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TARAFLAR vt TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları ANTAKYA BELEDİYESİ ve HİZMET-İŞ\n(TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)’ dır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>2)ANTAKYA BELEDİYESİ idareye yetkili olanlarla işyerinde işveren adına\nhareket eden ile işin ve işyerinin yönetiminde görev alan kimselere\n“İŞVEREN VEKİLİ”\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu toplu iş sözleşmesi “SÖZLEŞME” veya\n“TİS”,\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri “İŞYERİ”,\u003C\u002Fp>\n\n\u003Cp>6)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Hizmet-İş (Tüm Belediye ve\nGenel Hizmet İşçileri Sendikası) üyeleri “ÜYE”,\u003C\u002Fp>\n\n\u003Cp>7)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler “İŞÇİ”\nolarak anılacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin yürürlük süresi 3 yıl olup, 01.01.2025\ntarihinde yürürlüğe girer; 31.12.2027 tarihi mesai bitiminde sona erer.\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari ve mali bütçeleri yönünden işverene\nbağlı işyerleri, işyerlerine bağlı yerler, eklentiler ve araçları ile\noluşturulan iş organizasyonu kapsamındaki bütün yerleri kapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin iş organizasyonu kapsamındaki işyerlerinde\nçalışan veya sözleşme süresi içinde işe alman Hizmet-İş Sendikası\nüyelerini ve üye olmayıp dayanışma aidatını ödemeyi kabul eden tüm\nişçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>Kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu-İş Sözleşmesinin amacı; iş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmaya sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>İşveren ile işçi ve sendika arasındaki ilişkileri düzenleyip iş\nahengi ve çalışma barışını adil bir şekilde korumak,\u003C\u002Fp>\n\n\u003Cp>İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı desteklemek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Herkesin her türlü şiddet ve tacizden arınmış çalışma hakkına\nsahip olduğunu kabul etmek,\u003C\u002Fp>\n\n\u003Cp>Şiddet ve tacizi önlemek için karşılıklı saygı ve insan onuruna\ndayanan bir çalışma kültürünü sağlamak,\u003C\u002Fp>\n\n\u003Cp>İşyerinde her türlü şiddet ve tacizin önlenmesinde sıfır tolerans\nbakışı ile çalışma ortamının düzenlenmesinde sorumluluk almak, doğru\neylem ve davranışları teşvik etmek, işyeri politikalarının\nhazırlanmasını sağlamak.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesin)\nsağlamak, \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkeklerde dahil herkes için eşit iş\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Düzgün iş iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir ilişki\nolduğu fikri teşvik etmek.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştın İması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, işyerinde her türlü ayrımcılık ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-iş Sendikası üyelerinin sosyoekonomik, moral ve kültürel\ngelişimini sağlamaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun 16.maddesine dayanılarak “Takım\nSözleşmesi” yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (Hizmet-İş\nSendikası üyeleri de dâhil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar. iv\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-7. SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Ch4>A- Sendikal Faaliyet;\u003C\u002Fh4>\n\n\u003Cp>1)Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan doğruya\nilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiçbir şekilde yetkili sendikanın faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yönetici ve Temsilcilerin Faaliyetleri;\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki iş birliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, Toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili yahut da işyeri yetkilileri ile görüşme yapmak.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-8. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A)Yönetici İzinleri;\u003C\u002Fh4>\n\n\u003Cp>Sendika şube başkam veya sendika il başkanı sendikanın sendikal\nfaaliyetlerini ifa edebilmeleri için toplu iş sözleşmesinin yürürlükte\nkaldığı sürece sendikal izinli sayılır. Toplu iş sözleşmesinin sona\nermesi halinde ise sendikaya Bakanlıkça yeniden yetki tespiti verilmişse\nsendikal izinli sayılması hali devam eder. Bu sendikal izin yıllık\nücretinden mahsup edilemez. \u003C\u002Fp>\n\n\u003Cp>1)Sendika, şube yöneticileri ve il yöneticileri Toplu İş\nSözleşmesinin yürürlük tarihinden itibaren sendika görevlerini ifa\nedebilmeleri için 1 yıl içinde 52 Güne kadar ücretli izin verilir. Bu\nizinler yıllık ücretli izinlerden mahsup edilemez. Toplamda 2 yönetici ile\nsınırlıdır. Bu iki yönetici bu izinlerini görevlerini aksatmamak,\nkaydıyla farklı günlerde bağlı olduğu birime önceden kimin hangi\ngünlerde izinli olduğunu yazılı olarak bildirerek kullanır.\u003C\u002Fp>\n\n\u003Cp>2)Ancak sendika şubesi gerekli gördüğü durumlarda yönetim kurulu,\ndenetim kurulu, disiplin kurulu ve genel merkez denetim ve disiplin kurulu\nüyelerini ile temsilciler kurulu üyelerini işverene önceden bildirmek\nkaydıyla toplantıya çağırabilir.\u003C\u002Fp>\n\n\u003Cp>3)Şube yönetim kurulu toplantılarında, Şube Yönetim Kurulu üyeleri\ntoplanmadan önce işverene bildirmek kaydıyla toplantıya katılırlar.\nYönetim Kurulun toplandığı gün ücretli izinli sayılırlar. Bu izinler\nyıllık izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Ch4>B)İşyeri Sendika Bas temsilcisi ve Temsilci izinleri;\u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Temsilcilerine işyerindeki işlerini aksatmamak ve işyeri\ndisiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine Haftada 1 gün (bir) sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Ch4>C)Diğer İzinler; \u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine ve sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları, kültür ve\nsanatla ilgili etkinlik ile kültür sanat komitesi toplantıları, gençlerle\nilgili etkinlik ve gençlik komitesi toplantıları gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine talep edilen tarihler\niçin yılda bir kez ve 5 gün ile sınırlı olmak kaydıyla, işyeri işçi\nsayısının %5’ini aşmamak üzere sendikal izin işverence verilebilir.\u003C\u002Fp>\n\n\u003Ch4>D)Komite İzinleri; \u003C\u002Fh4>\n\n\u003Cp>İşyerinde, çalışan işçiler arasından sendikaca. Şube nezdinde\nkurulan Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi, Kültür Sanat\nKomitesi, Afet İşleri Komitesi, Türk Dünyası ve Akraba Toplulukları\nKomitesi, .Filistin ve Kudüs'e Destek Sendikal Dayanışma Komitesi, İş\nSağlığı ve Güvenliği Komitesi ile Sosyal Medya Komitesi üyeleri\nbelirlenir ve sendikal faaliyetler için bu komitelerin üyelerine haftada 8\nsaat sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>Konfederasyon, sendika genel merkez genel kumlu delegelerine. 5 işgünü,\nşube genel kurul delegelerine 2 işgünü sendikal izin verilir. Ancak, her\niki durumda da sendika isim listesini yazılı olarak 3 gün önceden işverene\nbildirmek zorundadır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde bir baş temsilci (Antakya Belediyesi için)\nolmak üzere her işyeri için;\u003C\u002Fp>\n\n\u003Cp>a)1-50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b)51 -100 işçiye kadar: 2\u003C\u002Fp>\n\n\u003Cp>c)101-500 işçiye kadar. : 3\u003C\u002Fp>\n\n\u003Cp>d)501-1000 işçiye kadar:4\u003C\u002Fp>\n\n\u003Cp>e)1001-2000 işçiye kadar: 6\u003C\u002Fp>\n\n\u003Cp>f) 2001 ve üstü işçiye kadar:10 İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararlan gereğince işletme söz\nkonusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için ayrı\nayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez; ancak, işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>a)6356 sayılı kanunun 2.inci maddesinin i bendi gereğince kuruluşun ve\nşubesinin yönetim kurulu üyelerinin, görevlerinin iş sözleşmesi ve\nsendikanın yetkisi devam ettiği sürece fesih edilemez, rızası alınmadan\nişi ve işyeri değiştirilemez. Toplu iş sözleşmesine bağlı\nçalışmaları yüzünden cezalandırılanız. \u003C\u002Fp>\n\n\u003Cp>b)Hizmet-îş Sendikasının şube başkanı veya il başkanı kendi isteği\nile işyerinden ayrıldığında iş sözleşmesi askıda kalır.\u003C\u002Fp>\n\n\u003Cp>1- Şube başkanı veya ii başkam iş sözleşmesi askıya alındığı\ntarihte işten ayrılıp bu tarihte iş sözleşmesini bildirim süresine\nuymaksızın veya sözleşme süresinin bitimini beklemeksizin feshederek\nkıdem tazminatına hak kazanırlar. Yine isterlerse sendikadaki görev\nyaptıkları süresi içerisinde iş sözleşmesini feshederek kıdem\ntazminatına hak kazanabilirler. Her iki halde de kıdem tazminatında bu fesih\ntarihindeki toplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve\ndurumda olan işçinin almakta olduğu aylık giydirilmiş ücreti esas\nalınır.\u003C\u002Fp>\n\n\u003Cp>2- İş sözleşmesi askıya alman şube başkam veya il başkam sendikadaki\ngörevlerinin seçime girmemek, seçilememek, çekilmek veya her ne sebeple\nolursa olsun son bulması yada profesyonel sendika yöneticiliğinin sona\nermesi üzerine işverenden işe alınmalarını istedikleri takdirde işveren,\ntalep tarihinden itibaren 1 ay içinde o andaki şartlarla eski işlerine veya\neski işlerine uygun başka bir işe almak zorundadır. Bu takdirde işçinin\nücret ve eski kıdem hakları saklı tutularak sözleşme ile getirilen haklar\nücretine ilave edilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKA ÜYELİĞİNİN GÜVENCESİ ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Ch4>A)Sendika Üyeliğinin Güvencesi; \u003C\u002Fh4>\n\n\u003Cp>İşçiler Hizmet-İş Sendikasına üye olmaları, Hizmet-İş\nSendikasının veya bağlı bulunduğu konfederasyonların etkinliklerine\nkatılmaları veya işçi olmaktan doğan diğer haklarını kullanmaları\ndolayısıyla işten çıkarılamaz, işi değiştirilemez ve farklı bir\nişleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Ch4>B)Eşit Davranma Yükümlülüğü; \u003C\u002Fh4>\n\n\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrını yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>C)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak işçinin\niş sözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı İş Kanunun 18., 19.,20. ve\n21.madde hükümleri uygulanır. Borçlar Kanunu ve 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunun ilgili hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla işverenin uygun görmesi\nhalinde ücretsiz olarak yararlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Ch4>a)Temsilci Odası; \u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet-İş Sendikası işyeri sendika temsilcilerine belge,\nevrak ve kayıtlarını muhafaza edebilmeleri ve çalışmalarını\nkolaylaştırmaları için işyerinde elverişli bir temsilcilik odası tahsis\neder. Bu odanın mefruşat ve malzemeleri işverenin uygun görmesi halinde\ntemin edilebilir. Temsilci odasına işveren tarafından dâhili telefon tahsis\nedilir. Bu telefonla yapılan konuşmalarda İşveren bir ücret talebinde\nbulunamaz.\u003C\u002Fp>\n\n\u003Ch4>b)İşçi Lokali; \u003C\u002Fh4>\n\n\u003Cp>İşveren, her işyerinde çalışan tüm işçilerin yüzde elli (%50) den\nfazlasının rahatlıkla oturabileceği bir lokal temini için şartlar\nimkanlar dahilinde ve işverenin uygun görmesi halinde gerekeni yapabilir\u003C\u002Fp>\n\n\u003Ch4>c) ilan Tahtası; \u003C\u002Fh4>\n\n\u003Cp>işveren, işyerlerinde' işçilerin kolayca görebilecekleri elverişli bir\nyerde Hizmet-İş Sendikasının ilan, tebliğ ve bültenlerini asmak için bir\nilan tahtası koymayı kabul eder. Bu ilan tahtasına başka sendikaların\nilan, tebliğ ve bültenleri asılamayacağı gibi işyerinde başka sendikalar\niçinde ayrıca ilan tahtası bulundurulamaz. Bu tahtaya asılacak Hizmet-îş\nSendikasının imzalı ve mühürlü ilan bülteni, tebliğ, talimat ve\nbenzerlerinden doğacak sorumluluk Hizmet-İş Sendikasına aittir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin ödendiği günü takip eden 7 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (muhasebe@hizmet- is.org.tr)\ngöndermek zorundadır. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı\ntarafından yeni dönem için yetki verilmesi halinde, sendikanın yazılı\ntalebi aranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir.\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İSÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapılmamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>A)Her işçi istihdamına esas olan branşında veya benzeri işte\nçalıştırılır. Ancak, işçiler gerektiği takdirde, işletmenin diğer\niş ve işyerlerinde unvanına eşdeğer ya da benzer veya yakın nitelikteki\nbir işte muvafakat aranmaksızın geçici olarak görevlendirilebilir.\u003C\u002Fp>\n\n\u003Cp>B)Daimî görevlendirilmelerde, 4857 sayılı İş Kanunun 22. madde\nhükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>C)Yangın, sel, deprem ve diğer tabi afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler bu gibi işlerde\nçalıştırılabilirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\n\n\u003Cp>b)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabı tutulmazlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-19. ASKERLİK HİZMETİ NEDENİYDİ: İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>a)Manevra veya herhangi bir nedenle silah altına alınan işçi, bu hizmeti\nsüresince ücretsiz izinli sayılır. Bu işçiye; Millî Savunma Bakanlığı\ntarafından ödenen maaş, işyerinde çalışırken aldığı ücretten az ise\naradaki fark işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmeti nedeniyle silah altına alınan işçi, bu\nhizmeti süresince ücretsiz izinli sayılır. Muvazzaf askerlik hizmetini\nyaptıktan sonra bir ay içinde işe dönmek isteyen işçi ayrıldığı\nderecedeki müktesep haklarına ek olarak işbu sözleşme ile sağlanan\nhaklardan yararlandırılarak eski yerine ve işine başlatılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalar İlişkin Özel Usul ve Esaslar Hakkında Yönetmelik Hükümleri\nile ilgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-21. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süreler aşılmamak ve günlük\nçalışma süresinin ortalama bir zamanında bir saatten az olmamak üzere ara\ndinlenmesi verilmek şartıyla çalışma saatleri işin icabına göre\nişverence tanzim edilir. Normal çalışma yapılan işyerleri için Cumartesi\n5 saat çalışma olmak şartıyla kalan saatler ve Pazar günü hafta\ntatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-22. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi,\nsuretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>d)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup ta çalışmadığı süreler,\u003C\u002Fp>\n\n\u003Cp>e)İşveren tarafından uygun görülmesi halinde Sendika tarafından\nyapılacak her türlü toplantı ve görevlerde geçen süreler.\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İSÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>İşyerine işçi alınmasında İş Kanunu ve ilgili diğer mevzuat\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>Herhangi bir suç sebebiyle gözaltına alınan veya tutuklanan işçilerin\niş sözleşmesi fesih edilemez. Gözaltında veya tutuklu kaldığı sürede\nücretsiz izinli sayılır. Gözaltı ve tutukluluk halinin kalkması, hükmün\naçıklanmasının geri bırakılması ile birlikte derhal işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>Yargılanan işçinin bir yıl veya bir yıldan fazla hapis cezası ile\nmahkûm edilmesi ve kararın kesinleşmesi halinde, eğer cezası paraya\nçevrilmez veya cezasının ertelenmemesi halinde iş sözleşmesi feshedilir.\nAncak, mahkûmiyetin bir yıldan az olması ve yüz kızartıcı bir suçtan\nolmaması şartı ile bu süre için işçinin iş sözleşmesi askıya\nalınır. Serbest bırakılan işçinin 15 gün içinde başvurması halinde\neski işine 657 sayılı devlet memuru kanunu 48\u002FA-5 maddesindeki suçlar\nhariç işe başlatılır. Her halûklarda, mahkûmiyetine karar verilip, iş\nsözleşmesi feshedilen işçilerin mahkûmiyetin bitiminden itibaren bir ay\niçerisinde başvurmaları halinde emsaline uygun işine veya benzer bir işe\nbaşlatılır.\u003C\u002Fp>\n\n\u003Cp>Trafik suçundan ehliyetlerinin mahkemece geri alınması durumunda ehliyet\niade edilene kadar işveren işçiyi branşına uygun işte çalıştırabilir.\nEhliyet iade edildiğinde ise işçi ehliyetin iade edildiği tarihten itibaren\n7 gün içinde başvurması halinde eski görevine iade edilir. \u003C\u002Fp>\n\n\u003Ch3>4.BÖLÜM\u003C\u002Fh3>\n\n\u003Ch3>İŞ SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI \u003C\u002Fh3>\n\n\u003Ch3>MADDE-25. İŞ SÖZLEŞMESİNİN FESH\u003C\u002Fh3>\n\n\u003Cp>İşveren, sendika üyesi işçilerin iş sözleşmelerim işçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun\n18.maddesinin gerekçesinde belirtilen gerekçe v.b.) olmaksızın fesih\nedemez. (Her halükârda işveren disiplin kurulu kararı olmaksızın\nişçinin iş sözleşmesini fesih edemez.) Buna aykırı bir şekilde\nişçinin iş sözleşmesinin feshi halinde işyerinde çalışan işçi\nsayısına ve işçinin kıdemine bakılmaksızın 4857 sayılı kanunun 18.,\n19., 20. ve 21.madde hükümleri uygulanır. İşçinin kanunlar, iş\nsözleşmeleri ve toplu iş sözleşmesinden doğan diğer tazminat haklan ile\ndiğer tüm hakları saklıdır. 4857 Sayılı İş Kanunun 25.maddesi\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Ch3>MADDE-27. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>a)İş sözleşmelerinin feshinden önce dudumun işçiye, yazılı\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçj için, bildirimin yapılmasından\nbaşlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 5 hafta sonra, İşi 18 aydan 3 yıla kadar\nsürmüş işçi için, bildirimin yapılmasından başlayarak 7 hafta sonra,\nİşi 3 yıldan fazla sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 9 hafta sonra, fesih edilmiş sayılır..,\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde ücret ve tüm haklardan aynen\nyararlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. YENİ İŞ ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 2 saat ücretli yeni\niş arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\n\n\u003Ch4>1) Kıdem Tazminatı; \u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>İşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için Bakanlar kurulunun veya Maliye bakanlığının\naçıklamış olduğu en yüksek kıdem tazminatı olan “Tavan” üzerinden\nkıdem tazminatı ödenir. 1 yıldan artan süreler içinde aynı oran\nüzerinden ödeme yapılır. Ölüm hallerinde tazminat, kanuni\nmirasçılarına verilir.\u003C\u002Fp>\n\n\u003Ch4>2) Hesaplanması ve Ödenmesi;\u003C\u002Fh4>\n\n\u003Cp>1475 Sayılı İş Kanunun 14.maddesine göre işlem yapılır. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-30. İZİNLER\u003C\u002Fh3>\n\n\u003Ch4>A)Yıllık Ücretli İzinler;\u003C\u002Fh4>\n\n\u003Cp>a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Hizmeti 1-5 yıl olanlara 20 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmeti 5-15 yıl olanlara 30 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmeti 15 yıldan fazla olanlara 35 işgünü yıllık ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>b)4857 sayılı İş Kanunu’nun ilgili Maddesi olan 6704 sayılı Kanunun\n16. Maddesi izin Kanunun düzenlenmesi ile bir bölümü 10 günden az olmamak\nşartıyla bölümler halinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c)Yıllık ücretli izin hakkından vazgeçilemez ve işverence işçinin\nçalışma süresi içerisinde ücreti ödenerek izin hakkı kaldırılamaz.\n(İşçinin zorunlu hallerde yıllık ücretli izine mahsuben izin\nkullanılması mümkündür. Bu hüküm asgari l(bir) yıl çalışmış\nişçilere uygulanır.)\u003C\u002Fp>\n\n\u003Cp>d)Ücretli izine rastlayan hafta tatili ile genel tatil günleri ile Ulusal\nBayram izin süresinden sayılmaz, ücretli izine ilave edilir.\u003C\u002Fp>\n\n\u003Cp>e)İşçi, istemi ve rızası olmaksızın ücretsiz izine çıkartılamaz.\nYıl içinde verilmiş bulunan diğer ücretli ve ücretsiz izinler veya\ndinlenme ve hastalık izinleri yıllık izninden mahsup edilemez.\u003C\u002Fp>\n\n\u003Cp>f)İşçi sayısı yüzden fazla olan işyerinde işveren ve işveren\nvekilinin atayacağı bir kişinin başkanlığı altında iki işçi\ntemsilcisinden oluşan bir izin kurulu kurulur. İzin kurul tarafından\nhazırlanır ve işverenin onayından sonra işyerinde ilan edilir. İzin\nkurulu tarafından belirlenen ve işverence onaylanan izin çizelgelerine göre\n; belirlenmiş tarihlerde işçilerin izinlerinin kullandırılması\nzorunludur. İzin çizelgelerine göre izinli olan işçiye izin süresince\nişyerinde iş verilmez.\u003C\u002Fp>\n\n\u003Cp>g)Herhangi bir sebeple iş sözleşmesi sona eren işçilerin,\nkullanamadığı yıllık izinler iş sözleşmesindeki ikramiye ödemeleri\ngibi ödenir.\u003C\u002Fp>\n\n\u003Ch4>B)Ücretli Sosyal İzinler;\u003C\u002Fh4>\n\n\u003Cp>İşçilere aşağıdaki esaslar dahilinde sosyal durumlarına göre izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Kendisinin veya çocuğunun Evlenmesi halinde işçilere yazılı isteği\nüzerine nikah ve düğün törenlerinden birinde (10) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)Eşi doğum yapan işçiye (10) gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Eşinin çocuğunun kendisinin veya eşinin ana, baba ve kardeşlerinin\nölümü hallerinde (7) gün izin verilir. Cenazelerin il sınırları\ndışına götürülmesi veya il sınırları dışında ölmesi halinde gidiş\ndönüş yol izni olarak (2)’şer gün ilave edilebilir. İşçinin ölümü\nhalinde, o işyerinde çalışan yeteri kadar işçiye, cenaze törenine\nkatılmak üzere izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Askerlik yoklaması yapılabilmesi için (1) gün,\u003C\u002Fp>\n\n\u003Cp>e)Yangın, deprem, su baskını ve benzeri felaketlerde kazaya uğrayana\n(10) gün,\u003C\u002Fp>\n\n\u003Cp>f)İşçiye eş, çocuk ve bakmakla yükümlü olduğu kişileri hastaneye\ngötürmek için belgelenmek kaydıyla yeteri kadar ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>g)8 MART Dünya Emekçi kadınlar Gününde işyerlerinde çalışmakta olan\nkadın işçilerimize işlerini aksatmamak koşulu ile 1 gün izin\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>h)Sosyal izin kullananlar, işe dönüşünde mazeretlerini evlenme\ncüzdanı, doğum ve ölüm belgesi, afetlerde mahalle muhtarı belgesi,\nkazalarda doktor raporu, hastalık vizite kâğıdı gibi belgelerle en geç 10\ngün içinde kanıtlamak zorundadırlar. İşçi mazeretini anında bir üst\namirine telefonla, fax ile veya vb. iletişim araçlarıyla bildirir. Aksi\nhalde haklarında nedensiz işe gelmemek işlemi uygulanır. Ancak, halen\nişyerinde uygulanmakta olan mevcut sosyal izinler bu sözleşme ile\nsağlananlardan ileri hükümler taşıyorsa işçi lehine olan hükümler\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>ı) Bu izinler olayın oluşundan itibaren kullanılır. Şu kadar ki işçi\nizinli ve raporlu ise ücretli sosyal iznini rapor ve iznin bitiminden itibaren\naynı sürelerde kullanır.\u003C\u002Fp>\n\n\u003Cp>j)Bu Maddede tespit edilen sosyal izinler birden çok kişiyi ilgilendirirse\nizinlerden ilgili işçiler ayrı ayrı yararlanırlar. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>k)Kadın işçilerden hamileliğini tespit eden doktor raporu ibrazı\ntarihinden itibaren hamileliği süresince hamileliklerini olumsuz olarak\netkilemeyecek şekilde branşlarına yakın başka bir işte\nçalıştırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>l)İşyerinde çalışan hamile işçilere doğum öncesi (8) hafta ve\ndoğum sonrası (8) hafta ücretli izin verilir, ancak doğumdan itibaren\nbaşlayacak 8 haftalık izin süresi içinde kalan günler için doktorca\nverilecek istirahatler, bu 8 haftalık izin süresine ilave edilmez. Çoğul\ngebelik halinde ise bu sürelere 2 hafta eklenir. Ancak sağlık durumu uygun\nolduğu takdirde doktorun onayı ile kadın işçi isterse doğumdan önceki\nüç haftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası izin sürelerine eklenir. Hamilelik\nsüresince kadın işçiye periyodik kontroller için ücretli izin verilir.\nHamile Kadın işçi sağlığına uygun daha hafif işlerde\nçalıştırılır. Bu halde işçinin ücretinde bir indirim yapılamaz.\nİsteği halinde kadın işçiye 16 haftalık sürenin tamamlanmasından veya\nçoğul gebelik halinde 4 haftalık süreden sonra 2 aya kadar ücretsiz izin\nverilir. Bu süre yıllık ücretli izinin hesabında dikkate alınmaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>m)Doğum yapan kadın işçilere analık izni bitiminden sonra ilk 6 ay\niçin günde (3) saat ikinci 6 ayında çocuklarını emzirmeleri için günde\n(1,5) saat süt izni verilir. Bu sürenin hangi saatler arasında ve kaça\nbölünerek kullanılacağını işçinin kendisi belirler. Bu izinler\nistenirse günlük topluca kullanılabilir. Bu süreler günlük ve haftalık\nçalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-31. AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>AİLE VE ÇOCUK YARDIMI: \u003C\u002Fh4>\n\n\u003Cp>İşveren, Sendika üyesi işçilere ve üye olmayıp dayanışma aidatını\nödemeyi kabul eden tüm işçilere her ay maaşları ile birlikte 657 sayılı\nyasa kapsamında bulunan devlet memurlarına ödenen tutarda aile yardımı\nödemesi yapar.\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendika üyesi işçilere ve üye olmayıp dayanışma aidatını\nödemeyi kabul eden tüm işçilere her ay maaşları ile birlikte, her çocuk\niçin 657 sayılı yasa kapsamında bulunan devlet memurlarına ödenen tutarda\nçocuk yardımı ödemesi yapar.\u003C\u002Fp>\n\n\u003Cp>Devlet memurlarına yapılan bu yardımlara, yıl içerisinde yapılan ilave\nzamlar, işçilere de artış tarihi itibariyle aynen uygulanır.”\u003C\u002Fp>\n\n\u003Ch3>MADDE-32.) YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A-) ÖĞRENİM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet İş sendika üyesi ve üye olmayıp dayanışma\naidatını ödemeyi kabul eden tüm işçilere her yıl EKİM ayında ödenmek\nüzere aşağıda belirlenen miktarlarda kırtasiye ve öğrenim yardımı\nyapmayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>1)Okul öncesi eğitim, Rehabilitasyon, İlkokul ve Kuran kursu öğrenimine\ndevam eden çocuklar için, sözleşmenin yürürlüğe girdiği tarihten\nitibaren brüt 2.100,00-TL (İKİ BİN YÜZ)\u003C\u002Fp>\n\n\u003Cp>2)Ortaokulda öğrenimine devam eden çocuklar için, sözleşmenin\nyürürlüğe girdiği tarihten itibaren brüt 3.200,00-TL (ÜÇ BİN\nİKİYÜZ)\u003C\u002Fp>\n\n\u003Cp>3)Lise ve dengi okullarda öğrenimine devam eden çocuklar için,\nsözleşmenin yürürlüğe girdiği tarihten itibaren brüt 4.650,00 (DÖRT\nBİN ALTIYÜZ ELLİ)-TL,\u003C\u002Fp>\n\n\u003Cp>4)Ön Lisans, Lisans ve Açık öğrenime devam eden çocuklar için,\nsözleşmenin yürürlüğe girdiği tarihten itibaren brüt 6.300,00(ALTI BİN\nÜÇYÜZ)-TL,\u003C\u002Fp>\n\n\u003Cp>İşçiler bu haklardan belge karşılığı aktif öğrenci kaydı olmak\nüzere gördüğü öğrenim durumuna göre yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01.01.2027 tarihinde Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2027 Mali Yılı\nboyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch4>B-) BAYRAM HARÇLIĞI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamındaki sendika üyesi ve üye olmayıp\ndayanışma aidatını ödemeyi kabul eden tüm işçilere;\u003C\u002Fp>\n\n\u003Cp>Ramazan Bayramı’nda brüt 2.100 (İKİ BİN YÜZ)-TL,\u003C\u002Fp>\n\n\u003Cp>Kurban Bayramı’nda brüt 3.200,00 (ÜÇ BİN İKİYÜZ)-TL, bayram\nharçlığı ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01.01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch4>C-) GİYİM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet İş Sendika ve üye olmayıp dayanışma aidatını\nödemeyi kabul eden tüm işçilere her yıl MAYIS ayında ödenmek üzere\nbrüt 6.500,00 (ALTI BİN BEŞYÜZ) TL giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01,01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE 33.) OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>A ) EVLENME YARDIMI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin\nevlenmeleri halinde brüt 2.000 (İKİ BİN) TL evlenme yardımı yapılır.\nEvlenen işçiler, aynı işverenin emrinde çalışıyorsa bu yardımlar bir\nişçiye ödenir, (Eşi vefat eden üyeler de bu yardımdan faydalanırlar)\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01.01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch4>B- DOĞUM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçinin eşinin doğum\nyapması veya işçi kadın ise kendisinin doğum yapması halinde doğum\nbelgesini ibraz etmesi şartı ile işçiye brüt 4.500,00 (DÖRTBİN BEŞYÜZ)\nTL doğum yardımı yapılır. Çocuk ikiz doğması halinde her iki çocuk\niçin ayrı ayrı doğum yardımı ödenir. Bebeğin ölü olarak doğması\nhalinde doğum ve ölüm yardımının her ikisi de birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01.01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>C-) HASTALIK YARDIMI\u003C\u002Fh4>\n\n\u003Cp>A)Hastalık, iş kazası, meslek hastalığı ve analık gibi nedeniyle iş\ngöremezliğe uğrayan işçiler istirahat belgelerini işverene derhal\nulaştırırlar. Sosyal Güvenlik Kurumu’nca ödenmeyen günlere ait\nücretleri çalışıyormuş gibi dikkate alınarak tam tahakkuk ettirilir ve o\nayki ücret bordosu ile birlikte ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B)Sosyal Güvenlik Kurumunca işçinin, işverenin bulunduğu mahal veya\nbaşka bir mahalle sevk suretiyle viziteye çıkması halinde işyerinden ayrı\nkalacağı zamanlarda işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü takdirde geçirdiği süreler için ücretinden kesinti\nyapılamaz ve bu zamanlar için işçi ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Cp>C)Sosyal Güvenlik Kurumunca ödenmeyen iki günlük yevmiyeler o ay ki\nücret bordrosu ile birlikte ödenir. İşçi; istirahat hallerinde Sağlık\nkurum ve kuruluşlarından aldığı raporları iletişim araçları ile\nsıralı amirine ivedi olarak bildirir. Bu tarihten sonra yapılacak\nbaşvurular geçersiz olup herhangi bir ödeme yapılamaz. SGK’mn yukarıdaki\nbentler dışında herhangi bir uygulaması olursa, yeni düzenlemeye göre\nişlem yapılır.\u003C\u002Fp>\n\n\u003Ch4>D-) TABİİ AFET YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren sendika üyesi işçilere sözleşme süresince yangın, sel,\ndeprem gibi tabii afetlere maruz kalanlara uğradığı zarara göre, brüt\n20.000,00-TL ye kadar tabii afet yardımı yapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01.01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch4>E-) ÖLÜM YARDIMI\u003C\u002Fh4>\n\n\u003Cp>a)Taraf sendika üyesi işçinin işverenin işini yaparken iş kazası ve\nmeslek hastalığı sonucunda ölümü halinde, ölüm bir süre sonra vuku\nbulsa dahi işveren işçinin kanuni mirasçılarına brüt 30.000,00 (OTUZ\nBİN)-TL; normal ölümleri halinde brüt 10.000,00 (ON BİN)-TL ölüm\nyardımı yapmayı kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, Eşinin ve çocuklarının ölümü halinde brüt 7.500,00\n(YEDİ BİN BEŞYÜZ)-TL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c)İşçinin ve eşinin anne ve babasının ölümü halinde brüt 5.000,00\n(BEŞ BİN)-TL ölüm yardımı yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşbu ödeme; 2025 Mali Yılı boyunca uygulanacak olup, 01.01.2026\ntarihinde Hazine ve Maliye Bakanlığının Devlet Memurları için açıklanan\nyüzdelik zam, enflasyon farkı oranında arttırılarak 2026 Mali Yılı\nboyunca aynı oranda, 01,01.2027 tarihinde Hazine ve Maliye Bakanlığının\nDevlet Memurları için açıklanan yüzdelik zam, enflasyon farkı oranında\narttırılarak 2027 Mali Yılı boyunca aynı oranda ödenir.\u003C\u002Fp>\n\n\u003Ch2>2.KISIM: ÜCRETLER \u003C\u002Fh2>\n\n\u003Ch3>MADDE-34. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri, her\nayın on beşinde banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulası verir. Bu pusulada tahakkuk eden her türlü ücret ve\nkesintiler ayrı ayrı gösterilir, işçiler ücretlerini bankamatik\naracılığı ile alırlar.\u003C\u002Fp>\n\n\u003Ch3>MADDE-35.TABAN ÜCRET. KIDEM ZAMMI VE ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Ch4>A)Taban Ücret;\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerden, 31.12.2024 tarihindeki günlük taban yevmiyesi\n1.500,00-TL’nin altında olan işçilerin günlük taban yevmiyeleri\n01.01.2025 tarihinden itibaren 1.500,00 TL’ye yükseltilmiştir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>31.12.2024 tarihindeki günlük taban yevmiyeleri 1.500,00-TL’nin\nüzerinde olan işçilerin taban yevmiyeleri 01.01.2025 tarihindeki taban\nyevmiyeleri olarak belirlenmiştir.\u003C\u002Fp>\n\n\u003Ch4>B)Kıdem Zammı:\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin yevmiyelerine, işyerinde geçirdiği kıdem\nyılları dikkate alınarak her yıl için 2,00-TL kıdem zammı ilave edilir.\n(Örneğin 10 yıllık işçi için; 10 x 2=20 TL yevmiyelerine ilave edilerek\nücret zammı yapılır.)\u003C\u002Fp>\n\n\u003Cp>Taban yevmiyeye kıdem zammı ilave edildikten sonra ücret zammı\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>C)Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>A ve B bendi uygulandıktan sonra;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>BİRİNCİ YIL İKİNCİ ALTI AY ÜCRET ZAMMI (01.07.2025-31.12.2025)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.2025 talihindeki günlük ücretlerine;\n01.07.2025 tarihinden itibaren 2025 yılı Temmuz ayında Devlet Memurları\niçin açıklanan yüzdelik zam, enflasyon farkı oranında ücret zammı\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>İKİNCİ YIL BİRİNCİ ALTI AY ÜCRET ZAMMI (01.01.2026-30.06.2026)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2026 tarihindeki günlük ücretlerine;\n01.01.2026 tarihinden itibaren 2026 yılı Ocak ayında Hazine ve Maliye\nBakanlığının Devlet Memurları için açıklanan yüzdelik zam, enflasyon\nfarkı oranında ücret zammı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>İKİNCİ YIL İKİNCİ ALTI AY ÜCRET ZAMMI (01.07.2026-31.12.2026)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.2026 tarihindeki günlük ücretlerine;\n01.07.2026 tarihinden itibaren 2026 yılı Temmuz ayında Hazine ve Maliye\nBakanlığının Devlet Memurları için açıklanan yüzdelik zam, enflasyon\nfarkı oranında ücret zammı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>ÜÇÜNCÜ YIL BİRİNCİ ALTI AY ÜCRET ZAMMI (01.01.2027-30.06.2027)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.01.2027 tarihindeki günlük ücretlerine;\n01.01.2027 tarihinden itibaren 2027 yılı Ocak ayında Hazine ve Maliye\nBakanlığının Devlet Memurları için açıklanan yüzdelik zam, enflasyon\nfarkı oranında ücret zammı uygulanır.\u003C\u002Fp>\n\n\u003Ch4>ÜÇÜNCÜ YIL İKİNCİ ALTI AY ÜCRET ZAMMI (01.07.2027-31.12.2027)\u003C\u002Fh4>\n\n\u003Cp>Sendika üyesi işçilerin 01.07.20?7, tarihindeki günlük ücretlerine;\n01.07.2027 tarihinden itibaren 2027 yılı Temmuz ayında Hazine, ve Maliye\nBakanlığının Devlet Memurları için açıklanan yüzdelik zam, enflasyon\nfarkı oranında ücret zammı uygulanır. ,\u003C\u002Fp>\n\n\u003Ch3>MADDE-36. BİRLEŞTİRİLMİŞ SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>İşveren, Hizmet İş Sendikası, üyesi ve üye olmayıp dayanışma\naidatını ödemeyi kabul eden tüm işçilere, aylık maaşla birlikte brüt\n23.0,00,00 TL Birleştirilmiş Sosyal Yardım ödemesi yapar. İşbu ödeme,\nher yıl bir defaya mahsus arttırılmak üzere;\u003C\u002Fp>\n\n\u003Cp>01.01.2026- 31.12.2026 tarihleri arasında 25.000,00 TL,\u003C\u002Fp>\n\n\u003Cp>01.01.2027 - 31.12.2027 tarihleri arasında 27.000,00 TL tutarında\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-37. FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Hafta tatili ile ulusal bayram ve genel tatil günlerinde yapılan 8 saatlik\nçalışmalar hariç, haftalık 45 saatin üzerinde yapılan çalışmalar\nfazla çalışmadır. Fazla çalışmalar, başkanlık oluru ile işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla çalışma için\nödenecek ücret, normal çalışma ücretinin %75 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla çalışma ücretleri aylık ücretleri ile birlikte her ay maaşla\nbirlikte ödenir. İşveren yılda 270 saatin üzerinde mesai yaptıramaz.\u003C\u002Fp>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri\nile birlikte her ay ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-38. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri, yevmiyelerinin üzerine\n%30 zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-39. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Dini ve Milli Bayram, Genel tatil ve hafta tatillerinde işçilerin\ndinlendirilmesi esastır. Hafta tatili Pazar günüdür. Ancak, Başkanlık\nmakam onayı alınarak ulusal bayram, genel tatil ve hafta tatili günü ve bu\ngünlerin öncesinde ve sonrasında Cumhurbaşkanlığı tarafından idari izin\nilan edilen günlerde çalıştırılacak işçilere, çalıştırıldıkları\nher bir gün için kendi yevmiyelerine ilaveten 2 yevmiye olmak üzere toplanı\n3 yevmiye ödenir. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-40. İLAVE TEDİYE. İKRAMİYE VE HİZMET ÖZENDİRME PRİMİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cp>A- İşveren, Hizmet-İş Sendikası ve üye olmayıp dayanışma aidatını\nödemeyi kabul eden tüm işçilere aylık ücret esas olmak üzere; 6772\nsayılı yasa gereğince yılda brüt 52 günlük ikramiye öder. Bu ilave\ntediyelerin ödemeleri, Cumhurbaşkanlığı Kararında açıklanan tarihlerde\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise2_detail\">\u003Cp>B- İşveren, Hizmet-İş Sendikası üyesi işçilere ve üye olmayıp\ndayanışma aidatını ödemeyi kabul eden tüm işçilere aylık ücret esas\nolmak üzere; Toplu sözleşme süresince her yılın 25 MART tarihinde brüt\n30 günlük ve 25 TEMMUZ tarihinde brüt 30 günlük olmak üzere toplam brüt\n60 günlük ikramiye ödemesinde bulunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6772 sayılı yasanın dışında olan, toplam brüt 60 günlük ücret\ntutarındaki bu ikramiyeler sözleşmenin takvim yılı içerisinde\nçalıştıkları süre oranında ödenir. (Kıstelyevm olarak).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE3_trigger\">\u003Cp>C- İşveren, Hizmet iş Sendikası üyesi ve üye olmayıp dayanışma\naidatını ödemeyi kabul eden tüm işçilere aylık ücret esas olmak üzere;\nHizmet süresine bakılmaksızın tüm işçilere brüt 20 günlük tutarında\nhizmet özendirme pirimi toplu iş sözleşmesi süresince her yılın 20\nEYLÜL tarihinde özendirme pirimi ödemeyi kabul eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6772 sayılı yasanın dışında olan, toplam brüt 20 günlük ücret\ntutarındaki bu ikramiyeler sözleşmenin takvim yılı içerisinde\nçalıştıkları süre oranında ödenir. (Kıstelyevm olarak).\u003C\u002Fp>\n\n\u003Ch3>MADDE-41. GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>6245 sayılı Harcırah kanunu hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İŞ SAĞLIĞI ve GÜVENLİĞİ \u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-42. İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>6331 sayılı İş Sağlığı Güvenliği Kanunu ve ikincil mevzuatı\ndoğrultusunda iş ve işlemler yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-43. İŞ KAZALARI\u003C\u002Fh3>\n\n\u003Cp>İşyerinde meydana gelen kazalar en geç üç iş günü içerisinde\nidarenin bilgisi olduğunda idare Çalışma ve Sosyal Güvenlik Bakanlığı\nve SGIÇ İl Müdürlüklerine yazılı olarak bildirilir. İşyerinde\nyaralanan işçinin kendi kendini tedavi etmeye kalkışması halinde işveren\nherhangi bir sorumluluk yüklenemez.\u003C\u002Fp>\n\n\u003Cp>Hayati önem arz eden kazalarda işçi en yakın sağlık kumru ve\nkuruluşuna götürülür. Bu kurum ve kuruluşlarda yapılan müdahale ve\ntedavi bedeli SGK mevzuatınca karşılanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-44. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>A) Hasar ve Tespit Komisyonun Teşekkülü; İşçi tarafından yapılan\nhasar ve zararların tespiti için işyerinde 3 kişiden oluşan hasar ve zarar\ntespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi\u003C\u002Fp>\n\n\u003Cp>c)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu üçüncü kişinin seçilememesi halinde sendikanın yazıl\nisteği üzerine ilgili kamu kuruluşlarında uzman bir kişinin tayini\nişverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu tespit\netmeden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı fotoğraflarla\ngörüntülemedikçe araç yerinden oynatılmaz. Şoförün iradesi dışında\naracın kaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin işveren bu komisyonun emrine bir araç tahsis eder. Ayrıca olayı\ngörüntülemek için bir fotoğraf makinesi ile ilgili filmleri temin eder.\nÖlüm veya yaralanma ile sonuçlanan iş kazası sonucu kazayı yapan işçiye\nmoral bozukluğundan ötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>B) Hasar ve Tespit Tutanağının Niteliğin Bu tutanakta,\u003C\u002Fh4>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Hasar ve zararların işçinin kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait ortak kusurdan mı, meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar veya zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır.\u003C\u002Fp>\n\n\u003Ch4>C) Hasar Bedelinin Kesinti ve Ödeme Şekli;\u003C\u002Fh4>\n\n\u003Cp>Hasar ve zarar tespit komisyonunun raporu doğrultusunda kusur durumuna\ngöre söz konusu oluşan zarar kusur oranında taraflarca karşılanır. 4857\nsayılı İş Kanunu ve Toplu İş Sözleşmesindeki disiplin hükümleri\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-45. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptırmayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ve gerekli sıhhi tesisatı\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-46. BELEDİYENİN HİZMETLERİNDE İSÇİLERİN ÇALIŞMASI\u003C\u002Fh3>\n\n\u003Ch4>1-Temizlik işçileri;\u003C\u002Fh4>\n\n\u003Cp>a.İşveren temizlik işçilerinin çalışması esnasında iş sağlığı\nve güvenliğini sağlamak amacı ile gerekli araç ve gereçleri sağlar.\nİşçilerin araçları koruyabilmesi için grup çalışması yerlerinde\nkulübe yapar, bu yerlerde gece çalışmalarında gerekli ışıklandırmayı\nsağlar.\u003C\u002Fp>\n\n\u003Cp>b.Belediye Zabıta Talimatnamesinde belirtildiği üzere azami yük\nkaldırma oranı bu toplu iş sözleşmesi ile 30 kiloya düşürülmüş olup,\nfazla çöp ihtiva eden bidonların bir temizlik işçisi tarafından\ntoplatılması yaptıramayacaktır. 30 kilonun üzerindeki ağır yük bir\nişçiye yükletilemez ve taşıttırılamaz.\u003C\u002Fp>\n\n\u003Ch4>2-Atölyede çalışan işçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, iş ocakları ve atölyelerde sağlık koşullarına uygun\nısıtma ve havalandırmayı sağlar.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, gece çalışmalarında çalışılan mahalli yeteri kadar\naydınlatır.\u003C\u002Fp>\n\n\u003Ch4>3-Fen isleri müdürlüğünde çalışan işçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren asfalt çalışmaları esnasında mümkünse zabıta ekibini\nhazır bulundurur.\u003C\u002Fp>\n\n\u003Cp>b)Gece asfalt çalışmalarında yeteri kadar ışıklandırma ve bariyer\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c)Asfalt zehirlenmelerine karşı gerekli önlemleri alır.\u003C\u002Fp>\n\n\u003Cp>d)Her asfalt ekibinde yeteri kadar işçi bulundurulur.\u003C\u002Fp>\n\n\u003Ch4>4-Park bahçeler müdürlüğünde çalışan işçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, park bahçe işçilerine gerekli gördüğü yerlerde bekçi\nkulübesi yapar, imkânlar nispetinde haberleşmeyi sağlar ve\nışıklandırır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b)Ağaç kesimlerinde, yeterli tedbir alınır. Park ve Bahçeler\nMüdürlüğü personeline ilaçlama yaptırıldığında koruyucu malzeme\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-47. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>l)İhtar, ücretten kesme ve işten çıkarma cezaları 4857 sayılı iş\nKanununda ki haklar saklı kalmak kaydı ile ek -1 disiplin ceza cetveline\ngöre verilir. İhtar ve ücret kesme cezası işçinin savunması alındıktan\nsonra işveren veya vekili tarafından verilir. Belirlenen süre içerisinde\nsavunma vermeyen işçi savunma vermiş sayılır. Verilen ücretten kesme\ncezası işçiye ve sendikaya yazılı olarak bildirilir. Ücretten kesme\ncezası birden fazla gündelik cezaya karşılık ise bir ayda iki gündelikten\nfazla olmamak üzere uygulanır.\u003C\u002Fp>\n\n\u003Cp>1.1.Belediye başkanı ya da vekilinin verdiği disiplin cezalarına karşı\nişçi itirazını belediye başkanına müracaat ederek yapabilir.\u003C\u002Fp>\n\n\u003Cp>2) Disiplin kurulu sadece işten çıkarma cezası vermek üzere Belediye\nBaşkanı veya belirleyeceği Belediye Başkan yardımcısı başkanlığında\nbir daire müdürü ile sendikanın belirleyeceği iki temsilci ile\ntoplanır.\u003C\u002Fp>\n\n\u003Cp>2.1.Disiplin kurulunun toplanmasını gerektirecek durumun ortaya\nçıkmasından itibaren işçinin savunması alınarak gerekli tüm bilgi ve\nbelgelerin toplanılması için gerekli hazırlıklar yapılır. Belediye\nbaşkanı tarafından Toplantımı; yeri ve zamanını en az 5 gün önceden\nkurulun toplantısına dayanak teşkil eden tüm bilgi ve belgelerin üyelere\ngönderilmesi ile belediye başkanı tarafından belirlenir.\u003C\u002Fp>\n\n\u003Cp>2.2.Disiplin Kurulu tüm üyelerin iştiraki ile toplanır bu sebeple asil\nüyelerin yanında yedek üyelerde belirlenir. Asil üyelerin katılamadığı\ntoplantılara yedek üyeler katılır. Disiplin kurulunun sendikadan gelecek\nasil ve yedek üyeleri Toplu İş Sözleşmesinin yürürlüğe girdiği\ntarihten itibaren 1 hafta içerisinde yazılı olarak işverene bildirilmesi\nzorunludur.\u003C\u002Fp>\n\n\u003Cp>2.3.Kurul kararlarında oy çokluğuyla karar alır. Eşitlik durumunda\nkurula başkanlık eden belediye başkanı veya yardımcısının oyunun\nolduğu taraf çoğunluk kabul edilir. Hiçbir şekilde çekimser oy\nkullanılamaz. Karşı oy kullanan üye gerekçesini bildirmek zorundadır.\nKurul görüştüğü disiplin durumu ile ilgili her türlü inceleme yapmaya\ntarafları dinlemeye ve birden fazla oturum yapmaya karar verebilir.\u003C\u002Fp>\n\n\u003Cp>2.4.Alınan disiplin kurulu kararı 4857 sayılı iş Kanunu, 7201 sayılı\ntebligat Kanununa ve Toplu İş Sözleşmesine göre uygulanır.\u003C\u002Fp>\n\n\u003Cp>2.5.Disiplin Kurulunun verdiği disiplin cezalarına karşı işçi\nitirazını belediye başkanına müracaat ederek yapabilir.\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-48. EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer-, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nimkân dahilinde işyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-49. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>TC. Anayasasının 24 .maddesi gereğince herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse dini inanç ve kanaatinden dolayı\nsuçlanamaz. İşveren işçilerin dini inançlarını ifa maksadıyla din\nayrımı gözetmeksizin ferdi olarak yapılmayan haftalık ibadetleri için\ngerekli kolaylığı sağlar. Bu ibadetlerde geçen süreler iş süresinden\nsayılır, işçilerin talepleri halinde Hacca gitmek isteyenlere 2 ay, Umre\n’ye gitmek isteyen işçileri ise 1 ay ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-50. KAPSAM\u003C\u002Fh3>\n\n\u003Cp>İş bu toplu iş sözleşmesi belediye şirketlerinde çalışanları\nkapsamaz ve emsal teşkil etmez.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE: FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Yürürlük tarihi ile imza tarihi arasında oluşacak toplu iş\nsözleşmesi farkları imza tarihinden itibaren 2 ay içinde tek seferde\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"384\">\u003Cp>EYLEM TÜRLERİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\" width=\"260\">\u003Cp>TEKERRÜR SAYISINA GÖRE CEZALAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"63\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>1- İşe geç gelmek (1 saate kadar)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>2- 1 saati aşan süre ile işe geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>3- Devamlı geç gelmeyi alışkanlık haline getirmek\n        (Altı ay içerisinde geç gelmek suçundan dört defa disiplin\n        suçundan ceza almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>4- Bir gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>5- İki gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>6- Üç gün ve daha fazla göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>7- Görevi yetersiz yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>8- Verilen görevi yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>9- Verilen görevi yapmamakta direnmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>10- Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>11-Disiplinsiz davranmak, iş sağlığı ve\n        güvenliğini tehlikeye atmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>12-İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>13-İzinsiz olarak iş saati bitiminden evvel görev\n        yerini terk etmeyi alışkanlık haline getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>14-İşyerinin korunması ile ilgili olanların görev\n        yerinde bulunmaması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>-2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>15-İş saatlerinde gereksiz yere arkadaşlarını\n        meşgul etmek ve görev başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>16- İş başında, iş saatlerinde ve görev\n        başında uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>17-İş yerinde kavga etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>18-İmza cetvelini imzalamamayı alışkanlık haline\n        getirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>19-Yönetimindeki aracı idareden izin, almaksızın\n        belediye personeli dışında (tüm çalışanlar) başkalarına\n        kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>20- Göreve sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>21-İşyerinde alkollü içki kullanmak, kumar oynamak\n        veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>22- İşyerinde uyuşturucu madde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>23-Üst Amirlerine karşı, küfür ve saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>24- İş arkadaşlarına küfür veya saldırıda\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>25- Yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>26- İşyerine sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>27- Araç ve gereçleri kontrol etmeden göreve\n        çıkmak ve bunlarla ilgili bozuklukları zamanında yetkili kişiye\n        duyurmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ-Ç-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>28-Yönetimindeki araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>29-Teslim edilen araç ve gereçlerin yitirilmesine ya\n        da bozulmasına, hasar görmesine neden olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)       İhmal \u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>İ.Ç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)      Ağır İhmal\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>İ.Ç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c)       Kasıt\u003C\u002Ftd>\n      \u003Ctd>İ.Ç\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>30- İçkili araç kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>31-İşyerine ait araç ve gereçleri görevi\n        dışındaki işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>32-Amir durumunda olup, çalıştığı işçileri\n        özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33 - Kendisine verilen yetki dışında iş yapmak \u003C\u002Ftd>\n      \u003Ctd>İHTAR\u003C\u002Ftd>\n      \u003Ctd>1G\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>34-Görevi ile ilgili kasten yanlış bilgi vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">İÇ\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>35-Sınav sırasında kopya çekmek, yardım almak,\n        yardım etmek, soru çalmak, sınav kâğıt ve tutanaklarında\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>36-Verilen görevi yapmadığı halde yapmış gibi\n        göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>37-Sahte belge düzenlemek, resmî belgelerde\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>38-Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>39-Görevine ilişkin ve gizli kalması gerekli\n        sırları açıklayarak çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>40- Hırsızlığa tam teşebbüs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>41- Hırsızlık yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>42- Rüşvet almak ya da vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>43- Rüşvet almaya ya da vermeye tam teşebbüs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>44- İşe girmeyen işçiyi girmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"384\">\u003Cp>45-Yerine imza atmak ya da kartım bastırmak\n        suretiyle işe gelmeyen işçiyi gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\">46-Yukarıda sayılan eylemler dışında kalıp Suç\n        sayılan ve cezalandırılması gereken fiillerde bulunanlara, olayın\n        önemine göre ihtar ve yevmiyeden kesme cezalarını belediye\n        başkanı ya da vekili işten çıkarmaya disiplin kurulunca karar\n        verilir. Her halükârda tüm disiplin cezalarına karşı işçi\n        tarafından belediye başkanına itiraz edilebilir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"5\">47-İş Kanunun 25. Maddesinin II. Bendinde belirtilen\n        suçları işleyen işçiler disiplin kuruluna sevk edilir. Disiplin\n        Kurulunda görüşülerek karar verilir ve verilen karar\n      uygulanır.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbadate_end":45,"cbamemtrad":47,"trainingprogrammes":51,"contracttrial":55,"contracttrialperiod":58,"sicknesspay":62,"healthandsafetypolicy":66,"code_application":69,"protectiveclothing":73,"funeralpay":77,"paidpaternityleave":81,"paidmaternityleave":84,"pregnancy":88,"alternatives":92,"timeoff":96,"marriage":98,"deathrelatives":102,"eqpay":106,"discrimination":110,"sexualhar":114,"green_trigger":118,"WORKHOURS_trigger":120,"hourspweek_select":123,"PAIDLEAV_trigger":127,"TRADEUNLEAV_trigger":130,"lowwageperiod":133,"wageincreasetype2":137,"oncerise_detail":141,"oncerise2_detail":145,"ONCERISE3_trigger":149,"NOCTPREM_trigger":153,"shiftallowancetype":156,"OVERTIME_trigger":160,"overtimeallowancetype_general":163,"SUNDAY_trigger":167,"SENIOR_trigger":171},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.01.2025-31.12.2027",{"bindId":46,"name":44,"text":44},"cbadate_end",{"bindId":48,"name":49,"text":50},"cbamemtrad","HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET ","HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI)",{"bindId":52,"name":53,"text":54},"trainingprogrammes","MADDE-48. EĞİTİM Sendika, işçilerin ekon","MADDE-48. EĞİTİM\n\nSendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\n\nSendikanın düzenleyeceği kurs, seminer-, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\n\nİşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nimkân dahilinde işyerinin uygun yerlerinde spor tesisleri kurar.",{"bindId":56,"name":57,"text":57},"contracttrial","MADDE-18. DENEME SÜRESİ",{"bindId":59,"name":60,"text":61},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\n\nb)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabı tutulmazlar.",{"bindId":63,"name":64,"text":65},"sicknesspay","C-) HASTALIK YARDIMI A)Hastalık, iş kaza","C-) HASTALIK YARDIMI\n\nA)Hastalık, iş kazası, meslek hastalığı ve analık gibi nedeniyle iş\ngöremezliğe uğrayan işçiler istirahat belgelerini işverene derhal\nulaştırırlar. Sosyal Güvenlik Kurumu’nca ödenmeyen günlere ait\nücretleri çalışıyormuş gibi dikkate alınarak tam tahakkuk ettirilir ve o\nayki ücret bordosu ile birlikte ödenir.",{"bindId":67,"name":68,"text":68},"healthandsafetypolicy","İŞ SAĞLIĞI ve GÜVENLİĞİ ",{"bindId":70,"name":71,"text":72},"code_application","6331 sayılı İş Sağlığı Güvenliği Kanunu ","6331 sayılı İş Sağlığı Güvenliği Kanunu ve ikincil mevzuatı\ndoğrultusunda iş ve işlemler yapılır.",{"bindId":74,"name":75,"text":76},"protectiveclothing","b)Ağaç kesimlerinde, yeterli tedbir alın","b)Ağaç kesimlerinde, yeterli tedbir alınır. Park ve Bahçeler\nMüdürlüğü personeline ilaçlama yaptırıldığında koruyucu malzeme\nverilir.",{"bindId":78,"name":79,"text":80},"funeralpay","c)İşçinin ve eşinin anne ve babasının öl","c)İşçinin ve eşinin anne ve babasının ölümü halinde brüt 5.000,00\n(BEŞ BİN)-TL ölüm yardımı yapılır.",{"bindId":82,"name":83,"text":83},"paidpaternityleave","b)Eşi doğum yapan işçiye (10) gün,",{"bindId":85,"name":86,"text":87},"paidmaternityleave","l)İşyerinde çalışan hamile işçilere doğu","l)İşyerinde çalışan hamile işçilere doğum öncesi (8) hafta ve\ndoğum sonrası (8) hafta ücretli izin verilir, ancak doğumdan itibaren\nbaşlayacak 8 haftalık izin süresi içinde kalan günler için doktorca\nverilecek istirahatler, bu 8 haftalık izin süresine ilave edilmez. Çoğul\ngebelik halinde ise bu sürelere 2 hafta eklenir. Ancak sağlık durumu uygun\nolduğu takdirde doktorun onayı ile kadın işçi isterse doğumdan önceki\nüç haftaya kadar işyerinde çalışabilir. Bu durumda, kadın işçinin\nçalıştığı süreler doğum sonrası izin sürelerine eklenir. Hamilelik\nsüresince kadın işçiye periyodik kontroller için ücretli izin verilir.\nHamile Kadın işçi sağlığına uygun daha hafif işlerde\nçalıştırılır. Bu halde işçinin ücretinde bir indirim yapılamaz.\nİsteği halinde kadın işçiye 16 haftalık sürenin tamamlanmasından veya\nçoğul gebelik halinde 4 haftalık süreden sonra 2 aya kadar ücretsiz izin\nverilir. Bu süre yıllık ücretli izinin hesabında dikkate alınmaz.",{"bindId":89,"name":90,"text":91},"pregnancy","m)Doğum yapan kadın işçilere analık izni","m)Doğum yapan kadın işçilere analık izni bitiminden sonra ilk 6 ay\niçin günde (3) saat ikinci 6 ayında çocuklarını emzirmeleri için günde\n(1,5) saat süt izni verilir. Bu sürenin hangi saatler arasında ve kaça\nbölünerek kullanılacağını işçinin kendisi belirler. Bu izinler\nistenirse günlük topluca kullanılabilir. Bu süreler günlük ve haftalık\nçalışma süresinden sayılır.",{"bindId":93,"name":94,"text":95},"alternatives","k)Kadın işçilerden hamileliğini tespit e","k)Kadın işçilerden hamileliğini tespit eden doktor raporu ibrazı\ntarihinden itibaren hamileliği süresince hamileliklerini olumsuz olarak\netkilemeyecek şekilde branşlarına yakın başka bir işte\nçalıştırılır.",{"bindId":97,"name":86,"text":87},"timeoff",{"bindId":99,"name":100,"text":101},"marriage","a)Kendisinin veya çocuğunun Evlenmesi ha","a)Kendisinin veya çocuğunun Evlenmesi halinde işçilere yazılı isteği\nüzerine nikah ve düğün törenlerinden birinde (10) gün,",{"bindId":103,"name":104,"text":105},"deathrelatives","c)Eşinin çocuğunun kendisinin veya eşini","c)Eşinin çocuğunun kendisinin veya eşinin ana, baba ve kardeşlerinin\nölümü hallerinde (7) gün izin verilir. Cenazelerin il sınırları\ndışına götürülmesi veya il sınırları dışında ölmesi halinde gidiş\ndönüş yol izni olarak (2)’şer gün ilave edilebilir. İşçinin ölümü\nhalinde, o işyerinde çalışan yeteri kadar işçiye, cenaze törenine\nkatılmak üzere izin verilir.",{"bindId":107,"name":108,"text":109},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkeklerde dahil herkes için eşit iş\neşit ücret verilmesi,",{"bindId":111,"name":112,"text":113},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştın İması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, işyerinde her türlü ayrımcılık ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":115,"name":116,"text":117},"sexualhar","Herkesin her türlü şiddet ve tacizden ar","Herkesin her türlü şiddet ve tacizden arınmış çalışma hakkına\nsahip olduğunu kabul etmek,\n\nŞiddet ve tacizi önlemek için karşılıklı saygı ve insan onuruna\ndayanan bir çalışma kültürünü sağlamak,\n\nİşyerinde her türlü şiddet ve tacizin önlenmesinde sıfır tolerans\nbakışı ile çalışma ortamının düzenlenmesinde sorumluluk almak, doğru\neylem ve davranışları teşvik etmek, işyeri politikalarının\nhazırlanmasını sağlamak.",{"bindId":119,"name":112,"text":113},"green_trigger",{"bindId":121,"name":122,"text":122},"WORKHOURS_trigger","MADDE-21. NORMAL ÇALIŞMA SÜRESİ",{"bindId":124,"name":125,"text":126},"hourspweek_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süreler aşılmamak ve günlük\nçalışma süresinin ortalama bir zamanında bir saatten az olmamak üzere ara\ndinlenmesi verilmek şartıyla çalışma saatleri işin icabına göre\nişverence tanzim edilir. Normal çalışma yapılan işyerleri için Cumartesi\n5 saat çalışma olmak şartıyla kalan saatler ve Pazar günü hafta\ntatilidir.",{"bindId":128,"name":129,"text":129},"PAIDLEAV_trigger","Hizmeti 1-5 yıl olanlara 20 işgünü,",{"bindId":131,"name":132,"text":132},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":134,"name":135,"text":136},"lowwageperiod","A)Taban Ücret; Sendika üyesi işçilerden,","A)Taban Ücret;\n\nSendika üyesi işçilerden, 31.12.2024 tarihindeki günlük taban yevmiyesi\n1.500,00-TL’nin altında olan işçilerin günlük taban yevmiyeleri\n01.01.2025 tarihinden itibaren 1.500,00 TL’ye yükseltilmiştir.",{"bindId":138,"name":139,"text":140},"wageincreasetype2","C)Ücret Zammı: A ve B bendi uygulandıkta","C)Ücret Zammı:\n\nA ve B bendi uygulandıktan sonra;\n\n\n\n \n\nBİRİNCİ YIL İKİNCİ ALTI AY ÜCRET ZAMMI (01.07.2025-31.12.2025)\n\nSendika üyesi işçilerin 01.07.2025 talihindeki günlük ücretlerine;\n01.07.2025 tarihinden itibaren 2025 yılı Temmuz ayında Devlet Memurları\niçin açıklanan yüzdelik zam, enflasyon farkı oranında ücret zammı\nuygulanır.",{"bindId":142,"name":143,"text":144},"oncerise_detail","A- İşveren, Hizmet-İş Sendikası ve üye o","A- İşveren, Hizmet-İş Sendikası ve üye olmayıp dayanışma aidatını\nödemeyi kabul eden tüm işçilere aylık ücret esas olmak üzere; 6772\nsayılı yasa gereğince yılda brüt 52 günlük ikramiye öder. Bu ilave\ntediyelerin ödemeleri, Cumhurbaşkanlığı Kararında açıklanan tarihlerde\nyapılır.",{"bindId":146,"name":147,"text":148},"oncerise2_detail","B- İşveren, Hizmet-İş Sendikası üyesi iş","B- İşveren, Hizmet-İş Sendikası üyesi işçilere ve üye olmayıp\ndayanışma aidatını ödemeyi kabul eden tüm işçilere aylık ücret esas\nolmak üzere; Toplu sözleşme süresince her yılın 25 MART tarihinde brüt\n30 günlük ve 25 TEMMUZ tarihinde brüt 30 günlük olmak üzere toplam brüt\n60 günlük ikramiye ödemesinde bulunur.",{"bindId":150,"name":151,"text":152},"ONCERISE3_trigger","C- İşveren, Hizmet iş Sendikası üyesi ve","C- İşveren, Hizmet iş Sendikası üyesi ve üye olmayıp dayanışma\naidatını ödemeyi kabul eden tüm işçilere aylık ücret esas olmak üzere;\nHizmet süresine bakılmaksızın tüm işçilere brüt 20 günlük tutarında\nhizmet özendirme pirimi toplu iş sözleşmesi süresince her yılın 20\nEYLÜL tarihinde özendirme pirimi ödemeyi kabul eder.",{"bindId":154,"name":155,"text":155},"NOCTPREM_trigger","MADDE-38. GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":157,"name":158,"text":159},"shiftallowancetype","Saat 20.00-06.00 arasında yapılan çalışm","Saat 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri, yevmiyelerinin üzerine\n%30 zamlı olarak ödenir.",{"bindId":161,"name":162,"text":162},"OVERTIME_trigger","MADDE-37. FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":164,"name":165,"text":166},"overtimeallowancetype_general","Hafta tatili ile ulusal bayram ve genel ","Hafta tatili ile ulusal bayram ve genel tatil günlerinde yapılan 8 saatlik\nçalışmalar hariç, haftalık 45 saatin üzerinde yapılan çalışmalar\nfazla çalışmadır. Fazla çalışmalar, başkanlık oluru ile işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla çalışma için\nödenecek ücret, normal çalışma ücretinin %75 fazlasıdır.",{"bindId":168,"name":169,"text":170},"SUNDAY_trigger","MADDE-39. TATİLLERDE ÇALIŞMA ve ÜCRETİ D","MADDE-39. TATİLLERDE ÇALIŞMA ve ÜCRETİ\n\nDini ve Milli Bayram, Genel tatil ve hafta tatillerinde işçilerin\ndinlendirilmesi esastır. Hafta tatili Pazar günüdür. Ancak, Başkanlık\nmakam onayı alınarak ulusal bayram, genel tatil ve hafta tatili günü ve bu\ngünlerin öncesinde ve sonrasında Cumhurbaşkanlığı tarafından idari izin\nilan edilen günlerde çalıştırılacak işçilere, çalıştırıldıkları\nher bir gün için kendi yevmiyelerine ilaveten 2 yevmiye olmak üzere toplanı\n3 yevmiye ödenir. ",{"bindId":172,"name":173,"text":174},"SENIOR_trigger","MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ","MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ\n\n1) Kıdem Tazminatı; ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ANTAKYA BELEDİYESİ ve HİZMET-İŞ 01.01.2025-31.12.2027 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2027-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Diĝer\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                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 2 days\n            \u003C\u002Fdiv>\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 5000.0\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: → Hayır\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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 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: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\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: → 60 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1500.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → -9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n          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