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İLE Banka ve Sigorta İşçileri Sendikası (BANKSİS) 1.1.2018-11.03.2020","AKBANK T.A.Ş. İLE Banka ve Sigorta İşçileri Sendikası (BANKSİS) 1.1.2018-11.03.2020 - 2018","Turkey - AKBANK T.A.Ş. İLE Banka ve Sigorta İşçileri Sendikası (BANKSİS) 1.1.2018-11.03.2020 - 2018","AKBANK T.A.Ş. İLE Banka ve Sigorta İşçileri Sendikası (BANKSİS) 1.1.2018-11.03.2020 - 2018 - Financial services, banking, insurance",{"name":39,"data":40},"18_Donem_TIS.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>18_Donem_TIS\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>AKBANK T.A.Ş.\u003C\u002Fh1>\n\n\u003Ch1>İLE\u003C\u002Fh1>\n\n\u003Ch1>Banka ve Sigorta İşçileri Sendikası (BANKSİS)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1.1.2018-11.03.2020\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM I\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TARAFLAR: Madde: 1-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Bu İşletme Toplu İş Sözleşmesi'nde taraflar bir yandan İstanbul\nSabancı Center 34330 4.Levent\u002Fİstanbul'da bulunan AKBANK T.A.Ş., diğer\nyandan İstanbul Beşiktaş Caddesi No.23 Kat.4'de bulunan Banka ve Sigorta\nİşçileri Sendikası (BANKSİS)'dir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKANIN TANINMASI : Madde: 2-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BANKSİS Sendikası, İşverenin yurtiçi ve yurtdışı Banka İşletmesine\nait bütün işyerlerinde ve eklentilerinde çalışanlardan üyeleri için\nkanunen sahip olduğu temsil yetkisini kanunlar ve bu Toplu İş Sözleşmesi\nhükümleri dahilinde kullanır.\u003C\u002Fp>\n\n\u003Cp>AKBANK T.A.Ş. de kanunlar ve bu Toplu İş Sözleşmesi sınırları\niçinde BANKSİS'i tek temsilci olarak tanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>AMAÇ : Madde: 3-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesinin amacı, İşveren Bankada çalışan\nsendika üyeleri için iş sözleşmesinin yapılması, içeriği ve sona\nermesi ile ilgili hususları düzenlemek, Sözleşme dönemi içinde üyelerin\nhaklarını güvence altına almak ve İşveren Bankada çalışan sendika\nüyeleri ile İşveren arasındaki ilişkileri ilgilendiren diğer konuları ve\ntarafların karşılıklı hak ve borçlarını tespit ederek bunların\nuygulanmasını sağlamak, taraflar arasında doğabilecek uyuşmazlıkların\nhal şekillerini göstermektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TANIMLAR Madde: 4-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Sözleşmede geçen:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)\"Banka Çalışanı” veya “Çalışan\" deyimi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bankacılık mesleğinin asli veya yardımcı işlerinde çalışan ve\nbütün çalışmalarını Bankaya ayıran kimseleri,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)\"Destek Elemanı\" deyimi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bankacılık mesleğinin yardımcı işlerinde çalışan ve bütün\nçalışmalarını Bankaya ayıran kimseleri,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)\"Sendika\" deyimi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka ve Sigorta İşçileri Sendikası (BANKSİS)'i,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)\"Üye\" veya \"Sendika Üyesi\" deyimi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka ve Sigorta İşçileri Sendikası (BANKSİS)'in üyelerini,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)\"Banka\" veya \"İşveren Banka\" deyimi: Akbank T.A.Ş.'ni,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)\"Aylık Ücret\" deyimi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka çalışanlarına her ayın son işgünü ödenen aylık ücreti\n(İkramiye, Tazminat, Prim, Sosyal Yardımlar ve benzerleri hariç),\u003C\u002Fp>\n\n\u003Cp>ifade eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SÖZLEŞMENİN KAPSAMI : Madde: 5 -\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi hükümleri:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Yer itibariyle, İşveren Bankanın bütün işyerlerini ve bunlara\nbağlı eklentilerini,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Kişi itibariyle, BANKSİS'in İşveren Bankanın bütün işyerlerinde\nçalışan tüm üyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Bankanın yurt dışındaki işyerlerinde çalışan üyeler de bu\nToplu İş Sözleşmesi hükümlerinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ancak, Banka mahalli şartları dikkate alarak bunların aylık ücretleri\nve ek ödemeleri konusunda özel haklar tayin edebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Bütün çalışmalarını Bankaya ayırmayan kimseler ile özel\nsözleşmelerle çalıştırılan yerli ve yabancı Uzman ve Danışmanlar ile\nGenel Müdür Vekilleri, Genel Müdür Yardımcıları, Teftiş Kurulu\nBaşkanı, Bölüm Başkanları, İç Kontrol ve Uyum Başkanı, Teftiş Kurulu\nBaşkan Yardımcıları, İç Kontrol ve Uyum Başkan Yardımcıları,\nMüfettişler ve Yardımcıları, İç Kontrol Uzmanı ve Yardımcıları, Grup\nMüdürleri, Bölge Müdürleri, Bölge Kredi Müdürleri, Bölge Satış\nYönetimi Müdürleri, Şube Müdürleri, Yöneticiler (Yönetici ve Yönetici\n2), Baş Dealer, Dealer ve Dealer Yardımcıları, Yönetici Yardımcısı 1,\n2, 3’ler (Bilgi Teknolojileri dahil), Hukuk Müşavirleri ve Avukatlar,\nMimarlar ve Mühendisler, Koruma Güvenlik Amiri, İşyeri Hekimleri, İş\nGüvenliği Uzmanları hakkında bu Toplu İş Sözleşmesi hükümleri\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>d)Bu Toplu İş Sözleşmesi hükümleri BANKSİS üyelerine, üyelik\nsüresince uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KISIM II İŞ SÖZLEŞMESİNİN YAPILMASI\u003C\u002Fh3>\n\n\u003Ch3>İŞE ALMADA İŞVERENİN YETKİSİ : Madde: 6-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Banka, işe alım sisteminde, bu Toplu İş Sözleşmesi\nhükümlerine aykırı olmamak kaydıyla takip edilecek her türlü usul ve\nesasları tespit edip uygulamakta serbesttir. Ancak, işe alınacaklardan\nBankada önceki işleri ne olursa olsun askerden dönenler, malûl olarak\nayrılmış olup, daha sonra çalışabilir duruma gelen üyeler ile Bankada\nçalışmakta iken ölen veya emekliye ayrılan Banka çalışanlarının\neşleri ile çocukları vasıfları uygun görüldüğü takdirde boş\nkadrolara tercihan işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>DENEME SÜRESİ : Madde: 7-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bankaya alınacak tüm personel için “Deneme Süresi” dört aydır.\nDeneme Süresi içinde taraflar iş sözleşmesini ihbarsız ve tazminatsız\nolarak feshedebilirler. Deneme süresini başarılı olarak geçirenler\ngörevlerine devam eder. İşveren Bankaca gerekli görüldüğü takdirde,\ndeğerlendirmeye yetkili personelden veya birim müdürlerinden personelin\ndeneme süresindeki performansı ile ilgili görüş istenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İHTİSAS ELEMANLARI VE EMEKLİLERİN ÇALIŞTIRILMASI: Madde: 8-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Bankacılık hizmetlerinin görülebilmesi için münhasıran özel\nuzmanlık isteyen işlerde; doktor, dişçi, avukatlar, mühendis, mimar, her\ntürlü müşavirler ve yardımcıları, danışmanlar ve uzmanlar, Akbank\nSanat kadrosunda yönetici olarak görev verilecek elemanlar, mütercim,\nsekreter, sosyal işler, idari ve güvenlik hizmetleri kadrolarına alınacak\nelemanlar, v.b. gibi hizmetlerde çalıştırılan elemanlar, bankacılık\nmesleğini ilgilendiren konularda doktora unvanına sahip kişiler, işyeri\nhekimleri, iş güvenliği uzmanları özel sözleşmelerle istihdam\nedilebilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)İşveren Banka ile başka kamu veya özel kuruluşlardan emekliye\nayrılmış veya 65 yaşını doldurmuş bulunanlar Banka kadrosuna asistan\nolarak alınamaz. Ancak İşveren Banka ile başka kamu veya özel\nkuruluşlardan emekliye ayrılmış veya 65 yaşını doldurmuş bulunanlardan\ntüm Banka kadrosunun binde dokuz buçuğunu geçmemek üzere özel\nsözleşmelerle her çeşit görev seviyesiyle Bankada eleman istihdam\nedilebilir. Bu gibi kimselerin (a) fıkrasında sayılan özel uzmanlık\ngerektiren işlerde özel sözleşmelerle istihdamında İşveren Banka\nserbesttir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MALUL PERSONEL ÇALIŞTIRMA: Madde: 9-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin işyerinde, geçirdiği iş kazası sebebiyle çalışmakta\nolduğu işi fiilen yapamayacak olan malûl üyeler, Bankada yeni bir işe uyum\nsağlamak için İşverence eğitime tabi tutulur ve uyumu mümkün olan\nişlerde çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM III İŞ SÖZLEŞMESİNİN İÇERİĞİ\u003C\u002Fh2>\n\n\u003Ch2>BÖLÜM : 1\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>NAKİL VE ATAMALAR : Madde: 10-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)İşveren Banka Sendika Üyelerini aynı şehirlerdeki veya diğer\nşehirlerdeki birimlere ve görevlere nakletmek ve atamakta serbesttir. Ancak\nşehir dışı nakillerde ve atamalarda;\u003C\u002Fp>\n\n\u003Cp>a)Üyenin eşinin bir iş sözleşmesi ile bağlı olarak çalışıp\nçalışmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Öğrenim yapan çocukları varsa gidilecek yerde ihtiyacı halinde\nyabancı dilde öğretim yapan okullar bulunup bulunmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Üye, eşi ve velayeti altındaki veya reşit olmakla birlikte orta\nöğrenime devam eden çocukları ile olanaklar elverdiği takdirde bakmakla\nyükümlü bulunduğu anne ve babasının mevcut hastalıklarının gidilecek\nyerde tedavi imkanının olup olmadığı (Hastalık ve tedavi imkanları\nDevlet Hastaneleri Sağlık Kurulu raporlarıyla belgelenir.),\u003C\u002Fp>\n\n\u003Cp>göz önünde tutulur.\u003C\u002Fp>\n\n\u003Cp>B)İşyerinde çalışan bayan üyenin bu Toplu İş Sözleşmesi döneminde\nevlenmesi nedeniyle, eşinin çalıştığı şehirde birden fazla işyeri\nvarsa bir defaya mahsus olmak üzere atanır. Bir işyeri olması halinde,\nkadro müsait ise öncelikle atanır, kadro yoksa talebi halinde 1 ay ücretli,\n2 ay ücretsiz izin verilir. Akbank T.A.Ş. işyerlerinde çalışıp da\neşlerden birinin şehirlerarası tayininde eşlerden diğeri de aynı şehire\natanır. Sendika üyesi, nakil ve atamalarda yukarıda belirtilen hususların\ndikkate alınmadığı kanısında olursa, durumun İşçi-İşveren\nİlişkileri Kurulu'nda incelenmesini sebeplerini göstermek suretiyle\nİşveren Bankadan isteyebilir. İşçi- İşveren İlişkileri Kurulu'nda\nincelenen durum karara bağlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>NORMAL ÇALIŞMA SAATLERİ : Madde: 11-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A)Çalışma Saatleri, Banka çalışanları için haftada 40 saat, ancak\ndestek elemanları için haftada 45 saattir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)24 saat açık olan havalimanı şubelerinde yapılan vardiyalı\nçalışma nedeni ile toplu iş sözleşmesi kapsamındaki çalışanlara\naylık hak edilen brüt ücret tutarının %50’si oranında change büro\ntazminatı ödenir. Tayin ile ay ortasında 24 saat açık olan havalimanı\nşubelerinde çalışmaya başlayan veya bu tip bir şubeden ayrılan\nçalışanlara tayin edildiği ay için hak ettiği change büro tazminatı\nkıstelyevm olarak ödenir. Kıstelyevm hesaplamasında Yönetim Kurulu karar\ntarihi esas alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)Destek elemanlarından gece görev yapanların haftalık çalışma\nsüresi 6 gün üzerinden 45 saat olup, kendilerine haftada bir gece izin\nverilir. Gecelik çalışma süresinin bitiminden sabaha kadar çalışmasını\nsürdürmek zorunda kalan bu çalışanlara normal günlük çalışma\nsürelerini aşan çalışma saatleri için fazla çalışma ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D)Banka çalışanlarına günlük çalışma sürelerine göre İş\nKanunu’nda belirtilen sürelerde ara dinlenmesi verilir ve bu süre\nçalışma süresinden sayılmaz. Gereğinde İşveren Banka tarafından tespit\nedilecek usul dairesinde nöbetleşe dinlenme yapılır. Dinlenme sürelerinin\naralıksız kullanılması esastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E)İşyerlerinde günlük işe başlama, dinlenme, işi bitirme, gişeleri\naçık bulundurma saatleri, postalar halinde yahut denkleştirme veya telafi\nesasına göre çalıştırma için, işin gerekleri ve yerel şartlar göz\nönünde tutularak A-D bendlerindeki esaslardan hareketle İşveren Banka Genel\nMüdürlüğü'nce belirlenir ve uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Günlük çalışmanın başlangıç ve bitiş saatleri ile dinlenme\nsaatleri işyerlerine asılacak levhalarda gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Banka, gerek gördüğünde, bazı birimlerde Sendika üyelerinin\nçalışma günleri ile günlük çalışma saatlerini (A) bendindeki haftalık\nçalışma saatini aşmamak üzere serbestçe belirleyebilir. Bu birimlerde,\nhaftalık çalışma saat ve günlerine göre bir günlük hafta tatili\ndönüşümlü olarak kullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Diğer taraftan, Bankalar Birliği'nden çalışma saatlerinin\ndeğiştirilmesi ile ilgili bir karar çıkması halinde çalışma saatleri\nona göre ayarlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FAZLA ÇALIŞMA ESASLARI VE ÜCRETİ : Madde: 12-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Bu Toplu İş Sözleşmesi ile saptanan normal haftalık çalışma\nsaatleri dışında yapılan çalışmalar fazla çalışma sayılır ve fazla\nçalışma ücreti ödenir. İşyerlerinde bu sözleşme ile belirlenen\ngünlük normal çalışma saatleri dışında istisnaen fazla çalışma\nyapılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yapılmasını gerektiren bir durum ortaya çıktığında,\nbirimin bulunduğu yerde meydana gelecek tabii afetlerin etkinliği oranında\nve birim hizmet binasının yer değiştirmesi veya tadili esnasında\nyapılacak fazla çalışmalarda, Banka Genel Müdürlüğü'nce tespit edilen\ngenel süreler dahilinde kalmak şartıyla, yetkili ve yetkisiz tüm\nçalışanlardan kimlerin ne zaman ve ne kadar süre ile fazla çalışma\nyapacağını işyeri idarecisi saptar ve ücreti ödenir. Bunların dışında\nfazla çalışmayı gerektiren hallerde, birimde yetkili ve yetkisiz tüm\nçalışanlardan kimlerin ve kaçar saat fazla çalışma yapacaklarına\nilişkin birim idarecisinin yapacağı teklif; ilgili Bölge Müdürlükleri\nveya Genel Müdürlükçe onaylanır ve ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yapmış olan sendika üyeleri, çalıştığı fazla\nsaatleri ve nedenini Bankanın bu konu ile ilgili olarak oluşturduğu\nbilgisayar sistemine günlük olarak girerler. Sisteme girilen fazla çalışma\nsaatlerinin ücreti, birim idarecileri ve Genel Müdürlüğün kontrol ve\nonayından sonra ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)Sendika üyeleri bu Toplu İş Sözleşmesi esasları dahilinde fazla\nçalışma yapmayı önceden kabullenmiş sayılırlar ve sendika üyelerinden\nayrıca muvafakat istenmez. Ancak, haklı özürleri olanların fazla\nçalışmaya katılmama istekleri Bankaca dikkate alınır. Banka Genel\nMüdürlüğü'nce, tatil edilen Cumartesi günleri veya Pazar günleri Banka\nçalışanlarının çalıştırılmasına karar verildiğinde, anılan\ngünlerde çalışmayı arzu etmeyen üyelerin haklı özürleri dikkate\nalınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>C)Her bir fazla çalışma saati için verilecek ücret, üyenin aylık\nnormal çalışma ücretinin 225’te birinin %50 fazlasıdır. Fazla\nçalışma ücretleri, bildirimin Genel Müdürlüğe yapıldığı aya ait\nücretler ile birlikte ve bordroda gösterilmek suretiyle ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D)İş hacminin artması halinde sürekli fazla çalışma yapmak zorunda\nkaldığı tespit edilen şubelerin kadroları mevcut usuller dahilinde yeniden\nİşveren Banka tarafından incelenir ve gerekiyorsa en geç iki ay içinde bu\nkadrolara atama yapılır.\u003C\u002Fp>\n\n\u003Cp>Kadro fazlası olmayan şubelerde herhangi bir sebeple Bankadan çıkma veya\nçıkarılma nedeniyle boşalan kadrolara sürekli fazla çalışma\nyapılmaması için en geç iki ay içinde atama yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YILLIK ÜCRETLİ İZİNLER : Madde: 13-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Deneme süresi dahil Bankada bir hizmet yılını dolduranlar, yıllık\nücretli izne hak kazanırlar.\u003C\u002Fp>\n\n\u003Cp>Daha sonraki yıllarda, yıllık ücretli izin hakkı, o yılın bankaya\ngiriş tarihine rastlayan ay ve günde kazanılır. Banka çalışanlarına,\n1.1.2017 tarihinden itibaren, hizmet süresi,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara yılda 15\nişgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Beş yıldan fazla ve onbeş yıldan az olanlara yılda 20 işgünü,\u003C\u002Fp>\n\n\u003Cp>c)Onbeş yıl ve daha fazla olanlara yılda 26 işgünü yıllık ücretli\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bankada 3 aylık hizmet süresini dolduran çalışana, isteği ve yönetici\nile mutabık kalması halinde, ilk yılın bitiminde hak kazacağı izninin\nazami 1 haftası (5 işgünü) avans olarak kullandırılabilinir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)1.1.2017 tarihinden itibaren hak kazanılan yıllık ücretli izin\nsürelerinin içine rastlayan Cumartesi ve Pazar günü, Ulusal Bayram ve Genel\nTatil günleri izin süresine dahil değildir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Üye yıllık ücretli izin süresi içinde hastalık nedeniyle istirahat\naldığını Akbank Tekaüt Sandığı veya Bankanın kadrosunda bulunan daimi\ndoktorlarından veya resmi sağlık kuruluşlarından aldığı raporla\nbelgelediği takdirde bu süre izin süresine dahil edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli iznini çalıştıkları yer dışındaki bir mahalde\ngeçirecek Banka çalışanlarına, isterlerse ulaşım olanakları göz\nönüne alınmak suretiyle 4 günü geçmemek üzere ücretsiz yol izni\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)Banka çalışanı Müdürü ile anlaşması koşuluyla iznini, bir\nbölümü 10 işgününden az olmamak kaydıyla bölerek kullanabilir. Banka\nçalışanlarına yıllık izinlerinin aralıksız olarak kullandırılması\nesastır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bölgeye dahil şubelerdeki Banka çalışanlarına yıllık izinleri Bölge\nMüdürlüklerince, bunun dışında kalan Şube ve Genel Müdürlük\nçalışanlarına izinleri de Genel Müdürlükçe onaylandıktan sonra\nyürürlüğe konulur. Hastalık, doğum, tayin veya olağanüstü hal\nnedeniyle yıllık ücretli izinlerini kullanamayanlar, Şube Müdürünün\nteklifi, Bölge Müdürünün veya Genel Müdürlüğün onayı ile izinlerini\naynı veya bir sonraki yıl içinde ileri bir tarihte kullanabilirler.\u003C\u002Fp>\n\n\u003Cp>Ancak, yıllık ücretli izinlerin olağanüstü haller dışında onaylanan\ntarihlerde sendika üyelerine kullandırılması esastır. Banka Genel\nMüdürlüğü, Bölge ve Şube Müdürlükleri bunu teminen gerekli tedbirleri\nzamanında alırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İDARİ İZİNLER VE MAZERET İZİNLERİ : Madde: 14-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Zorunlu sebepler dolayısıyla Banka Çalışanlarına müdürleri\ntarafından bir defada 5 günü geçmemek üzere bir yılda toplam olarak 10\ngüne kadar ücretli \"İdari İzin\" verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)Banka Çalışanlarına aşağıda sayılan hallerde ve karşılarında\nbelirtilen sürelerde ücretli \"Mazeret İzni\" verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Evlenmesi halinde7 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşinin doğum yapması halinde 5 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelativesleave\">\u003Cp>c)Eşinin, çocuğunun, ana ve babasının veya kardeşlerinin ölümü\nhalinde 5 gün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Eşinin anası, babası veya kardeşlerinin ölümü halinde 3 gün\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)Çocuğunun evlenmesi halinde 2 gün\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)Evi veya mallarının yanması veya tabii afetlere uğraması halinde 5\ngün\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g)Eşinin, çocuğunun veya kendisi veya eşinin birinci derecedeki\nyakınlarının kazaya uğraması halinde (belgelemek kaydıyla) 1 gün\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h)Evlat edinmesi halinde 3 gün\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>i)En az %70 oranında engelli veya sürekli hastalığı olan çocuğunun\ntedavisi için, hastalık raporu ile belgelenmek ve çalışan ebeveynden\nsadece biri tarafından kullanılması kaydıyla, bir yıl içinde toptan veya\nbölümler halinde 10 güne kadar\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)İdari izin ile mazeret izinleri yıllık ücretli izinlerden mahsup\nedilemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>D)Kadın çalışana, bir yaşından küçük çocuklarını emzirmeleri\niçin günde toplam bir buçuk saat süt izni verilir. Çalışan, bu süreyi\nhangi saatler arasında kullanacağını, işin yoğunluğunu da dikkate alarak\nyöneticisi ile belirler. Süt izni süresi çalışma süresinden\nsayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HASTALIK İZNİ VE ÜCRETSİZ İZİNLER :Madde: 15-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Banka çalışanlarının hastalıkları halinde İşveren Banka\ntarafından İnsan Kaynakları Uygulama Esasları hükümleri dahilinde izin\nverilir. Ancak, hastalık izni sürelerinin hesabında, hastalığın\nbaşladığı tarihten itibaren 1 yıl içinde aralıklı veya aralıksız\ntekrarlayan aynı mahiyetteki hastalığın toplamı esas alınır.\u003C\u002Fp>\n\n\u003Cp>B)Üyenin eş, ana, baba veya çocuğunun doktor raporu ile belgelemek\nkaydıyla refakati gerektiren hastalıkları halinde, talebi üzerine 3 aya\nkadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>C)Kadın üyelere, doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam onaltı hafta izin verilir. Çoğul gebelik halinde\ndoğumdan önceki sekiz haftalık süreye iki hafta eklenir. Ancak sağlık\ndurumu uygun olduğu takdirde doktorun onayı ile kadın işçi isterse\ndoğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu durumda\nkadın işçinin çalıştığı süreler doğum sonrası sürelere eklenir.\nHamilelik süresince kadın işçiye periyodik kontroller için ücretli izin\nverilir. Hekim raporu ile gerekli görüldüğü takdirde hamile kadın işçi\nsağlığına uygun hafif işlerde çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Bu maddede belirtilen hekim raporu; İstanbul’da Akbank Tekaüt Sandığı\nSağlık Merkezi’nden, Bankanın daimi hekimi bulunan yerlerde bu hekimlerden\nveya Banka hekimi olmayan yerlerde resmi sağlık kuruluşlarından\nalınır.\u003C\u002Fp>\n\n\u003Cp>İsteği halinde kadın işçiye, onaltı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde onsekiz haftalık süreden sonra\naltı aya kadar ücretsiz izin verilir. Bu süre yıllık ücretli izin\nhakkının hesabında dikkate alınmaz. Üye 8 haftalık süreyi takiben\nhastalık izni almışsa, bu süre 6 aylık ücretsiz izin hakkı süresinden\ndüşülür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ASKERLİK VE KANUNDAN DOĞAN ÇALIŞMA GÖREVİ : Madde: 16-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Muvazzaf askerlik dışında manevra, seferberlik veya herhangi bir\nsebeple silah altına alınmada yahut herhangi bir kanundan doğan çalışma\ngörevi dolayısıyla Banka çalışanının işinden ayrılması halinde,\nBanka çalışanı ücretsiz olarak süresiz izinli sayılır. Ancak muvazzaf\naskerlik ve seferberlik dışındaki askerlik görevi veya çalışma görevi\nsırasında Banka çalışanlarına;\u003C\u002Fp>\n\n\u003Cp>a)Deneme süresi içinde bulunanlar hariç; Bankadaki hizmet süresi 1 yıla\nkadar olanlara 1 aya kadar,\u003C\u002Fp>\n\n\u003Cp>b)Bankadaki hizmet süresi 1-10 yıl arasında olanlara 4 aya kadar,\u003C\u002Fp>\n\n\u003Cp>c)Bankadaki hizmet süresi 10 yıl ve daha fazla olanlara 8 aya kadar,\nücretlerinin ödenmesine devam olunur.\u003C\u002Fp>\n\n\u003Cp>Askerlik süresinde Banka çalışanına yetkili merciler tarafından maaş\nödendiği takdirde, yukarıdaki hükümlere göre verilecek ücretin\nçalışan yararına olan farkı ödenir.\u003C\u002Fp>\n\n\u003Cp>B)Muvazzaf askerlik dolayısıyla Bankaca ücretsiz izinli sayılanlar,\naskerlik dönüşü işe başlatıldıklarında toplu iş sözleşmesi\nuyarınca askerlik süresi içinde üyelere verilmiş bulunan Toplu İş\nSözleşmesi Zammından yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TUTUKLULUK HALİ : Madde: 17-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Yüz kızartıcı veya Devletin şahsiyetine karşı suçlar dışında\nbir suçtan dolayı tutuklanan üyenin; esas davaya bakmakla yükümlü\nyargıç huzuruna çıkartılana kadar iş sözleşmesi feshedilemez ve yalnız\naylık ücreti ödenir. Ancak aylık ücret ödeme süresi 3 aydan fazla\nolamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)Üyenin (A) bendindeki sürenin bitiminden sonra da tutukluluk hali devam\nettiği sürece ücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)Davanın, beraat kararı ile ya da kamu davasının düşmesi veya ortadan\nkalkması ile sonuçlanması halinde, bu tarihten itibaren 15 gün içinde\nbaşvurduğu takdirde üye aynı görev seviyesi ile eski işyerinde, kadro\nmüsait değilse aynı görev seviyesi ile başka bir işyerinde göreve\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D)Dava mahkumiyetle neticelenirse üyenin iş sözleşmesi mahkeme\nkararının İşverene tebliği tarihinden itibaren İşverence İş Kanunu'nun\nmadde 25\u002FIV uyarınca feshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HASTALANANLARIN TEKRAR İŞE BAŞLATILMASI: Madde: 18-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sağlık tesislerinde yatarak tedavi görenlerin tekrar işlerine\nbaşlayabilmeleri için ilgili sağlık kuruluşlarından \"İşe Başlayabilir\"\nraporu almaları şarttır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>SENDİKA FAALİYETLERİ İLE İLGİLİ İZİNLER : Madde: 19-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika ve Sendika Şubesi Yönetim Kurulu Toplantıları ile üyesi\nbulunduğu üst kuruluşların her tür mesleki toplantılarına ve yurt içi\nve dışında sendikal konularla ilgili olarak Seminer, Konferans ve benzeri\ntoplantılara katılmaları BANKSİS Sendikası'nca istenecek Sendika\nÜyelerine Banka Genel Müdürlüğü'nce, Şube ve Birimlerin iş durumları\nve imkanlarını göz önünde bulundurarak ilgili toplantı süresince en çok\n30 güne kadar ücretli izin verilir. Ancak, Sendikanın bütün üyelerine\nverilecek izinlerin toplamı bir takvim yılında 500 iş gününü\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika ve Sendika Şubesi ile Sendikanın üyesi bulunduğu üst kuruluşun\nGenel Kurul Toplantılarına katılacak delegelere verilecek izinler ile yılda\nbir defa ve bir işgünü olmak üzere işyeri sendika temsilcilerinin eğitim\ntoplantılarına katılmaları için verilecek izinler yukarıdaki fıkrada\nyazılı 500 iş gününden mahsup edilmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM : 2\u003C\u002Fh2>\n\n\u003Ch2>AYLIK ÜCRETLER, ÖDEME ZAMANI VE SINIFLANDIRMA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>AYLIK ÜCRETLER : Madde: 20-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Banka çalışanlarına verilen aylık ücretler çalıştıkları\ngünlerden başka hafta tatili, Ulusal Bayram ve Genel Tatil günlerine ait\nücretleri de kapsar. Bu itibarla Banka çalışanlarına çalışmadıkları\nhafta tatili, Ulusal Bayram ve Genel Tatil günleri için ayrıca ücret\nödenmez.\u003C\u002Fp>\n\n\u003Cp>İşveren Banka, iş durumuna göre Banka çalışanlarını Ulusal Bayram\nve Genel Tatil günlerinde çalıştırabilir. Ancak haklı özürleri\nolanların durumları dikkate alınır. Ulusal Bayram ve Genel Tatil\ngünlerinde çalıştırılan Banka çalışanına çalıştığı her gün\niçin aylık ücretinin 1\u002F30'na denk gelen ücreti % 100 fazlasıyla\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>AYLIK ÜCRET GÜVENLİĞİ : Madde: 21-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi, İşveren Banka tarafından aylık ücret indirimi veya\nmahrumiyeti cezası ile cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜCRETİN ÖDENME ZAMANI : Madde: 22-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Banka çalışanlarının aylık ücretleri her ayın son işgününde\nödenir. Ay içinde işe başlayanlara da o ayın geri kalan günlerine ait\naylık ücretleri o ayın son işgününde ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Terfi veya görev değişikliği nedeniyle aylık ücretleri\narttırılanların zamları, karar tarihini izleyen aybaşından itibaren\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÇALIŞANLARIN GÖREV SEVİYELERİ : Madde: 23-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka çalışanlarının, görev seviyeleri ve yükselmeleri İnsan\nKaynakları Uygulama Esaslarında gösterilmiştir. Bu husustaki gerekli\ndeğişiklikler İşçi-İşveren İlişkileri Kurulu'nca yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>BÖLÜM : 3 ZAMLAR\u003C\u002Fh2>\n\n\u003Ch3>TOPLU İŞ SÖZLEŞMESİ ZAMMI : Madde: 24-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>Bu Toplu İş Sözleşmesinin imzası tarihinde AKBANK T.A.Ş.'nin bütün\nişyerlerinde çalışan BANKSİS Sendikası üyelerinin 31.12.2017 tarihindeki\naylık ücretlerine, bir defaya mahsus ve 1.1.2018 tarihinden geçerli olmak\nüzere %11,92 oranında Toplu İş Sözleşmesi Zammı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Belirtilen zam oranı görev seviyelerine göre halen işyerinde\nuygulanmakta olan taban ücretlere yansıtılır. İşçilerin yukarıdaki\nzammın uygulanmasından sonra oluşacak zamlı yeni aylık ücretlerinin\ngörev seviyesine göre belirlenen taban ücretin altında kalması halinde\nücretleri taban ücrete yükseltilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İKİNCİ YIL ZAMMI : Madde: 25-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1.2019 tarihinde AKBANK T.A.Ş.'nin işyerlerinde çalışan BANKSİS\nSendikası üyelerinin 31.12.2018 tarihindeki aylık ücretlerine bir defaya\nmahsus ve 1.1.2019 tarihinden itibaren geçerli olmak üzere %20,30 oranında\nİkinci Yıl Toplu İş Sözleşmesi Zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜÇÜNCÜ YIL ZAMMI: Madde: 26-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>01.01.2020 tarihinde Akbank T.A.Ş.'nin işyerlerinde çalışan BANKSİS\nSendikası üyelerinin 31.12.2019 tarihindeki aylık ücretlerine bir defaya\nmahsus ve 01.01.2020 tarihinden geçerli olmak üzere %12,10 oranında\nÜçüncü Yıl Toplu İş Sözleşmesi Zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YÜKSELME ZAMMI : Madde: 27 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren Banka tarafından belirlenen yükselme koşullarını yerine\ngetirdiği anlaşılan sendika üyelerine 133.-TL taban olmak üzere yükselme\nzammı verilir.\u003C\u002Fp>\n\n\u003Cp>Ancak, Sendika üyesinin, yükselme zammı uygulandıktan sonraki yeni\naylık ücreti, 24. maddede görev seviyelerine göre belirlenen taban ücretin\naltında kalması halinde aylık ücreti taban ücrete yükseltilir.\u003C\u002Fp>\n\n\u003Cp>b)Bilgi Teknolojileri İş Birimi’nde görev yapan üyelerin, işe giriş\nücretleri ve yükselme zamları için dahil oldukları ücret kademelerinde\ngösterilen miktarlar uygulanır. Yukarıda a) bendi hükümleri uygulanmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KADEME İÇİNDE ZAM : Madde: 28 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bulunduğu görevden bir üst kademedeki görevi, bağlı olduğu\nBirimlerden ve Müfettişlerden yapabilir değerlendirme notu alanlar ve bir\nüst kademede görev yapabilir değerlendirme notu almakla beraber, işverence\nbulunduğu kadroda istihdam zorunluğu olanlara, kadro nedeniyle dört yıl\niçinde terfi edemedikleri takdirde, bu sürenin sonunda 27. maddede belirtilen\nbir üst dereceye yükselme zammı, Sendikalı üyeye teklif tarihini takip\neden ilk aydan uygulanır. Bu zam, 27. maddede belirtilen görev\nseviyelerindeki çalışana aynı görev seviyesinde bir kere uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM : 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>İKRAMİYE, TAZMİNAT, PRİM ve DİĞER İSTİHKAKLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İKRAMİYE: Madde: 29-\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail_txt\">\u003Cp>Sendika üyelerine; yılda dört kez, bir aylık brüt ücreti tutarında\nikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate_date\">\u003Cp>Bu ikramiyeler; her yıl, 30 Ocak, 30 Haziran, 30 Eylül ve 31 Aralık\ntarihlerinde ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bankaya giriş tarihinden itibaren üç aylık kıdemini doldurmamakla\nbirlikte, ödeme tarihinde görev başında olan Banka çalışanına\nikramiyesi kıstelyevm yapılarak ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KASA TAZMİNATI : Madde: 30 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Nakit Operasyon ile Çek Senet İşlem Müdürlükleri’nde görev yapan\nsendika üyelerine aylık ücretinin % 20’si oranında Kasa Tazminatı\nödenir. Ancak bu tutar;\u003C\u002Fp>\n\n\u003Cp>-Nakit Operasyon Yetkilileri için 324.-TL.’yi,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Çek, Senet ve Takas İşleri Yetkilileri için ise 245.-TL.’yi\ngeçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)Şubelerde, müşteri ile fiilen para alış verişinde bulunan ve bu\namaçla kasa açan operasyon kadrolarına (Gişe Yetkilileri, Nakit ve İşlem\nYetkilileri gibi) aylık ücretinin %20’si oranında Kasa Tazminatı ödenir.\nAncak, bu tutar 245.-TL.’yi geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kasa tazminatı, belirtilen görevlerde geçici olarak çalışan Banka\nçalışanına, yerine geçtikleri çalışanın almakta olduğu limit\ndahilinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kasa Tazminatı, ilgililere bu görevlerde fiilen çalıştığı sürece\nödenir. Kazanılmış hak olarak kabul edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şubelerde, organizasyonel görev dağılımı gereği sadece ana kasa\nsorumluluğunu taşıyanlara, bu görev nedeniyle kasa tazminatı ödenmez.\u003C\u002Fp>\n\n\u003Cp>Kasa Tazminatı ödenen sendika üyesi, kusuru ile kasa işlemlerinde bir\nzarar verdiğinde İşçi İşveren İlişkileri Kurulu’nca uygun görülecek\ntutar ücretinden mahsup edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İZ BIRAKAN AKBANKLI PRİMİ (KIDEM TEŞVİK PRİMİ): Madde: 31 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Bankadaki fiili çalışma süresi esas alınıp bu Toplu İş\nSözleşmesi dönemi içinde:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)10 yılı doldurmuş olanlar bir \"Akbank altın rozeti ve 571.-TL.\ntutarında prim\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)15 yılı doldurmuş olanlar bir \"Altın kol saati ve 1.182.-TL.\ntutarında prim\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)20 yılı doldurmuş olanlar \"4.941.-TL. tutarında prim\",\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)25 yılı doldurmuş olanlar \"7.820.-TL. tutarında prim ve bir altın\nmadalya\"\u003C\u002Fp>\n\n\u003Cp> ile taltif edilirler.\u003C\u002Fp>\n\n\u003Cp>İz Bırakan Akbanklı Primleri, Ocak ayı içinde ve Bankaca belirlenecek\ntarihte yapılacak törenle sahiplerine verilir.\u003C\u002Fp>\n\n\u003Cp>Bankaya, iş sözleşmesinin devri ile nakil olan sendika üyelerinin\nçalışma sürelerine, önceki işveren nezdindeki fiili çalışma süresi de\ndahil edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM : 5\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖLÜM YARDIMI : Madde: 32-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Sendika üyesi Banka çalışanının ölümü halinde;\u003C\u002Fp>\n\n\u003Cp>a)Çalışanın hizmet süresi 0-5 yıl arası ise kanuni mirasçılarına\nbir aylık ücret,\u003C\u002Fp>\n\n\u003Cp>b)Çalışanın hizmet süresi 5 yıldan fazla ise kanuni mirasçılarına\niki aylık ücret,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>B)Eşi, bakmakla yükümlü olduğu; çocuğu, annesi, babası ölenlere\n915.-TL. tutarında, \"Ölüm Yardımı\" yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TABİİ AFET YARDIMI : Madde: 33-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Oturduğu meskeni tabii afetlere maruz kalan veya yangında kayba uğrayan\nSendika üyesine, maddi kaybını aşmamak üzere beş aylık ücreti oranında\n\"Tabii Afet Yardımı\" yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Her iki eş Bankada çalıştıkları takdirde bu yardım aylık ücreti\nyüksek olana yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MALULİYET TAZMİNATI : Madde: 34-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AKBANK T.A.Ş. Mensupları Tekaüt Sandığı Vakfı Mevzuatı hükümlerine\ngöre adi malul sayılmakla beraber, hizmet süresinin noksan olması sebebiyle\nmalullük aylığına hak kazanamayan Banka çalışanlarına beş aylık\nücret tutarında \"Maluliyet Tazminatı\" yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖLÜM VE YARALANMA TAZMİNATI : Madde: 35-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Görevi sırasında veya grup nakillerinde meydana gelecek silahlı\nsoygunlarda, silahlı saldırılarda veya münhasıran İşveren Bankaya ait ve\nyetkililerin Banka mevzuatı çerçevesinde verdikleri talimat gereğince\nyürütülen bir görevin yerine getirilmesi sırasında uğranılan her\ntürlü kaza sonucu (Trafik kazaları dahil) çalışamayacak derecede malul\nkaldıkları tam teşekküllü Devlet Hastaneleri Sağlık Kurulu raporu ile\nsabit olanlara veya bunlardan vefat edenlerin mirasçılarına İşveren\nBankaca 7.818.-TL. tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>Kısmi maluliyet halinde ödenecek tazminat yukarıdaki sağlık\nkurullarınca belirlenecek çalışamama oranına göre hesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>ÖĞLE YEMEĞİ Madde: 36-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevcut uygulamaya devam edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BÖLÜM : 6 YOLLUKLAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YOLCULUK YEVMİYELERİ : Madde: 37 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İller arası atamalarda Sendika üyelerine yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>Nakil ve tayinlerde bakmakla yükümlü olduğu aile bireylerini (eş,\nçocuk, ana, baba) en geç bir yıl içinde yanına getirenlere, her bir aile\nüyesi için kendisine ödenen kadar yevmiye ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayrıca vefat eden üyenin bakmakla yükümlü bulunduğu aile bireylerini\nveya emekli olanlara 1 yıl içinde ikametgahlarını başka bir yere nakletmek\nistedikleri takdirde yukarıdaki esaslara göre yevmiyeleri ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yevmiyeler ve ödeme prensipleri, İşveren Banka tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>Seyahatlerde, Büyükçekmece ve Gebze ilçeleri, İstanbul il sınırları\niçinde; Çatalca, Silivri ve Şile İlçeleri ile Bozcaada ve Avşa Adası da\nil sınırları dışında kabul edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>YOLCULUKLARDA KULLANILACAK NAKİL VASITASI: Madde: 38 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nakil, tayin, vekalet ve görev yolculuklarında üyeler; otobüs, vapur ve\ntren ile seyahat eder. Gerektiğinde önceden izin alınmış olması koşulu\nile uçakla veya taksi ile seyahat eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nakil ve tayinlerde, ilgili Sendika üyesinin bakmakla yükümlü olduğu\naile bireyleri de aynen bu hükümden yararlanır.\u003C\u002Fp>\n\n\u003Cp>İşin gereği zaman kazanmak amacıyla çalışanın kullanacağı nakil\nvasıtasını İşveren Banka değiştirebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ GÖREV VE SEYAHATLERDE YAPILACAK ÖDEMELER: Madde: 39 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir Sendika üyesine çalıştığı birimin bulunduğu il\nsınırları dışındaki diğer bir il veya ilçede bulunan bir birimde\ngeçici görev verildiği takdirde, yol ve konaklama giderleri ile görev\nsüresince günlük yevmiyesi Banka mevzuatı çerçevesinde ödenir.\u003C\u002Fp>\n\n\u003Cp>Eşya nakil masrafları karşılanmaz, aile bireyleri için herhangi bir\nödeme yapılmaz. Ancak, süresi bir ayı geçen geçici görev veya vekalet\nhallerinde önceden izin alınmak koşulu ile eş ve çocuklarını yanına\ngetirmek isteyenlerin eş ve çocuklarının yol ve konaklama giderleri\nödenir. Eş ve çocukları için ayrıca yevmiye verilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GRUP NAKLİNE AİT SEYAHATLERDE YEVMİYE: Madde: 40-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grup nakline ait seyahatlerde ödenecek yevmiye, İşveren Banka tarafından\ngünün şartlarına göre tespit edilerek uygulanır. Seyahatlerde,\nBüyükçekmece ve Gebze ilçeleri İstanbul il sınırları içinde; Çatalca,\nSilivri ve Şile ilçeleri ile Bozcaada ve Avşa Adası da il sınırları\ndışında kabul edilir.\u003C\u002Fp>\n\n\u003Cp>Grup nakilleri esnasında hiçbir şekilde Banka çalışanına ait özel\notomobil kullanılamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EŞYA NAKİL ÜCRETİ VE GÖÇ TAZMİNATI: Madde: 41 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi çalışanlar, her ne sebeple olursa olsun bir ilden diğer\nbir ile atanmalarında ev eşyalarının nakli halinde Banka mevzuatına göre\ntaşıma yaptırılır ve ibraz edilecek faturaya istinaden eşya nakil\ngiderleri Bankaca ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Banka bu nakli kendi nam ve hesabına yaptığı veya yaptırdığı\ntakdirde ayrıca eşya nakli ile ilgili herhangi bir ödeme yapılmaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayrıca, Sendika üyelerine, bu nakil nedeniyle, bir aylık ücretlerinin\ntutarı Göç Tazminatı olarak ödenir. Ancak bu tazminat 738.-TL.'den yukarı\nolamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eşlerden ikisi de Bankada çalışıyorsa bu tazminat aylığı yüksek\nolana ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KENDİ OTOMOBİLİ İLE SEYAHAT: Madde: 42 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bazı özel durumlarda Genel Müdürlükten önceden izin alınması koşulu\nile Sendika Üyeleri kendi otomobili ile seyahat edebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu takdirde İşveren Banka tarafından belirlenen prensiplere göre gidilen\nher 7,5 kilometre başına bir litre yakıt bedeli hesabıyla ödeme\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, köprü, otoyol, feribot v.b. giderleri, İşveren Banka\ntarafından belirlenen mevzuat çerçevesinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM IV\u003C\u002Fh2>\n\n\u003Ch2>İŞ SÖZLEŞMESİNİN SONA ERME HALLERİ\u003C\u002Fh2>\n\n\u003Ch3>ÇALIŞMA GÜVENLİĞİ : Madde:43 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde belirlenen kurulların kararı olmadıkça\nİşveren, BANKSİS üyelerinin iş sözleşmelerini İş Kanunu'nun 17. ve 25.\nmaddeleri hükümlerine göre ihbarlı veya ihbarsız olarak feshedemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞ SÖZLEŞMESİNİN SONA ERMESİ : Madde:44 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin sona ermesi, yasalardaki düzenlemeler saklı kalmak\nüzere, aşağıda yazılı hallerde olur:\u003C\u002Fp>\n\n\u003Cp>1-Ölüm:\u003C\u002Fp>\n\n\u003Cp>Banka çalışanının ölümü halinde iş sözleşmesi kendiliğinden sona\nerer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2-Süre:\u003C\u002Fp>\n\n\u003Cp>Belirli süreli iş sözleşmesi, süresinin bitimi ile kendiliğinden sona\nerer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3-Tarafların Anlaşması :\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin belirli ya da belirsiz süreli yapılmış olmasına\nbakılmaksızın taraflar anlaşmaya vardıklarını yazılı beyan etmeleri\nşartıyla, iş sözleşmesini her zaman sona erdirebilirler. Yazılı\nanlaşmada sözleşmenin derhal veya belirli bir süre sonra sona\nerdirileceğinin de belirtilmesi gereklidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4-Fesih:\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesinin taraflarca fesih edilmek suretiyle sona erdirilmesi\naşağıdaki şekillerde olur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Derhal Fesih: İş Kanunu'nun 24 ve 25'inci maddesinde gösterilen haklı\nsebeplerin varlığı halinde, üye veya İşveren Banka belirli veya belirsiz\nsüreli iş sözleşmesini derhal feshedebilir. Ancak İşveren Bankanın 25.\nmaddeye göre iş sözleşmesinin fesih hallerinde 55. ve 56. maddelerde\ngösterilen kurallara uyulması gereklidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Olağan Fesih: Üye belirsiz süreli iş sözleşmesini ihbar sürelerine\nve diğer yasal koşullara uymak şartıyla feshedebilir. Ancak İşveren\nBankanın, olağan fesihte bulunması halinde, iş sözleşmesinin sona\nerdirilmesinde, bu Toplu İş Sözleşmesinin 55. maddesinde gösterilen\nkurallara uyulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İHBAR SÜRESİ : Madde: 45 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Feshi ihbar süresi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Bankadaki hizmet süresi 6 aydan az olanlar için 2 hafta,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Bankadaki hizmet süresi 6 ay ile 1,5 yıl arasında olanlar için 4\nhafta,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Bankadaki hizmet süresi 1,5 yıl ile 3 yıl arasında olanlar için 6\nhafta,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Bankadaki hizmet süresi 3 yıldan fazla olanlar için 11 haftadır.\u003C\u002Fp>\n\n\u003Cp>İşveren Banka isterse ihbar süresine ait ücreti peşinen vermek\nsuretiyle ihbar süresini beklemeden sözleşmeyi feshedebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>KIDEM TAZMİNATI : Madde:46 -\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerine ve ölümleri halinde kanuni mirasçılarına, İş\nKanunu'nda belirtilen hallerde, Bankada işe başladıkları tarihten itibaren,\nher tam yıllık hizmet süreleri için aşağıda belirtildiği üzere:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Ölüm, maluliyet ve emekliye ayrılma hallerinde 45 günlük ücretleri\ntutarında,\u003C\u002Fp>\n\n\u003Cp>b)Diğer hallerde kanunda öngörülen süre üzerinden, \"Kıdem Tazminatı\"\nödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM  V SENDİKA HAKLARI\u003C\u002Fh2>\n\n\u003Ch3>SENDİKA HAKLARI VE TEMİNATI : Madde:47 -\u003C\u002Fh3>\n\n\u003Cp>İşveren Banka, Sendika ve Şube Yöneticilerine ve Sendika üyelerine\nSendikal faaliyetlerinden dolayı 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanunu'nun tanıdığı teminat haklarına uymayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin 6356 sayılı Kanunun 25. maddesi hükümlerine aykırı hareket\netmesi halinde, bu maddenin dördüncü fıkrasında öngörülen tazminat\ntutarı üyenin kanunlardan doğan diğer hakları saklı kalmak kaydıyla 24\naylık ücret tutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Banka, Sendika ve Şube Yönetim Kurulu, Denetim Kurulu ve\nDisiplin Kurulu üyelerinin iş sözleşmesini İş Kanunu'nun 25'inci\nmaddesindeki fiil ve davranışları dışında feshedemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika Yönetim Kurulu, Denetim Kurulu ve Disiplin Kurulu üyelerinin nakil\nve tayinleri Sendikanın onayı olmaksızın yapılamaz. Şubelerin Yönetim\nKurulu, Denetim ve Disiplin Kurulu üyelerinin, Sendika Tüzüğü'ne göre\nbelirlenmiş şubelerinin faaliyet alanları dışındaki birimlere nakil ve\ntayinlerinde Sendikanın onayı aranır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca İşveren Banka, 6356 sayılı Kanun hükümleri çerçevesinde\nBanksis Sendikası ve Şube Yöneticileri ile Sendika Temsilcilerini Bankaca\ntespit edilmiş bulunan çalışma saatleri dışında sendikacılık görevini\nyapmaktan dolayı işten çıkaramaz, disiplin cezası ile cezalandıramaz ve\nbaşka yere nakledemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞVEREN BANKADAN AYRILAN SENDİKA GÖREVLİLERİNİN TEMİNATI : Madde:\n48 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BANKSİS Sendikası ve Şubelerinin yahut sendikanın üyesi bulunduğu\nKonfederasyon Yönetim Kurullarında ve Başkanlıklarında seçimle görev\nalmaları dolayısıyla işveren Bankadan ayrılanların bu kuruluşlardaki\ngörevlerinin seçime girmemek, seçilmemek veya çekilmek suretiyle son\nbulması halinde 2 ay içinde işe alınmalarını istedikleri takdirde,\nİşveren Bankaca eski işlerine veya eski işlerine uygun bir işe bir ay\niçinde atanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıda yazılı kimseler, Bankaya dönüşlerinde bulundukları görevler\niçin bu Toplu İş Sözleşmesi ile Sendika üyelerini kapsamak üzere\nverilmiş bulunan genel zamlardan ve yürürlükteki sosyal haklardan\nfaydalanırlar.\u003C\u002Fp>\n\n\u003Cp>Bankaya dönüşlerinde yalnız kıdem teşvik primi ödenmesinde,\nyöneticilikte geçen süreler de İşveren Bankada geçmiş süreler gibi göz\nönünde tutulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA YÖNETİCİLERİNİN SOSYAL GÜVENLİK TEMİNATI : Madde: 49 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BANKSİS Sendikası ve Şubelerinin, Sendikanın üyesi bulunduğu\nKonfederasyon Yönetim Kurullarında veya Başkanlıklarında seçimle görev\nalmaları dolayısıyla İşveren Bankadaki görevlerinden kendi rızasıyla\nayrılan yöneticiler bu görevde kaldıkları sürece \"Akbank T.A.Ş.\nMensupları Tekaüt Sandığı Vakıf Senedinde miktarı gösterilen üyelik\naidatını İşverene düşen iştirak hisseleriyle birlikte ödemeye devam\netmek şartıyla \"Emeklilik\" haklarıyla \"Maluliyet, ölüm, hastalık ve\ndoğum\" yardımlarından yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>İŞYERİ SENDİKA TEMSİLCİLERİNİN ATANMASI, GÖREVLERİ VE GÜVENCESİ\n: Madde: 50-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Sendika, Bankanın her Şubesinde 6356 sayılı Sendikalar ve Toplu İş\nSözleşmesi Kanunu'nun 6'ıncı maddesinde belirtilen nitelikleri haiz ve\natanacakları şubede çalışan üyeleri arasından işyeri sendika\ntemsilcileri tayin eder ve kimliklerini 15 gün içinde Bankaya bildirir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Temsilcilerin sayısı, şubede; işçi sayısı elliye kadar ise bir,\nellibir ile yüz arasında ise iki, yüzbir ile beşyüz arasında ise üç,\nbeşyüzbir ile bin arasında ise dört, binbir ile ikibin arasında ise altı,\nikibinden fazla ise sekiz'dir. Bunların biri baş temsilci olarak\ngörevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B)İşyeri Sendika Temsilcileri; görevli bulundukları şubede çalışan\nişçilerin hak ve menfaatlerini gözetmek, onların dileklerini dinlemek ve\nşikayetlerini çözümlemek, işçi ve işveren arasındaki işbirliği ve\nçalışma ahengi ile çalışma barışını devam ettirmek, İş Kanunları\nve Toplu İş Sözleşmelerinde öngörülen çalışma şartlarının\nuygulanmasına yardımcı olmak ve bu hususlardaki aksaklık ve\nanlaşmazlıklarda bulundukları mahaldeki Banka yetkilileri ile temas kurarak\ngereğinin yapılmasını sağlamak görev ve yetkisine sahiptirler.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcileri bu görevlerini işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartı ile yerine getirirler.\nTemsilcilere görevlerini yerine getirebilmeleri ve Sendikaya ait kayıtları\ngüvenle saklayabilmeleri için Banka tarafından mevcut imkanlar dairesinde\nkolaylık gösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C)İşveren Banka, İşyeri Sendika Temsilcilerinin iş sözleşmesini\nhaklı bir sebep olmadıkça ve sebebini açık ve kesin bir şekilde\nbelirtmedikçe feshedemez. Sözleşmenin 55. ve 56. maddelerine uygun olarak\nfesih halinde temsilci, İş Kanununun İş Güvencesine ilişkin hükümlerine\ngöre özel hakeme başvurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TEMSİLCİLİK SIFATININ SONA ERMESİ VE KALDIRILMASI : Madde: 51 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)İşyeri Sendika temsilcilerinin görevi, Toplu İş Sözleşmesinin\nbitimi ile son bulur. Ancak sendikanın Toplu İş Sözleşmesi yetkisini\nalması halinde bu yetkiye bağlı olarak temsilcilik sıfatı da devam eder.\nAyrıca, sendika her zaman temsilcilerin görevine son verip yeni temsilci\natayabilir. Bu halde Sendika durumu ve yeni temsilcilerin kimliklerini 15 gün\niçinde Bankaya bildirir.\u003C\u002Fp>\n\n\u003Cp>B)Sendika Temsilcileri yetkilerini aştıkları veya yasak faaliyetlerde\nbulundukları takdirde İşveren Banka, durumu delilleriyle birlikte Sendikaya\nintikal ettirir ve ilgilinin temsilcilik sıfatının kaldırılmasını\nisteyebilir. Sendika en geç 10 gün içinde durumun taraflar arasında\ngörüşülerek karara bağlanmasını isteyebilir veya İşveren Bankanın\niddialarını kabul ile ilgilinin Temsilcilik sıfatının kaldırıldığını\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Sendikaca görüşme talep edildiğinde bu husustaki yazılı müracaattan\nitibaren 10 gün içinde taraflarca görevlendirilen ikişer temsilci konuyu\ngörüşüp çoğunlukla karar verirler. Sendika verilen kararı uygular.\nGörüşmeler sonunda karar verilmesi mümkün olmadığı takdirde konu,\ndüzenlenecek bir tutanakla 58.Madde hükümlerine göre özel hakeme intikal\nettirilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKANIN İŞYERLERİNDEKİ FAALİYETLERİ : Madde: 52 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika Yöneticileri ve Sendika İşyeri Temsilcileri işyerlerinde Sendika\nfaaliyetlerini kural olarak çalışma saatleri dışında yürütürler.\nAncak, gerekli ve acele hallerde Genel Müdürlüğün onayı ile ve işi\naksatmamak koşulu ile bu faaliyetler çalışma saatleri içinde de yerine\ngetirilebilir.\u003C\u002Fp>\n\n\u003Cp>Sendika; faaliyetlerini duyurmak, seminer ve konferanslar düzenlemek ve\nyasal toplantılar yapmak için işyerlerindeki salon ve bu işler için uygun\nyerlerden işverenin onayını alarak yararlanabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SENDİKA MEKTUPLARININ CEVAPLANDIRILMASI : Madde: 53 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın İşverene, İşverenin Sendikaya yazmış olduğu mektuplar en\ngeç 30 gün içinde cevaplandırılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜYELİK AİDATININ KESİLMESİ : Madde: 54 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendikanın yazılı talebi ve aidatı kesilecek üyelerinin listesini Genel\nMüdürlüğe vermesi üzerine, Banka Tüzükte öngörülen aidat\nmiktarlarını maaş bordrolarında göstermek suretiyle maaşlardan keserek 15\ngün içinde Sendikaya veya göstereceği banka hesabına yatırır ve buna\ndair listeyi 30 gün içinde Sendikaya iletir.\u003C\u002Fp>\n\n\u003Cp>Aidat miktarlarında Sendika Genel Kurulu'nca yapılacak değişiklikler\nBankaca üyelere ödeme yapılacak tarihten en az 15 gün önce bildirilmek\nşartıyla Banka tarafından yukarıda yazılı fıkra hükmü uygulanır.\u003C\u002Fp>\n\n\u003Cp>Sendikaya yeni üye olan Banka çalışanlarının aidatları Sendika\ntarafından listenin İşveren Bankaya veriliş tarihini izleyen aydan itibaren\nkesilmeye başlanır. Ancak bu bildirmenin her ayın 22'nci gününden önce\nyapılması lazımdır.\u003C\u002Fp>\n\n\u003Cp>Sendika üyelik değişikliklerini en geç 1 ay içinde İşveren Bankaya\nbildirir.\u003C\u002Fp>\n\n\u003Cp>Sendika tüzüğüne uygun olarak kesilmesi istenilen aidatı Banka\nkesmediği veya 15 gün içinde Sendikaya ya da Banka hesabına yatırmadığı\nmiktar tutarınca genel hükümlere göre sorumlu olduktan başka aidatı\nSendikaya verinceye kadar bankalarca işletme kredilerine uygulanan en yüksek\nfaizi ödemek zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VI\u003C\u002Fh2>\n\n\u003Ch2>İŞÇİ - İŞVEREN İLİŞKİLERİ KURULU VE ÜST KURUL\u003C\u002Fh2>\n\n\u003Ch3>İŞÇİ - İŞVEREN İLİŞKİLERİ KURULU : Madde: 55-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)İşçi-İşveren İlişkileri Kurulu; bir işveren temsilcisinin\nbaşkanlığında beş üyeden oluşur. Kurulun üç üyesi İşverence, iki\nüyesi Sendika Yönetim Kurulu'nca belirlenir. Üyelerin özürleri halinde\ntoplantılara yedekleri katılır.\u003C\u002Fp>\n\n\u003Cp>Kurulda her üyenin bir oyu vardır. Kurul, kararını toplantıya\nkatılanların çoğunluk oyları ile verir. Ancak olağan ve derhal fesih\nhallerinde, Sendika Yönetim Kurulu'nca belirlenen üyelerden en az birinin\nolumlu oyu olmazsa, mesele bir kere de Üst Kurul'da görüşülüp karara\nbağlanır.\u003C\u002Fp>\n\n\u003Cp>B)İşçi- İşveren İlişkileri Kurulu :\u003C\u002Fp>\n\n\u003Cp>a)Üyelerin nakil ve atama kararlarına karşı kararı öğrendiklerinden\nitibaren 10 iş günü içinde yapacakları itirazları,\u003C\u002Fp>\n\n\u003Cp>b)Üyelerin;görevseviyeleriveterfilerineilişkinİnsanKaynakları Uygulama\nEsaslarında yapılacak değişiklikleri,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Olağan ve Derhal Fesih hallerini,\u003C\u002Fp>\n\n\u003Cp>d)Disiplin cezalarını, \u003C\u002Fp>\n\n\u003Cp>karara bağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul, derhal fesihte ve disiplin cezalarında olayı bütün delilleriyle\ninceler ve bu arada ilgili üyenin savunması aranır. Talebe rağmen üye\nyazılı savunmasını göndermemiş ise Kurul kararını evrak üzerinden\nverir.\u003C\u002Fp>\n\n\u003Cp>(A) bendi uyarınca Üst Kurul'a götürülmesi gerekli olanlar dışındaki\nKurul kararları Yönetim Kurulu’nun onayı ile yürürlüğe girer. Ancak,\nYönetim Kurulu yerinde görmediği kararları tekrar incelenmek üzere\nİşçi-İşveren İlişkileri Kurulu'na gönderebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÜST KURUL : Madde: 56-\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Üst Kurul İşverence tayin edilecek bir İşveren Temsilcisinin\nBaşkanlığında 3 üyeden oluşur. Kurulun 2 üyesi İşverence, 1 üyesi\nSendika Yönetim Kurulu Üyeleri arasından Sendikaca seçilir.\u003C\u002Fp>\n\n\u003Cp>Karar nisabı toplantıya katılanların oy çokluğudur. Kurul kararları\nYönetim Kurulu’nun onayı ile yürürlüğe girer. Ancak, Yönetim Kurulu\nyerinde görmediği kararları tekrar incelenmek üzere Üst Kurul'a\ngönderebilir.\u003C\u002Fp>\n\n\u003Cp>B)Üst Kurul, İşçi-İşveren İlişkileri Kurulu'ndan gönderilen olağan\nve derhal fesih olaylarını inceler ve karara bağlar. Üst Kurul kural olarak\nevrak üzerinde inceleme yaparak kararını verir. Ancak, Kurul gerekli\ngördüğü hallerde ilgilileri davet ederek dinleyebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VII UYUŞMAZLIKLARIN ÇÖZÜMÜ\u003C\u002Fh2>\n\n\u003Ch3>UYUŞMAZLIKLARIN TARAFLAR ARASINDA ÇÖZÜMÜ : Madde: 57 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi'nin uygulaması ve hükümlerinin\nyorumlarından doğacak uyuşmazlıkları taraf temsilcileri aralarında\nmüzakere yolu ile çözümlemeye çalışırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tarafların ihtilaflı bir meseleden dolayı müzakere talebinde\nbulunmaları için sendika üyeleri tarafından kendilerine herhangi bir\nşikayetin yapılması şartı aranmaz. Taraf temsilcileri, taraflardan birinin\nmüracaatı üzerine müracaat tarihinden itibaren 10 gün içinde\ntoplanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraflar, aralarında müzakere yolu ile çözümleyemedikleri ihtilafları\nbu hususta tanzim edecekleri tutanağın alınması tarihinden itibaren en geç\nbir ay içinde Özel Hakem'e götürürler.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi olağan fesihle sona erdirilen üye, fesih bildiriminin\nyapıldığı tarihten itibaren bir ay içinde özel hakeme başvurur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖZEL HAKEM : Madde: 58 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hakem Kurulu, tarafların tayin edecekleri birer hakem ile bu hakemlerin on\niş günü içinde seçecekleri üçüncü bir hakemden oluşur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Özel Hakeme başvurmak isteyen tarafın hakemini seçtiğini, adını\nbildirmek suretiyle diğer tarafa tebliğ gününü takip eden 7 iş günü\niçinde diğer taraf da hakemini seçer ve karşı tarafa bildirir. İki hakem\non gün içinde üçüncü hakemi seçer, tarafların seçtiği hakemler\nüçüncü hakemin seçilmesinde mutabakata varamazlarsa yahut seçtikleri\nüçüncü hakem bu görevi kabul etmezse, taraflardan birinin talebi üzerine\nüçüncü hakem İstanbul'da görevli en kıdemli İş Mahkemesi Hakimi\ntarafından seçilir. Kendisine tebliğ yapıldıktan sonra 7 iş günü\niçinde hakemini seçemeyen tarafın hakemi de aynı yol ile hakim tarafından\nseçilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kurul'a üçüncü hakem başkanlık eder. Hakem Kurulu ilk toplantı\ntarihinden itibaren en geç 20 gün içinde ihtilaflı konuyu kesin olarak\nkarara bağlar, verilen karar, sözleşmeye taraf olan İşveren Banka ile\nBANKSİS Sendikası'nı ve bu Sözleşme kapsamına giren bütün Banka\nçalışanları ile iş güvencesi yönünden dava açan eski çalışanı\nbağlar.\u003C\u002Fp>\n\n\u003Cp>Hakem ücretleri ve diğer masrafların karşılıkları, taraflarca\npeşinen yarı yarıya ödenir. Ancak, uyuşmazlık hakkındaki Hakem Kurulu\nkararına göre haksız çıkan taraf, bütün ücret ve masrafları\nüstlenerek öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KISIM VIII ÇEŞİTLİ HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>KARŞILIKLI YER DEĞİŞTİRME : Madde: 59 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aynı görevdeki Banka çalışanlarının, istekleri halinde, kadro ve\ngörev uygunluğu esas alınarak, Bankanın nakil prensipleri çerçevesinde\nkarşılıklı olarak görev yerleri değiştirilebilir. Bu takdirde, bir\ndefaya özel olarak harcırah verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>BANKA UYGULAMA ESASLARI : Madde: 60 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Bankanın İnsan Kaynakları Uygulama Esasları, Disiplin\nYönetmeliği ve diğer Uygulama Esasları ile Yönetmeliklerin bu Toplu İş\nSözleşmesine aykırı olmayan hükümlerinin uygulanmasına devam olunur.\nİşveren Bankanın sözü geçen Uygulama Esasları ve Yönetmeliklerde\ndeğişiklik yapmak yetkisi saklıdır. Yalnız yapılacak\u003C\u002Fp>\n\n\u003Cp>değişikliklerde, bu Toplu İş Sözleşmesi ile Sendika üyesi Banka\nçalışanlarına tanınmış haklar ortadan kaldırılamaz, kısıtlanamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>NAKİL VE TAYİNLERİN SENDİKAYA BİLDİRİLMESİ : Madde: 61 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Bankanın işe aldığı, naklettiği ve her ne sebeple olursa\nolsun iş sözleşmesini feshettiği çalışanların isimlerini (kapsam\ndışı kalanlarla özel sözleşmelerle çalıştırılanlar hariç),\ngörevlerini ve görev birimlerini gösterir listeyi her ayın en geç 20'nci\ngününe kadar Sendika Merkezine gönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DUYURU LEVHASI : Madde: 62 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BANKSİS Sendikası Yönetim Kurulu tarafından üyelerine gönderilen\nimzalı tebliğleri ve eklerini İşveren tüm üyelerin görüp\nokuyabileceği, müşterilerin göremeyeceği uygun bir mahale asmayı kabul\neder.\u003C\u002Fp>\n\n\u003Cp>Bunlar dışında herhangi bir bildiri asılamaz ve anılan bildiriler\nmevzuata ve Toplu İş Sözleşmesi hükümlerine aykırı olamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ÖDEMELERE AİT ORTAK HÜKÜM : Madde: 63 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi hükümleri gereğince Banka çalışanlarına\nyapılması öngörülen her çeşit ödemeler, tespit edilen rakamlar \"Brüt\"\nmiktarı ifade eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DİSİPLİN SUÇLARI VE CEZALARI Madde: 64 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin suçu teşkil eden fiil ve davranışlar için, Bankanın Disiplin\nYönetmeliğinde belirtilen hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disiplin Yönetmeliğinde belirtilen fiil ve davranışların benzerleri\nhakkında da aynı cezalar uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun, Toplu İş Sözleşmesi ve Banka mevzuatından doğan haklar\nsaklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TOPLU İŞ SÖZLEŞMESİNİN SÜRESİ VE UYGULAMA : Madde:65 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Bu Toplu İş Sözleşmesi 1.1.2018 tarihinden itibaren 31.12.2020\ntarihine kadar yürürlüktedir.\u003C\u002Fp>\n\n\u003Cp>b)Bu Toplu İş Sözleşmesi hükümleri, sözleşmenin imza tarihinde\nBankada çalışmakta olan BANKSİS üyelerine Sözleşmede belirtilen\nkoşullar çerçevesinde uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SON HÜKÜMLER : Madde:66 -\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesi 66 madde düzenlenmiş ve taraflarca 11.03.2020\ntarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"contracttrial":45,"funeralpay":49,"paidmaternityleave":53,"maternity_nursing_breaks_duration":57,"paidpaternityleave":61,"childcare":64,"deathrelativesleave":68,"marriage":72,"WORKHOURS_trigger":75,"hourspweek_select":78,"PAIDLEAV_trigger":82,"TRADEUNLEAV_trigger":86,"STRUCINCR_trigger":90,"wageincreasetype2":94,"ONCERISE_trigger":98,"oncerise_detail_txt":102,"incidentalbonusdate_date":106,"OVERTIME_trigger":110,"SUNDAY_trigger":114,"SENIOR_trigger":118,"MEALALL_trigger":121},{"bindId":43,"name":44,"text":44},"cbadate_start","1.1.2018-11.03.2020",{"bindId":46,"name":47,"text":48},"contracttrial","DENEME SÜRESİ : Madde: 7- Bankaya alınac","DENEME SÜRESİ : Madde: 7-\n\n\n\nBankaya alınacak tüm personel için “Deneme Süresi” dört aydır.\nDeneme Süresi içinde taraflar iş sözleşmesini ihbarsız ve tazminatsız\nolarak feshedebilirler. Deneme süresini başarılı olarak geçirenler\ngörevlerine devam eder. İşveren Bankaca gerekli görüldüğü takdirde,\ndeğerlendirmeye yetkili personelden veya birim müdürlerinden personelin\ndeneme süresindeki performansı ile ilgili görüş istenir.",{"bindId":50,"name":51,"text":52},"funeralpay","B)Eşi, bakmakla yükümlü olduğu; çocuğu, ","B)Eşi, bakmakla yükümlü olduğu; çocuğu, annesi, babası ölenlere\n915.-TL. tutarında, \"Ölüm Yardımı\" yapılır.",{"bindId":54,"name":55,"text":56},"paidmaternityleave","C)Kadın üyelere, doğumdan önce sekiz ve ","C)Kadın üyelere, doğumdan önce sekiz ve doğumdan sonra sekiz hafta\nolmak üzere toplam onaltı hafta izin verilir. Çoğul gebelik halinde\ndoğumdan önceki sekiz haftalık süreye iki hafta eklenir. Ancak sağlık\ndurumu uygun olduğu takdirde doktorun onayı ile kadın işçi isterse\ndoğumdan önceki üç haftaya kadar işyerinde çalışabilir. Bu durumda\nkadın işçinin çalıştığı süreler doğum sonrası sürelere eklenir.\nHamilelik süresince kadın işçiye periyodik kontroller için ücretli izin\nverilir. Hekim raporu ile gerekli görüldüğü takdirde hamile kadın işçi\nsağlığına uygun hafif işlerde çalıştırılır.\n\nBu maddede belirtilen hekim raporu; İstanbul’da Akbank Tekaüt Sandığı\nSağlık Merkezi’nden, Bankanın daimi hekimi bulunan yerlerde bu hekimlerden\nveya Banka hekimi olmayan yerlerde resmi sağlık kuruluşlarından\nalınır.\n\nİsteği halinde kadın işçiye, onaltı haftalık sürenin\ntamamlanmasından veya çoğul gebelik halinde onsekiz haftalık süreden sonra\naltı aya kadar ücretsiz izin verilir. Bu süre yıllık ücretli izin\nhakkının hesabında dikkate alınmaz. Üye 8 haftalık süreyi takiben\nhastalık izni almışsa, bu süre 6 aylık ücretsiz izin hakkı süresinden\ndüşülür.",{"bindId":58,"name":59,"text":60},"maternity_nursing_breaks_duration","D)Kadın çalışana, bir yaşından küçük çoc","D)Kadın çalışana, bir yaşından küçük çocuklarını emzirmeleri\niçin günde toplam bir buçuk saat süt izni verilir. Çalışan, bu süreyi\nhangi saatler arasında kullanacağını, işin yoğunluğunu da dikkate alarak\nyöneticisi ile belirler. Süt izni süresi çalışma süresinden\nsayılır.",{"bindId":62,"name":63,"text":63},"paidpaternityleave","b)Eşinin doğum yapması halinde 5 gün",{"bindId":65,"name":66,"text":67},"childcare","i)En az %70 oranında engelli veya sürekl","i)En az %70 oranında engelli veya sürekli hastalığı olan çocuğunun\ntedavisi için, hastalık raporu ile belgelenmek ve çalışan ebeveynden\nsadece biri tarafından kullanılması kaydıyla, bir yıl içinde toptan veya\nbölümler halinde 10 güne kadar",{"bindId":69,"name":70,"text":71},"deathrelativesleave","c)Eşinin, çocuğunun, ana ve babasının ve","c)Eşinin, çocuğunun, ana ve babasının veya kardeşlerinin ölümü\nhalinde 5 gün",{"bindId":73,"name":74,"text":74},"marriage","a)Evlenmesi halinde7 gün",{"bindId":76,"name":77,"text":77},"WORKHOURS_trigger","NORMAL ÇALIŞMA SAATLERİ : Madde: 11-",{"bindId":79,"name":80,"text":81},"hourspweek_select","A)Çalışma Saatleri, Banka çalışanları iç","A)Çalışma Saatleri, Banka çalışanları için haftada 40 saat, ancak\ndestek elemanları için haftada 45 saattir.",{"bindId":83,"name":84,"text":85},"PAIDLEAV_trigger","a)Bir yıldan beş yıla kadar (beş yıl dah","a)Bir yıldan beş yıla kadar (beş yıl dahil) olanlara yılda 15\nişgünü,",{"bindId":87,"name":88,"text":89},"TRADEUNLEAV_trigger","SENDİKA FAALİYETLERİ İLE İLGİLİ İZİNLER ","SENDİKA FAALİYETLERİ İLE İLGİLİ İZİNLER : Madde: 19-\n\n\n\nSendika ve Sendika Şubesi Yönetim Kurulu Toplantıları ile üyesi\nbulunduğu üst kuruluşların her tür mesleki toplantılarına ve yurt içi\nve dışında sendikal konularla ilgili olarak Seminer, Konferans ve benzeri\ntoplantılara katılmaları BANKSİS Sendikası'nca istenecek Sendika\nÜyelerine Banka Genel Müdürlüğü'nce, Şube ve Birimlerin iş durumları\nve imkanlarını göz önünde bulundurarak ilgili toplantı süresince en çok\n30 güne kadar ücretli izin verilir. Ancak, Sendikanın bütün üyelerine\nverilecek izinlerin toplamı bir takvim yılında 500 iş gününü\ngeçemez.\n\n\n\nSendika ve Sendika Şubesi ile Sendikanın üyesi bulunduğu üst kuruluşun\nGenel Kurul Toplantılarına katılacak delegelere verilecek izinler ile yılda\nbir defa ve bir işgünü olmak üzere işyeri sendika temsilcilerinin eğitim\ntoplantılarına katılmaları için verilecek izinler yukarıdaki fıkrada\nyazılı 500 iş gününden mahsup edilmez.",{"bindId":91,"name":92,"text":93},"STRUCINCR_trigger","BÖLÜM : 3 ZAMLAR TOPLU İŞ SÖZLEŞMESİ ZAM","BÖLÜM : 3 ZAMLAR\n\nTOPLU İŞ SÖZLEŞMESİ ZAMMI : Madde: 24-",{"bindId":95,"name":96,"text":97},"wageincreasetype2","Bu Toplu İş Sözleşmesinin imzası tarihin","Bu Toplu İş Sözleşmesinin imzası tarihinde AKBANK T.A.Ş.'nin bütün\nişyerlerinde çalışan BANKSİS Sendikası üyelerinin 31.12.2017 tarihindeki\naylık ücretlerine, bir defaya mahsus ve 1.1.2018 tarihinden geçerli olmak\nüzere %11,92 oranında Toplu İş Sözleşmesi Zammı yapılır.",{"bindId":99,"name":100,"text":101},"ONCERISE_trigger","İKRAMİYE, TAZMİNAT, PRİM ve DİĞER İSTİHK","İKRAMİYE, TAZMİNAT, PRİM ve DİĞER İSTİHKAKLAR\n\n\n\nİKRAMİYE: Madde: 29-",{"bindId":103,"name":104,"text":105},"oncerise_detail_txt","Sendika üyelerine; yılda dört kez, bir a","Sendika üyelerine; yılda dört kez, bir aylık brüt ücreti tutarında\nikramiye ödenir.",{"bindId":107,"name":108,"text":109},"incidentalbonusdate_date","Bu ikramiyeler; her yıl, 30 Ocak, 30 Haz","Bu ikramiyeler; her yıl, 30 Ocak, 30 Haziran, 30 Eylül ve 31 Aralık\ntarihlerinde ödenir.",{"bindId":111,"name":112,"text":113},"OVERTIME_trigger","C)Her bir fazla çalışma saati için veril","C)Her bir fazla çalışma saati için verilecek ücret, üyenin aylık\nnormal çalışma ücretinin 225’te birinin %50 fazlasıdır. Fazla\nçalışma ücretleri, bildirimin Genel Müdürlüğe yapıldığı aya ait\nücretler ile birlikte ve bordroda gösterilmek suretiyle ödenir.",{"bindId":115,"name":116,"text":117},"SUNDAY_trigger","Banka çalışanlarına verilen aylık ücretl","Banka çalışanlarına verilen aylık ücretler çalıştıkları\ngünlerden başka hafta tatili, Ulusal Bayram ve Genel Tatil günlerine ait\nücretleri de kapsar. Bu itibarla Banka çalışanlarına çalışmadıkları\nhafta tatili, Ulusal Bayram ve Genel Tatil günleri için ayrıca ücret\nödenmez.\n\nİşveren Banka, iş durumuna göre Banka çalışanlarını Ulusal Bayram\nve Genel Tatil günlerinde çalıştırabilir. Ancak haklı özürleri\nolanların durumları dikkate alınır. Ulusal Bayram ve Genel Tatil\ngünlerinde çalıştırılan Banka çalışanına çalıştığı her gün\niçin aylık ücretinin 1\u002F30'na denk gelen ücreti % 100 fazlasıyla\nödenir.",{"bindId":119,"name":120,"text":120},"SENIOR_trigger","KIDEM TAZMİNATI : Madde:46 -",{"bindId":122,"name":123,"text":124},"MEALALL_trigger","ÖĞLE YEMEĞİ Madde: 36- Mevcut uygulamaya","ÖĞLE YEMEĞİ Madde: 36-\n\n\n\nMevcut uygulamaya devam edilir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>AKBANK T.A.Ş. İLE Banka ve Sigorta İşçileri Sendikası (BANKSİS) 1.1.2018-11.03.2020 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-03-11\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: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Bankalar\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: → Evet\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: → Hayır\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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 915.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\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: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 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        \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: → Hayır\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: → Hayır\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            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 120 days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 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: → 11.92 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2018-01\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[130],{"title":35,"slug":31},[132],{"type":133,"data":134},"call_to_action_body_block",{"title":135,"description":136,"variant":137,"link":138},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":135,"url":139,"description":135,"rel":140,"type":141},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[143],{"type":133,"data":144},{"title":135,"description":136,"variant":137,"link":145},{"title":135,"url":139,"description":135,"rel":140,"type":141},[],{"title":15,"seo_title":148,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[151,232,261],{"title":18,"seo_title":152,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[155,159,163,179,228],{"title":156,"seo_title":8,"description":7,"path":157,"redirect_url":7,"locale":16,"children":158},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":160,"seo_title":8,"description":7,"path":161,"redirect_url":7,"locale":16,"children":162},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":164,"seo_title":8,"description":7,"path":165,"redirect_url":7,"locale":16,"children":166},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[167,171,175],{"title":168,"seo_title":8,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":172,"seo_title":8,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":180,"seo_title":181,"description":7,"path":182,"redirect_url":7,"locale":16,"children":183},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[184,188,192,196,200,204,208,212,216,220,224],{"title":185,"seo_title":8,"description":7,"path":186,"redirect_url":7,"locale":16,"children":187},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":189,"seo_title":8,"description":7,"path":190,"redirect_url":7,"locale":16,"children":191},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":193,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":16,"children":195},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":197,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":16,"children":199},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":201,"seo_title":8,"description":7,"path":202,"redirect_url":7,"locale":16,"children":203},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":16,"children":207},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":217,"seo_title":8,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":221,"seo_title":8,"description":7,"path":222,"redirect_url":7,"locale":16,"children":223},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":16,"children":227},"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":229},[230],{"title":135,"seo_title":8,"description":7,"path":139,"redirect_url":7,"locale":16,"children":231},[],{"title":233,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":16,"children":235},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[236,240,246,251,256],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":16,"children":239},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":243,"locale":244,"children":245},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":249,"locale":244,"children":250},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":254,"locale":244,"children":255},"Haberler ve Hikâyeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fhaberler-ve-hikayeler","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":259,"locale":244,"children":260},"Yayınlar","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fyayinlar","\u002Fwhat-we-do\u002Fpublications",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":16,"children":264},"Hakkımızda","\u002Ftr-tr\u002Fhakkimizda",[265,287,292,297,302,307],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":7,"locale":16,"children":268},"Biz Kimiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz",[269,274,279,283],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":272,"locale":244,"children":273},"Bizimle Çalışın","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fbizimle-calisin","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":277,"locale":244,"children":278},"Stajlar","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fstajlar","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":16,"children":282},"Tarihçemiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Ftarihcemiz",[],{"title":284,"seo_title":8,"description":7,"path":285,"redirect_url":7,"locale":16,"children":286},"Veri 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