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Bu Toplu İş Sözleşmesi’nin amacı, İzmir Gazeteciler\nCemiyeti’nin tüzüğünde de yer alan evrensel gazetecilik ilkeleri\nışığında, iş yerinde düzenli ve verimli çalışmayı sağlamak, işçi\nve işverenin hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nfarklılıkları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Cp>B. Sendika, işverenin işletmeyi ve çalışanlarını idare etme,\nyönetme, görev ve sorumluluklarında bu sözleşmede belirlenen sınırlar\nçerçevesinde değişiklik yapma hakkını tanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 4- TİS’TEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>A. Sendika üyelerinin yararlanması\u003C\u002Fp>\n\n\u003Cp>a. TİS’in imzalandığı tarihte işyerinde çalışmakta olan ve sendika\nüyesi bulunanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar\nise üyeliklerinin sendikaca işverene bildirilme tarihinden itibaren\nsözleşmenin sağladığı haklardan yararlanabilirler.\u003C\u002Fp>\n\n\u003Cp>b. TİS’in imzalanmasından sonra işe giren ve yeni üye olan işçiler,\nücret zammı hariç TİS’in tüm haklarından, sendika üyesi olduğu tarih\nitibariyle yararlanırlar. Bu kişiler, işe giriş veya üye olduğu tarihten\nsonraki zam döneminde ücret zammı alırlar.\u003C\u002Fp>\n\n\u003Cp>c. Sözleşmenin yürürlük tarihi ile imza tarihi arasındaki bir tarihte\nhizmet akdi sona eren üye işçiler, tüm haklardan, işbu yürürlük tarihi\nile imza tarihinde çalışılan süre oranınca diğer üyeler gibi\nyararlanırlar. Ölen üye işçilerin varislerine, kıdem tazminatı ve ölüm\nyardımı ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>B. Sendika üyesi olmayanların yararlanması\u003C\u002Fp>\n\n\u003Cp>a. Sendika üyesi olmayanlar veya sendika üyeliğinden ayrılanlar ya da\nüyelikten çıkarılanlar ancak dayanışma aidatı ödeyerek sözleşmeden\nyararlanabilirler. Bu yararlanma, imza gününden geriye gitmemek koşulu ile\nyazılı olarak istek tarihinden itibaren geçerlidir. Ancak TİS’in\nimzalandığı tarihten önceki talepler geçersizdir.\u003C\u002Fp>\n\n\u003Cp>b. Sendika üyeleri ile sendika üyesi olmadan dayanışma aidatı ödeyerek\nbu TİS’ten yararlananlar dışında kalan işçilere, bu TİS tamamen\nuygulanamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE 5- TİS’İN HÜKMÜ VE YORUMU\u003C\u002Fh3>\n\n\u003Cp>İşveren ile TGS üyeleri arasında yapılması zorunlu olan hizmet\nakitlerinin yazılı olması ve işbu TİS’in tanıdığı hakları\nazaltıcı, kısıtlayıcı ve bozucu hükümler taşımaması şarttır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 6- TARAFLARIN DURUMUNDA DEĞİŞİKLİK\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, işyerini başka bir gerçek veya tüzel kişiye devrettiği,\ngerçek veya tüzel bir üçüncü şahısla ortak olduğu veya işyerinde\nyapılan işlerin bir bölümünü veya tamamını gerçek veya tüzel bir\nüçüncü şahsa yaptırdığı takdirde, bu TİS süresi sonuna kadar\nTİS’in TGS üyelerine tanıdığı haklardan, yeni işveren (üçüncü\nşahıs ile birlikte) müştereken ve müteselsilen sorumludur.\u003C\u002Fp>\n\n\u003Cp>B. Sözleşmeye taraf olan sendikanın kendini feshi, infisahı,\nçalışmadan yasaklı olması bu TİS’in uygulanmasını engellemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 2\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL HAKLAR VE GÜVENCESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 7- SENDİKA GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu’nun Sendika\nİşyeri Temsilcilerine tanıdığı güvenceler yönünden Kanun’un 24.\nmaddesi geçerlidir.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TGS üyelerinin sendika tarafından işverene yazılı olarak\nbildirilen sendikal görevlerini yerine getirmelerinden ötürü iş\nsözleşmesini feshedemez. İşveren buna aykırı hareket ettiğinin yargı\nkararı ile tespit edilmesi halinde, bu kişilere brüt 12 maaş sendikal\ntazminatı ile yasalardan ve TİS’ten doğan haklarını öder.\u003C\u002Fp>\n\n\u003Cp>C. TGS üyesinin askerlik nedeniyle ve askerliği sırasında iş\nsözleşmesi feshedilemez, askıya alınır. TGS üyesi askerlik süresinin\nsona ermesiyle, işyerindeki eski işine döner ve işe döndüğü tarihten\nitibaren işyerindeki sözleşmenin tüm haklarından, hakların ulaştığı\nseviye itibarıyla yararlanmaya devam eder. TGS üyesi dilerse, askerlik\nnedeniyle iş akdini feshederek, kıdem tazminatı ve feshe bağlı\nhaklarının ödenmesini talep edebilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 8- SENDİKA AİDATI\u003C\u002Fh3>\n\n\u003Cp>A. İşveren, TGS üyelerinin aidatlarını, TGS’nin göndereceği üye\nlistesine göre brüt ücretlerinin %2’si oranında kesip sendikanın\nbildireceği TGS banka hesabına en geç 15 gün içinde yatırır.\u003C\u002Fp>\n\n\u003Cp>B. İşveren, TİS’ten yararlanmak isteyen diğer işçilerin dayanışma\naidatlarını da brüt ücretlerinin %2’si oranında kesip sendikanın\nbildireceği TGS banka hesabına en geç 15 gün içinde yatırır ve\ndayanışma aidatı ödeyen işçi listesini TGS’ye aynı süre içinde\ngönderir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 9- TEMSİLCİLERİN GÖREVLERİ\u003C\u002Fh3>\n\n\u003Cp>A. TGS, yasada belirlenen miktarda sendika temsilcisi atar. Atanacak\ntemsilciler özel durumlar ve acil ihtiyaçlar dışında demokratik yöntemle\nbelirlenir. Temsilciler, TİS hükümlerinin uygulanmasını sağlar.\u003C\u002Fp>\n\n\u003Cp>B. Sendika temsilcileri şu şekilde çalışırlar: TGS üyesi ya da\nüyeleri, şikâyet ve taleplerini TGS temsilcisine bildirir. TGS temsilcisi,\nkonuyu yetkili kişilerle görüşür, gerekirse yazılı olarak bildirir.\nİşveren, İşveren vekili ya da ilgili kişi, TGS temsilcisinin yazılı\nbaşvurusuna 7 gün içinde yazılı olarak yanıt vermelidir. Çözülemeyen\nkonular sendikaya bildirilir. İşyeri temsilcileri ve sendika yöneticileri\nüyeler ile yapacağı görüşme ve toplantılar için mesai saatleri\ndışını tercih eder. Ancak mesai saatleri içinde yapılacak toplantılar\niçin işveren yetkililerinden izin alınır.\u003C\u002Fp>\n\n\u003Cp>C. TGS, işyerinde çalışan üyeler arasından delege seçilenlerle ilgili\nişvereni, Sendika İşyeri Temsilcisi vasıtasıyla yazılı olarak\nbilgilendirir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 10- DANIŞMA KURULU\u003C\u002Fh3>\n\n\u003Cp>A. İşçilerin disiplin uygulamaları ve bu nedenle iş akitlerinin sona\nerdirilmesi konusunda, TİS’in uygulama ve yorumundan kaynaklanan\nuyuşmazlıklar konusunda görüş vermek üzere işyerinde Danışma Kurulu\noluşturulur. Bu kurul çalışanlar arasından TGS’nin belirleyeceği 1\nkişi ile işverenin 9 Eylül Gazetesi yöneticileri arasından belirleyeceği\n2 kişiden oluşur.\u003C\u002Fp>\n\n\u003Cp>B. Danışma Kurulu işçilerin iş disiplini ile bağdaşmayan fiillerini\ngörüşerek suçlu bulduğu işçiye uygun göreceği cezanın verilmesi\nkonusunda İGC İktisadi İşletmesi’ni temsile yetkili Genel Yayın\nYönetmenine öneride bulunur. Nihai karar İGC İktisadi İşletmesi’ni\ntemsile yetkili Genel Yayın Yönetmeni tarafından verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 3\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA KOŞULLARININ DÜZENLENMESİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE 11- İŞ TANIMI DEĞİŞİKLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyesinin iş tanımını ve işyerindeki pozisyonunu\nyazılı ve net bir şekilde kendisine bildirir. İşveren, işçiyi işyerinin\nihtiyaçları doğrultusunda, ancak dijital ve geleneksel gazetecilik\nfaaliyetleri kapsamında ve asli pozisyonuna denk bir pozisyonda olmak\nsuretiyle farklı pozisyonlarda görevlendirebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, genç, yaşlı, göçmen ve engelli işçilerin ayrımcılığa\nuğramaması için gerekli pozitif ayrımcı tedbirleri alır. Engelli\nişçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için, yasal\nmevzuat çerçevesinde gerekli düzenlemeler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, işyerinde çalışan TGS üyelerinin, uluslararası\nsözleşmeler, Anayasa ve ilgili düzenlemeler çerçevesinde, toplumsal\ncinsiyet eşitliğinin yaşama geçirilmesini gözetir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 14- İŞTEN ÇIKARMA VE İŞ GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>A. İşin ve işyerinin gereklilikleri ve\u002Fveya ekonomik durumu bakımından\nzorunluluk olmadıkça TGS üyeleri işten çıkartılamaz.\u003C\u002Fp>\n\n\u003Cp>B. İşçi çıkarmanın zorunlu olduğu hallerde ilgili kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 15- İŞÇİ SAĞLIĞI VE GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cp>İşyerinde hizmetin yürütümü sırasında çalışanların\nsağlığının ve güvenliğinin korunması ve geliştirilmesi,\nçalışanların kendi sağlık ve güvenlikleri ile ilgili süreçlere aktif\nkatılımı ve çalışanların işçi sağlığı ve güvenliği önlemlerine\nuyması esastır. İşveren, işçi sağlığı ve güvenliği ile ilgili tüm\nçalışmaları sendika ile eşgüdüm içinde yürütür.\u003C\u002Fp>\n\n\u003Ch3>MADDE 16- ARAÇ-GEREÇ SAĞLANMASI\u003C\u002Fh3>\n\n\u003Cp>İşveren, olanakları ölçüsünde TGS üyelerinin görevini yapabilmesi\niçin gerekli araç-gereçleri (ses kayıt cihazı vb.) sağlar. TGS\nüyelerinin görevde kullandıkları ekipmanlar kendilerine ait ise bunların\nbakım ve onarımları işverence yaptırılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 17- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKUMİYET HALİNDE FESİH VE\nTEKRAR İŞE BAŞLAMA\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi gazeteci; 9 Eylül’de yayınlanan bir yayından ya da 9\nEylül adına görevlendirilerek yürüttüğü bir faaliyetten ötürü\nözgürlüğü kısıtlanırsa, bu sürede ücretini bütün haklarıyla\nbirlikte İşverenden almaya devam eder ve iş sözleşmesi bu nedenle\nfeshedilemez.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyesi gazetecinin, evrensel gazetecilik meslek ilkelerine uygun\nolarak 9 Eylül’de yayınlanan bir yayını ya da 9 Eylül adına\ngörevlendirilerek yürüttüğü bir faaliyet nedeniyle para cezasına mahkum\nolması halinde, bu adli para cezası İşveren tarafından karşılanır.\nHapis cezasının paraya dönüştürülmesi olanağı var ise İşveren bu\nmiktarı karşılamakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>C. Çalışan, bu maddenin A, B fıkrası kapsamına giren durumlar\nharicinde, herhangi bir suçtan dolayı tutuklanırsa ücretsiz izinli\nsayılır. Tutukluluğu 6 ayı aştığı takdirde iş akdi feshedilebilir.\u003C\u002Fp>\n\n\u003Cp>D. Çalışanın, işverenin maddi çıkarlarını ve itibarını zarara\nuğratacak ve suç teşkil eden doğrudan fiiller fesih sebebidir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 18- İDARİ PARA CEZALARI\u003C\u002Fh3>\n\n\u003Cp>İşverence TGS üyesine görev tanımı ve yapılacak işin usul ve\nesasları hakkında gerekli ve güncel bilgilendirmenin yapılmış olması\nşartıyla, TGS üyesinin görev tanımı içerisinde yer almasına rağmen\nişini kasıtlı olarak ya da ağır ihmali dolayısıyla mevzuata uygun\nbiçimde yerine getirmemesinden ötürü işverene Basın İlan Kurumu, RTÜK\ngibi resmi kurumlar tarafından verilen idari para cezaları, eylemde\nsorumluluğu bulunan çalışana rücu edilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 19- BAYRAM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren TGS üyelerine ve varsa eş ve çocuklarına 1 Mayıs Emek ve\nDayanışma günü haftasında iki kişilik tiyatro bileti ile Ramazan ve\nKurban bayramlarında bir kutu çikolata hediye eder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE 20- YEMEK ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>TGS üyelerinin yemek kartları 1 Ocak 2025’ten itibaren net 7500 TL’ye\nçıkartılır. Sözleşmenin ikinci yılı için, 1 Ocak 2026 tarihinde, yemek\nücreti enflasyon oranında arttırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 21- YOL YARDIMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>İşverence, basın kartı olmayan sendika üyelerine günlük bir gidiş\nbir dönüş ücreti kadar olmak üzere yol yardımı yapılır. İzmir\nBüyükşehir Belediyesi’nin yol ücretlerine yapacağı zam oranında\nsendika üyelerinin yol ücretleri de artırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 22- ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin görev başındayken ölümü durumunda cenaze masrafları\nişverence karşılanır ve ailesine net 20000 TL ölüm yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B. Çalışanlara birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 5000 TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 23- EVLENME VE DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. Evlenen TGS üyelerine net 5000 TL yardım yapılır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyelerinin çocuğunun doğumu için net 5000 TL yardım\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 24- KREŞ ve EĞİTİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesi çalışanların çocuklarını kreşe göndermesi durumunda\n(belgelenmek koşuluyla) işveren çalışanlara yıllık net 10000 TL yardım\nyapar.\u003C\u002Fp>\n\n\u003Cp>B. Çocuğu okula giden TGS üyelerine her Eylül ayında net 5000 TL\neğitim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Lisans, Yüksek Lisans, Doktora, yabancı dil eğitimi alan Türkiye\nGazeteciler Sendikası üyelerine, yıllık net 2000 TL eğitim yardımı\nyapılır. Bu eğitim yardımından yararlanmak için İzmir Gazeteciler\nCemiyeti’nin düzenlediği ilgili eğitimlere katılınması da şarttır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 25- İNTERNET VE FATURA YARDIMI\u003C\u002Fh3>\n\n\u003Cp>Muhabir olarak çalışan TGS üyelerinin ilgili telefon operatörünün\nbelirlediği “Basın Tarifesi” üzerinden faturalandırılan cep telefonu\nhattı fatura bedeli, işverence her ay ilgili üyeye faturanın işverene\nibrazıyla birlikte ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 26- GÖZLÜK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>İşveren, TGS üyelerine işbu toplu sözleşme süresi boyunca bir defaya\nmahsus olmak üzere net 3000 TL gözlük yardımında bulunur. Bu yardımdan\nfaydalanmak için fatura ve rapor sunmak zorunludur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 6\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 27-ÜCRETLİ VE ÜCRETSİZ İZİNLER\u003C\u002Fh3>\n\n\u003Cp>A. Ücretli yıllık izin uygulaması, 5953 sayılı Kanuna göre\nverilir.\u003C\u002Fp>\n\n\u003Cp>B. 8 Mart Dünya Emekçi Kadınlar Gününde TGS üyesi kadın çalışanlar\nücretli izinli sayılır. Çalışmaları durumunda başka bir tarihte izin\nalır.\u003C\u002Fp>\n\n\u003Cp>C. İşverenin onayı ile TGS’nin yazılı talebi halinde, sendikal\nfaaliyetler için;\u003C\u002Fp>\n\n\u003Cp>• Sendika genel merkez ve şube yöneticilerine, yılda 24 gün izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>• Sendika temsilcilerine yılda 12 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>• Sendika temsilcileri ve görevlileri ile üyelere, Kongre günlerinde,\nSendika’nın en geç 7 gün önceden bildirmesi halinde, Kongre’ye\nkatılım ve gidiş-geliş için gerekli yol süresince ücretli izin verilir.\nAyrıca, Sendika’nın düzenleyeceği etkinliklere katılmaları ve sendikal\ngörevlerini yerine getirebilmeleri için bir seferinde, işyerindeki üye\nsayısının yüzde 30’unu ve 1 günü aşmamak üzere ücretli izin verilir.\nBu süre, yıllık izinden sayılmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda (belgelemek koşuluyla) 1 gün ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>E. Regl döneminde kadın çalışanlara talep etmeleri halinde 1 gün\nücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM 7\u003C\u002Fh2>\n\n\u003Ch2>AKÇALI KONULAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE 28- MASRAFLAR\u003C\u002Fh3>\n\n\u003Cp>A. TGS üyesinin işveren tarafından görevlendirilmesi durumunda görevini\nyürütebilmesi için yaptığı belgelendirilmiş masraflar (yol, yemek vb.)\nişveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>B. TGS üyeleri bulundukları il dışına gönderildikleri takdirde\ngörevli olarak bulundukları süre boyunca yapacakları konaklama işveren\ntarafından karşılanır. Yol ve yemek masrafları da belge karşılığında\nişveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE 29- KIDEM TAZMİNATI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kıdem tazminatı konusunda 5953 sayılı Kanun hükümleri uygulanır. TGS\nüyesi gazeteci, 5 yıllık meslek kıdemine sahip olması halinde istifa\nederse de kıdem tazminatını alır.\u003C\u002Fp>\n\n\u003Ch3>MADDE 30- İHBAR TAZMİNATI\u003C\u002Fh3>\n\n\u003Cp>Bu konuda 5953 sayılı Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE 31- YILLIK İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>İşverence, sendika üyelerine 2025 yılının mayıs ayında 7500 TL, 2025\nyılının aralık ayında 7500 TL, 2026 yılının mayıs ayında 8000 TL,\n2026 yılının aralık ayında 8000 TL ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>MADDE 32- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>A. Haftalık çalışma süresi 45 saattir. 5953 sayılı Kanun’a göre 48\nsaatten fazla çalışılan süre karşılığında fazla mesai ücreti ödenir\nveya fazla mesai ücreti yerine serbest zaman kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. Resmi tatil günlerinde çalışan TGS üyelerine 5953 sayılı Kanun\nkapsamında genel tatil ücreti ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE 33- ÜCRET ZAMLARI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>İşverence, TGS üyelerinin 31 Aralık 2024 tarihinde almakta oldukları\nücretlerine,1 Ocak 2025 tarihinde yüzde 40 oranında zam yapılır.\nSözleşmenin ikinci yılı için, TGS üyelerinin 31 Aralık 2025 tarihinde\nalmakta oldukları ücretlerine, 1 Ocak 2026 tarihinde, yıllık enflasyon\noranı + 2 puan refah payı eklenerek artış yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE 34- YÜRÜRLÜK VE SÜRE\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, 25.02.2025 tarihinde imzalanmış olup 01.01.2025\nile 31.12.2026 tarihleri arasında geçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"CBA_MEMTRAD4_1":47,"cbadate_end_date":51,"menstruationleave":53,"healthandsafetypolicy":57,"funeralpay":60,"deathrelativesleave":64,"discrimination":68,"equalitymonitoring":72,"hourspweek_select":76,"strikes_trigger":79,"STRUCINCR_trigger":83,"wageincreaseperc1":86,"ONCERISE_trigger":90,"incidentalbonustype2":93,"OVERTIME_trigger":97,"COMMUTE_trigger":101,"SENIOR_trigger":105,"MEALALL_trigger":108,"mealvouchersamount":111},{"bindId":45,"name":46,"text":46},"cbadate_start_date","(01.01.2025-31.12.2026)",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","• SENDİKA; Türkiye Gazeteciler Sendikası","• SENDİKA; Türkiye Gazeteciler Sendikası (TGS)’nı,",{"bindId":52,"name":46,"text":46},"cbadate_end_date",{"bindId":54,"name":55,"text":56},"menstruationleave","E. Regl döneminde kadın çalışanlara tale","E. Regl döneminde kadın çalışanlara talep etmeleri halinde 1 gün\nücretli izin verilir.",{"bindId":58,"name":59,"text":59},"healthandsafetypolicy","İŞÇİ SAĞLIĞI VE GÜVENLİĞİ",{"bindId":61,"name":62,"text":63},"funeralpay","B. Çalışanlara birinci dereceden yakının","B. Çalışanlara birinci dereceden yakınının (anne, baba, kardeş,\nçocuk, eş) ölmesi durumunda net 5000 TL ölüm yardımı yapılır.",{"bindId":65,"name":66,"text":67},"deathrelativesleave","D. TGS üyesinin birinci dereceden yakını","D. TGS üyesinin birinci dereceden yakınının ölümü durumunda, 3 gün\nücretli izin verilir. Bu izin süresi, gideceği yerin uzaklığına göre\nartırılabilir. TGS üyesinin, ikinci dereceden akrabasının ölümü\ndurumunda (belgelemek koşuluyla) 1 gün ücretli izin verilir.",{"bindId":69,"name":70,"text":71},"discrimination","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ İ","MADDE 12- POZİTİF AYRIMCILIK ÖNLEMLERİ\n\nİşveren, genç, yaşlı, göçmen ve engelli işçilerin ayrımcılığa\nuğramaması için gerekli pozitif ayrımcı tedbirleri alır. Engelli\nişçilerin rahat, sağlıklı ve güvenli çalışabilmeleri için, yasal\nmevzuat çerçevesinde gerekli düzenlemeler yapılır.",{"bindId":73,"name":74,"text":75},"equalitymonitoring","MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN","MADDE 13- TOPLUMSAL CİNSİYET EŞİTLİĞİNİN SAĞLANMASI",{"bindId":77,"name":78,"text":78},"hourspweek_select","MADDE 32- ÇALIŞMA BİÇİMİ VE FAZLA MESAİ",{"bindId":80,"name":81,"text":82},"strikes_trigger","C. Bu TİS; uluslararası sözleşmeler ve A","C. Bu TİS; uluslararası sözleşmeler ve Anayasa ile güvence altına\nalınmış olan örgütlenme, özgür toplu pazarlık ve sözleşme hakkı ile\ngrev hakkının çalışanların en temel hakkı olduğunu kabul eder.",{"bindId":84,"name":85,"text":85},"STRUCINCR_trigger","MADDE 33- ÜCRET ZAMLARI",{"bindId":87,"name":88,"text":89},"wageincreaseperc1","İşverence, TGS üyelerinin 31 Aralık 2024","İşverence, TGS üyelerinin 31 Aralık 2024 tarihinde almakta oldukları\nücretlerine,1 Ocak 2025 tarihinde yüzde 40 oranında zam yapılır.\nSözleşmenin ikinci yılı için, TGS üyelerinin 31 Aralık 2025 tarihinde\nalmakta oldukları ücretlerine, 1 Ocak 2026 tarihinde, yıllık enflasyon\noranı + 2 puan refah payı eklenerek artış yapılır.",{"bindId":91,"name":92,"text":92},"ONCERISE_trigger","MADDE 31- YILLIK İKRAMİYE",{"bindId":94,"name":95,"text":96},"incidentalbonustype2","İşverence, sendika üyelerine 2025 yılını","İşverence, sendika üyelerine 2025 yılının mayıs ayında 7500 TL, 2025\nyılının aralık ayında 7500 TL, 2026 yılının mayıs ayında 8000 TL,\n2026 yılının aralık ayında 8000 TL ikramiye ödenir.",{"bindId":98,"name":99,"text":100},"OVERTIME_trigger","A. Haftalık çalışma süresi 45 saattir. 5","A. Haftalık çalışma süresi 45 saattir. 5953 sayılı Kanun’a göre 48\nsaatten fazla çalışılan süre karşılığında fazla mesai ücreti ödenir\nveya fazla mesai ücreti yerine serbest zaman kullandırılır.",{"bindId":102,"name":103,"text":104},"COMMUTE_trigger","İşverence, basın kartı olmayan sendika ü","İşverence, basın kartı olmayan sendika üyelerine günlük bir gidiş\nbir dönüş ücreti kadar olmak üzere yol yardımı yapılır. İzmir\nBüyükşehir Belediyesi’nin yol ücretlerine yapacağı zam oranında\nsendika üyelerinin yol ücretleri de artırılır.",{"bindId":106,"name":107,"text":107},"SENIOR_trigger","MADDE 29- KIDEM TAZMİNATI",{"bindId":109,"name":110,"text":110},"MEALALL_trigger","MADDE 20- YEMEK ÜCRETİ",{"bindId":112,"name":113,"text":114},"mealvouchersamount","TGS üyelerinin yemek kartları 1 Ocak 202","TGS üyelerinin yemek kartları 1 Ocak 2025’ten itibaren net 7500 TL’ye\nçıkartılır. Sözleşmenin ikinci yılı için, 1 Ocak 2026 tarihinde, yemek\nücreti enflasyon oranında arttırılır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>9 Eylül Gazetesi TGS TİS 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Gazetelerin basımı  \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                        \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                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Hayır\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 5.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Evet\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \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            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 1.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \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: → 40.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TRY 15.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[120],{"title":37,"slug":33},[122],{"type":123,"data":124},"call_to_action_body_block",{"title":125,"description":126,"variant":127,"link":128},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":125,"url":129,"description":125,"rel":130,"type":131},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[133],{"type":123,"data":134},{"title":125,"description":126,"variant":127,"link":135},{"title":125,"url":129,"description":125,"rel":130,"type":131},[],{"title":17,"seo_title":138,"description":7,"path":139,"redirect_url":7,"locale":18,"children":140},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[141,222,251],{"title":20,"seo_title":142,"description":7,"path":143,"redirect_url":7,"locale":18,"children":144},"Türkiye’de İş: Ücretler, Asgari 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Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":18,"children":185},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":187,"seo_title":8,"description":7,"path":188,"redirect_url":7,"locale":18,"children":189},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":18,"children":193},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":18,"children":197},"Annelik ve 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Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":18,"children":217},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":219},[220],{"title":125,"seo_title":8,"description":7,"path":129,"redirect_url":7,"locale":18,"children":221},[],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":18,"children":225},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[226,230,236,241,246],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":18,"children":229},"Veri ve 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