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DÖNEM\u003C\u002Fp>\n\n\u003Cp>İŞYERİ TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fp>\n\n\u003Cp>1. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 - TARAFLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin işveren tarafı İzfaş, İzmir Fuarcılık\nHizmetleri Kültür ve Sanat İşleri Ticaret Anonim Şirketi, (Zafer Mah. 840\nSokak Fuar Alanı No:2 Gaziemir\u002F İzmir), işçi tarafı üyeleri adına\nSOSYAL- İŞ Türkiye Sosyal Sigortalar, Eğitim, Büro, Ticaret, Kooperatif ve\nGüzel Sanatlar İşçileri Sendikası (Ziya Gökalp Caddesi, No:36\u002F16\nKızılay\u002FANKARA) dır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - TANIMLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinde geçen;\u003C\u002Fp>\n\n\u003Cp>a) İŞVEREN; İzfaş, İzmir Fuarcılık Hizmetleri Kültür ve Sanat\nİşleri Ticaret Anonim Şirketi’’ni,\u003C\u002Fp>\n\n\u003Cp>b) SENDİKA; ( SOSYAL-İŞ ) Türkiye Sosyal Sigortalar, Eğitim, Büro,\nTicaret, Kooperatif ve Güzel Sanatlar İşçileri Sendikası’nı,\u003C\u002Fp>\n\n\u003Cp>c) İŞYERİ; İzfaş, İzmir Fuarcılık Hizmetleri Kültür ve Sanat\nİşleri Ticaret Anonim Şirketi işyeri ve eklentilerini,\u003C\u002Fp>\n\n\u003Cp>d) İŞVEREN VEKİLİ; İşyerinin ya da işletmenin bütününü sevk ve\nidareye yetkili bulunanları,\u003C\u002Fp>\n\n\u003Cp>e) ÜYE; İşyerinde çalışan işçilerden Sosyal-İş üyesi\nbulunanları,\u003C\u002Fp>\n\n\u003Cp>f) TARAFLAR; İşveren ve Sendikayı,\u003C\u002Fp>\n\n\u003Cp>g) SÖZLEŞME; Ekleri ile birlikte bu toplu iş sözleşmesini,\u003C\u002Fp>\n\n\u003Cp>h) MEVZUAT; Yasa, Tüzük, Yönetmelik v.s.’yi ifade eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - TOPLU İŞ SÖZLEŞMESİNİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi; çalışanların ekonomik ve sosyal durumlarını\ngeliştirmeyi, üyelerinin insanca yaşaması için gerekli ve yeterli\nkoşullara sahip olmalarını, işyerinde işçi sağlığı ve iş\ngüvenliğinin gerçekleştirilerek güvenli bir çalışma ortamının\nyaratılmasıyla ilgili tüm önlemlerin alınmasını ve çalışma hakkının\nsağlanarak sosyal güvenceye kavuşturulmalarının sağlanmasını;\nişyerinde üretkenliği azami düzeye çıkartmayı, emeğin niteliklerini\ngeliştirmeyi ve katılımcılığın işyerinden başlatılarak\ndemokratikleşmeye katkıda bulunmayı, tarafların hak ve yükümlülükleri\nile çıkabilecek uyuşmazlıkların çözüm yollarını göstermeyi\namaçlamaktadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - KAPSAM VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Cp>A) Kapsam;\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi yer olarak, İzmir Fuarcılık Hizmetleri Kültür\nve Sanat İşleri Ticaret A.Ş. işyeri ve eklentilerini; kişi olarak\nişyerinde çalışan Sosyal-İş üyelerini kapsar. Ancak; Genel Müdür,\nGenel Müdür Yardımcıları, Müdürler ve Kalite Yönetim Temsilcisi,\nKoordinatör ve Uzman (10 kişiyi geçmemek şartıyla) bu toplu iş\nsözleşmesinin kapsamı dışındadırlar.\u003C\u002Fp>\n\n\u003Cp>B) Sözleşmeden Yararlanma:\u003C\u002Fp>\n\n\u003Cp>1) Sözleşmenin imzası tarihinde sendika üyesi bulunanlar yürürlük\ntarihinden, imza tarihinden sonra üye olanlar, üyeliklerinin sendikaca\nişverene bildirilme tarihinden itibaren sözleşmenin sağladığı haklardan\nyararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>2) Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\naskerlik, emeklilik ve diğer nedenlerle hizmet akdi sona eren üyeler ile\nölen üyelerin varisleri, sözleşmenin sağladığı tüm hak ve yararlardan\ndiğer üyeler gibi yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>3) Sendika üyesi olmayan işçiler (üyelikleri herhangi bir nedenle sona\nerenler dâhil) sözleşmeden ancak dayanışma aidatı ödeyerek\nyararlanabilirler. Toplu iş sözleşmesinin imzasından önceki talepler imza\ntarihi itibariyle hüküm doğurur.\u003C\u002Fp>\n\n\u003Cp>4) 1,2 ve 3 fıkraları hükümleri dışında kalan işçilere bu toplu iş\nsözleşmesi kısmen veya tamamen uygulanamaz. Uygulanması durumunda uygulanan\ntüm parasal haklar sendika üyelerine ilave olarak uygulanır. Ayrıca,\nişveren sözleşmeyi uyguladığı her işçi için üyelik aidatı tutarını\nsendikaya ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5-TARAFLARIN TEMSİLİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin uygulanmasında sendikayı Genel Yönetim\nKurulu veya görevlendireceği kimseler ile sendika şubesi, işvereni Yönetim\nKurulu veya görevlendireceği kimseler temsil eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SÖZLEŞMENİN HÜKMÜ:\u003C\u002Fh2>\n\n\u003Cp>a) Bu sözleşmede aksi belirtilmedikçe, hizmet akitleri bu sözleşmeye\naykırı olamaz. Hizmet akitlerinin sözleşmeye aykırı hükümlerinin\nyerini, bu sözleşmedeki hükümler alır. Hizmet akdinde belirtilmeyen\nkonularda bu toplu iş sözleşmesinin hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten önce\nüyelere sağlanan ve sözleşmede değiştirici ya da yok edici hüküm\nbulunmayan işçi lehine hak ve menfaatler kazanılmış hak olarak aynen devam\neder.\u003C\u002Fp>\n\n\u003Cp>c) Bu sözleşme, mevzuat ile işçiler yararına tanınmış ve tanınacak\nhakların uygulanmasına engel olamaz. Bu sözleşmeden daha fazla hak\nsağlayan yasalar çıkarsa, bu sözleşme hükümlerinin yerini alır.\u003C\u002Fp>\n\n\u003Cp>d) Nedeni ne olursa olsun, süresi sona eren sözleşmenin hizmet akdine\nilişkin hükümleri, yenisi yürürlüğe girene kadar hizmet akdi hükmü\nolarak geçerliliğini sürdürür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- TARAFLARIN DURUMUNDA DEĞİŞİKLİK:\u003C\u002Fh2>\n\n\u003Cp>Sözleşmeye taraf olan sendikanın kendini feshi, infisahı, çalışmadan\nyasaklı olması v.s. gibi durumlar ile sözleşmenin uygulandığı işyerleri\nve eklentilerinin işverenin değişmesi, bu sözleşmenin uygulanmasını\nengellemez.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TARAF İLİŞKİLERİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - İŞVERENİN SORUMLULUKLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, bu sözleşme hükümlerini zamanında ve eksiksiz olarak\nuygulamak, işyerlerinde iş güvenliği ve işçi sağlığı bakımından\ngereken önlemleri almak, işçi hak ve alacaklarının zamanında ve\nnoksansız olarak ellerine geçmesini sağlamak, sendika ve işçilere karşı\ngerek mevzuat, gerekse bu sözleşmeden doğan yükümlülüklerini yerine\ngetirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - SENDİKANIN SORUMLULUĞU:\u003C\u002Fh2>\n\n\u003Cp>Sendika, işçilerin temsilcisi olarak bu sözleşme ile işyerinde\nüretkenliğin azami düzeye çıkartılması, işyeri verimliliğinin\nartırılması konularında kendisine yüklenen görevleri yapar ve işçilerin\nhaklı gördüğü şikâyetlerini ilgili mevzuat çerçevesinde işverenle\ngörüşerek çözmeye çalışır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 - İŞYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendikanın genel yönetim kurulu üyeleri ya da görevlendireceği kişiler\nile şube yöneticileri işveren veya yetkili kıldığı kişilerle önceden\nrandevulaşarak her zaman görüşebilirler. Yine bu kişiler, işveren veya\nyetkili kıldığı kişilerin onayı ile işverenin göstereceği yerde\nüyelerle toplu görüşme yapabilirler. Üyeler, mevzuat hükümlerine uygun\nşekilde yapmış oldukları sendikal faaliyetlerinden ötürü hiçbir ceza ve\nfarklı uygulamaya tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11: İŞYERİ SENDİKA TEMSİLCİLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>Bu sözleşmenin uygulanmasını izlemek, işçilerle işveren arasındaki\nuygar ilişki ve iletişimi koruyarak doğabilecek uyuşmazlık ve\nşikâyetleri o işyerindeki yetkili işveren temsilcisi ile görüşerek\nçözümlemeye çalışmak ve mevzuattan doğan diğer görevleri yapmak\nüzere; sendikanın, işyerinde yasada öngörülen sayıda belirleyip\nişverene bildirdiği işyeri sendika temsilcilerine sendikal çalışmaları\nyürütebilmek için çalışma saatleri içinde işveren vekiline haber verme\nkoşulu ile günde 1 saat izinli sayılırlar. Temsilcilerin bu izin\nsürelerini işyerinde geçirmeleri asıldır. Ancak, sendika genel merkez veya\nŞube Başkanlığının işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulanmak koşulu ile sözlü çağrısı üzerine, çağrı yapılan yerde\ngeçirmek üzere bu izin toplam haftalık 5 saat olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - SENDİKA ÜYELERİNİN VE SENDİKA ZORUNLU ORGANLARINDA GÖREV\nALANLAR İLE İŞYERİ SENDİKA TEMSİLCİLERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşçinin işe alınması, sendikaya üye olması ya da sendika\nüyeliğini koruması veya sendika üyeliğinden ayrılması koşuluna bağlı\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşveren bu sözleşme hükümleri ile bağlı kalmak kaydı ile\nsendikaya üye olan işçiler ile sendika üyesi olmayan işçiler arasında\nişin sevk ve dağıtımında, işçinin mesleki ilerlemesinde ve diğer\nhususlara ilişkin uygulamada herhangi bir ayırım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, işyerinde çalışan sendika ya da sendika şubelerinin\nzorunlu organlarında görev alanlarla işyeri sendika temsilcilerinin sendikal\ngörevlerinin gereği yaptıkları çalışmalardan dolayı ve sebebi açık ve\nkesinlikle belirlenmeyen nedenlerle iş akitlerini bozamaz. 6356 sayılı\nyasanın ilgili hükümleri saklıdır. İşyeri sendika temsilcilerinin\nişyerleri sendikanın onayı olmaksızın değiştirilemez. Keza işleri\nkendilerinin onayı olmaksızın sürekli olarak değiştirilemez. Ancak, bir\nbölümün kapanması halinde, kapanan bölümde çalışan temsilciler ve\nyöneticiler, başka bölüme nakledilebilirler.\u003C\u002Fp>\n\n\u003Cp>d) Sendikanın yönetici veya işyeri sendika temsilcileri hakkında 6356\nsayılı yasanın 23., 24. Ve 25. maddeleri ile diğer mevzuat hükümleri bu\nsözleşmede belirtilen güvencelere ek olarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - SENDİKA ÇALIŞMALARININ DUYURULMASI VE TEMSİLCİLİK\nODASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyerinde işçilerin kolaylıkla görebilecekleri yerlere\nsendikanın yazı, duyuru, bülten, genelge ve çağrı gibi yazılarının\nasılması için panolar koyar. Bu panoların anahtarı işyeri sendika\ntemsilcisinde bulunur. Sendikanın imza ve mührünü taşıyan her türlü\nbelgenin ve sendika yayınlarının sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde işyerinin imkânları dâhilinde sendika\ntemsilcilerinin temsilcilik görevlerini yapabilmek için çalışma ve\nsağlık koşullarına uygun bir oda verir. Temsilcilik odası için gerekli\nmasa, sandalye, dolap, telefon, temel kırtasiye malzemesi gibi malzemeler\nişverence sağlanır.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilik odası, yalnızca amacına uygun kullanılabilir ve tüm\nsorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ VE YAYINLARIN\nGÖNDERİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşveren, işyerinde çalışan tüm işçilerin isimlerini mevcut\nbelgelere dayanarak işveren veya vekilince onaylanmış olarak, sözleşmenin\nbağıtlanması tarihinden itibaren 15 gün içinde sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, mevcut işçilerden ölen, emekli olan veya kendi isteği ile\nişten ayrılanlar ile işe yeni giren işçilerin isimlerini aidat kesinti\nlistesinde her ay sendikaya bildirir.\u003C\u002Fp>\n\n\u003Cp>c) İşveren, işçilerle ilgili yayınlayacağı sirküler ve genelgelerin\nbir nüshasını en geç bir hafta içinde sendikaya gönderir ve bir\nnüshasını işyeri sendika temsilcisine verir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 5 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir. Şube yönetim kuruluna seçilen üyelere en\ngeç 3 gün önceden haber verilmek kaydıyla toplantıya katılabilmeleri\niçin ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>Sendikanın üyelerle ilgili düzenleyeceği eğitim, konferans ve benzeri\netkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile toplamda\ntüm üyeler için yılda 16 gün ücretli izin verilir. Bu izinler her üye\niçin ayrı ayrı olmayıp, tüm üyeler içindir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya bildirilmeleri durumunda yerlerine başka işçiler çağrılır.\u003C\u002Fp>\n\n\u003Cp>Bir seferde işyeri işçi sayısının %10’undan fazla sayıda üyenin\ntopluca izin kullanması, işverenin onayına bağlıdır. Genel kurullar için\nbu onay aranmaz.\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcilerinin bu etkinliklere katılmaları için ayrıca\nyılda birer gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 16 - SENDİKAL ÖDENTİLER:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendika ana tüzüğü hükümlerine uygun olarak, sendikaca\nbildirilecek üyelerinden talep ettiği aidatı yürürlük süresi itibariyle,\ndayanışma aidatını ise talep tarihi itibariyle keserek, sendikaca\ngösterilen banka hesabına her ay işçi ücretlerinin ödendiği günü\nizleyen en geç 5 gün içerisinde sendika hesabına yatırır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - ŞİKÂYET VE UYUŞMAZLIK:\u003C\u002Fh2>\n\n\u003Cp>Üyeler bu sözleşmeden doğan şikâyetlerini yazılı olarak işyeri\nsendika temsilcisine bildirirler. İşyeri sendika temsilcisi duruma göre\nişçinin ilk amir ya da işveren vekili ile görüşerek sorunu çözümlemeye\nçalışır. Genellik gösteren ve bu sözleşmenin uygulanmasından doğan\naksaklıkların çözümünde de aynı yol izlenir.\u003C\u002Fp>\n\n\u003Cp>Çözülemeyen konular, temsilci tarafından sendikaya ve işyeri kuruluna\nbildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 – UYUŞMAZLIKLARI ÇÖZME VE DİSİPLİN KURULU:\u003C\u002Fh2>\n\n\u003Cp>a) İzfaş, İzmir Fuarcılık Hizmetleri Kültür ve Sanat İşleri Ticaret\nAnonim Şirketine bağlı işyerlerinde disipline ilişkin konularda karar\nverilmek üzere 4 kişiden oluşan disiplin kurulu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu kurulun iki üyesini sendika ve diğer iki üyesini de işveren tayin\neder. Aynı sayıda yedek üyeler taraflarca tespit edilir. Kurulun oturum\nbaşkanlığını işveren temsilcilerinden biri yapar.\u003C\u002Fp>\n\n\u003Cp>b) Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli odada ve\nsözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personel ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c) Disipline sevk halleri her iki tarafça da intikal ettirilebilir. Kurul\nBaşkanının 5 gün önce yapacağı yazılı çağrısı üzerine en az üç\nüyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında işlenilen\nfiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara tarafların\nhukuk müşavirleri de katılabilir. Fakat bunların oy hakları yoktur. Karar\noy çokluğu ile alınır. Oyların eşitliği halinde Başkanın oyu iki oy\nsayılır. Kurul kararları kesindir. İzfaş, İzmir Fuarcılık Hizmetleri\nKültür ve Sanat İşleri Ticaret Anonim Şirketi Genel Müdürünün veya\nyetki verdiği yardımcısı kurul kararını 7 gün içerisinde onaylar. Aksi\nhalde karar düşer ve işçiye ceza verilmez.\u003C\u002Fp>\n\n\u003Cp>d) Disiplini bozan fiillere kurulca uygun bulunan ceza verilir.\u003C\u002Fp>\n\n\u003Cp>1) Disiplini bozan fiili öğrenen ilgili yetkili olayı öğrendikten 15\ngün içinde gerekli soruşturma belgelerini hazırlayarak işçiyi disiplin\nkuruluna sevke yetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>2) Sevke yetkili makam, soruşturma belgelerinde eksik görülen konular var\nise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü içinde\nkurula sevk eder. İşçinin yetkili makamlarca kurula sevki halinde disiplin\nkurulunca işçi de dinlenir. İşçinin yazılı savunmasının alınması ve\nher türlü delillerin toplanmasına imkân tanınması mutlak zorunludur.\u003C\u002Fp>\n\n\u003Cp>3) Disiplin Kurulu, belgelerin kurula sevkini müteakip genel olarak 20 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>e) İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren aynı fiili tekrar işlemesi halinde ceza arttırılarak\nverilir.\u003C\u002Fp>\n\n\u003Cp>f) Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 6 iş günü geçtikten sonra akdin feshi salahiyeti kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>g) Kurul kararları genel olarak yazılı nedenleri belirtmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarına tebellüğünden sakınması ve kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ve ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder. İşçinin hastalık,\nizin, geçici askerlik gibi nedenlerle işyerinden ayrı bulunması halinde\nkendisine tebliğ yapılmazsa yasal ikametgâh adresine 6 iş günlük süre\nzarfında taahhütlü mektupla, işçinin geçici görevli olarak işyeri\nmerkezi dışında bulunması nedeniyle tebliğ edilmezse işyeri merkezine\ndöndüğünde derhal, hastanede yatan işçiye hastaneden çıktıktan sonra\ntebliğ edilir. Bu takdirde 6 iş günlük sürenin geçirildiği ileri\nsürülemez. Disiplin kurulu kararları işçinin gizli dosyasında saklanır.\nDisiplin kurulu kararı olmaksızın işçiye ihtar cezası dahi verilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 – İŞTEN ÇIKARMA VE İŞ GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>a) İşyerinin ekonomik ya da teknolojik durumu; işin, işyerinin gerekleri\nbakımından zorunluluk olmadıkça işçi çıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>b) İşçi çıkarmanın zorunlu olduğu hallerde işveren, işçi çıkarma\nnedenleri ve çıkarılacak işçi sayısını, taraf işçi sendikasına\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Kurul sorunu görüşür, başka çözüm olanakları bulunup\nbulunmadığını araştırır.\u003C\u002Fp>\n\n\u003Cp>Sorunu çözmeye elverişli ve işletme gereklerine uygun bir yol bulunamaz\nise, işten çıkarma esaslarını, çıkarılacak işçi sayısı, işten\nçıkarma tarihi ile ünitelere dağılımını karara bağlarlar.\u003C\u002Fp>\n\n\u003Cp>Bu halde sırası ile;\u003C\u002Fp>\n\n\u003Cp>1) Kendi isteği ile ayrılmak isteyenler,\u003C\u002Fp>\n\n\u003Cp>2) Deneme süresi içinde olanlar,\u003C\u002Fp>\n\n\u003Cp>3) Sendika üyesi bulunmayanlar,\u003C\u002Fp>\n\n\u003Cp>4) Bir Sosyal Güvenlik Kuruluşundan emekli olanlar,\u003C\u002Fp>\n\n\u003Cp>5) İşe son giren işçiler,\u003C\u002Fp>\n\n\u003Cp>6) Emekliliğini hak kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>7) En çok disiplin cezası almış olanlar,\u003C\u002Fp>\n\n\u003Cp>8) Aynı durumda olanlar arasında son giren ilk çıkar,\u003C\u002Fp>\n\n\u003Cp>bu işleme tabi tutulurlar.\u003C\u002Fp>\n\n\u003Cp>c) İşveren 19. madde ile bu maddenin (a) ve (b) bentlerinde sayılan\nkurallara uymaksızın işçi çıkardığında, işten çıkardığı her\nişçi bakımından aşağıda (d) ve (e) bentlerinde yazılı kural ve\nyaptırımları kabul ve taahhüt eder. Bu kabul ve taahhüt tazminatsız\nişçi çıkarmalarda da Mahkemece çıkarmanın tazminatlı yapılmasına\nkarar verilmesi hallerini de kapsar.\u003C\u002Fp>\n\n\u003Cp>Bu maddeye göre işten çıkarılanların yerine 6 ay içerisinde yeni\nişçi ihtiyacı duyulur ise, işten çıkarılan işçiler tekrar işe\nçağrılırlar.\u003C\u002Fp>\n\n\u003Cp>İşletmenin bütününde bir defada 3 veya daha fazla sayıda işçi\nçıkarma toplu işçi çıkarma sayılır ve bu madde hükmüne tabi tutulur.\nToplu işçi çıkarma işlemi yapıldıktan sonra 3 ay geçmedikçe yeni toplu\nişçi çıkarma yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Kapasitesi daraltılan veya kapatılan işyeri veya bölümündeki asıl ve\nsürekli işlerde geçici işçi çalıştırılamaz. Taşeron eliyle iş\ngördürülemez.\u003C\u002Fp>\n\n\u003Cp>d) Tazminatlı veya tazminatsız işten çıkarma kararlarının\ngerekçesinin kararda açık ve somut olarak gösterilmesi şarttır.\nİşveren, işyerinde çalışan işçi sayısına bakmaksızın işten\nçıkarma istemini kurula getirmeden önce 3999 sayılı yasa ile onaylanmış\nbulunan Uluslararası Çalışma Örgütü’nün 158 sayılı sözleşmesinde\nöngörülen danışma ve diğer mekanizmaları işletir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmede öngörülen işten çıkarma nedenleri dışında bir neden,\nçıkarma için gerekçe olarak ileri sürülemez. Emekliliğine 2 yıldan az\nkalmış olan işçiler için işten çıkarma kararı disiplin suçları\nhariç yukarıdaki gerekçelerle de olsa uygulanamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren ayrıca 3999 sayılı yasa ile onaylanmış bulunan 158 sayılı\nsözleşmenin öngördüğü yargı ve tazminat yollarını kabul eder.\nİşveren 4857 sayılı yasanın iş güvencesi ile ilgili hükümlerini,\nişçi sayısı ile bağlı olmaksızın ve madde hükümleri çerçevesinde\nuygulamayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>e) Bu madde hükümlerine uygun olmaksızın işe son verme işlemlerine\nkarşı üyenin işten çıkarılma işleminin kendisine tebliğinden itibaren\nçıkarılma işleminin bu sözleşme hükümlerine aykırı olduğunun\nsaptanması gerekçesi ile ilgili mahkemeye başvurarak durumunun ve işten\nçıkartma işleminin geçersizliğinin saptanmasını isteyebilir.\u003C\u002Fp>\n\n\u003Cp>Mahkemece, işten çıkartma işleminin geçersizliğinin saptanması\ndurumunda işveren, işçiyi işten çıkartılmamış gibi tüm haklarını\nödeyerek bir ay içinde eski görev ve işyerine başlatır. İşveren,\nişçiyi mahkeme kararına rağmen işe başlatmazsa, ayrıca 4857 sayılı\nİş Kanununun 21. Maddesi esasları doğrultusunda mahkemece verilecek İş\nGüvencesi Tazminatını ödemeyi kabul eder.\u003C\u002Fp>\n\n\u003Cp>Mahkeme kararının 4 ay içinde sonuçlanması durumunda bu süreye\nilişkin boşta geçen tüm özlük haklarını da öder.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Cp>HİZMET AKDİNE İLİŞKİN HÜKÜMLER\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch2>MADDE 20 - İŞE ALMA:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>a) İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) İşveren, yeni işe almada varsa, işyerinden son 6 ay içerisinde\nişten çıkarılmış olan işçilerin, (yüz kızartıcı suç işleyerek\nişten ayrılmış olanlar hariç) alınacak kadro için gereken nitelikleri\ntaşıyanlara, noter aracılığı ile çağrı yapar. Çağrı adresi,\nişçinin çalışırken işverene bildirdiği en son adrestir. Çağrının\ntebellüğ tarihinden itibaren 15 gün içinde başvuran işçiler işe\nalınırlar. Bu yolla doldurulamayan işçi alımlarında işveren istediği\nişçiyi işe alır.\u003C\u002Fp>\n\n\u003Cp>c) Üyenin herhangi bir nedenle ölümü halinde, durumu, işe girmeye\nelverişli çocuklarından biri veya eşine,\u003C\u002Fp>\n\n\u003Cp>d) 4857 sayılı iş yasasının 30. maddesinden doğan yükümlülüğün\nyerine getirilmesinde evvelce işyerinde sakatlanmış üyelere, işe almada\nöncelik tanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - DENEME SÜRESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>İşçiler, işe alındıkları tarihten itibaren 3 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde karşılıklı uyum sağlanamaması\ndurumunda hizmet akdi ihbar önellerine uyulmaksızın sona erdirilebilir.\nEvvelce işyerinde çalışırken ayrılmış olanların işe alınmalarında\nyeni bir deneme süresi uygulanmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 22 - İŞYERİNDE ÇALIŞMA ESASLARI:\u003C\u002Fh2>\n\n\u003Cp>a) Yetkili sağlık kurulunca işçilere branşı ile ilgili “işini\nyapamaz” raporu verilmesi halinde, işçinin yeni görev yeri,\nUyuşmazlıkları Çözme ve Disiplin Kurulu tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>b) İşveren, üye işçilere disiplin kurulu dışında, disiplin cezası\nveremez.\u003C\u002Fp>\n\n\u003Cp>c) Üyenin işi ve işyeri ve bölümü, işçinin rızası alınmadan\ndeğiştirilemez. Uyuşmazlıkları Çözme ve Disiplin Kurulu kararı ile\nyapılan değişiklikler bunun dışındadır.\u003C\u002Fp>\n\n\u003Cp>d) İşe geldiği halde, elektrik kesilmesi, malzeme yokluğu ve benzeri\nsebeplerle işçiye iş verilmez ise bundan dolayı ücretinden herhangi bir\nkesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>e) Ayda iki defa 30’ar dakikaya kadar geç kalan üye işe alınır ve\nücretinden kesinti yapılmaz. Geç kalma bir hak olmayıp, zorunluluk\nhallerine münhasırdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 – İŞÇİNİN YAZILI EMİR İSTEME HAKKI:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin kendi sorumluluk alanı dışındaki işlerle ilgili\nyapılması istenen her türlü iş ve işlem için amirin yazılı talimat\nvermesi esastır. Bu işlemlerle ilgili her türlü yasal sorumluluk emri veren\namire aittir.\u003C\u002Fp>\n\n\u003Cp>İşçi kendisine verilen emirleri yasalara, sözleşmeye ve hayatın\nolağan akışına aykırı görürse, bizzat veya temsilcisi ile birlikte\ndurumu emri veren amire bildirir. Amir iş emrinde ısrar ederse işçiye\nyazılı olarak vermek zorundadır. Bu takdirde işçi emri yerine getirir.\nFakat işçi, bu yaptırımdan dolayı herhangi bir yasal ve disiplin\nsoruşturmasına tabi tutulamaz. Sorumluluk tamamen emri veren amirindedir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 – İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilerin asıl işinde çalıştırılması esastır. İşçiler\ngerektiği takdirde, işyeri içinde ve dışında niteliğine benzer yahut\nbirbirine yakın olan başka işlerde veya yerlerde geçici veya devamlı\nolarak işveren tarafından görevlendirilebilirler. Daimi işi\ndeğişikliğinde işçinin muvafakati alınır.\u003C\u002Fp>\n\n\u003Cp>Geçici görevlendirme yılda 3 ayı geçmez.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği nedeniyle işçi ücretlerinde herhangi bir\nindirim yapılamayacağı gibi geçici görevdeki işin niteliğine göre\nsağlanan ek haklar da işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamına giren işyerlerinde yapılmakta olan işin herhangi\nbir nedenle tasfiye edilmesi ya da çalıştırılan işçi sayısında\ndaralmaya gidilmesi ve bunun gibi durumlarda açıkta kalan işçiler\nöncelikle işletme bünyesindeki branşına, yoksa branşına uygun bir başka\nişe münhal kadro varsa yerleştirilirler. Bu durumda işçinin ücret, kıdem\nve meslek durumlarında işçi aleyhine bir uygulamaya gidilemez, kazanılmış\nhakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşyeri Çalışma Branşları: İşyeri çalışma branşları\nlistelenmiş ve sözleşmenin eki olarak imza altına alınmıştır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 - HAFTALIK VE GÜNLÜK ÇALIŞMA SÜRELERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a) Haftalık çalışma süresi 45 saattir. İşveren, 3 gün önceden\nişyerinde ilan etmek suretiyle, işe başlama ve bitirme zamanlarını\ndeğiştirebilir. İşveren bu değişiklikleri yapmadan önce, sendika\ntemsilcilerine bilgi verir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Gündüz çalışılan işlerde yemek paydosu bir saat olup, mesaiden\nsayılmaz ve işçi tarafından serbestçe kullanılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 26 - GECE ÇALIŞMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\u003C\u002Fp>\n\n\u003Cp>a) Üyelerin gece çalışmaları 7,5 saati geçemez.\u003C\u002Fp>\n\n\u003Cp>b) Gece süresinde normal çalışma saatleri dışında yapılan fazla\nçalışmalarda, fazla çalışma saat ücreti, normal fazla çalışma saat\nücretinin % 10 fazlasıdır. Fazla çalışma izinle takas edilemez.\u003C\u002Fp>\n\n\u003Cp>Kadın işçilere gece çalışması yaptırılamaz. Ancak, posta sebebi ile\nçalışmasının bir kısmı geceye rastlayan kadın üyeler için bu hüküm\nuygulanamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 27 - İŞ SÜRESİNDEN SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, fiilen çalışılmamış dahi olsa,\nçalışılmış gibi iş süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a) İşyerinde ya da dışında işverenden iş beklemekle geçen\nsüreler,\u003C\u002Fp>\n\n\u003Cp>b) Üyenin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler,\u003C\u002Fp>\n\n\u003Cp>c) Üyenin, işinde ve işverenin her an buyruğuna hazır bir halde\nbulunmakla beraber çalıştırılmaksızın ve çıkacak işi bekleyerek boşa\ngeçirdiği süreler,\u003C\u002Fp>\n\n\u003Cp>d) Hastalanan üyenin muayene ve tedavi için gidip gelmelerinde veya\nvizitede geçirdikleri zamana ilişkin süreler,\u003C\u002Fp>\n\n\u003Cp>e) Doğum yapmış üyeye, çocuğunu emzirmesi için verilen yasal izin\nsüreleri,\u003C\u002Fp>\n\n\u003Cp>f) Üyelere hekim ve sağlık kurulu raporuyla verilecek 2 günden fazla\nistirahat hallerinde, istirahate başladıkları hafta ile istirahatlerinin\nsonunda işe başladıkları takdirde Pazar yevmiyeleri bir iş karşılığı\nolmaksızın ödenir.\u003C\u002Fp>\n\n\u003Cp>g) 4857 Sayılı Yasanın 66. maddesinde yer alan diğer durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - ÇALIŞILMIŞ GİBİ SAYILAN DURUMLAR:\u003C\u002Fh2>\n\n\u003Cp>Aşağıda belirtilen süreler, yıllık ücretli izin hesabında ve\nişyerindeki kıdem tazminatı süresi bakımından çalışılmış gibi\nsayılır.\u003C\u002Fp>\n\n\u003Cp>a) Üyenin uğradığı kaza ya da yakalandığı hastalıktan ötürü\nişine gelemediği günler,\u003C\u002Fp>\n\n\u003Cp>b) Kadın üyelerin bu sözleşmeye göre belirlenmiş doğumdan önce ve\ndoğumdan sonra çalıştırılmadıkları günler (Ancak doğumdan sonraki\nücretli izin süresini izleyen 6 aya kadar verilecek ücretsiz izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz.),\u003C\u002Fp>\n\n\u003Cp>c) Üyenin muvazzaf askerlik hizmeti dışında manevra ya da herhangi bir\nyasadan dolayı görevlendirilmesi sonucu işine gidemediği günler,\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından üyeye verilen diğer izinler,\u003C\u002Fp>\n\n\u003Cp>e) 4857 Sayılı Yasanın 55. maddesinde yer alan durumlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - ASKERE GİDEN İŞÇİLERİN TEKRAR İŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>a) Muvazzaf askerlik hizmeti dışında, talim, manevra ve sivil savunma\neğitimlerine ilgili makamlarca çağrılan işçilerin, bu görevlerde geçen\nsüreleri kıdemden sayılır. Bu görevlere çağrılan işçilere,\ndönüşünde işbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>b) Süresi belirsiz hizmet akdi ile çalışan işçilerden, muvazzaf\naskerlik görevini yapmak için işyerinden ayrılan işçi, terhisi izleyen 2\nay içinde işyerine başvurması halinde, emsallerine ve kıdemine uygun bir\nücretle eski işine veya eski işine uygun bir işe alınır. Bu durumda 3 ay\niçinde işe başlamayan işçi bu hakkını kullanamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - ENGELLİ İŞÇİ ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerinde çalışmakta iken iş kazası sebebiyle çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren durumuna\nuygun yeni bir işte çalıştırır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 31 - ANALIK DURUMU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>a) Analık İzni Süresi\u003C\u002Fp>\n\n\u003Cp>Doğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 8 hafta\nolmak üzere 16 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 8 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 8 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası 8\nhaftalık izin süresine ilave edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir.\u003C\u002Fp>\n\n\u003Cp>Hamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>Hekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi,\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Annenin Vefatı Halinde Babaya Kullandırılacak İzinler\u003C\u002Fp>\n\n\u003Cp>Doğumda veya doğum sonrasında annenin ölümü halinde, doğum sonrası\nkullanılamayan izin süreleri babaya kullandırılır.\u003C\u002Fp>\n\n\u003Cp>c) Evlat Edinme Halinde Analık Hali İzni\u003C\u002Fp>\n\n\u003Cp>Üç yaşını doldurmamış çocuğu evlat edinen eşlerden birine veya\nevlat edinene çocuğun aileye fiilen teslim edildiği tarihten itibaren İş\nKanununun 74’üncü maddesinde yer alan sekiz haftalık analık hali izni\nverilir.\u003C\u002Fp>\n\n\u003Cp>d) Analık Hali İzninde Ücret\u003C\u002Fp>\n\n\u003Cp>Analık durumundaki üyeye, bu nedenle izinli olduğu süre içinde aylık\nücretleri hiçbir kesinti yapılmaksızın ödenir. İzin bitiminden sonra\nüye, SGK tarafından kendisine yatırılan ödeneği SGK’dan alarak\nişverene iade eder.\u003C\u002Fp>\n\n\u003Cp>e) Ücretsiz İzin\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen izin sürelerinin sonunda kadın işçiye ya da üç\nyaşını doldurmamış çocuğu evlat edinen eşlerden birine veya evlat\nedinene isteği halinde 6 aya kadar ücretsiz izin verilir. Bu izin süresi\nyıllık ücretli izin hakkının hesabında dikkate alınmaz. Ücretsiz izin\nhakkını kullanan işçi, çalışma süresinin yarısı kadar ücretsiz izin\nhakkını kullanamaz.\u003C\u002Fp>\n\n\u003Cp>f) Çalışma Süresinin Yarısı Kadar Ücretsiz İzin Hakkı\u003C\u002Fp>\n\n\u003Cp>Doğum sonrası analık hali izninin bitiminden itibaren çocuğun bakımı\nve yetiştirilmesi amacıyla ve çocuğun hayatta olması kaydıyla kadın\nişçi ile 3 yaşını doldurmamış çocuğu evlat edinen kadın veya erkek\nişçilere istekleri halinde a) birinci doğumda 60 gün, b) ikinci doğumda\n120 gün, c) üçüncü doğumda 180 gün süreyle, haftalık çalışma\nsüresinin yarısı kadar ücretsiz izin verilir. Çoğul doğum halinde bu\nsürelere 30’ar gün eklenir. Çocuğun engelli doğması halinde bu süreler\n360 gün olarak uygulanır. Bu haktan yararlanılan süre içinde süt iznine\nilişkin hükümler uygulanmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>g) Kısmi Süreli Çalışma Hakkı\u003C\u002Fp>\n\n\u003Cp>Kısmi süreli çalışma hakkı ile ilgili yasa ve yönetmelik hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 32 - ÖZÜRÜ BİLDİRME:\u003C\u002Fh2>\n\n\u003Cp>a) Beklenmedik bir sebepten dolayı işe zamanında gelmesine engel geçerli\nbir özrü çıkan üye bizzat kendisi, buna olanak olmadığı takdirde\ntelefonla veya başka bir araçla durumu amirine bildirmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>b) İş başında çalışırken acil bir özrü çıkanlar, izin almak\nsuretiyle işyerinden ayrılabilirler.\u003C\u002Fp>\n\n\u003Cp>c) Özrü nedeniyle işe gelmeme yarım saati aştığı takdirde,\ngelmediği süreye ilişkin ücret kesintisi yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - FAZLA ÇALIŞMA VE ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>a) Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\u003C\u002Fp>\n\n\u003Cp>b) Fazla çalışma süresi günde 3 saati geçemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşyerinde fazla çalışma yapılabilir. Genel sebeplerle fazla\nçalışma gerektiği hallerde üyenin muvafakati alınır.\u003C\u002Fp>\n\n\u003Cp>d) Hafta tatili, genel tatil ve Ulusal bayram günlerinde ihtiyaç duyulan\nhallerde, işverenin talebi üzerine çalışma yapılabilir.\u003C\u002Fp>\n\n\u003Cp>e) Bir günde yapılan fazla çalışmanın süresi on beş dakikadan fazla\nolursa ücreti yarım saat olarak, yarım saatten fazla olursa ücreti bir saat\nolarak verilir.\u003C\u002Fp>\n\n\u003Cp>f) Üyeler normal çalışma süresini tamamladıktan sonra çalışmaya\ndevam ettirilmeleri veya evlerinden çağrılmaları halinde fazla çalışma\nsüresi saat 24.00’ü aştığı takdirde, fazla çalışma ücretleri\nödenmekle beraber ertesi günü ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>g) Günlük ve haftalık normal çalışma sürelerinin üzerinde yapılan\nçalışmalar, fazla çalışma kabul edilir. Fazla çalışmalarda üyenin\nücreti % 90 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>h) Hafta tatili, Ulusal bayram ve genel tatil günleri çalıştırılan\nüyeye ayrıca fazla çalışma yaptırılırsa, fazla çalışılan her saat\niçin o günün ücretinin %90 fazlası ödenir.\u003C\u002Fp>\n\n\u003Cp>ı) Günlük üç saati aşan fazla çalışmalarda, işçiye brüt 7,50 TL\nek yemek ücreti ödenir. Yemek ücretine sözleşmenin 2. yılı için\nenflasyon oranında artış yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - HAFTA TATİLİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>İşçilerin hafta tatili ilke olarak Pazar günüdür. Haftalık 45 saatlik\nçalışma süresini 5 günde tamamlayan işyerlerinde, işçiler 2 gün hafta\ntatili yapmaya hak kazanır. Hafta tatili günü çalıştırılan işçiye\ntoplam 3 yevmiye ödenir. Şu kadarki yıllık ücretli izin süresinin\nhesabında, pazar günü hafta tatili olarak kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35- İZİNLER:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A) Yıllık Ücretli İzin:\u003C\u002Fp>\n\n\u003Cp>İşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye izin\nhakkının doğmasından önce işveren tarafından yıllık izin\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 1-5 yıl (dâhil) olanlara, 20 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 5-15 yıl (dâhil) olanlara, 25 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmet süresi 15 yıl ve fazla olanlara, 30 işgünü,\u003C\u002Fp>\n\n\u003Cp>yıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>a) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve SGK\nraporuyla belirlenmiş istirahat günleri, izin süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>b) Sözleşme kapsamına giren işyerlerinde çalışan üyelerin yıllık\nücretli izinleri, Uyuşmazlıkları çözme ve Disiplin Kurulu (İzin Kurulu\nsıfatıyla) tarafından düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Herhangi bir nedenle işinden ayrılan üyenin kendisine, ölümü\nhalinde yasal mirasçılarına hak edip de kullanmadığı izninin ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>d) İşveren tarafından yıl içinde verilmiş bulunan başka ücretli ve\nücretsiz izinler veya dinlenme, hastalık izinleri yıllık izinden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cp>e) Yıllık ücretli izinleri düzenleyen kurul, üyelerin izinlerinin bir\nbölümü 12 günden az olmamak koşulu ile parçalı olarak\nkullandırabilir.\u003C\u002Fp>\n\n\u003Cp>f) Yıllık izne ayrılan üyeye, izin süresinin ücreti izne\nçıkmasından önce ödenir.\u003C\u002Fp>\n\n\u003Cp>B ) Diğer Sosyal İzinler:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1) Üyenin evlenmesi halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>2) Üyenin ana, baba, eş ve çocuğunun ölümünde (ölüm olayı) Ege\nBölgesi sınırları içinde ise 5 gün, Ege Bölgesi sınırları dışında\nise 10 gün; ikinci derece akrabalarının ölümünde Ege Bölgesi\nsınırları içinde ise 3 gün, Ege Bölgesi sınırları dışında ise 5\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3) Üyenin eşinin doğum yapması halinde 5 gün, kendisinin doğum\nyapması halinde doğum öncesi yasal izin süresi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) Üyenin çocuğunu evlendirmesi ve sünnet ettirmesi halinde 3 gün,\u003C\u002Fp>\n\n\u003Cp>5) Üyenin oturduğu ya da kendisinin, eşinin veya bakmakla yükümlü\nolduğu ana ve babasının mülkiyetinde olan taşınmazların yangın, sel,\ndeprem ve benzeri doğal afetlere uğraması durumunda, hasarın derecesine\ngöre il sınırları içinde ise 5 gün, il sınırları dışında ise 10\ngün ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>6) İşyerinden bir Üyenin ölümü durumunda, defin işleri için\nişverence yeterli sayıda işçi görevlendirilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki izinler, izin sebebi olan olayı kapsayacak şekilde verilir. Bu\nizinler istendiğinde, olayın üye tarafından belgelenmesi zorunludur.\nBelgelenmeyen olaylarda, işçi özürsüz olarak işe gelmemiş sayılır.\u003C\u002Fp>\n\n\u003Cp>7) Ev değiştiren sendika üyesine taşınma izni olarak 2 gün ücreti\nizin verilir (Yılda en fazla 1 defa kullanılır).\u003C\u002Fp>\n\n\u003Cp>8) Aile fertlerinin birinin (Eş, çocuk, anne, baba) hastanede yatarak\ntedavi görmesi halinde işyerinde çalışan üyeye yılda Pazar günü dâhil\n3 gün ücretli refakatçi izni verilir.\u003C\u002Fp>\n\n\u003Cp>9) 8 Mart Dünya Emekçi Kadınlar Günü’nde işi aksatmamak asıl\nolması esasıyla sendikanın etkinliklerine katılacak kadın işçilere\nücretli izin verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>C) Emzirme İzni:\u003C\u002Fp>\n\n\u003Cp>İşveren, doğum yapmış üyeye, doğum tarihinden itibaren bir yıl\nsüreyle günde 2 saat emzirme izni vermeyi kabul eder. Üye isterse bu iznin 1\nsaatini sabahtan, 1 saatini akşam erken gitmek kaydıyla kullanabilir veya\ntoplu olarak çalışma saatinin bitiminden önce kullanabilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>D) Ücretsiz Mazeret İzni:\u003C\u002Fp>\n\n\u003Cp>İşveren, üyenin talebi üzerine ve işveren vekilinin uygun görmesi\nhalinde ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>A) Ulusal Bayram Günleri\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00’den itibaren\nbaşlar ve 29 Ekim gününü kapsar.\u003C\u002Fp>\n\n\u003Cp>B) Genel Tatil Günleri\u003C\u002Fp>\n\n\u003Cp>Aşağıda sayılan resmi ve dini bayram günleri ile yılbaşı günü,\ntatil günleridir.\u003C\u002Fp>\n\n\u003Cp>1) Resmi Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\u003C\u002Fp>\n\n\u003Cp>b) 1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>c) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\u003C\u002Fp>\n\n\u003Cp>d) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\u003C\u002Fp>\n\n\u003Cp>e) 30 Ağustos günü Zafer Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>2) Dini Bayram Günleri:\u003C\u002Fp>\n\n\u003Cp>a) Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>b) Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>3) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\u003C\u002Fp>\n\n\u003Cp>C) Ulusal bayram ve genel tatil günlerinde çalıştırılan işçiye 3\ngünlük ücreti tutarında ödeme yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 37- GÖZETİM ALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLAMA:\u003C\u002Fh2>\n\n\u003Cp>1) Gözetim altına alınan üyeler 30 gün süre ile ücretli izinden\nsayılırlar.\u003C\u002Fp>\n\n\u003Cp>2) Üye, işyeri ve işverenle ilgisi olmayan herhangi bir suçtan dolayı\ntutuklandığı ve tutukluluğu 6 ayı aştığı takdirde, hizmet akdi\nfeshedilir (6 ay süreyle üye ücretsiz izinli sayılır).\u003C\u002Fp>\n\n\u003Cp>3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile 6 ay içinde son bulması ve üyenin işe dönmeyi\ntalep etmesi halinde işveren tarafından emsallerinin hakları ile işe\nalınır.\u003C\u002Fp>\n\n\u003Cp>4) Yargılanmaları tutuklu olarak devam ederken, 6 ay içinde tahliye\nedilenlerin 2 hafta içinde başvurmaları ve işyerinde durumuna uygun boş\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde, tekrar işe\nalınırlar. Sonradan hüküm giyenlerin hizmet akitleri münfesih\nsayılır.\u003C\u002Fp>\n\n\u003Cp>5) Yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) 6 ay ve daha az ceza alanlar,\u003C\u002Fp>\n\n\u003Cp>b) 6 aydan fazla ceza alıp, cezası ertelenen, paraya çevrilen veya af ile\nsonuçlanan veya iyi hali nedeni ile, 6 aydan fazla ceza aldığı halde\ntahliye edilenler, 2 hafta içinde başvurmaları ve işyerinde durumuna uygun\nkadro bulunması ve hizmetine ihtiyaç duyulması halinde işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Yüz kızartıcı suçlardan hüküm giyenler, cezalarının ertelenmesi ya\nda affa uğraması halinde dahi bu madde hükmünden yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38 - BİLDİRİM ÖNELLERİ VE İŞ AKİTLERİNİN FESHİ:\u003C\u002Fh2>\n\n\u003Cp>1) İş akitlerinin bildirimli feshinde karşı tarafa yazılı olarak\nbildirmek koşuluyla;\u003C\u002Fp>\n\n\u003Cp>a) İşi 6 aydan az sürmüş üye için, bildirimin diğer tarafa\nyapılmasından başlayarak 4 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b) İşi 6 ay ile 1,5 yıl arasında sürmüş üye için, bildirimin diğer\ntarafa yapılmasından başlayarak 8 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c) İşi 1,5 yıl ile 3 yıl arasında sürmüş üye için, bildirimin\ndiğer tarafa yapılmasından başlayarak 12 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d) İşi 3 yıl ve daha fazla sürmüş üye için, bildirimin diğer tarafa\nyapılmasından başlayarak 16 hafta sonra feshedilmiş olur.\u003C\u002Fp>\n\n\u003Cp>2) Üye, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde, bildirim önelleri içerisinde tüm haklarından yararlanır.\u003C\u002Fp>\n\n\u003Cp>3) Bildirim koşuluna uymayan taraf, yukarıda yazılı önellere ilişkin\nücreti tutarında ihbar tazminatı öder.\u003C\u002Fp>\n\n\u003Cp>4) Üyenin bildirim önellerine ait ücreti peşin verilmek suretiyle de\nhizmet akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39 - KIDEM TAZMİNATI HESAPLANMASI VE ÖDENMESİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Kıdem tazminatı, İş Kanunu hükümleri çerçevesinde kıdem\ntazminatına hak kazanan üyeye her kıdem yılı 60 günlük yevmiyesi\nüzerinden hesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl\niçin 70 gün üzerinden hak sahiplerine yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 40 - İŞ KAZALARININ BİLDİRİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>a) Kazaya uğrayan üye, işveren tarafından en yakın sağlık kuruluşuna\nen seri araç ile gönderilir.\u003C\u002Fp>\n\n\u003Cp>Durum, amir tarafından o yerin zabıtasına ve Sosyal Güvenlik Kurumu’na\nderhal bildirilir.\u003C\u002Fp>\n\n\u003Cp>b) İşyerinde meydana gelen iş kazası, zaman yitirilmeden en yakın amire\nve sendika temsilcisine bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - HASTALIK, İŞ KAZALARI VE ANALIK İSTİRAHATLERİ:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>1) SGK’ dan hafif işlerde çalışabilir raporu alanların ücretlerinde\nbir indirim yapılmadan işveren tarafından uygun bir işe verilir.\u003C\u002Fp>\n\n\u003Cp>2) Üyenin vizitede geçen süreler için ücretinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>3) SGK sağlık tesislerinden normal hastalık, iş kazası ve meslek\nhastalığı nedeniyle istirahat alanların SGK’ca ödenmeyen ilk iki gün\nücretleri işveren tarafından tam olarak ödenir (Bu hak istismar edilemez).\nİki günün üzerindeki istirahatlarda SGK’nın istirahatlı kişilere\nyapmış olduğu ödemeler işyeri veznesine yatırılması durumunda\nistirahatlı günlerin ücreti tam olarak ödenir. Ancak tam ay ve daha fazla\nistirahat durumlarında, ilgili kişiler istirahatlı günlere ait ücretleri\ndışında sosyal yardımlardan yararlanamazlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) SGK’ca çalışamaz raporu verilen işçilerin iş akitleri tüm yasal\nhakları ödenmek suretiyle feshedilebilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>PARASAL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 42 - ÜCRET ÖDEME ZAMANI VE BİÇİMİ:\u003C\u002Fh2>\n\n\u003Cp>Üyelerin ücreti hak edişi takip eden ayın ilk 7 günü içinde ödenir.\nÜcretler mutemet tarafından veya banka hesaplarına yatırılmak üzere\nödenir. Her iki halde de işveren, aylık ödeme dönemine ilişkin hakediş\nve kesintileri gösteren bir ücret pusulasını üyelere verir.\u003C\u002Fp>\n\n\u003Cp>Üyelere istekleri halinde her ayın 17’sinde aylık ücretlerinin 1 \u002F 2\nsi oranında ücret avansı verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43- TABAN ÜCRET VE ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Cp>A) Taban Ücret ve Birinci Yıl Ücret Zammı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 14.01.2018 tarihinde almakta oldukları günlük\ntaban ücretleri, 15.01.2018 tarihinden geçerli olmak üzere,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1) 1.Grup ve 2\u002Fa. Grupta bulunan çalışanların günlük yevmiyelerine\nseyyanen 1,00 TL artış yapılarak tüm grupların yevmiyelerine birinci yıl\niçin %7 oranında artış yapılır, 15.01.2018 tarihinden geçerli olmak\nüzere aşağıdaki taban ücretlerine yükseltilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1. Grup\u003C\u002Ftd>\n      \u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Ctd>73,46 TL Brüt\u003C\u002Ftd>\u003C\u002Fdiv>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 \u002F a. Grup\u003C\u002Ftd>\n      \u003Ctd>77,86 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 \u002F b. Grup\u003C\u002Ftd>\n      \u003Ctd>84,59 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 \u002F c. Grup\u003C\u002Ftd>\n      \u003Ctd>88,50 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 \u002F a . Grup\u003C\u002Ftd>\n      \u003Ctd>89,81 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 \u002F b . Grup\u003C\u002Ftd>\n      \u003Ctd>92,41 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 \u002F c . Grup\u003C\u002Ftd>\n      \u003Ctd>95,00 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 \u002F a . Grup\u003C\u002Ftd>\n      \u003Ctd>123,65 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 \u002F b . Grup\u003C\u002Ftd>\n      \u003Ctd>126,25 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 \u002F c . Grup\u003C\u002Ftd>\n      \u003Ctd>130,15 TL Brüt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) İkinci yıl birinci 6 ay ücret zammı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 14.01.2019 tarihinde almakta oldukları\nücretlerine 15.01.2019 tarihinden geçerli olmak üzere, TÜİK tarafından\naçıklanan 01.07.2018 – 31.12.2018 tarihleri arasında gerçekleşen\nTüketici Fiyat Endeksi (Genel Endeks) oranında zam yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) İkinci Yıl İkinci 6 Ay ücret zammı:\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilerin 14.07.2019 tarihinde almakta oldukları\nücretlerine 15.07.2019 tarihinden geçerli olmak üzere, TÜİK tarafından\naçıklanan 01.01.2019 – 30.06.2019 tarihleri arasında gerçekleşen\nTüketici Fiyat Endeksi (Genel Endeks) oranında zam yapılır.\u003C\u002Fp>\n\n\u003Cp>İkinci yıl için uygulanacak olan bu oranlar taban ücretler ve sosyal\nyardımlara aynı oranda yansıtılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44 - İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Sendika üyesi işçilere, her yıl 20 Mart, 20 Haziran, 20 Eylül ve 20\nAralık ayı ücretleri ile birlikte 28’er günlük ücretleri tutarında\ntoplam 112 günlük ücretleri tutarında ikramiye verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 45 – KIDEM ZAMMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2sec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Sendika üyesi işçilere, işe başladığı tarih esas olmak üzere\nişyerinde geçirdiği her hizmet yılı için brüt 9,63 TL çıplak\nücretlerine kıdem zammı olarak ilave edilir. Kıdem zammı miktarı,\nsözleşmenin 2. yılında enflasyon oranında artırılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 46 - SOSYAL YARDIM VE ÖDENEKLER:\u003C\u002Fh2>\n\n\u003Cp>1) a ) Aile Yardımı: 657 sayılı devlet memurları yasasına göre\nödenen aile yardımı aynı miktarlar dâhilinde işçilere de uygulanır.\u003C\u002Fp>\n\n\u003Cp>Aile yardımı ödemesinde devlet memurlarına yapılan ödeme esaslarına\nbakılmaksızın işçinin sendika üyesi olması dışında başka hiçbir\nşart aranmadan ait olduğu aydaki devlet memurlarına yapılan ödeme miktarı\nkadar aile yardımı net olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>b) Çocuk Yardımı: Sendikalı işçilere her ay çocuk başına 657\nsayılı Devlet Memurları Kanununa göre belirlenen miktarda çocuk yardımı\nyapılır. Ana – baba aynı işyerinde çalışıyorsa çocuk yardımı\nbirisine verilir. Evlenen 18 yaşını dolduran çocuklara yardım yapılmaz.\nAncak yükseköğrenim yapmakta olan çocuklar için 25 yaşını geçmemek\nüzere öğrenimleri bitinceye kadar bu yardım sürdürülür.\u003C\u002Fp>\n\n\u003Cp>2) Evlenme Yardımı: Sendika üyesi işçilere evlenmeleri halinde\n(belgelemek koşuluyla) brüt 520,61 TL (Beşyüzyirmi Türk Lirası,\naltmışbir Kuruş) tutarında evlenme yardımı yapılır. Evlenenler aynı\nişyerinde çalışıyorsa bu yardım her ikisine de ayrı ayrı yapılır.\u003C\u002Fp>\n\n\u003Cp>3) Doğum Yardımı: Sendika üyesi işçinin eşinin veya kendisinin doğum\nyapması halinde (belgelemek koşuluyla) brüt 338,38 TL (Üçyüzotuzsekiz\nTürk Lirası, otuzsekiz Kuruş) tutarında doğum yardımı yapılır.\nBebeğin ölü doğması halinde doğum ve ölüm yardımlarının her ikisi de\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>4) Ölüm Yardımı: Sendika üyesi işçinin iş kazası sonucu ölümü\nhalinde brüt 3.410,00 TL (Üçbindörtyüzon Türk Lirası), normal ölüm\nhalinde ise brüt 859,00 TL (Sekizyüzellidokuz Türk Lirası) tutarında\nölüm yardımı kanuni mirasçılarına ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Üyenin ana, baba, eş ve çocuklarının ölümü halinde brüt 260,30 TL\n(İkiyüzaltmış Türk Lirası, otuz Kuruş) ölüm yardımı işçiye\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>5) Yemek Yardımı: Sendika üyesi işçilere fiilen çalıştıkları her\ngün için günlük brüt 24,60 TL (Yirmidört Türk Lirası, altmış Kuruş)\nyemek ödemesi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>6) Ulaşım Yardımı: Sendika üyesi işçilere işlerine gelip gitmesi\nkarşılığı olarak brüt 370,94 TL (Üçyüzyetmiş Türk Lirası,\ndoksandört Kuruş) aylık yol yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) Yakacak Yardımı: Üyelere her ay brüt 84,60 TL (Seksendört Türk\nLirası, altmış Kuruş) yakacak yardımı yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>8) Öğrenim Yardımı: İşverence her yılın Eylül ayı başında\nüyenin;\u003C\u002Fp>\n\n\u003Cp>- Okul öncesi ve İlköğretimdeki çocuğu için 520,61 (Beşyüzyirmibir\nTürk Lirası, altmışbir Kuruş) TL\u002Fbrüt,\u003C\u002Fp>\n\n\u003Cp>- Lisedeki ve dengi okuldaki çocuğu için 767,90 (Yediyüzaltmışyedi\nTürk Lirası, doksan Kuruş) TL\u002Fbrüt,\u003C\u002Fp>\n\n\u003Cp>- Yüksek öğrenimdeki çocuğu için 1.106,31 (Binyüzaltı Türk Lirası,\notuzbir Kuruş) TL\u002Fbrüt\u003C\u002Fp>\n\n\u003Cp>öğrenim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, öğrenim gören üye işçiye de sözleşmenin yürürlük\ntarihinden başlamak üzere yüksekokul süresiyle sınırlı olarak\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9) Bayram Yardımı: Sendika üyesi işçilere her yıl Ramazan, Kurban\nBayramlarından bir hafta önce brüt 169,20 (Yüzaltmışdokuz Türk Lirası,\nYirmi Kuruş)’şer TL bayram yardımı ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>10) İzin Yardımı: İşyerinde çalışan üyelere yıllık izne\nçıkmadan önce brüt 344,90 (Üçyüzkırkdört Türk Lirası, doksan Kuruş)\nTL yıllık İzin yardımı ödenir. Üye iznini parçalı olarak kullanıyorsa\nizne çıkılan ilk bölümde o senenin parası toptan ödenir. İzin yardımı\nsözleşmenin yürürlük tarihinden itibaren hak edilen ücretli yıllık\nizinler için geçerlidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>11) Giyim Yardımı: İşçilere her yıl Şubat ayında brüt 286,33\n(İkiyüzseksenaltı Türk Lirası, otuzüç Kuruş) TL giyim yardımı\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sosyal yardım ve ödeneklere ikinci yıl için enflasyon oranında artış\nyapılır.\u003C\u002Fp>\n\n\u003Cp>BÖLÜM 5\u003C\u002Fp>\n\n\u003Cp>YÜRÜRLÜK VEGEÇİCİ HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 15.01.2018 tarihinde itibaren geçerli olmak\nüzere 09.05.2018 tarihinde imzalanmış olup, yürürlük tarihinden itibaren\n24 ay sürelidir. Süresi sonunda taraflarca ayrı bildirime gerek olmaksızın\nson bulur. Yenisi yapılıncaya kadar eski sözleşme işçilerin ferdi iş\nakdi olarak devam eder.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE – 1:\u003C\u002Fp>\n\n\u003Cp>Üyelerin aidatları 15.01.2018 tarihi itibariyle kesilerek sendika\nhesabına yatırılır. İşveren, imza tarihi ile yürürlük süresi\narasındaki aylara ilişkin sendika aidat farklarını, birikmiş toplu\nsözleşme farklarının toptan ödenmesi sırasında farklardan keserek\nkesinti listesi ile birlikte sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>GEÇİCİ MADDE – 2:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin yürürlük tarihi ile imza tarihi arasında bu sözleşme ile\nüyelere sağlanmış bulunan tüm parasal hak ve menfaatler 2 ay içeresinde\nbirinci taksit % 50, ikinci taksit % 50 olmak üzere toplam iki taksitte\nödenir.\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>Pervin Şener Genç\u003C\u002Ftd>\n      \u003Ctd>Metin Ebetürk\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hilmi Özen Celal\u003C\u002Ftd>\n      \u003Ctd>Celal Uyar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Onur Fatih Gökçedağ\u003C\u002Ftd>\n      \u003Ctd>Müfit Ereş\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Av. Fersun Ceyhan\u003C\u002Ftd>\n      \u003Ctd>Fikret Savaş\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Av. Sabit Emre Limoncuoğlu\u003C\u002Ftd>\n      \u003Ctd>Reşat İlhan\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Av. Halil Dönmez\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\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,"ONCERISE2_trigger":46,"maternity_nursing_breaks_length":50,"incidentalbonustype2sec":54,"hourspday_select":56,"WAGES_determined":60,"maternityexcludedtrigger":64,"hourspweek_select":68,"childcare":71,"STRUCINCR_trigger":74,"nursingmothers":78,"funeralpay":80,"MEALALL_trigger":84,"WORKFAM_trigger":88,"maternityotherclause":92,"COMMUTE_trigger":95,"ANNLEAVE_trigger":99,"protectiveclothing":103,"ONCERISE_trigger":107,"TRADEUNLEAV_trigger":111,"SCHEDULE_trigger":115,"contracttrial":119,"paidpaternityleave":123,"educationtuition":127,"longtermillness":131,"NOCTPREM_trigger":135,"LOWWAGE_trigger":139,"funeralpayamount":142,"MAXHOURS_trigger":145,"contractseverancepay1":149,"bankholidays1":153,"disabilityfund":157,"wageincreasedate":161,"contractseverancepay":163,"PAIDLEAV_trigger":165,"deathrelatives":169,"WAGES_comments_txt":173,"WAGES_payscale1_year":176,"WAGES_payscale1_end":178,"WAGES_payscale1_start":181},{"bindId":43,"name":44,"text":45},"disabilitypay","1) SGK’ dan hafif işlerde çalışabilir ra","1) SGK’ dan hafif işlerde çalışabilir raporu alanların ücretlerinde\nbir indirim yapılmadan işveren tarafından uygun bir işe verilir.\n\n2) Üyenin vizitede geçen süreler için ücretinden kesinti yapılamaz.\n\n3) SGK sağlık tesislerinden normal hastalık, iş kazası ve meslek\nhastalığı nedeniyle istirahat alanların SGK’ca ödenmeyen ilk iki gün\nücretleri işveren tarafından tam olarak ödenir (Bu hak istismar edilemez).\nİki günün üzerindeki istirahatlarda SGK’nın istirahatlı kişilere\nyapmış olduğu ödemeler işyeri veznesine yatırılması durumunda\nistirahatlı günlerin ücreti tam olarak ödenir. Ancak tam ay ve daha fazla\nistirahat durumlarında, ilgili kişiler istirahatlı günlere ait ücretleri\ndışında sosyal yardımlardan yararlanamazlar.\n\n4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.\n\n5) SGK’ca çalışamaz raporu verilen işçilerin iş akitleri tüm yasal\nhakları ödenmek suretiyle feshedilebilir.",{"bindId":47,"name":48,"text":49},"ONCERISE2_trigger","Sendika üyesi işçilere, işe başladığı ta","Sendika üyesi işçilere, işe başladığı tarih esas olmak üzere\nişyerinde geçirdiği her hizmet yılı için brüt 9,63 TL çıplak\nücretlerine kıdem zammı olarak ilave edilir. Kıdem zammı miktarı,\nsözleşmenin 2. yılında enflasyon oranında artırılır.",{"bindId":51,"name":52,"text":53},"maternity_nursing_breaks_length","C) Emzirme İzni: İşveren, doğum yapmış ü","C) Emzirme İzni:\n\nİşveren, doğum yapmış üyeye, doğum tarihinden itibaren bir yıl\nsüreyle günde 2 saat emzirme izni vermeyi kabul eder. Üye isterse bu iznin 1\nsaatini sabahtan, 1 saatini akşam erken gitmek kaydıyla kullanabilir veya\ntoplu olarak çalışma saatinin bitiminden önce kullanabilir.",{"bindId":55,"name":48,"text":49},"incidentalbonustype2sec",{"bindId":57,"name":58,"text":59},"hourspday_select","a) Haftalık çalışma süresi 45 saattir. İ","a) Haftalık çalışma süresi 45 saattir. İşveren, 3 gün önceden\nişyerinde ilan etmek suretiyle, işe başlama ve bitirme zamanlarını\ndeğiştirebilir. İşveren bu değişiklikleri yapmadan önce, sendika\ntemsilcilerine bilgi verir.\n\nb) Gündüz çalışılan işlerde yemek paydosu bir saat olup, mesaiden\nsayılmaz ve işçi tarafından serbestçe kullanılır.",{"bindId":61,"name":62,"text":63},"WAGES_determined","a) İşveren işe alacağı işçilerin, görevi","a) İşveren işe alacağı işçilerin, görevin gerektirdiği niteliklere\nsahip olup olmadıklarını kendi mevzuatına göre tespit eder.",{"bindId":65,"name":66,"text":67},"maternityexcludedtrigger","g) Kısmi Süreli Çalışma Hakkı Kısmi süre","g) Kısmi Süreli Çalışma Hakkı\n\nKısmi süreli çalışma hakkı ile ilgili yasa ve yönetmelik hükümleri\nuygulanır.",{"bindId":69,"name":58,"text":70},"hourspweek_select","a) Haftalık çalışma süresi 45 saattir. İşveren, 3 gün önceden\nişyerinde ilan etmek suretiyle, işe başlama ve bitirme zamanlarını\ndeğiştirebilir. İşveren bu değişiklikleri yapmadan önce, sendika\ntemsilcilerine bilgi verir.",{"bindId":72,"name":73,"text":73},"childcare","1) Üyenin evlenmesi halinde 5 gün,",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","1) 1.Grup ve 2\u002Fa. Grupta bulunan çalışan","1) 1.Grup ve 2\u002Fa. Grupta bulunan çalışanların günlük yevmiyelerine\nseyyanen 1,00 TL artış yapılarak tüm grupların yevmiyelerine birinci yıl\niçin %7 oranında artış yapılır, 15.01.2018 tarihinden geçerli olmak\nüzere aşağıdaki taban ücretlerine yükseltilir.",{"bindId":79,"name":52,"text":53},"nursingmothers",{"bindId":81,"name":82,"text":83},"funeralpay","4) Ölüm Yardımı: Sendika üyesi işçinin i","4) Ölüm Yardımı: Sendika üyesi işçinin iş kazası sonucu ölümü\nhalinde brüt 3.410,00 TL (Üçbindörtyüzon Türk Lirası), normal ölüm\nhalinde ise brüt 859,00 TL (Sekizyüzellidokuz Türk Lirası) tutarında\nölüm yardımı kanuni mirasçılarına ödenir.",{"bindId":85,"name":86,"text":87},"MEALALL_trigger","5) Yemek Yardımı: Sendika üyesi işçilere","5) Yemek Yardımı: Sendika üyesi işçilere fiilen çalıştıkları her\ngün için günlük brüt 24,60 TL (Yirmidört Türk Lirası, altmış Kuruş)\nyemek ödemesi verilir.",{"bindId":89,"name":90,"text":91},"WORKFAM_trigger","a) Analık İzni Süresi Doğum yapan kadın ","a) Analık İzni Süresi\n\nDoğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 8 hafta\nolmak üzere 16 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 8 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 8 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası 8\nhaftalık izin süresine ilave edilir.",{"bindId":93,"name":90,"text":94},"maternityotherclause","a) Analık İzni Süresi\n\nDoğum yapan kadın işçiye doğumdan önce 8 ve doğumdan sonra 8 hafta\nolmak üzere 16 haftalık analık izni verilir. Sağlık durumu uygun olan\nkadın işçi, isterse, doktor raporuyla doğumdan önceki 3 haftaya kadar\nçalışabilir; bu durumda doğumdan önce kullanılmayan izin süresi doğum\nsonrası 8 haftalık izin süresine ayrıca eklenir. Çoğul gebelik halinde\ndoğum sonrası 8 haftalık izin süresine 2 hafta daha eklenir. Erken doğum\nhalinde doğumdan önce kullanılamayan analık izni süresi, doğum sonrası 8\nhaftalık izin süresine ilave edilir.\n\nBu süreler işçinin sağlık durumuna ve işin özelliğine göre\ndoğumdan önce ve sonra hekim raporu ile artırılabilir.\n\nHamilelik süresince kadın işçiye periyodik kontroller için ücretli\nizin verilir.\n\nHekim raporu ile gerekli görüldüğü takdirde, hamile kadın işçi,\nsağlığına uygun daha hafif işlerde çalıştırılır. Bu halde işçinin\nücretinde bir indirim yapılmaz.",{"bindId":96,"name":97,"text":98},"COMMUTE_trigger","6) Ulaşım Yardımı: Sendika üyesi işçiler","6) Ulaşım Yardımı: Sendika üyesi işçilere işlerine gelip gitmesi\nkarşılığı olarak brüt 370,94 TL (Üçyüzyetmiş Türk Lirası,\ndoksandört Kuruş) aylık yol yardımı yapılır.",{"bindId":100,"name":101,"text":102},"ANNLEAVE_trigger","10) İzin Yardımı: İşyerinde çalışan üyel","10) İzin Yardımı: İşyerinde çalışan üyelere yıllık izne\nçıkmadan önce brüt 344,90 (Üçyüzkırkdört Türk Lirası, doksan Kuruş)\nTL yıllık İzin yardımı ödenir. Üye iznini parçalı olarak kullanıyorsa\nizne çıkılan ilk bölümde o senenin parası toptan ödenir. İzin yardımı\nsözleşmenin yürürlük tarihinden itibaren hak edilen ücretli yıllık\nizinler için geçerlidir.",{"bindId":104,"name":105,"text":106},"protectiveclothing","11) Giyim Yardımı: İşçilere her yıl Şuba","11) Giyim Yardımı: İşçilere her yıl Şubat ayında brüt 286,33\n(İkiyüzseksenaltı Türk Lirası, otuzüç Kuruş) TL giyim yardımı\nyapılır.",{"bindId":108,"name":109,"text":110},"ONCERISE_trigger","Sendika üyesi işçilere, her yıl 20 Mart,","Sendika üyesi işçilere, her yıl 20 Mart, 20 Haziran, 20 Eylül ve 20\nAralık ayı ücretleri ile birlikte 28’er günlük ücretleri tutarında\ntoplam 112 günlük ücretleri tutarında ikramiye verilir.",{"bindId":112,"name":113,"text":114},"TRADEUNLEAV_trigger","Sendika temsilcileri ve görevlileri ile ","Sendika temsilcileri ve görevlileri ile ilgili genel kurul delegelerine,\ngenel kurula katılmaları için sendikanın en geç 5 gün önceden bildirmesi\nhalinde, genel kurul çalışmaları ve gidiş-geliş için gerekli yol\nsüresince ücretli izin verilir. Şube yönetim kuruluna seçilen üyelere en\ngeç 3 gün önceden haber verilmek kaydıyla toplantıya katılabilmeleri\niçin ücretli izin verilir.\n\nSendikanın üyelerle ilgili düzenleyeceği eğitim, konferans ve benzeri\netkinlikler için sendikaca 3 gün önceden bildirilmesi koşulu ile toplamda\ntüm üyeler için yılda 16 gün ücretli izin verilir. Bu izinler her üye\niçin ayrı ayrı olmayıp, tüm üyeler içindir. Sendikaca bildirilen\nisimlerden görevi gereği o tarihler için işyerinden ayrılamayacakların\nsendikaya bildirilmeleri durumunda yerlerine başka işçiler çağrılır.\n\nBir seferde işyeri işçi sayısının %10’undan fazla sayıda üyenin\ntopluca izin kullanması, işverenin onayına bağlıdır. Genel kurullar için\nbu onay aranmaz.\n\nİşyeri sendika temsilcilerinin bu etkinliklere katılmaları için ayrıca\nyılda birer gün ücretli izin verilir.",{"bindId":116,"name":117,"text":118},"SCHEDULE_trigger","İşçilerin hafta tatili ilke olarak Pazar","İşçilerin hafta tatili ilke olarak Pazar günüdür. Haftalık 45 saatlik\nçalışma süresini 5 günde tamamlayan işyerlerinde, işçiler 2 gün hafta\ntatili yapmaya hak kazanır. Hafta tatili günü çalıştırılan işçiye\ntoplam 3 yevmiye ödenir. Şu kadarki yıllık ücretli izin süresinin\nhesabında, pazar günü hafta tatili olarak kabul edilir.",{"bindId":120,"name":121,"text":122},"contracttrial","İşçiler, işe alındıkları tarihten itibar","İşçiler, işe alındıkları tarihten itibaren 3 aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde karşılıklı uyum sağlanamaması\ndurumunda hizmet akdi ihbar önellerine uyulmaksızın sona erdirilebilir.\nEvvelce işyerinde çalışırken ayrılmış olanların işe alınmalarında\nyeni bir deneme süresi uygulanmaz.",{"bindId":124,"name":125,"text":126},"paidpaternityleave","3) Üyenin eşinin doğum yapması halinde 5","3) Üyenin eşinin doğum yapması halinde 5 gün, kendisinin doğum\nyapması halinde doğum öncesi yasal izin süresi,",{"bindId":128,"name":129,"text":130},"educationtuition","8) Öğrenim Yardımı: İşverence her yılın ","8) Öğrenim Yardımı: İşverence her yılın Eylül ayı başında\nüyenin;\n\n- Okul öncesi ve İlköğretimdeki çocuğu için 520,61 (Beşyüzyirmibir\nTürk Lirası, altmışbir Kuruş) TL\u002Fbrüt,\n\n- Lisedeki ve dengi okuldaki çocuğu için 767,90 (Yediyüzaltmışyedi\nTürk Lirası, doksan Kuruş) TL\u002Fbrüt,\n\n- Yüksek öğrenimdeki çocuğu için 1.106,31 (Binyüzaltı Türk Lirası,\notuzbir Kuruş) TL\u002Fbrüt\n\nöğrenim yardımı ödenir.\n\nBu yardım, öğrenim gören üye işçiye de sözleşmenin yürürlük\ntarihinden başlamak üzere yüksekokul süresiyle sınırlı olarak\nyapılır.",{"bindId":132,"name":133,"text":134},"longtermillness","4) Hastalığı nedeniyle üyenin iş akdi fe","4) Hastalığı nedeniyle üyenin iş akdi fesih edilemez.",{"bindId":136,"name":137,"text":138},"NOCTPREM_trigger","İş hayatında gece saat 20.00’de başlayar","İş hayatında gece saat 20.00’de başlayarak sabah 06.00’ya kadar\ngeçen ve her halde 11 saat süren gün dönemi, gece süresidir.\n\na) Üyelerin gece çalışmaları 7,5 saati geçemez.\n\nb) Gece süresinde normal çalışma saatleri dışında yapılan fazla\nçalışmalarda, fazla çalışma saat ücreti, normal fazla çalışma saat\nücretinin % 10 fazlasıdır. Fazla çalışma izinle takas edilemez.\n\nKadın işçilere gece çalışması yaptırılamaz. Ancak, posta sebebi ile\nçalışmasının bir kısmı geceye rastlayan kadın üyeler için bu hüküm\nuygulanamaz.",{"bindId":140,"name":76,"text":141},"LOWWAGE_trigger","1) 1.Grup ve 2\u002Fa. Grupta bulunan çalışanların günlük yevmiyelerine\nseyyanen 1,00 TL artış yapılarak tüm grupların yevmiyelerine birinci yıl\niçin %7 oranında artış yapılır, 15.01.2018 tarihinden geçerli olmak\nüzere aşağıdaki taban ücretlerine yükseltilir.\n\n\n  \n  \n  \n  \n    \n      1. Grup\n      73,46 TL Brüt\n    \n    \n      2 \u002F a. Grup\n      77,86 TL Brüt\n    \n    \n      2 \u002F b. Grup\n      84,59 TL Brüt\n    \n    \n      2 \u002F c. Grup\n      88,50 TL Brüt\n    \n    \n      3 \u002F a . Grup\n      89,81 TL Brüt\n    \n    \n      3 \u002F b . Grup\n      92,41 TL Brüt\n    \n    \n      3 \u002F c . Grup\n      95,00 TL Brüt\n    \n    \n      4 \u002F a . Grup\n      123,65 TL Brüt\n    \n    \n      4 \u002F b . Grup\n      126,25 TL Brüt\n    \n    \n      4 \u002F c . Grup\n      130,15 TL Brüt\n    \n  \n\n\n\n\n2) İkinci yıl birinci 6 ay ücret zammı:\n\nSendika üyesi işçilerin 14.01.2019 tarihinde almakta oldukları\nücretlerine 15.01.2019 tarihinden geçerli olmak üzere, TÜİK tarafından\naçıklanan 01.07.2018 – 31.12.2018 tarihleri arasında gerçekleşen\nTüketici Fiyat Endeksi (Genel Endeks) oranında zam yapılır.",{"bindId":143,"name":82,"text":144},"funeralpayamount","4) Ölüm Yardımı: Sendika üyesi işçinin iş kazası sonucu ölümü\nhalinde brüt 3.410,00 TL (Üçbindörtyüzon Türk Lirası), normal ölüm\nhalinde ise brüt 859,00 TL (Sekizyüzellidokuz Türk Lirası) tutarında\nölüm yardımı kanuni mirasçılarına ödenir.\n\nÜyenin ana, baba, eş ve çocuklarının ölümü halinde brüt 260,30 TL\n(İkiyüzaltmış Türk Lirası, otuz Kuruş) ölüm yardımı işçiye\nödenir.",{"bindId":146,"name":147,"text":148},"MAXHOURS_trigger","a) Günlük iş süresinin üstünde yaptırıla","a) Günlük iş süresinin üstünde yaptırılan her türlü çalışma\nfazla çalışmadır.\n\nb) Fazla çalışma süresi günde 3 saati geçemez.",{"bindId":150,"name":151,"text":152},"contractseverancepay1","Kıdem tazminatı, İş Kanunu hükümleri çer","Kıdem tazminatı, İş Kanunu hükümleri çerçevesinde kıdem\ntazminatına hak kazanan üyeye her kıdem yılı 60 günlük yevmiyesi\nüzerinden hesaplanarak ödenir. İşçinin ölümü halinde bu ödeme her yıl\niçin 70 gün üzerinden hak sahiplerine yapılır.",{"bindId":154,"name":155,"text":156},"bankholidays1","A) Ulusal Bayram Günleri Ulusal Bayram 2","A) Ulusal Bayram Günleri\n\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat 13.00’den itibaren\nbaşlar ve 29 Ekim gününü kapsar.\n\nB) Genel Tatil Günleri\n\nAşağıda sayılan resmi ve dini bayram günleri ile yılbaşı günü,\ntatil günleridir.\n\n1) Resmi Bayram Günleri:\n\na) 23 Nisan günü Ulusal Egemenlik ve Çocuk Bayramı,\n\nb) 1 Mayıs günü Emek ve Dayanışma Günü tatilidir.\n\nc) 19 Mayıs günü Atatürk’ü Anma ve Gençlik ve Spor Bayramı,\n\nd) 15 Temmuz günü Demokrasi ve Milli Birlik Günü tatilidir.\n\ne) 30 Ağustos günü Zafer Bayramıdır.\n\n2) Dini Bayram Günleri:\n\na) Ramazan Bayramı; Arife günü saat 13.00’den itibaren 3,5 gündür.\n\nb) Kurban Bayramı; Arife günü saat 13.00’den itibaren 4,5 gündür.\n\n3) Yılbaşı Tatili; 1 Ocak günü Yılbaşı tatilidir.\n\nC) Ulusal bayram ve genel tatil günlerinde çalıştırılan işçiye 3\ngünlük ücreti tutarında ödeme yapılır.",{"bindId":158,"name":159,"text":160},"disabilityfund","Engelli işçi çalıştırılması konusunda ya","Engelli işçi çalıştırılması konusunda yasal hükümler\nuygulanır.\n\nAncak, işyerinde çalışmakta iken iş kazası sebebiyle çalışmakta\nolduğu işini fiilen yapamayacak durumda olan işçiyi, işveren durumuna\nuygun yeni bir işte çalıştırır.",{"bindId":162,"name":76,"text":77},"wageincreasedate",{"bindId":164,"name":151,"text":152},"contractseverancepay",{"bindId":166,"name":167,"text":168},"PAIDLEAV_trigger","A) Yıllık Ücretli İzin: İşyerine girdiği","A) Yıllık Ücretli İzin:\n\nİşyerine girdiği günden başlayarak (deneme süresi dâhil) üyeye izin\nhakkının doğmasından önce işveren tarafından yıllık izin\nkullandırılabilir.\n\nHizmet süresi 1-5 yıl (dâhil) olanlara, 20 işgünü,\n\nHizmet süresi 5-15 yıl (dâhil) olanlara, 25 işgünü,\n\nHizmet süresi 15 yıl ve fazla olanlara, 30 işgünü,\n\nyıllık ücretli izin verilir.\n\na) Yıllık ücretli izin günlerinin hesabında, izin sürelerine rastlayan\nbu sözleşme ile belirlenmiş hafta tatili, ulusal bayram, genel tatil ve SGK\nraporuyla belirlenmiş istirahat günleri, izin süresinden sayılmaz.\n\nb) Sözleşme kapsamına giren işyerlerinde çalışan üyelerin yıllık\nücretli izinleri, Uyuşmazlıkları çözme ve Disiplin Kurulu (İzin Kurulu\nsıfatıyla) tarafından düzenlenir.",{"bindId":170,"name":171,"text":172},"deathrelatives","2) Üyenin ana, baba, eş ve çocuğunun ölü","2) Üyenin ana, baba, eş ve çocuğunun ölümünde (ölüm olayı) Ege\nBölgesi sınırları içinde ise 5 gün, Ege Bölgesi sınırları dışında\nise 10 gün; ikinci derece akrabalarının ölümünde Ege Bölgesi\nsınırları içinde ise 3 gün, Ege Bölgesi sınırları dışında ise 5\ngün,",{"bindId":174,"name":175,"text":175},"WAGES_comments_txt","MADDE 20 - İŞE ALMA:",{"bindId":177,"name":76,"text":77},"WAGES_payscale1_year",{"bindId":179,"name":180,"text":180},"WAGES_payscale1_end","130,15 TL Brüt",{"bindId":182,"name":183,"text":183},"WAGES_payscale1_start","73,46 TL Brüt","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TUR İZFAŞ İZMİR FUARCILIK HİZMETLERİ KÜLTÜR VE SANAT İŞLERİ TİCARET ANONİM ŞİRKETİ İLE SOSYAL - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-01-15\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-01-14\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: → 2018-05-09\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Eĝlence, kültür, spor\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                        İZFAŞ İZMİR FUARCILIK HİZMETLERİ KÜLTÜR VE SANAT İŞLERİ TİCARET ANONİM ŞİRKETİ İLE SOSYAL\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                        TÜRKİYE SOSYAL SİGORTALAR, EĞİTİM, BÜRO, TİCARET, KOOPERATİF VE GÜZEL SANATLAR 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Evet\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Evet\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → 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 260.3\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: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → 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: → Evet\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: → 5 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: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 350 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 70 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            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 3.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs), KurbanBayramı\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 16.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 73.46\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Evet\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TRY 344.9\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 370.74 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 24.6 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[189],{"title":35,"slug":31},[191],{"type":192,"data":193},"call_to_action_body_block",{"title":194,"description":195,"variant":196,"link":197},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":194,"url":198,"description":194,"rel":199,"type":200},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[202],{"type":192,"data":203},{"title":194,"description":195,"variant":196,"link":204},{"title":194,"url":198,"description":194,"rel":199,"type":200},[],{"title":15,"seo_title":207,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[210,291,320],{"title":18,"seo_title":211,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[214,218,222,238,287],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[226,230,234],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":16,"children":237},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":239,"seo_title":240,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[243,247,251,255,259,263,267,271,275,279,283],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":16,"children":270},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":16,"children":274},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":16,"children":282},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":284,"seo_title":8,"description":7,"path":285,"redirect_url":7,"locale":16,"children":286},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":288},[289],{"title":194,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":16,"children":290},[],{"title":292,"seo_title":8,"description":7,"path":293,"redirect_url":7,"locale":16,"children":294},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[295,299,305,310,315],{"title":296,"seo_title":8,"description":7,"path":297,"redirect_url":7,"locale":16,"children":298},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":300,"seo_title":8,"description":7,"path":301,"redirect_url":302,"locale":303,"children":304},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":308,"locale":303,"children":309},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":311,"seo_title":8,"description":7,"path":312,"redirect_url":313,"locale":303,"children":314},"Haberler ve 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