sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendika üyesi olup da emekli olduğu için işten ayrılan\nişçilerin onaylı isim listelerini de en geç her ayın sonunda, Sendikanın\nistemine gerek olmaksızın düzenli olarak Sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Ch2>MADDE - 18 ÇALIŞMA SİSTEMİ\u003C\u002Fh2>\n\n\u003Cp>İşin sevk ve idaresi işverene aittir. İşveren, işçinin iş tanımı\ndahilindeki görevlerini yerine getirip getirmediğini denetleme hakkına\nsahiptir. Sevk, idare ve denetleme sırasında işveren veya işveren vekili\nişçiye karşı baskıcı, yıldırıcı, taciz edici, haysiyet kırıcı söz\nsöyleyemez, fiziksel eylemde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren iş sürelerinin düzenlenmesinde işyerinin ve çevrenin\ngereklerini göz önünde bulundurarak yapacağı değişiklikleri 24 saat\nönceden üyelere ve Sendikaya duyurur ancak işbu maddede işverene tanınan\nyürütme hakkı bu Sözleşmeyle üyelere tanınmış olan hak ve çıkarları\nbozacak şekilde olamaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, gerektiği taktirde işyeri içinde unvanı veya niteliği\nbenzer veya biri birine yakın başka işlerde veya yerlerde mesleklerine uygun\nolarak, ücret ve sosyal hak-larında indirim yapılmamak, iş koşullarında\nağırlaştırma yapılmamak kaydıyla muvafakat aranmaksızın geçici veya\nsürekli olarak İşveren tarafından görevlendirilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak kaydıyla yukarıdaki\nkoşullarda işçilerin aynı İşverene bağlı ve belediye hudutları\n(İstanbul için Anadolu ve Avrupa yakaları ayrı belediye sınırları olarak\ndeğerlendirilmiştir) içinde başka bir İşyerine işverence nakil\nedilmeleri mümkündür. Ancak işçinin özlük haklarında değişiklikler\nolması halinde işçinin yazılı rızası alınır.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı İşverene bağlı belediye hudutları dışındaki\nİşyerlerine sürekli olarak nakil edilmeleri yazılı rızaya bağlıdır.\nOlağanüstü durumlarda, şube, acenta kapatılması yada değiştirilmesi\ngibi geçici nakilleri gerektirecek durumlarda, işçinin rızası aranmaz.\nAncak bu süre tek görevlendirmede 15 günü geçemez, bu görevlendirmenin\ntekrarı halinde mutlaka işçinin rızası alınır.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği hiçbir zaman ceza mahiyetinde olamaz.\u003C\u002Fp>\n\n\u003Cp>İşin ifasına katkıda bulunmak her işçinin iyi niyet kurallarından\ndoğan asıl görevidir. Bu nedenle görevin gereği gibi ifası için\nişçiler arasında lüzumlu işbirliği ve yardımlaşmayı yapmakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 19 İŞE ALMA ÖNCELİKLERİ\u003C\u002Fh2>\n\n\u003Cp>İşverence yeni işçi alınmasına gerek duyulduğunda bu konudaki yasa ve\nSözleşmeye uyulması koşulları ile önce tenkisata tabi tutulanlar,\nbunların bulunmaması halinde askerlik görevini yapmak üzere ayrılmış\nolanlar öncelikle işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bu işçilerin işe alınmalarında daha önce işyerinde geçmiş olan\nhizmet ve başarıları tercih nedeni sayılır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta iken iş kazası sonucunda ölen yada malul kalan\nişçilerin eş ve çocuklarından başvuranlara emsalleri arasından öncelik\ntanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 20 ASKERE GİDEN İŞÇİLERİN YENİDEN İŞE ALINMASI\u003C\u002Fh2>\n\n\u003Cp>4857 Sayılı kanun hükümleri uygulanır. Askerlik hizmetinden sonra işe\ndönen işçi yeni işçi olarak değerlendirilmez, emsallerinin ücreti\nödenerek işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 21 İŞVERENİN İŞİNİ KENDİ İŞÇİLERİNE YAPTIRMA\nZORUNLULUĞU\u003C\u002Fh2>\n\n\u003Cp>Mevcut kadro ve işçi sayısı azaltılarak kadrolu işçiler tarafından\nyapılan işler alt işverenlere, acentelere ve kiralık araçlara\nyaptırılmaz. İşten ayrılan kadrolu işçilerin yaptığı işin alt\nişveren, acente veya kiralık araçlara yaptırılması sureti ile işçi ve\nkadro sayısında azaltmaya gidilemez.\u003C\u002Fp>\n\n\u003Cp>Güvenlik sorunu, doğal afet vb. olağanüstü durumlar, bir birimin\nyeterli iş hacminin olmaması, ülke çapında kabul görmüş bir ekonomik\nkriz veya resesyon hallerinde olduğu gibi öngörülmeyen durumlar yukarıdaki\nkapsamda değerlendirilmez. Yapılacak olan değişiklikler ve gerekçeleri\nşirket kararı uygulanmadan önce işveren tarafından sendikaya\nbildirilir.\u003C\u002Fp>\n\n\u003Cp>İstihdam ihtiyacı doğması halinde boş kadroların yerine varsa aynı\nişyerinde ve aynı iş tanımında Alt işverende çalışan sendika\ntarafından üyeliği belgelenmiş olan işçiler; UPS tarafından liyakat\nesasına göre değerlendirilip, alt işverenlerle yapılacak olan hizmet akdi\ndevri anlaşmasını müteakip benzer UPS kadrolarına alınırlar.\u003C\u002Fp>\n\n\u003Cp>Kadroya alınacak üye alt işveren işçileri haricinde kalan Alt\nişverenler, Acenteler ve kiralık araçlar bu toplu sözleşmenin kapsamı\ndışındadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 22 HİZMET AKDİNİN SON BULMASI İŞTEN ÇIKARILMA\u003C\u002Fh2>\n\n\u003Cp>A- Deneme süresi sonunda işçiye durum yazılı olarak bildirilir.\u003C\u002Fp>\n\n\u003Cp>B- İşçilerin iş kazası ve meslek hastalığı ile ilgili sağlık\nkurullarından aldığı 18 ayı geçmeyen rapor süresince iş akdi fesih\nedilemez. Ancak diğer durumlarda işçi rapor almayı alışkanlık haline\ngetirmişse bu durumda işçinin açık suiistimali görülür ise disiplin\nkuruluna sevk edilir.\u003C\u002Fp>\n\n\u003Cp>İş kazası ve meslek hastalığı nedenleriyle malul olan işçiler\nemekliliklerine kadar iş yerinde durumuna uygun bir işte\nçalıştırırlar.\u003C\u002Fp>\n\n\u003Cp>C- Sendika yöneticileri (yönetim, denetim, disiplin kurulu üyeleri) ile\nişyeri sendika temsilcileri bulundukları kısımda tensikat durumunda en son\nçıkarılırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 23 TENKİSATTA İŞE ALMA\u003C\u002Fh2>\n\n\u003Cp>Tenkisatta İş Kanunu hükümleri uygulanır. Ancak; Sözleşme kapsamına\ngiren işyerlerinde yapılmakta olan işin herhangi bir nedenle tasfiye\nedilmesi yada çalıştırılan işçi sayısında daralmaya gidilmesi ve bunun\ngibi durumlarda açıkta kalan işçiler öncelikle işletme bünyesindeki\nbranşına, yoksa branşına uygun bir başka işe münhal kadro varsa\nyerleştirilir. Bu durumda İşçinin ücret, kıdem ve meslek durumlarında\nİşçi aleyhine bir uygulamaya gidilemez, kazanılmış hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 24 İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>Belirsiz süreli iş sözleşmelerinin feshinden önce durumun diğer tarafa\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş Sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>a- İşi altı aydan az sürmüş olan işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak iki hafta sonra;\u003C\u002Fp>\n\n\u003Cp>b- İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak dört hafta sonra;\u003C\u002Fp>\n\n\u003Cp>c- İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak altı hafta sonra;\u003C\u002Fp>\n\n\u003Cp>d- İşi üç yıldan fazla sürmüş işçi için, bildirim yapılmasından\nbaşlayarak sekiz hafta sonra feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>Bildirim şartına uymayan taraf, bildirim süresine ilişkin ücret\ntutarında tazminat ödemek zorundadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 25 İŞ ARAMA İZNİ\u003C\u002Fh2>\n\n\u003Cp>Gerek işçinin gerekse işverenin bildirimli olarak hizmet akdini\nfeshettiği durumlarda, işçiye bildirim önelleri sırasında ve çalışma\nsaatleri içinde, günde 2 saat yeni iş arama izni verilir, işçi isterse\nişten ayrılacağı günden önceki günlere rastlamak kaydıyla iş arama\niznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 26 KIDEM TAZMİNATI VE TARİFİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cp>İşçilerin iş akitlerinin kıdem tazminatı ödenmesini gerektiren\nhallerden birisi ile feshi halinde, işçiye her tam hizmet yılı için 30\ngünlük ücreti tutarında kıdem tazminatı ödenir. Ölüm hallerinde\ntazminat yasal mirasçılarına verilir, iş kazası nedeni ile ölen işçinin\nkıdem tazminatı 45 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 27 GÖZALTI, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VEYA TEKRAR\nİŞE ALINMA\u003C\u002Fh2>\n\n\u003Cp>1- İşçi herhangi bir suçtan tutuklandığından ve tutukluluğu İş\nKanunu'ndaki bildirim sürelerini aştığı taktirde hizmet aktı münfesih\nsayılır. Bildirim süresi kadar süren tutukluluk hallerinde tutuklu kalınan\nsureler kadar içi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2- Gözetim altına alınan İşçiler bunu belgeledikleri taktirde kanuni\ngözaltı süresince ücretsiz izinli sayılır ancak gözaltında geçen süre\nsonucunda tutuklanan işçilerin gözaltında geçen süre ile tutukluluk\nsüresi toplamı bildirim süresini aştığı taktirde hizmet akitleri\nmünfesih sayılır.\u003C\u002Fp>\n\n\u003Cp>3- Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)- Kovuşturmaya yer olmadığı\u003C\u002Fp>\n\n\u003Cp>b)- Davanın reddine karar verilmesi,\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 biriyle 90 gün içinde son bulması ve işçinin o tarihten\nitibaren bir hafta içinde işine dönmesi halinde işveren tarafından\nemsallerinin hakları ile işe alınır. 90 gün sonucunda yapılan başvuru\nhalinde boş yer varsa işe alınır.\u003C\u002Fp>\n\n\u003Cp>4- Adi suçlardan yargılanmaları tutuklu olarak devam ederken doksan gün\niçinde tahliye edilenler bir hafta içinde başvurması halinde İşveren\ntarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>5-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden,\u003C\u002Fp>\n\n\u003Cp>a)-Altı ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)- Altı aydan fazla ceza alıp cezası ertelenen, paraya çevrilen veya af\nile sonuçlanan veya iyi hali nedeniyle altı aydan fazla ceza aldığı halde\naltı aydan önce tahliye edilen işçilerin tekrar işe başlatılmaları\nİşverenin takdiriyle mümkündür.\u003C\u002Fp>\n\n\u003Cp>6- Yüz kızartıcı suçlar ile sabotaj, devletin ülke ve milletiyle\nbütünlüğüne, milli güvenliğe, Türk Silahlı Kuvvetlerine karşı\nişlenen suçlardan hüküm giyenler cezanın ertelenmesi, paraya çevrilmesi\nveya affa uğraması hallerinde dahi herhangi bir suretle tekrar işe\nalınmazlar.\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler iş makinaları operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri taktirde (kasıt ve alkollü\nolmaları hariç) 6 ay süre ile iş akitleri feshedilemez. İşçi,\ntutuklulukta geçen ilk üç aylık sürede ücretli, ikinci üç aylık\nsürede ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>Tutukluluğun ve hükümlülüğün 180 günü aşması halinde tutuklu veya\nhükümlü kaldıkları sürenin sonunda 7 gün içinde başvuru yapmaları\nhalinde işe başlatma İşverenin takdirine bağlıdır.Ehliyetleri mahkemece\ngeri alınmış olması durumunda ehliyetinin iade edildiği tarihten itibaren\n7 gün içinde başvurmaları halinde eski işlerine alınırlar.\u003C\u002Fp>\n\n\u003Cp>8-Hizmet akdinin bildirimsiz ve tazminatsız feshini gerektiren suçları\nişleyenlerden İşverence hizmet akitleri bildirimsiz ve tazminatsız olarak\nfesh edilenler hakkın da yukarıdaki hükümler uygulanmaz. Ancak 6. bentte\nbelirtilen suçlar nedeniyle hizmet akitleri İşverence fesih edilmiş olanlar\nhiçbir şekilde işe alınmazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 28 İŞ (ÇALIŞMA SAATLERİ) ve VARDİYALI ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi en çok 45 saattir. Bu süre, çalışılan\ngünlere eşit olarak bölünerek uygulanır. 15.03.2017 tarihinden itibaren\nyapılan haftada 5 gün çalışma uygulamasına devam olunur. Ancak Eylül ve\nEkim aylarında ihtiyaç duyulması halinde haftanın 6 günü çalışma\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Cumartesi günü çalışması zorunlu ve Pazar harici izin verilemeyen\nuluslararası hizmette görevli kuryeler ve belirli sayıdaki özel alım\npersoneli, Pazartesi günü izinli sayılırlar. Cumartesi günü izinli olup,\nmesaiye gelen işçilere %60 fazla mesai ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenme süreleri yemek ve çay molalarından oluşur. Bu süreler\nçalışma saatlerinin uzatılması amacıyla kullanılamaz. Ara dinlenme\nsüreleri; günlük 1 saat’ten fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>Gündüz vardiyasına yeni işçi alınması ihtiyacı doğduğunda, talepte\nbulunmaları halinde, gece vardiyasında çalışan işçilere öncelik\nverilir. Yeni alınacak işçi gece vardiyasından gündüz vardiyasına\ngeçirilen işçinin yerine alınır. Koşulların ve kadroların uygun olması\nhalinde, gece vardiyasında çalışan kadrolu işçilerin yerine gündüz\nvardiyasında çalışan alt işveren işçileri çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Hat şoförlerinin çalışmaları konusunda yasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 29 FAZLA ÇALIŞMALAR VE ÜCRETLERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Bu Sözleşmede tespit edilen günlük veya haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\u003C\u002Fp>\n\n\u003Cp>1- Fazla çalışmalar ücret yerine izinle karşılanamaz.\u003C\u002Fp>\n\n\u003Cp>2- Fazla çalışma ücreti (asıl ücreti hariç) % 60 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>3- Hafta tatili fazla çalışması % 100 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>4- Fazla çalışmaların yarım saatten az olanları yarım saatte, yarım\nsaatten fazla olan süreler de bir saate tamamlanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 30 İŞE GEÇ GELME\u003C\u002Fh2>\n\n\u003Cp>a) İşçiler, önceden belirlenmiş işe başlama saatlerinde işbaşında\nbulunmak zorundadırlar. Zorunlu nedenlerle ayda iki defa 30 dakika geç\nkalmalarda işçi işe alınır ve ücretlerinden herhangi bir kesinti\nyapılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Bir ay içerisinde üçüncü defa 30 dakikadan bir saate kadar zorunlu\nbir nedenle işe geç gelen işçi izin kağıdı düzenlemek kaydı ile\nişbaşı yaptırılır ve yarım saate kadar olan gecikmeler için yarım\nsaatlik, yarım saatten fazla gecikmeler için bir saatlik ücret kesintisi\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c) Servis uygulaması olan yerlerde servis arabasının herhangi bir nedenle\ngecikmesi halinde bu gecikme zamanı çalışılmış sayılır, ücretten\nkesinti yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 31 İŞÇİNİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh2>\n\n\u003Cp>1- İşçi kendisine verilen emirleri yasalara, Sözleşmeye aykırı\ngörürse, bizzat durumu emir veren amire bildirir. Amir iş emrinde ısrar\nederse emri işçiye yazılı olarak vermek zorundadır. Bu takdirde işçi\nemri yerine getirir. Fakat işçi bu işi yaptığından dolayı herhangi bir\nyasal disiplin soruşturmasına tabi tutulamaz, kendisine hiçbir ceza\nverilemez, sorumluluk tamamen emri veren amire aittir. Araç trafiğine\nkapalı, park yasağı bulunan yerlere girilmesi, park edilmesi hususunda\nişveren veya vekilleri işçiye yazılı emir vermek zorundadır. Doğacak\ncezai müeyyideden işçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>2- Kuryeler ve araç kullanan şoförler arızalı araç kullanmaya\nzorlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 32 ÇALIŞMA SÜRESİNDEN SAYILAN HALLER\u003C\u002Fh2>\n\n\u003Cp>Çalışma süresinden sayılan hallerin tespitinde İş Kanunu'nun\nhükümleri uygulanır, ancak şoförlerin işlerini yaparken oluşan trafik\nkazaları nedeni ile (kasıt ve alkollü olma durumları hariç) hastane,\nkarakol ve mahkemelerde geçen süreler çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 33 DENEME SÜRESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>1- İş yerinde deneme süresi iki aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2- İki aydan sonra işçinin iş sözleşmesi, belirsiz süreli iş\nsözleşmesine dönüşür.\u003C\u002Fp>\n\n\u003Cp>3- Önceden iş yerinde çalışırken tenkisata uğrayan işçilerin\nyeniden işe alınmalarında ikinci bir deneme süresine tabi tutulamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 34 ÇALIŞMANIN TESPİTİ\u003C\u002Fh2>\n\n\u003Cp>İşçinin çalışma süresini kanıtlayacak belge, çalışma saat kartı\nveya puantaj defteridir. Her işçi işe başlarken veya işten ayrılırken\nkendisine ait saat kartını bizzat basmak ile yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Unutkanlık ve sair nedenlerle kartını basmayan işçinin, çalışmış\nolduğu en yakın amirince 48 saat içine doğrulanmak ve ayda iki defayı\ngeçmemek şartı ile ücretinden bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 35 GEBELİK VE ANALIK DURUMUNDA ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4857 Sayılı İş Kanunu'nun 74. Maddesi hükümleri ile \"Gebe veya Emziren\nKadınların Çalıştırılma Şartlarıyla Emzirme Odaları ve Çocuk Bakım\nYurtlarına Dair Yönetmelik\"in ilgili hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÜCRETLER VE SOSYAL HAKLAR\u003C\u002Fp>\n\n\u003Ch2>MADDE - 36 AYLIK ÜCRETİN TANIMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Aylık ücret her türlü tazminat, prim, ikramiye, sosyal yardım ve yan\nödemeleri hariç olmak üzere esas işi karşılığında bir ay için\naldığı ücrettir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 37 ÜCRETLER\u003C\u002Fh2>\n\n\u003Cp>A) ÜCRET ZAMMI\u003C\u002Fp>\n\n\u003Cp>İmza tarihinde iş yerinde çalışan ve sendika üyesi olan\nişçilerin;\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin 1. Yılında; 31.12.2018 tarihinde almakta oldukları\nücretlerine 01.01.2019 tarihinden itibaren yıllık enflasyon (TÜFE) + 2 puan\noranında artırım yapılır. Sözleşmenin 2. Yılında ; 31.12.2019\ntarihinde almakta oldukları ücretlerine 01.01.2020 tarihinden itibaren\nyıllık enflasyon (TÜFE) oranında artırım yapılır.\u003C\u002Fp>\n\n\u003Cp>Daha önce alt işverenden kadroya alınan işçiler ile emekli olup yeniden\nçalışan ve 3600 prim gününü tamamlayıp kıdem tazminatını aldıktan\nsonra çalışmaya devam eden işçilerin kıdemi, ilk işe giriş tarihlerine\ngöre belirlenir.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi imzalandıktan sonra işe alınan işçiler,\nüyeliği işverene tebliğ edildikten sonra, ücretleri kendi grubunun en alt\nücret seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Cp>2019 ve 2020 yılında asgari ücrete zam yapıldığında sendika üyesi\nişcilerin 2018 yılında almış oldukları ücret ile asgari ücret\narasındaki en düşük fark korunur.\u003C\u002Fp>\n\n\u003Cp>B) SOSYAL HAKLAR\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>a) Yemek Yardımı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere verilen yemek ücretleri 01.01.2019 tarihinden\nitibaren; mevcut almış oldukları yemek ücretlerine, yıllık enflasyon\noranında artırım yapılır. İstanbul dışındaki iller için de İstanbul\nyemek ücretlerine yapılan artış rakamı uygulanacaktır. Sözleşmenin\nikinci yılında yemek ücretlerine yıllık enflasyon oranında artırım\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Süresi 2 saati aşan fazla mesailere kalan çalışanlara, yemek ücreti\nbedeli karta yüklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sendika şube yönetim kurulu üyeleri ile işyeri temsilcilerinin sendikal\nizin kullandıkları günlerde yemek ücretlerinden kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Evlenme Yardımı:\u003C\u002Fp>\n\n\u003Cp>Sendikalı işçilerin resmi nikâhlarını belgelemeleri halinde almakta\noldukları net 1.903,00 TL evlenme yardımına sözleşmenin birinci ve ikinci\nyılında yıllık enflasyon oranında artırım yapılır.\u003C\u002Fp>\n\n\u003Cp>c) Doğum Yardımı:\u003C\u002Fp>\n\n\u003Cp>Sendikalı işçilerin eşinin, işçi bayan ise kendisinin doğum yapması\nhalinde, bir batında doğacak 2 çocuk ile sınırlı olmak kaydıyla her\nçocuk için işverence 1 çeyrek altın doğum yardımı yapılır. Her iki\neş de aynı işyerinde çalışıyorsa doğum yardımı sadece kadın işçiye\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>d) Hukuki Yardım:\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin iş kazası ile ilgili davalarının mahkeme\ngiderlerini karşılar. Avukat temin eder. Avukat temin edilmemesi halinde\nişçi tarafından tutulan avukatın ücreti işveren tarafından\nkarşılanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>e) Ölüm ve Sakatlanma Yardımı:\u003C\u002Fp>\n\n\u003Cp>İşçinin kendisinin vefatı halinde birinci derecedeki mirasçılarına\nnet 2.518,00 TL;\u003C\u002Fp>\n\n\u003Cp>Eş, çocuk, anne, baba ve kardeşinin ölümü halinde personelin kendisine\nnet 951,00 TL;\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kazası sonucu ölmesi halinde birinci derecedeki\nmirasçılarına net 5.036,00 TL ödenmekte olan cenaze yardımlarına\nsözleşmenin birinci ve ikinci yılında yıllık enflasyon oranında\nartırım yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>f) Öğrenim Yardımı:\u003C\u002Fp>\n\n\u003Cp>Üye işçilerin tahsilde olan her bir çocuğu için her sözleşme\nyılında okulların açıldığı Eylül ayında bir defaya mahsus olmak\nüzere aşağıda belirtilen miktarda öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>-Anasınıfı (ilköğretim öncesindeki zorunlu 1 yıllık öğrenim), ilk\nve orta öğretimde okuyan her çocuk için net 112,00 TL.,\u003C\u002Fp>\n\n\u003Cp>-Lise ve dengi okullarda okuyan her bir çocuk için net 179,00 TL.,\u003C\u002Fp>\n\n\u003Cp>-Fakülte ve Yüksekokullarda okuyan her bir çocuk için net 560,00 TL.\nödenmekte olan öğrenim yardımlarına sözleşmenin birinci ve ikinci\nyılında yıllık enflasyon oranında artırım yapılır.\u003C\u002Fp>\n\n\u003Cp>Öğrenim yardımı 15 EYLÜL’e kadar yapılır. Sosyal yardımlardan\nyararlanabilmesi için yardımla ilgili durumu tevsik eden belgenin işyerine\nverilmesi gerekir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 38 İKRAMİYE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>Sendika üyesi işçilere halen ödenmekte olan 30 günlük ikramiyelerine\n01.01.2019 tarihinden itibaren kıdemlerine göre aşağıda belirtilen ek\ngünler kıdem ikramiyeleri ilave edilerek aşağıdaki şekilde artırım\nyapılır.\u003C\u002Fp>\n\n\u003Cp>0-2 yıl \u002Fkıdem : 30 gün + 10 gün kıdem ikramiyesi = 40 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2-5 yıl \u002Fkıdem : 30 gün + 15 gün kıdem ikramiyesi = 45 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5 yıl üzeri \u002Fkıdem : 30 gün + 30 gün kıdem ikramiyesi = 60 gün\u003C\u002Fp>\n\n\u003Cp>Sözleşme yürürlük tarihinden itibaren işe yeni giren işciler, birinci\nyıllarında 30 günlük ikramiyeden kıstelyevm usulü ile faydalanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ikramiyelerden 2019 yılı için; verilecek olan kıdem ikramiyeleri 2019\nyılına mahsus olmak üzere bir kerede mevcut maaşlarına %20 ilavesiyle\nhesap edilerek 31.12.2018’e kadar ödenir. 01.01.2019 tarihinden itibaren\n37-A maddesine göre oluşacak maaşlara ve 2 Ocak 2019 kıdemine göre\noluşacak farklar, Ocak avans ödeme döneminde (artı \u002F eksi)\nmahsuplaştırılır.\u003C\u002Fp>\n\n\u003Cp>Geri kalan 30 günlük ikramiyeler önceki tarihlerinde olduğu gibi Haziran\nve Aralık 2019’da 15’er günlük ödenir.\u003C\u002Fp>\n\n\u003Cp>2020 yılından itibaren; yukarıda anlaşılan ikramiyeler; 4 eşit takside\nbölünerek 13 Mart 2020, 15 Haziran 2020, 15 Eylül 2020, 15 Aralık 2020\ntarihlerinde ödenir. İşciler, ikramiye ödeme tarihlerinde eriştikleri\nkıdem yılı itibarıyla faydalanırlar.\u003C\u002Fp>\n\n\u003Cp>İkramiye tarihlerinden önce giren veya sonra çıkan işçilere\nkıstelyevm usulü oranında ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 39 GÖREV MASRAFLARI VE HARCIRAHLARI\u003C\u002Fh2>\n\n\u003Cp>a) Genel :\u003C\u002Fp>\n\n\u003Cp>Belediye sınırları dışına yapılan geçici görevlendirmelerde göreve\nbaşlamadan önce şirket prosedürlerine göre seyahat ve görevlendirme\nyönetim onayı alınır. Seyahat ve Görevlendirme onayında belirlenmiş olan\nbütçe içinde yapılacak belge karşılığı harcamalar, belgeleri ile\nbirlikte bir harcama listesi ile gene aynı onay sistemi içerisinde işçiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>b) Hat Sürücüleri :\u003C\u002Fp>\n\n\u003Cp>Şehirlerarası hat sürücüsü yol harcırahları : 30,22 TL. olan\nharcırahlara sözleşmenin birinci ve ikinci yılında yıllık enflasyon\noranında artırım yapılır.\u003C\u002Fp>\n\n\u003Cp>İhtiyaç doğması sebebiyle şehirlerarası sefere gönderilen şehiriçi\nrömorklu vasıta sürücülerine de aynı oranda harcırah verilir.\u003C\u002Fp>\n\n\u003Cp>Hat sürücüleri ile ilgili idari maddeler :\u003C\u002Fp>\n\n\u003Cp>• Hat sürücüleri, şehiriçi römorklu vasıta sürücüleri ve\nşehirlerarası hat sürücüleri olarak iki grupta toplanır.\u003C\u002Fp>\n\n\u003Cp>• Dengeli ekipman dağılımını sağlamak için kullanılan boş\u002Fdolu\nrömork\u002Fkutu ve konteynır sevkiyat görevleri asli görevlerden sayılır.\u003C\u002Fp>\n\n\u003Cp>• Sürücüler ihtiyaç hallerinde (vardiya değişimi,\nşehiriçi-şehirdışı geçiş, uğrama noktası ekleme) istenilen\ngörevlerde çalıştırılabilir.\u003C\u002Fp>\n\n\u003Cp>• Şehiriçi görevdeki şoför şehir dışı sefere gönderildiğinde\nilgili hattın harcırahı ilaveten ödenir.\u003C\u002Fp>\n\n\u003Cp>• Araç yanaştırma, araç çıkartma, bakıma götürme, yakıt ikmali\nyapma işlemleri sürücünün görev tanımı içerisindeki asli\ngörevidir.\u003C\u002Fp>\n\n\u003Cp>• Sürücülerin kullanmış olduğu ekipmanlardaki çıkış ve dönüş\nbakımları ihmal edilemeyecek görevler arasındadır.\u003C\u002Fp>\n\n\u003Cp>• İşini savsaklama, işe gelmeme, işe gelmemeyi suistimal etme, Şirket\nHat Araçları Yönetmeliği ne ve TİS e uymayan sürücüler hakkında\ndisiplini ve hukuki işlem yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 40 HASTALIK YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>İşyeri hekiminin olduğu yerlerde, işyeri hekiminin verdiği veya\nşevkinden dolayı diğer sağlık kurumları tarafından verilen\nistirahatlerin ilk 2 günü işveren tarafından ödenir, işyeri doktorunun\nbulunmadığı yerlerde ise, işçinin sağlık kurumları tarafından\nverilmiş olan en az 5 günlük raporunun olması halinde de ilk 2 günü\nişveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>Acil servislerden alınan raporlarda rapor süresine bakılmaksızın ilk 2\ngüne ait ücretler işveren tarafından ödenir ve yatarak yapılan\ntedavilerde aynı kapsamda değerlendirilecektir.\u003C\u002Fp>\n\n\u003Cp>Bu konuyu istismar eden işçiler hakkında disiplin hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 41 YAKACAK YARDIMI\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işcilere net 560,00 TL olarak verilen yakacak yardımına\nsözleşmenin birinci ve ikinci yılında yıllık enflasyon oranında\nartırım yapılır.\u003C\u002Fp>\n\n\u003Cp>Yakacak yardımı ödemesi, her yıl 15 Eylül’e kadar yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 42 GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşyerinde iş elbisesi verilmesi ve iadesi uygulamasına aynen devam\nolunur. Giyecek ve koruyucu malzemelerin sağlanmasından işveren, bunların\ngereği gibi kullanılması ile muhafaza ve bakımından işçiler\nsorumludur.\u003C\u002Fp>\n\n\u003Cp>Kıyafetler miatlarına göre dağıtılacaktır. Karşılarında miat\nbelirtilmeyen elbiseler 1 (bir) yıllıktır.\u003C\u002Fp>\n\n\u003Cp>Kuryeler ve hat şoförleri için;\u003C\u002Fp>\n\n\u003Cp>• 1 adet mont-2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 1 adet yelek-2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 2 adet yazlık, 2 adet kışlık gömlek,\u003C\u002Fp>\n\n\u003Cp>• 6 adet derin bisiklet yaka İç fanilası (3 beyaz, 3 siyah)\u003C\u002Fp>\n\n\u003Cp>• 2 adet yazlık, 2 adet kışlık pantolon\u003C\u002Fp>\n\n\u003Cp>• 2 Adet Kısa Pantolon (sıcak bölgelerde talep edenlere)\u003C\u002Fp>\n\n\u003Cp>• 1 adet kemer - 2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 1 adet kışlık 1 adet yazlık üniforma ile giyilecek ayakkabı.\n(Ayakkabının üniforma ile giyilmesi zorunludur.)\u003C\u002Fp>\n\n\u003Cp>Yüklemeciler için;\u003C\u002Fp>\n\n\u003Cp>• 2 kışlık, 2 yazlık pantolon\u003C\u002Fp>\n\n\u003Cp>• 2 kışlık sweat shirt\u003C\u002Fp>\n\n\u003Cp>• 1 anorak yelek- 2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 3 adet yazlık t-shirt\u003C\u002Fp>\n\n\u003Cp>• 1 Kışlık mont- 2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 1 adet kemer- 2 yıllık\u003C\u002Fp>\n\n\u003Cp>Yazlık ve kışlık elbise renkleri UPS renginde (kahverengi)\nolmalıdır.\u003C\u002Fp>\n\n\u003Cp>Araç Kademeleri, teknik personel ve yıkamacılar için;\u003C\u002Fp>\n\n\u003Cp>• 2 adet kışlık tulum\u003C\u002Fp>\n\n\u003Cp>• 2 sweat shirt\u003C\u002Fp>\n\n\u003Cp>• 1 adet anorak yelek- 2 yıllık\u003C\u002Fp>\n\n\u003Cp>• 2 yazlık tulum\u003C\u002Fp>\n\n\u003Cp>• 2 yazlık t-shirt\u003C\u002Fp>\n\n\u003Cp>• 1 çizme (Yıkamacılar için)\u003C\u002Fp>\n\n\u003Cp>• 1 adet yağmurluk (Yıkamacılar ve shifterlar için)\u003C\u002Fp>\n\n\u003Cp>• 1 adet kışlık mont- 2 yıllık\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 43 YOL YARDIMI\u003C\u002Fh2>\n\n\u003Cp>1- Mevcut servis uygulamasına devam edilir. Servis güzergâhları sendika\ntemsilcisinin de görüşü alınarak işveren tarafından belirlenir. Servis\naraçları temiz ve bakımlı olmalıdır.\u003C\u002Fp>\n\n\u003Cp>2- Servislerden yararlanamayan sendika üyesi işçilerin işe\ngidiş-dönüş ücretleri, İşçinin İkametgâhı ile işyeri arasındaki\nmesafe ve ulaşım olanakları da dikkate alınarak belediye otobüs taşıma\nücretleri uyarınca işverence karşılanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 44 DİĞER HAKLAR SOSYAL ÜCRET ÖDEMELERİ VE BORDRO\u003C\u002Fh2>\n\n\u003Cp>Aylık ücret ve sosyal yardımlar en geç her ayın 6’sında ödenir.\nİşveren her ödemede işçiye, ödemenin hesabını gösterir işyerinin\nözel işaretini taşıyan bir hesap pusulası vermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>Bu pusulada; işçinin kimliği, ödemenin günü ve ilişkin olduğu dönem\nile fazla çalışma, tatil ücretleri gibi asıl ücrete yapılan her türlü\nekleme ve kesintiler ayrı ayrı gösterilir.\u003C\u002Fp>\n\n\u003Cp>İş yerindeki avans uygulamasına aynen devam edilir.\u003C\u002Fp>\n\n\u003Cp>5. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TATİL VE İZİNLER\u003C\u002Fp>\n\n\u003Ch2>MADDE - 45 GENEL KURAL\u003C\u002Fh2>\n\n\u003Cp>Hafta tatili, ulusal ve dini bayram ve genel tatil günlerinde\nçalıştırılmayan işçiye ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 46 HAFTA TATİLİ VE ÜCRETİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Haftalık en çok 45 saat olan çalışma süresini 6 günde tamamlayan\nişyerlerinde İşçiler 1 gün, 5,5 günde tamamlayan işyerlerinde 1,5 gün,\n5 günde tamamlayan İşyerlerinde 2 gün hafta tatili yapmaya hak kazanırlar.\nHafta tatilinde çalışma yapılması halinde (asıl ücreti hariç) % 100\nzamlı ücret ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren tarafından hafta tatili gününde yapılacak değişiklik\ndurumunda bu değişiklik nedeniyle hak edilen hafta tatili günü ücretinde\nişçi aleyhine bir kesinti yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE - 47 ULUSAL BAYRAM, DİNİ BAYRAM VE GENEL TATİL GÜNLERİ VE\nÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cp>Ulusal Bayram, Dini Bayram ve resmi tatil günleri ile tatil süreleri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>1- Yılbaşı 1 gün (1 Ocak)\u003C\u002Fp>\n\n\u003Cp>2- Ulusal Egemenlik ve Çocuk Bayramı 1 gün ( 23 Nisan)\u003C\u002Fp>\n\n\u003Cp>3- 1 Mayıs Emek ve Dayanışma günü 1 gün (1 Mayıs)\u003C\u002Fp>\n\n\u003Cp>4- Atatürk'ü Anma Gençlik ve Spor Bayramı: 1 gün (19 Mayıs )\u003C\u002Fp>\n\n\u003Cp>5- Demokrasi ve Milli Birlik Günü: 1 gün (15 Temmuz)\u003C\u002Fp>\n\n\u003Cp>6- Zafer Bayramı: 1 gün ( 30 Ağustos )\u003C\u002Fp>\n\n\u003Cp>7- Cumhuriyet Bayramı: 1,5 gün ( 28 - 29 Ekim )\u003C\u002Fp>\n\n\u003Cp>8- Şeker Bayramı 3,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\u003C\u002Fp>\n\n\u003Cp>9- Kurban Bayramı 4,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\u003C\u002Fp>\n\n\u003Cp>İşçinin yukarıdaki tatil sürelerinde çalıştırılmaması\nesastır.\u003C\u002Fp>\n\n\u003Cp>Bayram tatili öncesi ve sonrası günlerde onaylanmış çalışma\nçizelgeleri ve çalışma saatleri sadece o güne mahsus olarak\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>Arife günleri ve 28 Ekim’de 01.00'de başlayan vardiyalara 4'er saati\nfazla mesai olarak verilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin 29 Ekim Cumhuriyet Bayramı (Ulusal bayram) ve dini bayramlarda\n(arife günleri dahil) çalıştırılması durumunda asıl yevmiyesi hariç 2\nyevmiye tutarında fazla mesai ücreti verilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin diğer resmi tatil günlerinde çalıştırılması durumunda ise\nasıl yevmiyesine ek olarak 1,5 (birbuçuk) yevmiye tutarında fazla mesai\nücreti verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 48 YILLIK İZİN\u003C\u002Fh2>\n\n\u003Cp>1- İşyerinde çalışan Sendika üyesi işçilere,\u003C\u002Fp>\n\n\u003Cp>a) 1 yıldan 5 yıla kadar (5 yıl dahil) çalışanlara 15 gün\u003C\u002Fp>\n\n\u003Cp>b) 5 yıldan fazla 10 yıl dahil çalışanlara 25 gün\u003C\u002Fp>\n\n\u003Cp>c) 10 yıldan fazla çalışmış olanlara 30 gün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>2- Yıllık izin kullanımının düzenlenmesi, izin kurulu tarafından\nbelirlenir.\u003C\u002Fp>\n\n\u003Cp>3- Yıllık iznini il dışında geçirecek üyenin istemesi halinde 3 güne\nkadar ücretsiz yol izni verilir.\u003C\u002Fp>\n\n\u003Cp>4- Yıllık izin süresinin hesabında ulusal ve dini bayram günleri, genel\ntatil günleri ve hafta tatili günleri izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 49 ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh2>\n\n\u003Cp>a) Üyenin evlenmesi durumunda 5 gün\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>b) Üyenin eş ve çocukları ile ana babasının ve kardeşlerinin ölümü\nhalinde 4 gün, kayınvalide, kayınpederi veya amcası ölen işçiye 2\ngün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c) Üyenin eşinin doğum yapması durumunda 5 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>d) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 7 güne kadar\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Üye ölüm, evlenme, doğum gibi ücretli izine hak kazandıran\nolayları geçerli bir belge ile belgeleyecektir.\u003C\u002Fp>\n\n\u003Cp>f) Bu izinler en geç evlenme, doğum ve ölüm olaylarını izleyen 10 gün\niçinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>g) Bu izinler yıllık ücretli izinle iç içe giremez.\u003C\u002Fp>\n\n\u003Cp>h) Doğum yapan kadın işçiye doğumdan önce ve sonra verilecek ücretli\nizin ile emzirme izni konusunda yasal hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>i) Kendisinin doğrudan tarafı olduğu ve ölümle sonuçlanmış iş\nkazasına karışmış işçiye 3 gün ücretli moral izni verilir.\u003C\u002Fp>\n\n\u003Cp>j) Engelli çocuğu olan işçilerin en az % 60 oranında engelli veya\nsüreğen hastalığı olan çocuğunu tedavisinde hastalık raporuna dayalı\nolarak ve çalışan ebeveynlerden sadece biri tarafından kullanılması\nkaydıyla bir yıl içinde toptan yada bölümler halinde 10 işgünü ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 50 ÜCRETSİZ ÖZÜR İZNİ\u003C\u002Fh2>\n\n\u003Cp>Üyelere yazılı başvurması ve mazeretinin işverence uygun görülmesi\nkoşulu ile yılda bir defaya mahsus en fazla 15 güne kadar ücretsiz izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İzin isteyenlerin sayısı işi aksatacak sayıda ise, işveren izinleri\nönemine göre sıraya koyabilir.\u003C\u002Fp>\n\n\u003Cp>6.BÖLÜM\u003C\u002Fp>\n\n\u003Cp>İŞCİ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fp>\n\n\u003Ch2>MADDE - 51 GENEL SAĞLIK VE GÜVENLİK KOŞULLARI\u003C\u002Fh2>\n\n\u003Cp>a) İşyerinde iş sağlığı ve güvenliği ile ilgili yönetmeliklerin\nhükümleri uygulanır. Ancak İşveren İşyerinde İşyeri şartlarına uygun\nolarak içme suyu, sıcak ve soğuk duş, işyerini ısıtma, havalandırma,\naydınlatma ve tuvalet gibi ihtiyaçları yönetmelik hükümlerine göre\nöncelik vererek çözmeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>b) İşveren işçiyi işe alırken muayene ettirmekle beraber her yıl\ngenel sağlık kontrolünden de geçirir. Ayrıca ağır ve tehlikeli işler\nyönetmeliği kapsamı içindeki işçilerin yılda bir defa verem savaş\nderneği veya benzeri hizmet veren resmi kuruluşlar kanalı ile röntgen\nkontrolünden geçmesini temin eder.\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde kazaya uğrayan işçi derhal işyeri yardım ünitesine\ngötürülür ve ilk tedavisi yapılır. Gerekirse en yakın sağlık\nbakanlığı sağlık birimine işverence götürülür. Acil vakalarda\nhastaneye sevk halinde, sevk edilen hastanın muayene sonucu evine yada\nişyerine dönmesi için gerekli vasıta ücreti ibraz edeceği belge\nmukabilinde işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>d) İşyerinde çalışan işçilere, iş sağlığı ve güvenliği ile\nilgili yönetmeliklerin hükümlerine uygun koruyucu malzeme işveren\ntarafından verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 52 İŞ YERİ DIŞINDA HASTALANMA\u003C\u002Fh2>\n\n\u003Cp>Hastalığı nedeni ile İşyerine gelemeyen işçi durumu uygun yollarla ve\n24 saat içinde İşyerindeki yetkilisine bildirir. Bu durumdaki işçinin\nherhangi bir sağlık kurulu-şundan alacağı raporu İşverene vermesi\nyeterlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 53 İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ KURULU\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cp>1-İşyerinde çalışan işçilerin işçi sağlığından ve iş\ngüvenliğinden işveren sorumludur. İşveren yasa, tüzük ve yönetmelik\nhükümlerini yerine getirmek, gerekli bütün tedbirleri almak, iş\ngüvenliğinin gerektirdiği araç ve gereçleri sağlamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>2-Kurulun oluşması: Kurul ; 6331 Sayılı İş Sağlığı ve Güvenliği\nKanunu’nun 22. Maddesine göre oluşur.\u003C\u002Fp>\n\n\u003Cp>3-Kurulun görevleri, yetkileri ve çalışması:\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde iş kazalarını önlemek için araştırma yapmak ve\nönlemlerin alınmasında işveren vekillerine yardım etmek.\u003C\u002Fp>\n\n\u003Cp>b) Bir iş kazası meydana geldiğinde kazanın oluş şeklini ve teknik\nnedenlerini belirten bir rapor düzenleyerek, işveren vekillerini haberdar\netmek.\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde tehlikeli görülen hususları saptayarak, durumun\ndüzeltilmesi için önerilerde bulunmak.\u003C\u002Fp>\n\n\u003Cp>d) İş kazaları ve yangını önlemeye yarayacak duvar panoları,\nflamalar, projeksiyon gösterileri vb. öğretici nitelikte malzeme sağlamak\nve göstermek.\u003C\u002Fp>\n\n\u003Cp>e) İşçi sağlığı ve işçi güvenliği ile ilgili mevzuatın\ngereklerinin yerine getirilmesini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>4- Kurulun Raportörlüğünü, İşçi Sağlığı ve İş Güvenliği\nUzmanı yapar. Gerektiğinde tarafların istemi üzerine, diğer hallerde kurul\nbaşkanının saptayacağı zamanlarda toplanarak çalışır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>HASAR, KAYIP, ZARAR\u003C\u002Fp>\n\n\u003Ch2>MADDE - 54 HASAR VE ZARAR\u003C\u002Fh2>\n\n\u003Cp>Her işçi işyerindeki araç, bilgisayar, teknik cihaz, makine, alet ve\nedevatı tekniğine ve talimatlarına uygun kullanmakla ve muhafaza etmekle\ngörevlidir. İşçinin çalışması sırasında araçlarda veya kullanılan\nalet-edevatta isteyerek, bilerek ve kusurlu olarak zarar verdiği\nispatlanmadığı sürece meydana gelebilecek hasar ve zarardan işçi sorumlu\ntutulamaz. İşverene ait kusurlar veya işçinin kullanımına verilen\naraçtaki eksiklikler nedeniyle işçinin ceza puanı alması ve bu nedenle\nehliyetine geçici süreyle el konulması halinde işçinin haklarında\nkısıtlamaya gidilemez, aynı haklarla işyerinde yapabileceği başka bir\nişte görevlendirilir. Ehliyetin iade edilmesi halinde eski görevine iade\nedilir.\u003C\u002Fp>\n\n\u003Cp>Toplama, dağıtım ve teslimat yapan çalışanlar paketlerle ilgili\nsorunları (hasar, kayıp, çalıntı, yanlış teslimat vb) ilgili birimlere\nderhal bildirir. Ancak kargo göndericisi ve alıcısının, müşterinin ve\nteslimatın yapıldığı kişinin ve\u002Fveya kurumun hatasından kaynaklı\nsorunlardan dolayı çalışanlar sorumlu tutulamaz. Hasarlı, kayıp ve\nçalınan mallardan, kaybeden veya hasara uğratan dışında kimse sorumlu\ntutulamaz. Kaybolan, çalınan veya hasar gören paketin değeri, işverenin\nmüşteriye ödediği miktarda paketin İkame bedeli kadar olup, para cezası\nverilmesi halinde bu miktarlardan en düşüğü hangisi İşe o oranda para\ncezası ve uyarı verilir. Disiplin kurulu kararı olmadan hiç kimsenin\nücretinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşçinin yapmakla yükümlü olduğu işi yaparken sebep olduğu bir kaza\nveya olaya bağlı olarak üçüncü kişiler tarafından açılan dava\nneticesinde işçi bir ödemeye mahkûm edilir ise; mahkûm olunan bedel\nişveren tarafından ödenir ancak daha sonra işçinin ücretinden 1\u002F4\noranında kesilmek suretiyle tahsil edilir.\u003C\u002Fp>\n\n\u003Cp>Şoförlerin kasko ve mali mesuliyet sigortası bulunan araçlarla maddi\nhasarlı kaza yapmaları halinde; suiistimalleri ve keyfiyeti engelleyebilmek\niçin (alkollü araç kullanma, radara yakalanma ve kırmızı ışıkta geçme\nhali hariç) disiplin kurulu kararı olmadan işçinin ücretinden her hangi\nbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Araçlardaki arızanın Blackbox'dan (Blackbox olmayan araçlarda form ile)\naraç bakım kademesine bildirilmesi zorunludur. Blackbox (Blackbox olmayan\naraçlarda form) ile bildirilen arızanın işverenlikçe giderilmemesinden\nkaynaklanan hasarlardan veya bu nedenle oluşacak kazalardan şoför sorumlu\ntutulamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 55 HASAR VE ZARAR TESPİT KOMİSYONU\u003C\u002Fh2>\n\n\u003Cp>İşveren tarafından aşağıda belirtilen işyerlerinde bir hasar tespit\nsorumlusu atanır. Hasar tespit sorumlusu olayın özelliklerine göre olay\nyerinde veya işyerinde hasar veya zararı saptar ve Merkez Hasar\nDepartmanı'na bildirir.\u003C\u002Fp>\n\n\u003Cp>İşçinin yaptığı hasar ve zararların saptanması için Formula,\nTopkapı, Mahmutbey, Bursa, Afyon, İzmir, Antalya, Ankara, Gaziantep, Adana,\nve Kayseri işyerlerinde biri işveren biri sendikanın belirleyeceği iki\nkişiden oluşan Alt Hasar Tespit Komisyonları kurulur.\u003C\u002Fp>\n\n\u003Cp>Hasarın ve zararın meydana gelişinde işçinin kasıt, kusur, ihmal ve\ndikkatsizliğinin mi, teknik arıza veya başka bir nedenin mi etken olduğu\nhususunda ilk önce Alt Hasar Tespit Komisyonu rapor hazırlayarak Merkez Hasar\nDepartmanına bildirir. Merkez Hasar Departmanı; gelen raporu onaylar veya\ngerekiyorsa ilgili diğer ünitelere de göndererek karara bağlar ve sonuçta\ncezai bir yaptırım gerekiyorsa Disiplin Kurulu'na havale eder.\u003C\u002Fp>\n\n\u003Cp>Zarar ziyan tespiti mahkeme kararıyla da yaptırılabilir. Disiplin kurulu\nkararı olmadan işçiye zarar tahmil edilemez.\u003C\u002Fp>\n\n\u003Cp>8. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>DİSİPLİN VE SİCİL AFFI\u003C\u002Fp>\n\n\u003Ch2>MADDE - 56 DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Cp>(i) İşbu Sözleşmenin imza tarihinden itibaren 30 gün içinde Mahmutbey,\nFormula, Ankara, İzmir ve Bursa'da görev yapmak üzere 5 tane Alt Disiplin\nKurulu (ADK) ve İstanbul'da bir tane Merkez Disiplin Kurulu (MDK) kurulur.\u003C\u002Fp>\n\n\u003Cp>1- Bu kurul, işveren tarafından tayin edilecek 2 asil, 2 yedek üye ve\nsendika tarafından tayin edilecek 2 asil, 2 yedek üyeden oluşur. Taraflar\ntayin ettiği kurul üyelerinin isimlerini diğer tarafa işbu Sözleşme'nin\nimza tarihinden itibaren 15 gün içinde yazılı olarak bildirir. Kurula,\ntarafların tayin ettiği kurul üyeleri arasından seçtiği birer kişi\ndönüşümlü olarak başkanlık yapar. Asil üyenin mazereti nedeniyle\ntoplantıya katılmaması halinde yerine yedeği katılır. Kurul, en az 3\nüyenin katılımı ile toplanır. MDK da dönüşümlü başkanlık sisteminde\nsendika üyelerinden sadece sendika başkanı Sn. Kenan Öztürk başkanlık\nedecektir.\u003C\u002Fp>\n\n\u003Cp>2- Kararlar oy çokluğu ile alınır. Oyların eşitliği halinde kurul\nbaşkanının oyu 2 oy sayılır. İşten çıkarma cezasını gerektiren\nolaylar ADK tarafından 6 gün içinde MDK'ya gönderilir.\u003C\u002Fp>\n\n\u003Cp>3- İşten çıkarma cezasını gerektiren olaylar sadece MDK'nda\ngörüşülür ve Kurulun varacağı sonuçlar gerekçeli olarak genel müdür\nveya yetkilisine tevdi edilir. ADK ve MDK tarafından verilen kararların bir\nsureti sendikaya da verilir.\u003C\u002Fp>\n\n\u003Cp>4- Sendika yöneticileri ve işyeri temsilcilerine disiplin cezası\nverilmesi söz konusu olduğu takdirde, mesele üç işgünü içinde işveren\nveya temsilcisiyle sendika merkez yönetim kurulunca seçilecek bir temsilci\narasında görüşülür ve karara bağlanır. Disiplin Kuruluna intikal eden\nkonuya doğrudan taraf olan kurul üyeleri bu konuya İlişkin Disiplin Kurulu\ntoplantısına katılamaz, görev yapamaz.\u003C\u002Fp>\n\n\u003Cp>5- Disiplin Kurulu ceza gerektiren fiilin İşlenişinin öğrenilmesinden\nİtibaren 6 İşgünü İçinde İşveren veya yetkili kılınan vekili\ntarafından toplantıya çağrılır. Disiplin Kurulunun toplantı süresi ilk\ntoplantıdan itibaren 15 İş günüdür.\u003C\u002Fp>\n\n\u003Cp>6- İş Kanunundaki 6 iş günlük süre Disiplin Kurulu kararına kadar\naskıda kalır.\u003C\u002Fp>\n\n\u003Cp>7- Disiplin Kurulunun çalışma esasları ve cezayı gerektiren filler İle\nmüeyyideleri, sözleşmenin İmzalanmasından sonra bu toplu sözleşme\nmaddesi esaslarına göre tarafların birlikte hazırlayacakları İşyeri\nDisiplin Yönetmeliği ile belirlenir.\u003C\u002Fp>\n\n\u003Cp>8- Disiplin Kurulu tarafından İşten çıkarılma cezası verilen hükme\nİşveren sadece lehte olmak üzere takdir hakkını kullanabilir.\u003C\u002Fp>\n\n\u003Cp>(ii) Disiplin Cezaları\u003C\u002Fp>\n\n\u003Cp>İHTAR, KINAMA, ÜCRETSİZ İZİN VE ÜCRET KESİM CEZALARI: Alt Disiplin\nKurulu ve Merkez Disiplin Kurulu tarafından verilebilir.\u003C\u002Fp>\n\n\u003Cp>İŞTEN ÇIKARMA CEZASI: Sadece Merkez Disiplin Kurulu tarafından\nverilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE - 57 SİCİL AFFI\u003C\u002Fh2>\n\n\u003Cp>1 yılını dolduran ceza puanları sicil programından arşive alınır ve\nyeni yılda dikkate alınmaz. Kayıtlar 01 Ocak- 31 Aralık tarihleri arasında\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>9. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>SÖZLEŞMENİN SÜRESİ, YÜRÜRLÜK VE İMZA\u003C\u002Fp>\n\n\u003Ch2>MADDE - 58 SÖZLEŞMENİN SÜRESİ, YÜRÜRLÜK VE İMZA\u003C\u002Fh2>\n\n\u003Cp>Taraflarca imzalanan Toplu İş Sözleşmesi 01.01.2019 tarihinde\nyürürlüğe girmek ve 31.12.2020 tarihinde sona ermek üzere 24 ay süreli\nolarak 14\u002F12\u002F2018 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\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>İŞVEREN TEMSİLCİLERİ\u003C\u002Ftd>\n      \u003Ctd>SENDİKA TEMSİLCİLERİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BURAK KILIÇ\u003C\u002Ftd>\n      \u003Ctd>KENAN ÖZTÜRK\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>YAVUZ SARVAN\u003C\u002Ftd>\n      \u003Ctd>GÜREL YILMAZ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SALİM YILDIZ\u003C\u002Ftd>\n      \u003Ctd>SEYFİ EREZ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ÖZGE HORASAN ÇİFTÇİ\u003C\u002Ftd>\n      \u003Ctd>MUHARREM YILDIRIM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UFUK KARDAŞ\u003C\u002Ftd>\n      \u003Ctd>ERSİN TÜRKMEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ÖZGE YILANCIOĞLU EROL\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MUSTAFA OKTAY\u003C\u002Ftd>\n      \u003Ctd>\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\n\n            ",{"disabilitypay":42,"contracttrialperiod":46,"severance_number_1_tenure":49,"severance_number":53,"hourspweek_select":56,"childcare":60,"funeralpay":64,"MEALALL_trigger":68,"severance":72,"OVERTIME_trigger":76,"SUNDAY_trigger":80,"trainingprogrammes":84,"protectiveclothing":88,"healthandsafetypolicy":92,"contracttrial":96,"dayspweek_select":100,"TRADEUNLEAV_trigger":102,"SCHEDULE_trigger":106,"paidpaternityleave":110,"educationtuition":114,"LOWWAGE_trigger":118,"contractseverancepay1":122,"legalassistance_trigger":125,"paidmaternityleave":129,"contractseverancepay":133,"deathrelatives":136},{"bindId":43,"name":44,"text":45},"disabilitypay","İşyeri hekiminin olduğu yerlerde, işyeri","İşyeri hekiminin olduğu yerlerde, işyeri hekiminin verdiği veya\nşevkinden dolayı diğer sağlık kurumları tarafından verilen\nistirahatlerin ilk 2 günü işveren tarafından ödenir, işyeri doktorunun\nbulunmadığı yerlerde ise, işçinin sağlık kurumları tarafından\nverilmiş olan en az 5 günlük raporunun olması halinde de ilk 2 günü\nişveren tarafından ödenir.\n\nAcil servislerden alınan raporlarda rapor süresine bakılmaksızın ilk 2\ngüne ait ücretler işveren tarafından ödenir ve yatarak yapılan\ntedavilerde aynı kapsamda değerlendirilecektir.\n\nBu konuyu istismar eden işçiler hakkında disiplin hükümleri\nuygulanır.",{"bindId":47,"name":48,"text":48},"contracttrialperiod","1- İş yerinde deneme süresi iki aydır.",{"bindId":50,"name":51,"text":52},"severance_number_1_tenure","Sendika üyesi işçilere halen ödenmekte o","Sendika üyesi işçilere halen ödenmekte olan 30 günlük ikramiyelerine\n01.01.2019 tarihinden itibaren kıdemlerine göre aşağıda belirtilen ek\ngünler kıdem ikramiyeleri ilave edilerek aşağıdaki şekilde artırım\nyapılır.\n\n0-2 yıl \u002Fkıdem : 30 gün + 10 gün kıdem ikramiyesi = 40 gün",{"bindId":54,"name":51,"text":55},"severance_number","Sendika üyesi işçilere halen ödenmekte olan 30 günlük ikramiyelerine\n01.01.2019 tarihinden itibaren kıdemlerine göre aşağıda belirtilen ek\ngünler kıdem ikramiyeleri ilave edilerek aşağıdaki şekilde artırım\nyapılır.\n\n0-2 yıl \u002Fkıdem : 30 gün + 10 gün kıdem ikramiyesi = 40 gün\n\n2-5 yıl \u002Fkıdem : 30 gün + 15 gün kıdem ikramiyesi = 45 gün",{"bindId":57,"name":58,"text":59},"hourspweek_select","Haftalık çalışma süresi en çok 45 saatti","Haftalık çalışma süresi en çok 45 saattir. Bu süre, çalışılan\ngünlere eşit olarak bölünerek uygulanır. 15.03.2017 tarihinden itibaren\nyapılan haftada 5 gün çalışma uygulamasına devam olunur. Ancak Eylül ve\nEkim aylarında ihtiyaç duyulması halinde haftanın 6 günü çalışma\nyapılır.",{"bindId":61,"name":62,"text":63},"childcare","d) Üyenin bakmakla yükümlü olduğu kimsel","d) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 7 güne kadar\nücretli izin verilir.",{"bindId":65,"name":66,"text":67},"funeralpay","e) Ölüm ve Sakatlanma Yardımı: İşçinin k","e) Ölüm ve Sakatlanma Yardımı:\n\nİşçinin kendisinin vefatı halinde birinci derecedeki mirasçılarına\nnet 2.518,00 TL;\n\nEş, çocuk, anne, baba ve kardeşinin ölümü halinde personelin kendisine\nnet 951,00 TL;\n\nİşçinin iş kazası sonucu ölmesi halinde birinci derecedeki\nmirasçılarına net 5.036,00 TL ödenmekte olan cenaze yardımlarına\nsözleşmenin birinci ve ikinci yılında yıllık enflasyon oranında\nartırım yapılır.",{"bindId":69,"name":70,"text":71},"MEALALL_trigger","a) Yemek Yardımı: Sendika üyesi işçilere","a) Yemek Yardımı:\n\nSendika üyesi işçilere verilen yemek ücretleri 01.01.2019 tarihinden\nitibaren; mevcut almış oldukları yemek ücretlerine, yıllık enflasyon\noranında artırım yapılır. İstanbul dışındaki iller için de İstanbul\nyemek ücretlerine yapılan artış rakamı uygulanacaktır. Sözleşmenin\nikinci yılında yemek ücretlerine yıllık enflasyon oranında artırım\nyapılır.\n\nSüresi 2 saati aşan fazla mesailere kalan çalışanlara, yemek ücreti\nbedeli karta yüklenir.",{"bindId":73,"name":74,"text":75},"severance","İşçilerin iş akitlerinin kıdem tazminatı","İşçilerin iş akitlerinin kıdem tazminatı ödenmesini gerektiren\nhallerden birisi ile feshi halinde, işçiye her tam hizmet yılı için 30\ngünlük ücreti tutarında kıdem tazminatı ödenir. Ölüm hallerinde\ntazminat yasal mirasçılarına verilir, iş kazası nedeni ile ölen işçinin\nkıdem tazminatı 45 gündür.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","Bu Sözleşmede tespit edilen günlük veya ","Bu Sözleşmede tespit edilen günlük veya haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\n\n1- Fazla çalışmalar ücret yerine izinle karşılanamaz.\n\n2- Fazla çalışma ücreti (asıl ücreti hariç) % 60 zamlı ödenir.\n\n3- Hafta tatili fazla çalışması % 100 zamlı ödenir.\n\n4- Fazla çalışmaların yarım saatten az olanları yarım saatte, yarım\nsaatten fazla olan süreler de bir saate tamamlanır.",{"bindId":81,"name":82,"text":83},"SUNDAY_trigger","3- Hafta tatili fazla çalışması % 100 za","3- Hafta tatili fazla çalışması % 100 zamlı ödenir.\n\n4- Fazla çalışmaların yarım saatten az olanları yarım saatte, yarım\nsaatten fazla olan süreler de bir saate tamamlanır.",{"bindId":85,"name":86,"text":87},"trainingprogrammes","Temel eğitim, sendikal eğitim, mesleki v","Temel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan\ngenel eğitime İlişkin olarak sendikaca hazırlanan programların\nuygulanması bakımından, Sendikanın düzenleyeceği seminer, kurs ve\nkonferanslar için sendika üyelerine yılda toplam 60 gün izin verilir. Bu\nİzinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir seferde\niş yeri işçi sayısının % 5'den fazla sayıda üyenin birden eğitim İzni\nkullanması işverenin onayına tabidir.\n\nGerek temsilci izinleri, gerekse toplantı ve eğitim izinlerinin\nuygulanmasında işyerinin çalışmasının aksatılmaması esastır.\n\nBu izinler yıllık izinlerden indirilemez ve bu günler için işçilerin\nücret ve sosyal haklarından kesinti yapılamaz.",{"bindId":89,"name":90,"text":91},"protectiveclothing","İşyerinde iş elbisesi verilmesi ve iades","İşyerinde iş elbisesi verilmesi ve iadesi uygulamasına aynen devam\nolunur. Giyecek ve koruyucu malzemelerin sağlanmasından işveren, bunların\ngereği gibi kullanılması ile muhafaza ve bakımından işçiler\nsorumludur.\n\nKıyafetler miatlarına göre dağıtılacaktır. Karşılarında miat\nbelirtilmeyen elbiseler 1 (bir) yıllıktır.\n\nKuryeler ve hat şoförleri için;\n\n• 1 adet mont-2 yıllık\n\n• 1 adet yelek-2 yıllık\n\n• 2 adet yazlık, 2 adet kışlık gömlek,\n\n• 6 adet derin bisiklet yaka İç fanilası (3 beyaz, 3 siyah)\n\n• 2 adet yazlık, 2 adet kışlık pantolon\n\n• 2 Adet Kısa Pantolon (sıcak bölgelerde talep edenlere)\n\n• 1 adet kemer - 2 yıllık\n\n• 1 adet kışlık 1 adet yazlık üniforma ile giyilecek ayakkabı.\n(Ayakkabının üniforma ile giyilmesi zorunludur.)\n\nYüklemeciler için;\n\n• 2 kışlık, 2 yazlık pantolon\n\n• 2 kışlık sweat shirt\n\n• 1 anorak yelek- 2 yıllık\n\n• 3 adet yazlık t-shirt\n\n• 1 Kışlık mont- 2 yıllık\n\n• 1 adet kemer- 2 yıllık\n\nYazlık ve kışlık elbise renkleri UPS renginde (kahverengi)\nolmalıdır.\n\nAraç Kademeleri, teknik personel ve yıkamacılar için;\n\n• 2 adet kışlık tulum\n\n• 2 sweat shirt\n\n• 1 adet anorak yelek- 2 yıllık\n\n• 2 yazlık tulum\n\n• 2 yazlık t-shirt\n\n• 1 çizme (Yıkamacılar için)\n\n• 1 adet yağmurluk (Yıkamacılar ve shifterlar için)\n\n• 1 adet kışlık mont- 2 yıllık",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","1-İşyerinde çalışan işçilerin işçi sağlı","1-İşyerinde çalışan işçilerin işçi sağlığından ve iş\ngüvenliğinden işveren sorumludur. İşveren yasa, tüzük ve yönetmelik\nhükümlerini yerine getirmek, gerekli bütün tedbirleri almak, iş\ngüvenliğinin gerektirdiği araç ve gereçleri sağlamak zorundadır.\n\n2-Kurulun oluşması: Kurul ; 6331 Sayılı İş Sağlığı ve Güvenliği\nKanunu’nun 22. Maddesine göre oluşur.\n\n3-Kurulun görevleri, yetkileri ve çalışması:\n\na) İşyerinde iş kazalarını önlemek için araştırma yapmak ve\nönlemlerin alınmasında işveren vekillerine yardım etmek.\n\nb) Bir iş kazası meydana geldiğinde kazanın oluş şeklini ve teknik\nnedenlerini belirten bir rapor düzenleyerek, işveren vekillerini haberdar\netmek.\n\nc) İşyerinde tehlikeli görülen hususları saptayarak, durumun\ndüzeltilmesi için önerilerde bulunmak.\n\nd) İş kazaları ve yangını önlemeye yarayacak duvar panoları,\nflamalar, projeksiyon gösterileri vb. öğretici nitelikte malzeme sağlamak\nve göstermek.\n\ne) İşçi sağlığı ve işçi güvenliği ile ilgili mevzuatın\ngereklerinin yerine getirilmesini sağlamaktır.\n\n4- Kurulun Raportörlüğünü, İşçi Sağlığı ve İş Güvenliği\nUzmanı yapar. Gerektiğinde tarafların istemi üzerine, diğer hallerde kurul\nbaşkanının saptayacağı zamanlarda toplanarak çalışır.",{"bindId":97,"name":98,"text":99},"contracttrial","1- İş yerinde deneme süresi iki aydır. 2","1- İş yerinde deneme süresi iki aydır.\n\n2- İki aydan sonra işçinin iş sözleşmesi, belirsiz süreli iş\nsözleşmesine dönüşür.\n\n3- Önceden iş yerinde çalışırken tenkisata uğrayan işçilerin\nyeniden işe alınmalarında ikinci bir deneme süresine tabi tutulamaz.",{"bindId":101,"name":58,"text":59},"dayspweek_select",{"bindId":103,"name":104,"text":105},"TRADEUNLEAV_trigger","b. Sendika yöneticilerinin izinleri: 1- ","b. Sendika yöneticilerinin izinleri:\n\n1- Sendika ya da yönetim kurulu toplantılarına katılabilmek için\nsendika yönetim kurulu üyelerine aynı temsilcilere uygulanan usule göre\nayda iki iş günü izin verilir.",{"bindId":107,"name":108,"text":109},"SCHEDULE_trigger","Haftalık en çok 45 saat olan çalışma sür","Haftalık en çok 45 saat olan çalışma süresini 6 günde tamamlayan\nişyerlerinde İşçiler 1 gün, 5,5 günde tamamlayan işyerlerinde 1,5 gün,\n5 günde tamamlayan İşyerlerinde 2 gün hafta tatili yapmaya hak kazanırlar.\nHafta tatilinde çalışma yapılması halinde (asıl ücreti hariç) % 100\nzamlı ücret ödenir.\n\nİşveren tarafından hafta tatili gününde yapılacak değişiklik\ndurumunda bu değişiklik nedeniyle hak edilen hafta tatili günü ücretinde\nişçi aleyhine bir kesinti yapılamaz.",{"bindId":111,"name":112,"text":113},"paidpaternityleave","c) Üyenin eşinin doğum yapması durumunda","c) Üyenin eşinin doğum yapması durumunda 5 gün",{"bindId":115,"name":116,"text":117},"educationtuition","f) Öğrenim Yardımı: Üye işçilerin tahsil","f) Öğrenim Yardımı:\n\nÜye işçilerin tahsilde olan her bir çocuğu için her sözleşme\nyılında okulların açıldığı Eylül ayında bir defaya mahsus olmak\nüzere aşağıda belirtilen miktarda öğrenim yardımı yapılır.\n\n-Anasınıfı (ilköğretim öncesindeki zorunlu 1 yıllık öğrenim), ilk\nve orta öğretimde okuyan her çocuk için net 112,00 TL.,\n\n-Lise ve dengi okullarda okuyan her bir çocuk için net 179,00 TL.,\n\n-Fakülte ve Yüksekokullarda okuyan her bir çocuk için net 560,00 TL.\nödenmekte olan öğrenim yardımlarına sözleşmenin birinci ve ikinci\nyılında yıllık enflasyon oranında artırım yapılır.\n\nÖğrenim yardımı 15 EYLÜL’e kadar yapılır. Sosyal yardımlardan\nyararlanabilmesi için yardımla ilgili durumu tevsik eden belgenin işyerine\nverilmesi gerekir",{"bindId":119,"name":120,"text":121},"LOWWAGE_trigger","Aylık ücret her türlü tazminat, prim, ik","Aylık ücret her türlü tazminat, prim, ikramiye, sosyal yardım ve yan\nödemeleri hariç olmak üzere esas işi karşılığında bir ay için\naldığı ücrettir.",{"bindId":123,"name":51,"text":124},"contractseverancepay1","Sendika üyesi işçilere halen ödenmekte olan 30 günlük ikramiyelerine\n01.01.2019 tarihinden itibaren kıdemlerine göre aşağıda belirtilen ek\ngünler kıdem ikramiyeleri ilave edilerek aşağıdaki şekilde artırım\nyapılır.\n\n0-2 yıl \u002Fkıdem : 30 gün + 10 gün kıdem ikramiyesi = 40 gün\n\n2-5 yıl \u002Fkıdem : 30 gün + 15 gün kıdem ikramiyesi = 45 gün\n\n5 yıl üzeri \u002Fkıdem : 30 gün + 30 gün kıdem ikramiyesi = 60 gün\n\nSözleşme yürürlük tarihinden itibaren işe yeni giren işciler, birinci\nyıllarında 30 günlük ikramiyeden kıstelyevm usulü ile faydalanır.\n\nBu ikramiyelerden 2019 yılı için; verilecek olan kıdem ikramiyeleri 2019\nyılına mahsus olmak üzere bir kerede mevcut maaşlarına %20 ilavesiyle\nhesap edilerek 31.12.2018’e kadar ödenir. 01.01.2019 tarihinden itibaren\n37-A maddesine göre oluşacak maaşlara ve 2 Ocak 2019 kıdemine göre\noluşacak farklar, Ocak avans ödeme döneminde (artı \u002F eksi)\nmahsuplaştırılır.\n\nGeri kalan 30 günlük ikramiyeler önceki tarihlerinde olduğu gibi Haziran\nve Aralık 2019’da 15’er günlük ödenir.\n\n2020 yılından itibaren; yukarıda anlaşılan ikramiyeler; 4 eşit takside\nbölünerek 13 Mart 2020, 15 Haziran 2020, 15 Eylül 2020, 15 Aralık 2020\ntarihlerinde ödenir. İşciler, ikramiye ödeme tarihlerinde eriştikleri\nkıdem yılı itibarıyla faydalanırlar.\n\nİkramiye tarihlerinden önce giren veya sonra çıkan işçilere\nkıstelyevm usulü oranında ikramiye ödenir.",{"bindId":126,"name":127,"text":128},"legalassistance_trigger","d) Hukuki Yardım: İşveren, işçilerin iş ","d) Hukuki Yardım:\n\nİşveren, işçilerin iş kazası ile ilgili davalarının mahkeme\ngiderlerini karşılar. Avukat temin eder. Avukat temin edilmemesi halinde\nişçi tarafından tutulan avukatın ücreti işveren tarafından\nkarşılanır.",{"bindId":130,"name":131,"text":132},"paidmaternityleave","4857 Sayılı İş Kanunu'nun 74. Maddesi hü","4857 Sayılı İş Kanunu'nun 74. Maddesi hükümleri ile \"Gebe veya Emziren\nKadınların Çalıştırılma Şartlarıyla Emzirme Odaları ve Çocuk Bakım\nYurtlarına Dair Yönetmelik\"in ilgili hükümleri uygulanır.",{"bindId":134,"name":51,"text":135},"contractseverancepay","Sendika üyesi işçilere halen ödenmekte olan 30 günlük ikramiyelerine\n01.01.2019 tarihinden itibaren kıdemlerine göre aşağıda belirtilen ek\ngünler kıdem ikramiyeleri ilave edilerek aşağıdaki şekilde artırım\nyapılır.\n\n0-2 yıl \u002Fkıdem : 30 gün + 10 gün kıdem ikramiyesi = 40 gün\n\n2-5 yıl \u002Fkıdem : 30 gün + 15 gün kıdem ikramiyesi = 45 gün\n\n5 yıl üzeri \u002Fkıdem : 30 gün + 30 gün kıdem ikramiyesi = 60 gün\n\nSözleşme yürürlük tarihinden itibaren işe yeni giren işciler, birinci\nyıllarında 30 günlük ikramiyeden kıstelyevm usulü ile faydalanır.",{"bindId":137,"name":138,"text":139},"deathrelatives","b) Üyenin eş ve çocukları ile ana babası","b) Üyenin eş ve çocukları ile ana babasının ve kardeşlerinin ölümü\nhalinde 4 gün, kayınvalide, kayınpederi veya amcası ölen işçiye 2\ngün","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR UPS HIZLI KARGO TAŞIMACILIĞI A.Ş. - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\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: → 2018-12-14\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Yükleme boşaltma hizmetleri, Ulaşım, lojistik, iletişim\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                        UPS HIZLI KARGO TAŞIMACILIĞI A.Ş.\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                        TÜMTİS - TÜM TAŞIMA İŞÇİLERİ 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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: → Hayır\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: → Professional risks\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 2518.0\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: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\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: → Evet\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 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: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 45 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 45 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 2.0 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: → No\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            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 160 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Evet\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[145],{"title":35,"slug":31},[147],{"type":148,"data":149},"call_to_action_body_block",{"title":150,"description":151,"variant":152,"link":153},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":150,"url":154,"description":150,"rel":155,"type":156},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[158],{"type":148,"data":159},{"title":150,"description":151,"variant":152,"link":160},{"title":150,"url":154,"description":150,"rel":155,"type":156},[],{"title":15,"seo_title":163,"description":7,"path":164,"redirect_url":7,"locale":16,"children":165},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[166,247,276],{"title":18,"seo_title":167,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[170,174,178,194,243],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":175,"seo_title":8,"description":7,"path":176,"redirect_url":7,"locale":16,"children":177},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":179,"seo_title":8,"description":7,"path":180,"redirect_url":7,"locale":16,"children":181},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[182,186,190],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":16,"children":185},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":187,"seo_title":8,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Unlülerin 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