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TÜM TAŞIMA İŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018","ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. TÜM TAŞIMA İŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018 - 2018","Turkey - ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. TÜM TAŞIMA İŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018 - 2018","ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. TÜM TAŞIMA İŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018 - 2018 - Transport, logistics, communication",{"name":39,"data":40},"ARAS KARGO 1. DÖNEM TOPLU İŞ SÖZLEŞMESİ İMZALANMIŞ OLAN_01.03.2019.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. TÜM TAŞIMA\nİŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018\u003C\u002Fh1>\n\n\u003Cp>1. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>GENEL HÜKÜMLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 1 - TARAFLAR VE TANIMLAR\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları ARAS KARGO YURT İÇİ YURT DIŞI\nTAŞIMACILIK A.Ş. ile Tüm Taşıma İşçileri Sendikası (\"TÜMTİS\")\ndır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin metni içinde (büyük harfle yazılıp\nyazılmamalarının önemi olmaksızın);\u003C\u002Fp>\n\n\u003Cp>a) Bu sözleşmede taraf olan TÜM TAŞIMA İŞÇİLERİ SENDİKASI\n(\"SENDİKA\")\u003C\u002Fp>\n\n\u003Cp>b) ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. (\"İŞVEREN\" \u002F\n\"İşletme\")\u003C\u002Fp>\n\n\u003Cp>c) Merkezi \"Rüzgarlıbahçe Mahallesi, Yavuzsultanselim Caddesi, No:2 Aras\nPlaza Kavacık-Beykoz-Istanbul\" adresinde bulunan İŞVEREN'e bağlı\nişyerleri ile kanun çerçevesinde işin niteliği ve yürütümü\nbakımından işyerine bağlı yerler ve dinlenme, çocuk emzirme, yemek, uyku,\nyıkanma, muayene, bakım, bedeni veya mesleki eğitim yerleri, avlu gibi sair\neklentiler ve araçlar (\"İŞYERİ\")\u003C\u002Fp>\n\n\u003Cp>d) İşyerinin bütünün ve\u002Fveya bir bölümünün sevk ve idaresinde\nŞirket Yönetim Kurulu Kararıyla belirlenerek işveren adına hareket eden\nkimse (\"İŞVEREN VEKİLİ\")\u003C\u002Fp>\n\n\u003Cp>e) İşyerinde çalışan ve TÜMTİS üyesi işçiler (\"ÜYE\")\u003C\u002Fp>\n\n\u003Cp>f) Bu sözleşmede taraf olan TÜM TAŞIMA İŞÇİLERİ SENDİKASI ile ARAS\nKARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. (münferiden \"TARAF\" birlikte\n\"TARAFLAR\")\u003C\u002Fp>\n\n\u003Cp>g) Bu toplu iş sözleşmesi (\"SÖZLEŞME\" \u002F \"Toplu İş Sözleşmesi\"\u002F\n\"TİS\") Olarak adlandırılmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 2 - SÖZLESMENİN KAPSAMI VE YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>a - Yer itibariyle kapsam:\u003C\u002Fp>\n\n\u003Cp>İşbu Sözleşme'nin Taraflar başlıklı birinci maddesinde belirtilen,\nmerkezi Rüzgarlıbahçe Mahallesi, Yavuzsultanselim Caddesi, No:2 Aras Plaza\nKavacık-Beykoz-İSTANBUL adresinde bulunan ARAS KARGO YURT İÇİ YURT DIŞI\nTAŞIMACILIK A.Ş. ye bağlı merkez işyeri, İstanbul ve diğer il ve\nilçelerdeki transfer merkezleri, bölge müdürlükleri ve şubeler ile\neklentileri ve sözleşme süresi içerisinde kurulacak olan; yönetsel,\nekonomik, teknik ve hukuksal yönden işverene bağlı transfer merkezi, bölge\nmüdürlüğü ve şube vd. işyerleri ile bunların eklenti ve araçları ve\nişin görüldüğü her yer (toplama -transfer merkezi- teslimat hattına\ndahil olan şehir içi ve şehirlerarası karayolları, araç park alanları,\nşehir içi toplama ve dağıtım noktaları, yapılan işlerde kullanılan\naltyapı, araç, cihaz, donanımın tamir, bakım ve denetim işlerinin\nyapıldığı alanlar, hizmetin doğrudan müşterinin işyerinde verilmesi\nhalinde müşteriye ait mekanlar ile bağlı işyerleri) kapsama dahildir.\nAyrıca, bağlı iş yerleri ile kanun çerçevesinde işin niteliği ve\nyürütümü bakımından işyerine bağlı yerler ve dinlenme, çocuk emzirme,\nyemek, uyku, yıkanma, muayene, bakım, bedeni ve mesleki eğitim yerleri, avlu\ngibi sair eklentiler ve araçları bu kapsama dahildir.\u003C\u002Fp>\n\n\u003Cp>b - Şahıs itibarı ile Kapsam:\u003C\u002Fp>\n\n\u003Cp>Bu sözleşme yukarıda belirtilen işyeri ve eklentilerinde çalışan\nsendika üyesi işçileri kapsar. Ancak genel müdür, genel müdür\nyardımcıları, başkanlar, direktörler, müdürler, müdür yardımcıları,\nkıdemli uzmanlar, uzmanlar, uzman yardımcıları, avukat, yönetici, genel\nmüdürlük ve müşteri hizmetleri takım liderleri, genel müdürlük ve\nmüşteri hizmetleri sorumluları, asistanlar, makam şoförleri, sürücü,\nhizmetli, hukuk, operasyon, satış-pazarlama, insan kaynakları, mali işler,\nbilgi teknolojileri, denetim, müşteri ilişkileri, satın alma, tazmin, idari\nişler departmanı çalışanlarının tümü,\u003C\u002Fp>\n\n\u003Cp>Bölge müdürlüklerinde görev yapan müdürler, müdür yardımcıları,\nuzmanlar, uzman yardımcıları, yöneticiler, Bölge Müdürlüklerinde görev\nyapan hizmetliler, operasyon, satış, mali işler, insan kaynakları, idari\nişler, bilgi teknolojileri, ilk adım okulları departmanında\nçalışanların tümü,\u003C\u002Fp>\n\n\u003Cp>Transfer merkezinde görev yapan müdürler, müdür yardımcıları, uzman,\nuzman yardımcıları, doktorlar, takım liderleri (ayrıştırma ve yükleme\ntakım liderleri, kademe takım liderleri, operasyon takım liderleri,\nsürücü takım lideri, vardiya amirleri (operasyon vardiya amirleri), sorter\nteknik şefleri, teknisyenler (sorter teknisyenleri, sorter yazılım\nteknisyenleri), uçak operasyon yöneticileri ve operasyon, mali işler, insan\nkaynakları, idari işler, bilgi teknolojileri, arşiv departmanları\nçalışanlarının tümü,\u003C\u002Fp>\n\n\u003Cp>Şubede görev yapan, şube müdürleri ve\u002Fveya bu sayılan unvanlara denk\nrol ve sorumluluğu olan tüm çalışanlar kapsam dışıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3 - SÖZLEŞMEDEN YARARLANMA\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi'nden işyerinde çalışan sendika üyesi\nişçiler yararlanır. Sendikaya üye olan işçiler, üye olduktan sonra\nsendika tarafından 15 gün içerisinde yazılı olarak işverene bildirilir.\nBu işçilerden:\u003C\u002Fp>\n\n\u003Cp>1- Sözleşmenin imzalanması tarihinde sendikaya üye bulunanlar (üye\nkayıt formlarının suretinin Sendika tarafından işveren'e bildirilmesi\nkaydıyla) sözleşmenin yürürlük tarihinden, imza tarihinden sonra üye\nolanlar ise üyeliklerin işverene tebliği tarihinden itibaren toplu iş\nsözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>2 - Sözleşmenin imzalanmasından sonra işe girenler, sendikanın üye\nkayıt formlarını işverene bildirdiği tarihten itibaren sözleşmeden\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>3 - Üye olmayan işçiler hiçbir surette geriye dönük toplu iş\nsözleşmesi farklarından yararlanamazlar.\u003C\u002Fp>\n\n\u003Cp>4 - Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında\niş sözleşmesi sona eren sendika üyesi işçiler, iş sözleşmelerinin sona\nerdiği tarihe kadar toplu iş sözleşmesinden yararlanırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - SÖZLEŞMENİN AMACI\u003C\u002Fh2>\n\n\u003Cp>Bu Sözleşme'nin amacı, işçilerin çalışma koşullarını, ekonomik ve\nsosyal durumlarını düzenlemek, iş yerlerinde düzenli ve verimli\nçalışmayı, hizmetin sürdürülebilirliğini sağlamak ve kalitesini\nartırmak, işverenin ve işçilerin hak ve menfaatlerini dengelemek,\nkarşılıklı iyi niyet ve güvenle iş barışını tesis etmek, taraflar\narasında doğabilecek farklılıkları uzlaştırıcı yollarla\nçözmektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 - SÖZLEŞMENIN UYGULANMASI\u003C\u002Fh2>\n\n\u003Cp>Sözleşme'nin hükümleri Sözleşmede belirlenmiş olan genel amaca\naykırı yorumlanamaz. Sözleşme gerek maddelerin açık anlamları ve gerekse\nözüyle bir bütündür. Bölüm ve madde başlıkları maddenin anlamlarını\ntanımlar. Sözleşmenin yorumunda \"işçi lehine yorum\" ilkesi uygulanır.\u003C\u002Fp>\n\n\u003Cp>Taraflar, Sözleşmenin uygulanmasından doğan anlaşmazlıklar sendika\ngenel merkez yöneticileri ve İşveren yetkilileri arasında görüşülerek\nçözüme kavuştururlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6 - SÖZLEŞMENİN BİREYSEL İŞ SÖZLEŞMELERİNE ETKİSİ\u003C\u002Fh2>\n\n\u003Cp>Bireysel iş sözleşmelerinde işbu sözleşmeye aykırı hükümlerin yer\nalması halinde, bu hükümlerin yerini toplu iş sözleşmesindeki hükümler\nalır. Ancak işçilere gerek bireysel iş sözleşmeleri gerekse mevzuat ve\nmevcut çalışma şartları ile sağlanan müktesep hakları saklıdır.\nŞöyle ki; bu Sözleşmenin yürürlük tarihinden önce işyerinde\nsüreklilik gösterecek biçimde uygulanmış olan ve işbu Sözleşmede\nbulunmayan hak ve menfaatler sendika üyesi olan veya olmayan ayrımı\nyapılmaksızın aynı şekil ve oranlarda uygulanmaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>Her ne surette olursa olsun sona eren bu Sözleşmenin hükümleri, yenisi\nyürürlüğe girinceye kadar devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7 – SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren tarafından işbu Toplu İş Sözleşmesinin uygulandığı\nişyerlerinde çalışan kapsam içi sendika üyesi olmayan işçilere Toplu\nİş Sözleşmesi ile sağlanan hak ve yararlarla aynı oranda veya üstünde\nhak ve yarar sağlanamaz, her ne surette olursa olsun tüm kesintilerden sonra,\nkapsam içi sendika üyesi olmayan işçilerin ücretleri sendika üyesi\nişçilerden fazla olamaz. TİS’in imzalanmasından sonra kapsam içi sendika\nüyesi olmayan işçilere fazladan sağlanan hak ve yararlar, o işyerinde\nçalışan sendika üyesi tüm işçilere ilave olarak verilir. Kapsam içi\nSendika üyesi olan işçiler arasında Toplu İş Sözleşmesi dışında\nayrıca bir hak ve yarar sağlanarak farklı bir uygulama yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8 - TARAFLARIN TEMSİLİ\u003C\u002Fh2>\n\n\u003Cp>a) Sendikanın Temsili:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasında Sendikayı, Sendikanın yetkili yöneticileri\nveya yetki vereceği kişiler, işyerinde ise kanun ve bu sözleşmede\ngösterilen esaslar içinde işyeri sendika temsilcileri ve yöneticileri\ntemsil ederler.\u003C\u002Fp>\n\n\u003Cp>b) İşverenin Temsili:\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin uygulanmasında İşvereni; mevzuat ve bu sözleşmede\ngösterilen esaslar çerçevesinde Şirket Yönetim Kurulu Kararı tarafından\nbelirlenmiş işveren vekilleri veya yetkilendirilmiş kişiler temsil\nederler.\u003C\u002Fp>\n\n\u003Cp>2. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>SENDİKAL ÇALIŞMA VE GÜVENCELER\u003C\u002Fp>\n\n\u003Ch2>MADDE 9 - HAK VE YÜKÜMLÜLÜKLER\u003C\u002Fh2>\n\n\u003Cp>1 - TÜMTİS Sendikası, işyerinde işçilerin tek temsilcisidir.\u003C\u002Fp>\n\n\u003Cp>2 - İşveren, sendikal çalışmalar konusunda Sendika yöneticilerine ve\ntemsilcilerine her türlü kolaylığı gösterir.\u003C\u002Fp>\n\n\u003Cp>3 - Sendika yöneticileri ve işyeri temsilcileri, sendikayı veya işçiyi\nilgilendiren konularda, gerektiğinde işveren veya işveren vekili ile\nrandevulaşarak görüşürler. Bu görüşmeler, ihtiyacın gereğine göre,\nçalışma saatlerinin içinde veya dışında olabilir.\u003C\u002Fp>\n\n\u003Cp>4 - Sendika yöneticileri gerekli gördüğü takdirde; işverene haber\nvermek kaydıyla işyerinin işverence tahsis edilen salon ve\u002Fveya başkaca bir\nyerinde üyeleri ile toplantı yapabilir. Toplantıların yemek ve ara dinlenme\nsüreleri içerisinde gerçekleştirilmesi ve yemek\u002Fara dinlenme sürelerini\naşmaması suretiyle işyerinde yürütülen iş\u002Fhizmet sunumunda herhangi bir\naksamaya sebebiyet vermemesine dikkat edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10 – SENDİKA TEMSİLCİ ODASI –SENDİKA İLAN TAHTASI\u003C\u002Fh2>\n\n\u003Cp>a) Temsilcilik Odası:\u003C\u002Fp>\n\n\u003Cp>İşveren İşyeri Sendika temsilcilerinin belge ve kayıtlarını\nsaklayabilmesi ve İşverenle ilişkili sendikal çalışmalarını\nsürdürebilmesi amacıyla işverenin müşteri tesislerindeki çalışma\nalanları dışında aşağıda sayılan ve koşulları belirtilen transfer\nmerkezlerinde Sendika yöneticileri ile İşverenin görüşerek birlikte tayin\nedeceği ihtiyaca elverişli uygun bir temsilcilik odası tahsis eder ve\nyeterli araç gereçle (masa, sandalye, telefon, kırtasiye) donatır.:\u003C\u002Fp>\n\n\u003Cp>i. Adana, Afyon, Gaziantep, Hadımköy, Merzifon ve Van Transfer\nMerkezlerinde Toplu İş Sözleşmesi’nin imzalandığı tarihten itibaren 1\nay içinde\u003C\u002Fp>\n\n\u003Cp>ii. Aksaray, Ankara, Antalya, Boğaziçi, Ege, Erzurum, İkitelli, Kayseri,\nMalatya, Marmara, Orhanlı, Sivas ve Trabzon Transfer Merkezlerinde gerekli\ntadilatı takiben en kısa sürede\u003C\u002Fp>\n\n\u003Cp>iii. Balıkesir, Bursa, Denizli, Diyarbakır, Eskişehir, Konya, Mersin,\nSamsun Transfer Merkezlerinde; uygun yeni bir gayrimenkule taşınması halinde\nen kısa sürede,\u003C\u002Fp>\n\n\u003Cp>iv. Kocaeli ve Düzce Transfer Merkezlerinde uygun yer olması halinde\u003C\u002Fp>\n\n\u003Cp>b) İlan Tahtası:\u003C\u002Fp>\n\n\u003Cp>Sendikanın, üyelerine duyurulmasını gerekli gördüğü tebliğ ve\nbültenler için genel müdürlük ve şubeler dışında yukarıda sayılı\ntransfer merkezilerinde, işçilerin görebileceği uygun yerlerde işverence\nsağlanan camlı ve kilitli ilan tahtası bulundurulur. Kilidin anahtarı\nsendika temsilcisinde bulunur. Duyuru tahtasına asılacak yazıların altı\nsendika yetkililerince mühürlenir ve imzalanır. Sendika yetkililerince\nmühürlü ve imzalı olmayan duyuru tebliğ, bülten veya buna benzer belgeler\nilan tahtasına asılamaz. Bu durumda, asılan her türlü ilanın sorumluluğu\nsendikaya aittir. Sendika, öncelikle çalışma saatleri dışında\ndüzenlemeye gayret göstermek kaydıyla veya işverenin izni ile iş saatleri\niçinde eğitim semineri, kurs, konferans vb. çalışmalar için işyerinin\nsalon, araç ve gereçlerinden, işverenin önceden onayını almak koşuluyla\nücretsiz yararlanır. İşveren salon ve malzemelerin, ihtiyacı\nkarşılayacak düzeyde olmasına özen gösterir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İŞYERİ SENDİKA TEMSİLCİLERİ VE GÖREVLERI\u003C\u002Fh2>\n\n\u003Cp>Sendika 6356 sayılı Sendikalar Ve Toplu İş Sözleşmesi Kanunu'nun\n27.maddesinde belirtilen nispetler dâhilinde işyerlerinde temsilci tayini\nyapar. Sözleşmenin uygulanmasını izlemek, işçi ile işveren arasındaki\ndiyaloğu koruyarak doğabilecek uyuşmazlık ve şikâyetleri o birim veya\nişyerindeki en yetkili işveren vekili\u002Ftemsilcisi ile çözümlemeye\nçalışmak ve yasalarla Sözleşmenin kendilerine yüklediği diğer\ngörevleri yapmak üzere, Sendika tarafından, işletmeye bağlı işyerlerinde\nçalışan üyeleri arasından; her işyerinde yeterli sayıda işçi, Sendika\ntemsilcisi atanır. Sendika temsilcilerinin isimleri işverene yazılı olarak\nbildirilir. Sendika işyeri temsilcileri; temsilcilik görevini bahane ederek\nişyerindeki görevlerini aksatamazlar. İşyeri sendika temsilcilerinde\nyapılacak değişiklikleri Sendika yazılı olarak işverene tebliğ\nedecektir.\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcileri 6356 sayılı Sendikalar ve Toplu iş Sözleşmesi\nKanunu'na göre kanuni temsilcilik hakkını haiz olup temsilcilerin görev ve\nyetkileri şunlardır:\u003C\u002Fp>\n\n\u003Cp>Temsilcinin sorumlu olduğu işyeri ile sınırlı olmak kaydıyla mühim ve\nacil vakıaların halli hususunda kendi vardiyası ve postası dışındaki\nsaatlerde o andaki işyeri yetkilisiyle mutabakata varmak şartıyla işyerine\ngelmek ve konu ile ilgilenme yetkisi vardır.\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin uygulanmasından kaynaklı herhangi bir\nihtilafın ve\u002Fveya işyerindeki genel çalışma düzen\u002Fdisiplinini\nilgilendiren bir vakıanın ortaya çıkması halinde sendika temsilcisi veya\nyokluğunda en yakın temsilcinin çalışma saatleri içinde konu ile\nilgilenme yetkisi vardır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12 - SENDIKAL İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>a - Temsilci izinleri:\u003C\u002Fp>\n\n\u003Cp>Sendika temsilcilerine görevlerini yerine getirebilmeleri için; ayda 1\ngün veya haftada 2 saat izin verilir. Temsilciler bu izin sürelerini\nişyerinde bulunarak geçirebileceği gibi sendika şubesinde de\ngeçirebilirler. İzinlerden dolayı ücretlerinden ve diğer hak ve\nmenfaatlerinden (yemek ücretlerinden) kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>b - Sendika yöneticilerinin izinleri:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) Yönetim Kurulu toplantılarına katılabilmek için sendika yönetim\nkurulu üyelerine ayda 1 gün izin verilir.\u003C\u002Fp>\n\n\u003Cp>2) Sendika merkez denetim ve disiplin kurulu üyeleri ya da sendika şubesi\ndenetim ve disiplin kurulu üyeleri de toplantılarının yapılacağı gün\nizinli sayılırlar.\u003C\u002Fp>\n\n\u003Cp>3) Konfederasyon ve sendika genel merkez kurullarına katılacak delegelere\n4 işgünü izin verilir.\u003C\u002Fp>\n\n\u003Cp>4) Şube Genel kurullarına katılacak delegelere 1 işgünü sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izin süresinden indirilemez ve bu izinler nedeniyle\nişçilerin ücret ve yemek ücreti ile sosyal haklarından hiçbir kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşyeri Temsilcileri, sendika yönetim kurulu üyeleri, her türlü sendika\nyöneticisi işçi, bu madde çerçevesindeki izinlerini iznin kullanılacağı\ntarihten 2 işgünü önce işverene bildirir ve iş programını aksatmamak\nkaydıyla kullanabilir. Sendikanın işverene bildireceği acil hallerde 2\nişgünü önceden bildirim şartı aranmayacaktır. Genel Kurullara katılım\namacıyla alınacak izinler, Sendika Genel Kurul tarihinden 5 işgünü\nöncesinde İşverene yazılı olarak bildirilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13 - EĞİTİM İZİNLERİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>7 işgünü öncesinden işvereni yazılı olarak bilgilendirmek kaydıyla\ntemel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan genel\neğitime ilişkin olarak sendikaca hazırlanan programların uygulanması\nbakımından; Sendikanın düzenleyeceği seminer, kurs ve konferanslar için\nsendika üyelerine, sendikanın yazılı talebi üzerine, her bir işyerinden\nçalışanların en fazla % 5'i kadar işçiye ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu izinlerin kullanımında işyerindeki çalışmaların herhangi bir\naksamaya mahal vermeksizin yürütülmesi esastır. Taraflar, bu amaç\nçerçevesinde konuyla ilgili mutabakatı sağlamaya gayret ederler.\u003C\u002Fp>\n\n\u003Cp>Bu izinler yıllık izin sürelerinden indirilemez ve bu günler için\nişçilerin ücret, yemek ve sosyal haklarından kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14 - SENDİKA VE KONFEDERASYON YÖNETİCİLİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>Sendikada yönetici olduğu için çalıştığı işyerinden ayrılan\nişçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>Iş sözleşmesi askıya alınan yönetici; seçime girmemek, yeniden\nseçilmemek veya kendi isteği ile çekilmek suretiyle görevinin sona ermesi\nhalinde, sona erme tarihinden itibaren bir ay içinde ayrıldığı işyerinde\nişe başlatılmak üzere işverene başvurabilir. İşveren, talep tarihinden\nitibaren bir ay içinde bu kişileri o andaki şartlarla eski işlerine veya\neski işlerine uygun bir diğer işe başlatmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda gösterilen haklardan Sendika şube yönetim kurulu üyeleri ile\nbaşkanları da yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15 - SENDİKA TEMSİLCİLERİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini İş\nKanunu'nun 25 \u002FIl maddesinde sayılan haklı bir neden olmadıkça ve nedenini\nyazılı olarak açık ve kesin bir şekilde belirtmedikçe feshedemez.\nİşveren bu hakkı kötüye kullanamaz. Fesih bildiriminin tebliği tarihinden\nitibaren bir ay içinde, temsilci veya üyesi bulunduğu sendika dava\naçabilir. Dava sonucunda temsilcinin işe iadesine karar verilirse fesih\ngeçersiz sayılarak temsilcilik süresini aşmamak kaydıyla fesih tarihi ile\nkararın kesinleşme tarihi arasındaki ücret ve diğer hakları ödenir.\nKararın kesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhalinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma halinde de uygulanır. İşveren, yazılı rızası\nolmadıkça işyeri sendika temsilcisinin işyerini değiştiremez veya işinde\nesaslı tarzda değişiklik yapamaz. Aksi halde değişiklik geçersiz\nsayılır. Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16 - SENDİKA ÜYELİĞİNİN GÜVENCESİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin Sendikadan ayrılmaları ve başka Sendikaya girmeleri yolunda\nişveren veya vekilleri tarafından hiçbir baskı, telkin ve tavsiyede\nbulunulamaz. Disiplin Kurulu kararı olmaksızın Sendika üyesi işçinin iş\nsözleşmesi feshedilemez. Disiplin Kurulu kararı olmaksızın işten\nçıkarılan Sendika üyesi işçiye 12 aylık brüt ücreti tutarında\ntazminat ödenir ve sendika özgürlüğünün güvencesi konusunda 6356\nsayılı Sendikalar ve Toplu iş Sözleşmesi Kanunu'nun 25. maddesindeki\ndiğer tüm hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, Sendikaya üye olan işçilerle sendika üyesi olmayan işçiler\narasında, işin sevk ve dağıtımında, işçinin mesleki ilerlemesine\nilişkin uygulamalarında sendika üyesi işçiler aleyhine herhangi bir ayrım\nyapamaz. İşçiler, iş saatleri dışında veya işverenin izni ile iş\nsaatleri içinde, sendika veya konfederasyonlarının faaliyetlerine\nkatılmalarından dolayı işten çıkarılamaz veya herhangi bir nedenle\nfarklı muameleye tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17 - SENDİKAL ÖDENTİLER\u003C\u002Fh2>\n\n\u003Cp>İşveren, 2019 Ocak ayı itibariyle işçinin bir aylık çıplak net\nücretinin otuzda birine karşılık gelen tutarındaki üyelik aidatını\nüyelerin ücretlerinden keserek Sendikanın göstereceği banka hesabına\nyatırır. Dayanışma aidatı da aynı oranda kesilerek Sendikanın\ngöstereceği banka hesabına yatırılır. Bu işlemin aksamadan\nyürütülmesi bakımından;\u003C\u002Fp>\n\n\u003Cp>1 - Sendika, her ayın 25'ine kadar üyelik aidatı ödeyecek işçilerin\nlistesini (güncel üye listesinin sureti Sendika tarafından İşverene\nsunulmak suretiyle) işverene yazılı olarak bildirir. Bu bildirimin\nyapılmaması halinde önceki liste geçerli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2 - İşveren, bu listeye uygun olarak, takip eden ayın ücretlerinden\ngerekli kesintileri yapar ve en geç tahakkuk tarihini takip eden 15 gün\niçinde sendikanın banka hesabına yatırır. İşveren, ödeme tarihinde\nkesinti yapılan işçileri ve kesinti miktarlarını gösterir onaylı bir\nlisteyi sendikanın genel merkezine gönderir. Bu listenin gönderilmemesi ve\neksik kesinti yapılmasının sorumluluğu işverene aittir. İşveren, bu\nişlemler için Sendikadan herhangi bir ücret veya masraf talep edemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 18 - İŞTEN AYRILAN SENDİKAYA ÜYE İSCİLERİN LİSTESİNİN\nVERİLMESİ\u003C\u002Fh2>\n\n\u003Cp>İşveren, herhangi bir nedenle işten ayrılan ve işe yeni alınan\nişçilerin onaylı isim listelerini en geç ilgili ayın sonunda, Sendikanın\nistemine gerek olmaksızın düzenli olarak sendikaya gönderir.\u003C\u002Fp>\n\n\u003Cp>3. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÇALIŞMA ESASLARI\u003C\u002Fp>\n\n\u003Ch2>MADDE 19 - ÇALIŞMA SİSTEMİ\u003C\u002Fh2>\n\n\u003Cp>İşin sevk ve idaresi işverene aittir. İşveren, işçinin iş tanımı\ndâhilindeki görevlerini yerine getirip getirmediğini denetleme hakkına\nsahiptir. Sevk, idare ve denetleme sırasında işveren veya İşveren vekili\nişçiye karşı baskıcı, yıldırıcı, taciz edici, haysiyet kırıcı söz\nsöyleyemez, fiziksel saldırı teşkil eden herhangi bir eylemde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren iş sürelerinin süreklilik arz edecek şekilde düzenlenmesinde\nişyerinin ve çevrenin gereklerini göz önünde bulundurarak yapacağı\ndeğişiklikleri 2 gün önce üyelere ve sendikaya duyurur. Ancak işveren\nhaiz olduğu işbu yönetim hakkını Toplu iş Sözleşmesiyle üyelere\ntanınmış olan hak ve çıkarları bozacak ve\u002Fveya ortadan kaldıracak\nşekilde kullanamaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler, gerektiği takdirde işyeri içinde unvanı ve niteliği benzer\nveya biri birine yakın başka işlerde veya yerlerde mesleklerine uygun\nolarak, ücret ve sosyal haklarında indirim ve iş koşullarında\nağırlaştırma yapılmamak, 1 gün önceden haber verilmek kaydıyla geçici\nveya sürekli olarak işveren tarafından görevlendirilebilir. İşçi,\nrızası dışında tanımı yapılan ve yazılı olarak kendisine verilen rol\nprofiline uygun işler dışında başka işlerde çalışmaya zorlanamaz.\u003C\u002Fp>\n\n\u003Cp>İşçilerin görülen işin niteliğinde benzerlik olmak kaydıyla\nyukarıdaki koşullarda belediye hudutları içinde başka bir işyerine\ngörevlendirilmeleri mümkündür. İstanbul’da Anadolu ve Avrupa yakaları\narasındaki işyeri değişikliklerine ilişkin görevlendirmeler işçinin\nyazılı muvafakatinin alınması halinde uygulanır. Ancak işin doğası\ngereği acil durum vb. hallerde işveren görevlendirilmesinde (Sadece\nAnadolu-Avrupa yakası değişiklikleri) yazılı muvafakat aranmaz.\u003C\u002Fp>\n\n\u003Cp>İşçilerin aynı İşverene bağlı Büyükşehir belediye hudutları\ndışındaki işyerlerine sürekli olarak nakil edilmeleri yazılı rızaya\nbağlıdır. İhtiyaç duyulması halinde işverene ait diğer işyerlerinde\ngörevlendirilen işçilerin geçici görevlendirme süreleri bir takvim\nyıllık süre için 3 aydan fazla olamaz. İşyeri taşınması veya nakil\nhalinde işverenin isteği ile ev taşımak zorunda kalan işçinin nakliye\nmasrafları işveren tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>İş ve işyeri değişikliği çalışanları cezalandırmak amacıyla\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>İşçinin işin ifasında iyi niyet kurallarına uygun davranması\nesastır. İşçinin kendi kusuru ve ihmali bulunmaksızın işin ifası\ngereği zorunlu nedenlerle park ihlali yapması halinde alacağı park\ncezaları, ceza makbuzunun işçi tarafından gösterilmesi koşuluyla işveren\ntarafından ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20 - İŞE ALMA ÖNCELİKLERİ\u003C\u002Fh2>\n\n\u003Cp>İşverence yeni işçi alımına gerek duyulması halinde bu konudaki yasa\nve Sözleşme hükümlerine uyulması kaydı ile şube kapanması vb. sebeple\nişten çıkarılanlar öncelikli olarak işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta iken iş kazası sonucunda ölen ya da malul kalan\nişçilerin eş ve çocuklarından başvuranlara emsalleri arasından\nyetkinlikleri uyarınca öncelik tanınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 21 - ASKERE GİDEN İSÇİLERİN YENIDEN İŞE ALINMASI\u003C\u002Fh2>\n\n\u003Cp>4857 Sayılı kanun hükümleri uygulanır. Askerlik hizmetinden sonra işe\ndönen işçi ücret bakımından yeni işçi gibi değerlendirilmez,\nemsallerinin ücreti ödenir, öncelikli olarak işe alınırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22 - İŞVERENİN İŞİNİ KENDI İŞÇİLERINE YAPTIRMA\nZORUNLULUĞU\u003C\u002Fh2>\n\n\u003Cp>TİS imza tarihi itibariyle mevcut kadro ve işçi sayısı azaltılarak\nkadrolu işçiler tarafından yapılan işler teknolojik gelişmelerin zorunlu\nkıldığı haller dışında alt işverenlere yaptırılamaz, işler acenteye\ndevredilemez, kiralık işçi çalıştırılamaz. İşveren TİS imza tarihi\nitibariyle mevcut şubelerini acentelere devredemez. Ancak, iş potansiyeli ve\nekonomik koşullar nedeniyle kadrolu şubelerle işin yapılması olanaklı\nolmayan durumlarda sendika ve işverenin oluşturacağı komisyon kararıyla\nşubeler acenteye devredilebilir. Yeni işçi alınması gerektiğinde\nişveren, öncelikle alt işveren (taşeron) firmalarda çalışan sendika\nüyesi işçilerin başvurularına öncelik verecektir.\u003C\u002Fp>\n\n\u003Cp>İşverenin işleri teknolojik nedenlerle uzmanlık gerektiren işler\nharicinde alt işverene verilemez. İşyerinin bütününün devri ya da işin\nbir bölümünün devri söz konusu olduğunda ise bu TİS hükümleri aynen\nuygulanmaya devam olunur. İşveren, nakle\u002Fdevre ilişkin yapılacak\nprotokol\u002Fihale sözleşmesine; İşveren' deki TIS hükümlerinin devralan\nişverenleri de bağlayacağı, sendikanın yeni işverenler nezdinde de bu\nişyerleri için yetkili olacağı konusunda bir düzenlemenin konmasını\nkabul ve taahhüt eder. İşveren bu yükümlülüğü yerine getirmemekten\nkaynaklı durumlarda ortaya çıkacak zararları karşılamakla\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Alt İşverenler, kiralık araçlar ve acenteler bu toplu iş\nsözleşmesinin kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23 - İŞ SÖZLEŞMESININ SON BULMASI, İŞTEN ÇIKARILMA\u003C\u002Fh2>\n\n\u003Cp>A) İşçilerin iş kazası; meslek hastalığı ile diğer sağlık\nsorunları sebebiyle ilgili sağlık kurullarından aldığı 12 ayı geçmeyen\nrapor süresince iş sözleşmesi fesih edilemez. Ancak işçi rapor almayı\nalışkanlık haline getirmiş ve bu durumda işçinin açık suiistimali\nolduğu tespit edilir ise işçi Disiplin Kuruluna sevk edilir. Ağır iş\nyapamaz raporu alan işçilere, ücret ve sosyal haklarında herhangi bir\nkısıtlama olmaksızın eğer uygun ve açık bir kadro varsa sağlık\ndurumuna uygun olarak yeni bir iş verilir.\u003C\u002Fp>\n\n\u003Cp>B) Sendika yöneticileri (yönetim, denetim, disiplin kurulu üyeleri) ile\nişyeri sendika temsilcileri çalıştıkları bölümün kapanması halinde\nücret ve sosyal haklarında herhangi bir kesinti yapılmaksızın başka bir\nbölümde yaptıkları işlere ve niteliklerine uygun işlerde\nçalıştırılırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 24 — TENSİKATTA İŞE ALMA\u003C\u002Fh2>\n\n\u003Cp>Tensikatta iş kanunu hükümleri uygulanır. Ancak; sözleşme kapsamına\ngiren işyerlerinde yapılmakta olan işin her hangi bir nedenle tasfiye\nedilmesi ya da çalıştırılan işçi sayısında daralmaya gidilmesi ve\nbunun gibi durumlarda açıkta kalan işçiler öncelikle işletme\nbünyesindeki branşına, yoksa branşına uygun başka işe münhal kadro\nvarsa yerleştirilmeye gayret edilir. Bu durumda işçinin ücret, kıdem ve\nmeslek durumlarında işçi aleyhine bir uygulamaya gidilemez, kazanılmış\nhaklar saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25 — BÖLÜM\u002FŞUBE KAPANMASI\u003C\u002Fh2>\n\n\u003Cp>İşyerinde, işverenin esaslı iş hacim düşmesi veya herhangi bir\nbölümün\u002Fşubenin kapanması nedeniyle ilgili bölüme\u002Fşubeye özgülenmiş\nişçiler bakımından, \"feshin son çare olması ilkesi' benimsenmek suretiyle\nöncelikle kapanmış bölümde\u002Fşubede istihdam edilmiş tüm işçilere,\nişverenin uygun göreceği diğer bölümlerde\u002Fşubelerdeki münhal kadrolara\nyetkinliklerine uygun şekilde görevlendirilebilmeleri için yeni görev\u002Fiş\nteklifinde bulunulacaktır. İşçilerin bu teklifleri kabul etmeleri halinde\nişçiler işverenin uygun bulacağı diğer bölümlerde\u002Fşubelerde\ngörevlendirilmek suretiyle çalışmalarına devam edeceklerdir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 - İŞ VE İŞYERİ DEĞİŞİKLİĞİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin asıl işlerinde çalıştırılması esastır. İşçilerin\nişi ve işyerleri ancak kanun hükümleri doğrultusunda ve 19. Madde ’de\ndüzenlendiği şekilde değiştirilebilir. Geçici görevlendirmelerde\nişçinin ücretlendirmesi ve yan haklarında mevcut uygulama muhafaza edilir.\nİşçinin geçici olarak görevlendirildiği işyerinde servis aracından\nyararlanma imkânı bulunmadığı takdirde yol ücreti işveren tarafından\nkarşılanır.\u003C\u002Fp>\n\n\u003Cp>Bunun yanında işin ifasına katkıda bulunmak her işçinin iyi niyet\nkurallarından doğan asli görevidir. Bu nedenle, görevin gereği gibi ifası\niçin, işçiler aralarında lüzumlu işbirliği ve yardımlaşmayı yapmakla\nyükümlüdür. İşçinin bu yükümlülüğe aykırı davranışı halinde\nişçi Disiplin Kuruluna sevk edilir. Bu tür görevlendirmeler cezalandırma\namaçlı kullanılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 27 - İHBAR ÖNELLERİ\u003C\u002Fh2>\n\n\u003Cp>Belirsiz süreli iş sözleşmelerinin feshinden önce durumun diğer tarafa\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş Sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>a) İşi altı aydan az sürmüş olan işçi için, bildirimin diğer\ntarafa yapılmasından başlayarak 2 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>b) İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak 4 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>c) İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak 6 hafta sonra;\u003C\u002Fp>\n\n\u003Cp>d) İşi üç yıldan fazla sürmüş işçi için, bildirim yapılmasından\nbaşlayarak 9 hafta sonra feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>Bildirim şartına uyulmadığı takdirde işçiye, yukarda yazılı\nönellere ilişkin tazminat tutarı ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - İŞ ARAMA İZNİ\u003C\u002Fh2>\n\n\u003Cp>Gerek işçinin gerekse İşverenin bildirimli olarak iş sözleşmesini\nfeshettiği durumlarda, işçiye bildirim önelleri sırasında ve çalışma\nsaatleri içinde, günde 2 saat yeni iş arama izni verilir. İşçi isterse\nişten ayrılacağı günden önceki günlere rastlamak kaydıyla iş arama\niznini topluca kullanabilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29 - KIDEM TAZMİNATI VE TARİFİ\u003C\u002Fh2>\n\n\u003Cp>İşçilerin yürürlükteki yasal mevzuat uyarınca iş sözleşmelerinin\nkıdem tazminatı ödenmesini gerektiren hallerden birisi ile feshi halinde,\nişçiye her tam hizmet yılı için 30 günlük ücreti tutarında kıdem\ntazminatı ödenir. Ölüm hallerinde tazminat yasal mirasçılarına verilir,\niş kazası nedeni ile ölen işçinin kıdem tazminatı 45 günlük ücreti\ntutarıdır. İşçinin kıdem tazminatının hesaplanmasında yasa ve Toplu\nİş Sözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30 - HÜKÜMLÜLÜK VE TUTUKLULUK HALİ\u003C\u002Fh2>\n\n\u003Cp>Görevi ile ilgili bir suçtan dolayı tutuklanan veya gözaltına alınan\nişçi, tutukluluğun ilk 1 ayında ücretli izinli, kalan 2 ayında ise\nücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>Bunun dışında kalan suçlar bakımından 4867 Sayılı İş Kanunu M.\n25\u002FIV hükmü uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31 - İŞ (ÇALIŞMA SAATLERİ) ve VARDİYALI ÇALIŞMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi en çok 45 saattir. Haftada 5 gün, 5.5 gün ve\n6 gün çalışma yapılır. Çalışma süreleri çalışılan günlere eşit\nolarak bölünerek uygulanır. Bu süreler herhangi bir nedenle uzatılamaz,\ntelafi çalışması yaptırılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Ara dinlenme süreleri yemek ve çay molalarından oluşur. Ara dinlenme\nsüreleri günlük 1 saatten fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>İlgili yasa hükümleri saklı kalmak kaydıyla; gece çalışması\nyapamayacağına ilişkin SGK ile anlaşmalı hastanelerden heyet raporu alan\nişçiler, özürlü kadrosunda çalışan işçiler, hamile işçiler ile 18\nyaşından küçük işçiler gece vardiyasında çalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>Hat (şehirlerarası-uzunyol) şoförlerinin çalışmaları konusunda yasa\nve yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32 - FAZLA ÇALIŞMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Bu Sözleşmede tespit edilen günlük ve haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\u003C\u002Fp>\n\n\u003Cp>a) Fazla çalışma ücreti % 60 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>b) Fazla çalışmalar ücret yerine izinle karşılanamaz.\u003C\u002Fp>\n\n\u003Cp>c) Kendi hafta tatili gününde onay vererek çalışan üyelerin, fiili\nçalışma ücreti %100 zamlı (toplamda günlük ücretin iki katı)\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Fazla çalışma sürelerinin hesabında yarım saatten az olan süreler\nyarım saat, yarım saati aşan süreler ise bir saat sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33 - İŞE GEÇ GELME\u003C\u002Fh2>\n\n\u003Cp>a) İşçiler, önceden belirlenmiş işe başlama saatlerinde işbaşında\nbulunmak zorundadırlar. İşçinin geçerli bir mazeretine dayanan geç\nkalmalarda ücretinden herhangi bir kesinti yapılmaz. İşçi, bir ay\niçerisinde işveren onayı olmaksızın ayda iki defa geç kalmalarda işçi\niş yerine alınır. Yukarıdaki koşullar dâhilinde üçüncü geç kalmada\nişçi\u003C\u002Fp>\n\n\u003Cp>Disiplin Kuruluna sevk edilir ve bunu alışkanlık haline getirdiği\nanlaşıldığında Disiplin Kurulu Yönetmeliğinin ilgili hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Servis aracından kaynaklı herhangi bir nedenle işçinin mesaiye geç\nbaşlaması durumunda geç kalınan süre işçi açısından çalışılmış\ngibi kabul edilir ve gecikmeye dayalı olarak işçinin ücretinde kesinti\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>c) Fırtına, sis, sel gibi doğal afetler ile genel elektrik kesintisi vb.\nzorunlu sebepler ulaşım araçlarının çalışmasına engel teşkil ettiği\ntakdirde bu nedenle işe geç gelen veya işe gelemeyen işçilerin\nücretlerinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34 - İŞÇİNİN YAZILI TALİMAT ISTEME HAKKI\u003C\u002Fh2>\n\n\u003Cp>İşçi kendisine verilen iş talimatını yasalara, işçi sağlığı ve\niş güvenliğine aykırı görürse; öncelikle talimatı veren amire durumu\nbildirir. Amir, talimatında ısrar ettiği takdirde talimat bu defa işçiye\nyazılı olarak verilir ve işçi bu durumda talimat gereğini yerine getirmek\nzorundadır. Bu durumda, sorumluluk tamamen talimatı veren amire ait\nolacağından talimat gereğini yerine getirmiş olmasından ötürü işçi\nherhangi bir disiplin soruşturmasına tabi tutulamaz, işçi hakkında hiçbir\ndisiplin cezası uygulanmaz. Ancak konusu suç olan talimatlar hiç bir surette\nuygulanmaz.\u003C\u002Fp>\n\n\u003Cp>İşçiler arızalı araç, alet ve edevat kullanmaya zorlanamazlar, bundan\nkaynaklı hasarlardan sorumlu tutulamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 35 - ÇALIŞMA SÜRESİNDEN SAYILAN HALLER\u003C\u002Fh2>\n\n\u003Cp>Çalışma süresinden sayılan hallerin tespitinde bu Sözleşme ve 4857\nsayılı İş Kanunu'nun 66. maddesi uygulanır, ancak şoförlerin işlerini\nyaparken oluşan iş kazaları ve trafik kazaları nedeni ile (kasıt ve\nalkollü olma durumları hariç) hastane, karakol ve mahkemelerde geçen\nsüreler çalışma süresinden sayılır. Eğitim toplantısı veya başka\nnedenlerle mesai saatleri dışında ya da tatil günlerinde işveren\ntarafından işyerine çağrılmaları\u002Fgetirilmeleri halinde işyerinde\ngeçirilen süreler çalışma saatinden sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36 - ÇALIŞMANIN TESPİTİ\u003C\u002Fh2>\n\n\u003Cp>Üyenin çalışma süresini tespit edecek belge; parmak okutma veya muadil\nteknolojik sistem kayıtlardır.\u003C\u002Fp>\n\n\u003Cp>Her üye işe başladığı ve işten çıktığı saati tevsik için bizzat\nparmak okutmakla yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>Unutkanlık ve teknik nedenlerle parmak okutmayan ancak çalışmış\nolduğu bağlı bulunduğu bölüm sorumlusu tarafından aynı gün içinde\ndoğrulanan ve ayda iki defadan fazla tekrarlanmayan durumlarda işçinin\nücretinden bir kesinti yapılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37 - DENEME SÜRESİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>İşyerine alınacak işçiler için deneme süresi en çok iki aydır.\u003C\u002Fp>\n\n\u003Cp>Bu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nolarak fesih edebilir. Ancak, işçinin çalıştığı günler için ücret\nhakkı saklıdır. Deneme süresi sonunda işçinin durumu kendisine yazılı\nolarak bildirilir.\u003C\u002Fp>\n\n\u003Cp>Önceden iş yerinde çalışırken işten çıkarılan işçiler, yeniden\nişe alınmalarında ikinci bir deneme süresine tabi tutulamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 38 - GEBELİK VE ANALIK DURUMUNDA ÇALIŞTIRMA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-nursingfacilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Yasal koşulları oluşması halinde 4857 Sayılı iş Kanunu'nun 74.\nmaddesi hükümleri ile \"Gebe veya Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair\nYönetmeliğin\" ilgili hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>ÜCRETLER VE SOSYAL HAKLAR\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- AYLIK ÜCRETİN TANIMI\u003C\u002Fh2>\n\n\u003Cp>Aylık ücret işçinin her türlü tazminat, prim, ikramiye, sosyal yardım\nve yan ödemeleri hariç olmak üzere esas işi karşılığında bir ay için\naldığı ücrettir.\u003C\u002Fp>\n\n\u003Cp>Sözleşmenin imzalanmasından sonra işe alınan işçilerden sendikaya\nüye olanlar, sendika üyeliğinin işverene bildirildiği tarihte uygulanan\nTİS ücret zammından yararlandırılırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 40 - ÜCRETLER VE SOSYAL HAKLAR\u003C\u002Fh2>\n\n\u003Cp>A) Aylık Ücret Zammı\u003C\u002Fp>\n\n\u003Cp>İşbu toplu iş sözleşmesinin imza tarihi itibariyle; sendika üyesi\nişçilerin almakta oldukları aylık ücretin esas alınması suretiyle aylık\nücretlere;\u003C\u002Fp>\n\n\u003Cp>1 Eylül - 31 Aralık 2018 dönemi için:\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin 31\u002F08\u002F2018 tarihinde almakta oldukları aylık\nücretlerine 01\u002F09\u002F2018 tarihinden geçerli olmak üzere %9 oranında zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>1 Ocak -31 Aralık 2019 dönemi için:\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin 31\u002F12\u002F2018 tarihinde almakta oldukları aylık\nücretlerine 01\u002F01\u002F2019 tarihinden geçerli olmak üzere %22 oranında zam\nyapılır.\u003C\u002Fp>\n\n\u003Cp>1 Ocak -31 Aralık 2020 dönemi için:\u003C\u002Fp>\n\n\u003Cp>Sendika üyelerinin 31\u002F12\u002F2019 tarihinde almakta oldukları aylık\nücretlerine 01\u002F01\u002F2020 tarihinden geçerli olmak üzere yıllık enflasyon\noranında (Tüfe) zam yapılır, asgari ücret artışının enflasyon\noranından yüksek olması halinde mevcut ücret ile asgari ücret arasındaki\nfark korunur.\u003C\u002Fp>\n\n\u003Cp>B) Sosyal Haklar\u003C\u002Fp>\n\n\u003Cp>Aşağıda belirtilen tüm sosyal yardım ücretleri net olarak\nödenecektir.\u003C\u002Fp>\n\n\u003Cp>a) YEMEK YARDIMI İşyerlerindeki yemek yardımı uygulamasına devam\nedilir. Yemek kartı verilmekte olan işçilere 01.01.2019 tarihi itibariyle\ngünlük 15 TL. karşılığı yemek kartı verilir. Yemek ücretlerine 2020\nyılında ücret artış oranında zam yapılır.\u003C\u002Fp>\n\n\u003Cp>Günde 2,5 saati aşan fazla çalışmalarda işçilere yemek bedeli\nödenir.\u003C\u002Fp>\n\n\u003Cp>b) EVLENME YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiye bir defaya mahsus olmak üzere 500 TL karşılığı yemek\nkartı verilir. Aynı işyerinde çalışan üyelerin evlenmesi halinde bu\nyardım her ikisine de ayrı ayrı verilir. 2020 yılında ücret artış\noranında zam yapılır.\u003C\u002Fp>\n\n\u003Cp>c) DOĞUM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Erkek üyenin eşinin, ya da kadın üyenin doğum yapması durumunda,\nçocuğun nüfus kağıdını ya da tasdikli doğum kağıdını ibraz etmek\nşartıyla 350 TL karşılığı yemek kartı verilir. Doğumda birden fazla\nçocuk olması halinde, bu yardım çocuk sayısınca ayrı ayrı verilir. Her\niki eş de aynı işyerinde çalışıyorsa doğum yardımı sadece kadın\nişçiye verilir, 2020’de ücretlere yapılan zam oranında arttırılır.\u003C\u002Fp>\n\n\u003Cp>d) ÖGRENİM YARDIMI\u003C\u002Fp>\n\n\u003Cp>Üye işçilerin ilköğretim, ortaöğretim, lise ve üniversite (örgün\nöğretim) tahsilinde olan her bir çocuğu için Ağustos ayına ilişkin\naylık ücret ödemeleriyle birlikte bir defaya mahsus olmak üzere 150 TL\nöğrenim yardımı yapılır, devam eden öğretim yıllarında ( 2019 -2020)\nücretlere yapılan zam oranında arttırılır.\u003C\u002Fp>\n\n\u003Cp>İşbu yardım, okulların açıldığı ayda işyerinde çalışmakta olan\nüyelere, çocuğun öğrenim durumunu, tevsik etmesi kaydıyla yapılır.\nKarı koca aynı işyerinde çalışıyorsa, çocuklara yapılan öğrenim\nyardımı kadın üyeye yapılır.\u003C\u002Fp>\n\n\u003Cp>e) ÖLÜM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>Toplu iş Sözleşmesi süresince;\u003C\u002Fp>\n\n\u003Cp>-İşçinin kendisinin vefatı halinde işçinin eş ve çocuklarına toplam\n3 aylık net ve çıplak ücret tutarında cenaze yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>-Eş ve\u002Fveya çocuklarının ölümü halinde işçinin kendisine toplam 500\nTL cenaze yardımı olarak ödenir. Anne, baba veya kardeşin ölümü halinde\nişyerinde mevcut ayni cenaze yardımı uygulamasına devam edilir.\u003C\u002Fp>\n\n\u003Cp>Yukarıda yazılı olan cenaze yardımları 2020 yılında ücretlere\nyapılan zam oranında arttırılır.\u003C\u002Fp>\n\n\u003Cp>f) YAKACAK YARDIMI\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi işçilere her yıl Eylül ayında (en geç 5 Eylül\ntarihinde) 200 TL net yakacak parası ödenir. 2019 ve 2020 yılları için\nücretlere yapılan zam oranında artış yapılır.\u003C\u002Fp>\n\n\u003Cp>g) BANKA PROMOSYONU\u003C\u002Fp>\n\n\u003Cp>İşyerinde uygulanmakta olan banka promosyonu uygulamasına devam\nedilir.\u003C\u002Fp>\n\n\u003Cp>C) Fark Ödemeleri\u003C\u002Fp>\n\n\u003Cp>Yukarıda düzenlenen ücretler ve sosyal haklara (Evlenme, Doğum,\nÖğrenim, Yakacak, Ölüm) ilişkin olarak 1 Eylül 2018 ile işbu\nSözleşmenin imza tarihi arasında tahakkuk etmiş ücret farkları en geç 15\nMart 2019 tarihinde ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 41 - İKRAMİYE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Sendika üyesi işçilere, her sözleşme yılı için 15 günlüğü en\ngeç 15 Nisan tarihinde, 15 günlüğü en geç 15 Eylül tarihinde olmak\nüzere, 30 günlük ücretleri tutarında ikramiye ödenir. İşe yeni giren ve\nişyerinden her ne sebeple olursa olsun ayrılan üyelere ikramiyeleri\nçalıştıkları süre ile orantılı olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde uygulanmakta olan performans primi uygulamasına son verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42 - HARCIRAH\u003C\u002Fh2>\n\n\u003Cp>1- Belediye sınırları dışına yapılan geçici görevlendirmelerde\ngöreve başlamadan önce şirket prosedürlerine göre seyahat ve\ngörevlendirmede yönetim onayı alınır. Görevli olarak şehir dışına\ngönderilen çalışanlara gittiği yerde kaldığı günlerin yemek ve\nkonaklama masrafları şirket yönetmeliği çerçevesinde karşılanır.\u003C\u002Fp>\n\n\u003Cp>2 - Şehirlerarası çalışan araç sürücülerine ödenmekte olan\nharcırah ve konaklama giderlerinin karşılanması uygulamasına devam edilir.\nMevcut uygulamada ödenen harcırah miktarları, Sözleşmenin imza tarihinden\nitibaren yapılacak görevlendirmeler için 2019 yılı ve 2020 yılı\nücretlere yapılan zam oranında arttırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43 - GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>İşyerinde uygulanmakta olan giyim ve koruyucu eşya yardımı\nuygulamasına aynen devam edilir.\u003C\u002Fp>\n\n\u003Cp>Yazlık iş elbiseleri en geç Mayıs, kışlık iş elbiseleri en geç\nEylül aylarında verilir.\u003C\u002Fp>\n\n\u003Cp>Miadından evvel eskiyen iş elbisesinin yerine yenisi verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 44 - YOL YARDIMI\u003C\u002Fh2>\n\n\u003Cp>İşyerlerindeki mevcut servis ve yol yardımı uygulamasına devam edilir.\nServis araçları temiz, bakımlı ve klimalı olacaktır. Servislerden\nyararlanamayan sendika üyesi işçilerin işe gidiş-dönüş ücretleri\nişçinin ikametgahı ile iş yeri arasındaki mesafe ve ulaşım olanakları\nda dikkate alınarak Belediye otobüs taşıma ücretleri uyarınca, mavikart,\nakbil vb. ulaşım kartı olarak ya da güzergahta olmayanlar için de bu\nkartın bedelleri esas alınarak işverence karşılanır. Bu konuda mevcut\nuygulamadan geriye gidilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 45 - ÜCRETLERIN ÖDENME ŞEKLI\u003C\u002Fh2>\n\n\u003Cp>a) İşçiye, ücret hesabını gösterir ve işyerinin özel işaretini\ntaşıyan bordro yazılı olarak verilir. Bu bordrodaki ödemenin günü,\nilişkin olduğu dönem ve fazla çalışma, hafta tatili, ulusal bayram ve\ngenel tatil ücretleri gibi asıl ücrete yapılan her türlü eklemeler\ntutarının ve vergi, sigorta primi, avans mahsubu, nafaka ve icra gibi her\nçeşit kesintilerin ayrı ayrı net ve brüt olarak gösterilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>b) Her çalışılmış ayın ücret ödemeleri izleyen ayın en geç\n5’inci gününde maaş hesabına yatırılır. Ödeme günleri ulusal bayram\nve genel tatil günlerine rastladığı takdirde, ödemeler bir önceki gün\nyapılır.\u003C\u002Fp>\n\n\u003Cp>c) Puantaj hesaplanması ve ücret tahakkuku ile ilgili hatalar nedeniyle\neksik ödeme yapılması halinde, hatanın tespit edildiği tarihten itibaren 7\nişgünü içinde hesaplanan kısım işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>5. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>TATİL VE İZİNLER\u003C\u002Fp>\n\n\u003Ch2>MADDE 46 - GENEL KURAL\u003C\u002Fh2>\n\n\u003Cp>Hafta tatili, ulusal ve dini bayram ve genel tatil günlerinde\nçalıştırılmayan işçiye ücretleri tam olarak ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 - HAFTA TATİLİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Hafta tatili: 5 gün çalışılan yerlerde 2 gün, 6 gün çalışılan\nyerlerde 1 gündür. Ücretli veya ücretsiz mazeret izni alan işçi, hafta\ntatiline ve ücretine hak kazanma bakımından izinli olduğu günler\nçalışmış kabul edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 48 - ULUSAL BAYRAM, DİNİ BAYRAM VE GENEL TATİL GÜNLERİ VE\nÇALISMA ÜCRETİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAYwork_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>1. Ulusal Bayram, Dini Bayram ve resmi tatil günleri ile tatil süreleri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>a. Yılbaşı 1 gün (1 Ocak)\u003C\u002Fp>\n\n\u003Cp>b. Ulusal Egemenlik ve Çocuk Bayramı 1 gün ( 23 Nisan)\u003C\u002Fp>\n\n\u003Cp>c. 1 Mayıs Emek ve Dayanışma günü 1 gün (1 Mayıs)\u003C\u002Fp>\n\n\u003Cp>d. Atatürk'ü Anma Gençlik ve Spor Bayramı: 1 gün ( 19 Mayıs )\u003C\u002Fp>\n\n\u003Cp>e. Demokrasi Ve Özgürlükler Günü: 1 gün (15 Temmuz)\u003C\u002Fp>\n\n\u003Cp>f. Zafer Bayramı: 1 gün ( 30 Ağustos )\u003C\u002Fp>\n\n\u003Cp>g. Cumhuriyet Bayramı: 1,5 gün ( 28 - 29 Ekim )\u003C\u002Fp>\n\n\u003Cp>h. Ramazan Bayramı 3,5 gün ( Arife günü öğlenden sonra başlamak\nüzere )\u003C\u002Fp>\n\n\u003Cp>i. Kurban Bayramı 4,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\u003C\u002Fp>\n\n\u003Cp>2. Dini bayramlarda ve cumhuriyet bayramında çalıştırılanlara\nücretleri asıl yevmiyesi hariç 1,5 (birbuçuk) yevmiye, toplamda 2,5 (iki\nbuçuk) yevmiye olarak ödenir. Diğer bayram ve tatil günlerinde yasal\nhükümler uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 49 - YILLIK ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Cp>1. Yasal yıllık izin süreleri 1 iş günü arttırılır.\u003C\u002Fp>\n\n\u003Cp>2. Yıllık ücretli izin günlerinin hesabında, izin süresine rastlayan\ngenel tatil günleri, izin süresinden sayılmaz\u003C\u002Fp>\n\n\u003Cp>3. Yıllık ücretli izin sırasında hastalanan üyenin Sağlık\nBakanlığı sağlık birimlerinden veya bu kurumca yetkili kılınmış\nhastane ve dispanser gibi yerlerden istirahat raporu alması halinde bu\nbelgedeki süreler yıllık ücretli izin süresinden mahsup edilemez. Ancak,\nişçi tarafından bu hususun mümkün olan en kısa sürede işverene\nbildirilmesi zorunludur.\u003C\u002Fp>\n\n\u003Cp>4. İşçinin hak kazandığı halde kullanamadığı yıllık izin\nsüresine ilişkin ücret alacağı iş sözleşmesinin işveren veya işçi\ntarafından feshedilmesi halinde sözleşmenin sona erdiği tarihteki ücreti\nüzerinden hesap edilerek işçiye ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50 - ÜCRETLİ SOSYAL İZİNLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1. Üyenin aşağıda belirlenen mazeretleri nedeniyle talep edeceği\nmazeret izinleri verilir. Buna göre;\u003C\u002Fp>\n\n\u003Cp>a) Üyenin evlenmesi durumunda 5 takvim günü\u003C\u002Fp>\n\n\u003Cp>b) Üyenin eş ve çocukları ile anne, baba ve kardeşlerin ölümü\nhalinde 3 takvim günü, kayınvalide, kayınpeder ölümü halinde işçiye 2\ntakvim günü\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>c) Üyenin eşinin doğum yapması durumunda 5 takvim günü\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 6 takvim günü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Engelli çocuğu olan işçilerin en az % 60 oranında engelli veya\nsüreğen hastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı\nolarak ve çalışan ebeveynden sadece biri tarafından kullanılması\nkaydıyla, bir yıl içinde toptan veya bölümler halinde 10 takvim günü\u003C\u002Fp>\n\n\u003Cp>f)Hava koşullan nedeniyle kamudaki engelli personelin valilikler\ntarafından idari izinli sayılması durumunda şirkette çalışan engelli\npersoneller için de aynı durum uygulanır.\u003C\u002Fp>\n\n\u003Cp>2. Ücretli mazeret izin nedenlerinin senelik ücretli izin süresi\niçerisinde doğması halinde kullanılan bu izin süreleri senelik izin\nsüresine eklenir.\u003C\u002Fp>\n\n\u003Cp>3. Üye ölüm, evlenme, doğum gibi ücretli izine hak kazandıran\nolayları geçerli bir belge ile belgeleyecektir.\u003C\u002Fp>\n\n\u003Cp>4.Bu izinler evlenme halinde evlenme tarihini izleyen 10 gün içinde\nkullanılır. Doğum yapan kadın işçiye doğumdan önce ve sonra verilecek\nücretli izin ile emzirme izni konusunda yasal hükümler uygulanır\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- ÜCRETSİZ MAZERET İZNİ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Üyelere, yazılı başvurması ve mazeretinin işverence uygun görülmesi\nkoşulu ile yılda bir defaya mahsus olmak üzere en fazla 30 güne kadar\nücretsiz izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>İSÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ\u003C\u002Fp>\n\n\u003Ch2>MADDE 52 – GENEL SAĞLIK VE GÜVENLİK KOŞULLARI\u003C\u002Fh2>\n\n\u003Cp>a) İşyerinde iş sağlığı ve güvenliği ile ilgili yasa ve yönetmelik\nhükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) işyerinde kazaya uğrayan işçi derhal işyeri yardım ünitesine\ngötürülür ve ilk tedavisi yapılır. Gerekirse en yakın sağlık birimine\nişverence götürülür. Acil vakıalarda hastaneye sevk halinde, sevk edilen\nhastanın muayene sonucu evine ya da işyerine dönmesi için gerekli vasıta\nücreti ibraz edeceği belge mukabilinde işçiye ödenir.\u003C\u002Fp>\n\n\u003Cp>c) İşçilere, iş sağlığı ve güvenliği ile ilgili yönetmeliklerin\nhükümlerine uygun koruyucu malzeme işveren tarafından verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 53 - İS YERİ DIŞINDA HASTALANMA\u003C\u002Fh2>\n\n\u003Cp>Hastalığı nedeni ile işyerine gelemeyen işçi durumu en kısa zamanda\nve en geç 24 saat içinde işyerindeki yetkilisine bildirir. Bu durumdaki\nişçinin devlet hastanelerinden veya SGK ile anlaşmalı sağlık\nkuruluşlarından alacağı raporu işverene vermesi yeterlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 54 - İŞÇİ SAĞLIĞI VE İŞ GÜVENLİĞİ KURULU\u003C\u002Fh2>\n\n\u003Cp>1- lşçilerin sağlığından ve iş güvenliğinden işveren sorumludur.\nİşveren yasa ve ilgili yönetmelik hükümlerini yerine getirmek, gerekli\nbütün tedbirleri almak, işçi sağlığı ve iş güvenliğinin\ngerektirdiği araç ve gereçleri sağlamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>2- Kurulun oluşması:\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği kurulu, 6331 Sayılı iş Sağlığı ve\nGüvenliği Kanunu’nun 22 nci maddesinde belirtilen usul ve esaslara göre\noluşturulur.\u003C\u002Fp>\n\n\u003Cp>3- Kurulun görevleri, yetkileri ve çalışması:\u003C\u002Fp>\n\n\u003Cp>a) işyerinde iş kazalarını önlemek için araştırma yapmak ve\nönlemlerin alınmasında işveren vekillerine yardım etmek.\u003C\u002Fp>\n\n\u003Cp>b) Bir iş kazası meydana geldiğinde kazanın oluş şeklini ve teknik\nnedenlerini belirten bir rapor düzenleyerek, işveren vekillerini haberdar\netmek.\u003C\u002Fp>\n\n\u003Cp>c) İşyerinde tehlikeli görülen hususları saptayarak, durumun\ndüzeltilmesi için önerilerde bulunmak.\u003C\u002Fp>\n\n\u003Cp>d) İş kazaları ve yangını önlemeye yarayacak duvar panoları,\nflamalar, projeksiyon gösterileri vb. öğretici nitelikte malzeme sağlamak\nve göstermek.\u003C\u002Fp>\n\n\u003Cp>e) İşçi sağlığı ve işçi güvenliği ile ilgili mevzuatın\ngereklerinin yerine getirilmesini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>4- Kurulun raportörlüğünü iş sağlığı ve güvenliği uzmanı yapar.\nGerektiğinde tarafların istemi üzerine, diğer hallerde kurul başkanının\nsaptayacağı zamanlarda toplanarak çalışır.\u003C\u002Fp>\n\n\u003Cp>7. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>HASAR, KAYIP VE ZARAR\u003C\u002Fp>\n\n\u003Ch2>MADDE 55 – HASAR, KAYIP VE ZARAR\u003C\u002Fh2>\n\n\u003Cp>Her işçi işyerindeki araç, bilgisayar, teknik cihaz, makine, alet ve\nedevatı tekniğine ve talimatlarına uygun kullanmakla ve muhafaza etmekle\ngörevlidir. İşçinin çalışması sırasında araçlarda veya kullanılan\nalet-edevatta isteyerek, bilerek ve kusurlu olarak zarar verdiği\nispatlanmadığı sürece meydana gelebilecek hasar ve zarardan işçi sorumlu\ntutulamaz. İşverene ait kusurlar veya işçinin kullanımına verilen\naraçtaki eksiklikleri bildirmesine rağmen işverenin eksiklikleri gidermemesi\nnedeniyle işçinin ceza puanı alması ve bu nedenle ehliyetine geçici\nsüreyle el konulması halinde işçinin haklarında kısıtlamaya gidilemez,\naynı haklarla işyerinde yapabileceği başka bir işte görevlendirilir.\nEhliyetin iade edilmesi halinde eski görevine iade edilir.\u003C\u002Fp>\n\n\u003Cp>Toplama, dağıtım ve teslimat yapan çalışanlar paketlerle ilgili\nsorunları (hasar, kayıp, çalıntı, yanlış teslimat vb) ilgili birimlere\nderhal bildirir. Ancak kargo göndericisi ve alıcısının, müşterinin ve\nteslimatın yapıldığı kişinin ve\u002Fveya kurumun hatasından kaynaklı\nsorunlardan dolayı çalışanlar sorumlu tutulamaz. Hasarlı, kayıp ve\nçalınan mallardan, kaybeden veya hasara uğratan dışında kimse sorumlu\ntutulamaz. Kaybolan, çalınan veya hasar gören paketin değeri, işverenin\nmüşteriye ödediği miktarda paketin ikame bedeli kadar olup, para cezası\nverilmesi halinde bu miktarlardan en düşüğü hangisi ise o oranda para\ncezası ve uyarı verilir. Disiplin kurulu kararı olmadan hiç kimsenin\nücretinden kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Şoförlerin kasko ve mali mesuliyet sigortası bulunan araçlarla maddi\nhasarlı kaza yapmaları halinde; suiistimalleri ve keyfiyeti engelleyebilmek\niçin (alkollü araç kullanma, radara yakalanma ve kırmızı ışıkta geçme\nhali hariç) disiplin kurulu kararı olmadan işçinin ücretinden her hangi\nbir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>Araçlardaki arızanın veya eksikliklerin araçlarda düzenlenen sefer\nçizelge formuna yazılması ve ilgili amirine bildirilmesi zorunludur. Sefer\nçizelge formuna yazılan ve ilgili amire bildirilen arızanın veya\neksikliklerin işverenlikçe giderilmemesinden kaynaklanan hasarlardan veya bu\nnedenle oluşacak kazalardan şoför sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>8. BÖLÜM\u003C\u002Fp>\n\n\u003Cp>DİSİPLİN VE SİCİL AFFI\u003C\u002Fp>\n\n\u003Ch2>MADDE 56 - DİSİPLİN KURULU\u003C\u002Fh2>\n\n\u003Cp>1. İşbu Sözleşmenin imza tarihinden itibaren 30 gün içinde İstanbul\nAvrupa yakasında bulunan işyerleri için bir (1), İstanbul Anadolu\nyakasında bulunan işyerleri için bir (1), Ankara ve çevre illerde bulunan\nişyerleri için bir (1), İzmir ve çevre illerde bulunan işyerleri için bir\n(1), Adana ve çevre illerde bulunan işyerleri için bir (1), Bursa ve çevre\nillerde bulunan işyerleri için bir (1), Gaziantep ve çevre illerde bulunan\nişyerleri için bir (1), Samsun ve çevre illerde bulunan işyerleri için bir\n(1) adet olacak şekilde, görev yapmak üzere toplamda sekiz (8) adet Alt\nDisiplin Kurulu (ADK) ve İstanbul’da bir adet Merkez Disiplin Kurulu (MDK)\nkurulur. Alt Disiplin Kurulu ve Merkez Disiplin Kurullarının çalışma\nşekilleri ve disiplin cezaları İşveren ve Sendikanın birlikte\ndüzenleyeceği “Disiplin Kurulu Yönetmeliği”ne göre belirlenir.\u003C\u002Fp>\n\n\u003Cp>2. ADK; işveren tarafından tayin edilecek 2 asil, 2 yedek üye ve Sendika\ntarafından tayin edilecek 2 asil, 2 yedek üyeden oluşur, MDK; işveren\ntarafından tayin edilecek 3 asil, 3 yedek üye ve Sendika tarafından tayin\nedilecek 3 asil, 3 yedek üyeden oluşur. Taraflar tayin ettiği kurul\nüyelerinin isimlerini diğer tarafa işbu Sözleşme’nin imza tarihinden\nitibaren 30 gün içinde yazılı olarak bildirir. Kurula, tarafların tayin\nettiği kurul üyeleri arasından seçtiği birer kişi dönüşümlü olarak\n(Bir toplantıda işveren tarafı, izleyen toplantıda sendika tarafı)\nbaşkanlık yapar. Asil üyenin mazereti nedeniyle toplantıya katılmaması\nhalinde yerine yedeği katılır. ADK en az 3, MDK en az 5 üyenin katılımı\nile toplanır.\u003C\u002Fp>\n\n\u003Cp>3. Kararlar oy çokluğu ile alınır. Oyların eşitliği halinde kurul\nbaşkanının oyu 2 oy sayılır, işten çıkarma cezasını gerektiren\nolaylar ADK tarafından 6 gün içinde MDK’ya gönderilir.\u003C\u002Fp>\n\n\u003Cp>4. İşten çıkarma cezasını gerektiren olaylar sadece MDK’nda\ngörüşülür ve Kurulun varacağı sonuçlar gerekçeli olarak Genel Müdür\nveya İnsan Kaynakları yetkilisine tevdi edilir. ADK ve MDK tarafından\nverilen kararların bir sureti Sendikaya da verilir.\u003C\u002Fp>\n\n\u003Cp>5. Disiplin Kuruluna intikal eden konuya doğrudan taraf olan kurul üyeleri\nbu konuya ilişkin Disiplin Kurulu toplantısına katılamaz, görev\nyapamaz.\u003C\u002Fp>\n\n\u003Cp>6. 4857 sayılı iş Kanunu’nun 26 ncı maddesinde öngörülen 6 iş\ngünlük süre Disiplin Kurulu kararına kadar askıda kalır.\u003C\u002Fp>\n\n\u003Cp>7. Disiplin Cezaları :\u003C\u002Fp>\n\n\u003Cp>a. SÖZLÜ UYARI, İHTAR, KINAMA, AĞIR KINAMA’ dır. Bu cezalar Alt\nDisiplin Kurulu ve Merkez Disiplin Kurulu tarafından verilir.\u003C\u002Fp>\n\n\u003Cp>b. İŞTEN ÇIKARMA cezası: Sadece Merkez Disiplin Kurulu tarafından\nverilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 57- SİCİL AFFI\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinin imza tarihinden geriye doğru 1 (bir) yıldan\nönceki disiplin cezaları silinir. Sözleşmenin imzalanmasından sonra\nverilen SÖZLÜ UYARI, İHTAR ve KINAMA şeklindeki disiplin cezaları cezanın\nverildiği tarihten itibaren birinci yılın, AĞIR KINAMA cezaları ise ikinci\nyılın sonunda silinmek suretiyle sicil affı uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 58 - SÖZLEŞMENİN SÜRESİ, YÜRÜRLÜK VE İMZA\u003C\u002Fh2>\n\n\u003Cp>İşbu Toplu iş Sözleşmesi 01.09.2018 tarihinde yürürlüğe girer ve\n31.12.2020 tarihine kadar 28 ay sureyle geçerli olur.\u003C\u002Fp>\n\n\u003Cp>İşbu Toplu İş sözleşmesi 58 maddeden ve 2 adet ekten ibaret olarak\nTÜM TAŞIMA İŞÇİLERİ SENDİKASI ile ARAS KARGO YURT İÇİ YURT DIŞI\nTAŞIMACILIK A.Ş. işverenliği arasında 01\u002F03\u002F2019 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>Ek-1 Disiplin Kurulu Yönetmeliği\u003C\u002Fp>\n\n\u003Cp>Ek-2 İşe Yeniden Başlatılacak İşçiler Hakkında Mutabakat\nProtokolü\u003C\u002Fp>\n\n\u003Cp>**TÜM TAŞIMA İŞÇİLERİ SENDİKASI\u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>- Muharrem Yıldırım\u003C\u002Fp>\n\n\u003Cp>- Ersin Türkmen\u003C\u002Fp>\n\n\u003Cp>**ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş.\u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>- Erhan Egemen\u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"OVERTIME_trigger":42,"protectiveclothing":46,"SUNDAYwork_trigger":50,"dayspweek_select":54,"maternityotherclause":58,"nursingfacilities":62,"ONCERISE_trigger":64,"contracttrial":68,"childcareprovision":72,"hourspweek_select":74,"childcare":76,"trainingprogrammes":80,"paidmaternityleave":84,"pregnancy":86,"TRADEUNLEAV_trigger":88,"SCHEDULE_trigger":92,"bankholidays1":96,"nursingmothers":98,"PAIDLEAV_trigger":100,"paidpaternityleave":104},{"bindId":43,"name":44,"text":45},"OVERTIME_trigger","Bu Sözleşmede tespit edilen günlük ve ha","Bu Sözleşmede tespit edilen günlük ve haftalık çalışma süresini\naşan çalışmalar fazla çalışma sayılır.\n\na) Fazla çalışma ücreti % 60 zamlı ödenir.\n\nb) Fazla çalışmalar ücret yerine izinle karşılanamaz.\n\nc) Kendi hafta tatili gününde onay vererek çalışan üyelerin, fiili\nçalışma ücreti %100 zamlı (toplamda günlük ücretin iki katı)\nödenir.",{"bindId":47,"name":48,"text":49},"protectiveclothing","İşyerinde uygulanmakta olan giyim ve kor","İşyerinde uygulanmakta olan giyim ve koruyucu eşya yardımı\nuygulamasına aynen devam edilir.\n\nYazlık iş elbiseleri en geç Mayıs, kışlık iş elbiseleri en geç\nEylül aylarında verilir.\n\nMiadından evvel eskiyen iş elbisesinin yerine yenisi verilir.",{"bindId":51,"name":52,"text":53},"SUNDAYwork_trigger","1. Ulusal Bayram, Dini Bayram ve resmi t","1. Ulusal Bayram, Dini Bayram ve resmi tatil günleri ile tatil süreleri\nşunlardır;\n\na. Yılbaşı 1 gün (1 Ocak)\n\nb. Ulusal Egemenlik ve Çocuk Bayramı 1 gün ( 23 Nisan)\n\nc. 1 Mayıs Emek ve Dayanışma günü 1 gün (1 Mayıs)\n\nd. Atatürk'ü Anma Gençlik ve Spor Bayramı: 1 gün ( 19 Mayıs )\n\ne. Demokrasi Ve Özgürlükler Günü: 1 gün (15 Temmuz)\n\nf. Zafer Bayramı: 1 gün ( 30 Ağustos )\n\ng. Cumhuriyet Bayramı: 1,5 gün ( 28 - 29 Ekim )\n\nh. Ramazan Bayramı 3,5 gün ( Arife günü öğlenden sonra başlamak\nüzere )\n\ni. Kurban Bayramı 4,5 gün ( Arife günü öğlenden sonra başlamak üzere\n)\n\n2. Dini bayramlarda ve cumhuriyet bayramında çalıştırılanlara\nücretleri asıl yevmiyesi hariç 1,5 (birbuçuk) yevmiye, toplamda 2,5 (iki\nbuçuk) yevmiye olarak ödenir. Diğer bayram ve tatil günlerinde yasal\nhükümler uygulanacaktır.",{"bindId":55,"name":56,"text":57},"dayspweek_select","Haftalık çalışma süresi en çok 45 saatti","Haftalık çalışma süresi en çok 45 saattir. Haftada 5 gün, 5.5 gün ve\n6 gün çalışma yapılır. Çalışma süreleri çalışılan günlere eşit\nolarak bölünerek uygulanır. Bu süreler herhangi bir nedenle uzatılamaz,\ntelafi çalışması yaptırılamaz.",{"bindId":59,"name":60,"text":61},"maternityotherclause","Yasal koşulları oluşması halinde 4857 Sa","Yasal koşulları oluşması halinde 4857 Sayılı iş Kanunu'nun 74.\nmaddesi hükümleri ile \"Gebe veya Emziren Kadınların Çalıştırılma\nŞartlarıyla Emzirme Odaları ve Çocuk Bakım Yurtlarına Dair\nYönetmeliğin\" ilgili hükümleri uygulanır.",{"bindId":63,"name":60,"text":61},"nursingfacilities",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","Sendika üyesi işçilere, her sözleşme yıl","Sendika üyesi işçilere, her sözleşme yılı için 15 günlüğü en\ngeç 15 Nisan tarihinde, 15 günlüğü en geç 15 Eylül tarihinde olmak\nüzere, 30 günlük ücretleri tutarında ikramiye ödenir. İşe yeni giren ve\nişyerinden her ne sebeple olursa olsun ayrılan üyelere ikramiyeleri\nçalıştıkları süre ile orantılı olarak ödenir.\n\nİşyerinde uygulanmakta olan performans primi uygulamasına son verilir.",{"bindId":69,"name":70,"text":71},"contracttrial","İşyerine alınacak işçiler için deneme sü","İşyerine alınacak işçiler için deneme süresi en çok iki aydır.\n\nBu süre içinde taraflar iş sözleşmesini bildirimsiz ve tazminatsız\nolarak fesih edebilir. Ancak, işçinin çalıştığı günler için ücret\nhakkı saklıdır. Deneme süresi sonunda işçinin durumu kendisine yazılı\nolarak bildirilir.\n\nÖnceden iş yerinde çalışırken işten çıkarılan işçiler, yeniden\nişe alınmalarında ikinci bir deneme süresine tabi tutulamaz.",{"bindId":73,"name":60,"text":61},"childcareprovision",{"bindId":75,"name":56,"text":57},"hourspweek_select",{"bindId":77,"name":78,"text":79},"childcare","1. Üyenin aşağıda belirlenen mazeretleri","1. Üyenin aşağıda belirlenen mazeretleri nedeniyle talep edeceği\nmazeret izinleri verilir. Buna göre;\n\na) Üyenin evlenmesi durumunda 5 takvim günü\n\nb) Üyenin eş ve çocukları ile anne, baba ve kardeşlerin ölümü\nhalinde 3 takvim günü, kayınvalide, kayınpeder ölümü halinde işçiye 2\ntakvim günü\n\nc) Üyenin eşinin doğum yapması durumunda 5 takvim günü\n\nd) Üyenin bakmakla yükümlü olduğu kimselerin oturduğu yerin yangın,\nsel, heyelan ve deprem gibi olaylara maruz kalması halinde 6 takvim günü,",{"bindId":81,"name":82,"text":83},"trainingprogrammes","7 işgünü öncesinden işvereni yazılı olar","7 işgünü öncesinden işvereni yazılı olarak bilgilendirmek kaydıyla\ntemel eğitim, sendikal eğitim, mesleki ve toplumsal eğitimi kapsayan genel\neğitime ilişkin olarak sendikaca hazırlanan programların uygulanması\nbakımından; Sendikanın düzenleyeceği seminer, kurs ve konferanslar için\nsendika üyelerine, sendikanın yazılı talebi üzerine, her bir işyerinden\nçalışanların en fazla % 5'i kadar işçiye ücretli izin verilir.",{"bindId":85,"name":60,"text":61},"paidmaternityleave",{"bindId":87,"name":60,"text":61},"pregnancy",{"bindId":89,"name":90,"text":91},"TRADEUNLEAV_trigger","a - Temsilci izinleri: Sendika temsilcil","a - Temsilci izinleri:\n\nSendika temsilcilerine görevlerini yerine getirebilmeleri için; ayda 1\ngün veya haftada 2 saat izin verilir. Temsilciler bu izin sürelerini\nişyerinde bulunarak geçirebileceği gibi sendika şubesinde de\ngeçirebilirler. İzinlerden dolayı ücretlerinden ve diğer hak ve\nmenfaatlerinden (yemek ücretlerinden) kesinti yapılamaz.\n\nb - Sendika yöneticilerinin izinleri:",{"bindId":93,"name":94,"text":95},"SCHEDULE_trigger","Hafta tatili: 5 gün çalışılan yerlerde 2","Hafta tatili: 5 gün çalışılan yerlerde 2 gün, 6 gün çalışılan\nyerlerde 1 gündür. Ücretli veya ücretsiz mazeret izni alan işçi, hafta\ntatiline ve ücretine hak kazanma bakımından izinli olduğu günler\nçalışmış kabul edilir.",{"bindId":97,"name":52,"text":53},"bankholidays1",{"bindId":99,"name":60,"text":61},"nursingmothers",{"bindId":101,"name":102,"text":103},"PAIDLEAV_trigger","Üyelere, yazılı başvurması ve mazeretini","Üyelere, yazılı başvurması ve mazeretinin işverence uygun görülmesi\nkoşulu ile yılda bir defaya mahsus olmak üzere en fazla 30 güne kadar\nücretsiz izin verilir.",{"bindId":105,"name":106,"text":107},"paidpaternityleave","c) Üyenin eşinin doğum yapması durumunda","c) Üyenin eşinin doğum yapması durumunda 5 takvim günü","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ARAS KARGO YURT İÇİ YURT DIŞI TAŞIMACILIK A.Ş. TÜM TAŞIMA İŞÇİLERİ SENDİKASI (TÜMTİS) TOPLU İŞ SÖZLEŞMESİ - 2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Diĝer\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2019-03-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Ulaşım, lojistik, iletişim\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \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                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \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: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Hayır\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\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: → 5.5\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → KurbanBayramı, RamazanBayramı\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \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            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 60 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[113],{"title":35,"slug":31},[115],{"type":116,"data":117},"call_to_action_body_block",{"title":118,"description":119,"variant":120,"link":121},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":118,"url":122,"description":118,"rel":123,"type":124},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[126],{"type":116,"data":127},{"title":118,"description":119,"variant":120,"link":128},{"title":118,"url":122,"description":118,"rel":123,"type":124},[],{"title":15,"seo_title":131,"description":7,"path":132,"redirect_url":7,"locale":16,"children":133},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[134,215,244],{"title":18,"seo_title":135,"description":7,"path":136,"redirect_url":7,"locale":16,"children":137},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[138,142,146,162,211],{"title":139,"seo_title":8,"description":7,"path":140,"redirect_url":7,"locale":16,"children":141},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":143,"seo_title":8,"description":7,"path":144,"redirect_url":7,"locale":16,"children":145},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":147,"seo_title":8,"description":7,"path":148,"redirect_url":7,"locale":16,"children":149},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[150,154,158],{"title":151,"seo_title":8,"description":7,"path":152,"redirect_url":7,"locale":16,"children":153},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":155,"seo_title":8,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":159,"seo_title":8,"description":7,"path":160,"redirect_url":7,"locale":16,"children":161},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":163,"seo_title":164,"description":7,"path":165,"redirect_url":7,"locale":16,"children":166},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[167,171,175,179,183,187,191,195,199,203,207],{"title":168,"seo_title":8,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":172,"seo_title":8,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":180,"seo_title":8,"description":7,"path":181,"redirect_url":7,"locale":16,"children":182},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":184,"seo_title":8,"description":7,"path":185,"redirect_url":7,"locale":16,"children":186},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":188,"seo_title":8,"description":7,"path":189,"redirect_url":7,"locale":16,"children":190},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":7,"locale":16,"children":202},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":204,"seo_title":8,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":208,"seo_title":8,"description":7,"path":209,"redirect_url":7,"locale":16,"children":210},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":212},[213],{"title":118,"seo_title":8,"description":7,"path":122,"redirect_url":7,"locale":16,"children":214},[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[219,223,229,234,239],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":226,"locale":227,"children":228},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":232,"locale":227,"children":233},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":237,"locale":227,"children":238},"Haberler ve Hikâyeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fhaberler-ve-hikayeler","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":242,"locale":227,"children":243},"Yayınlar","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fyayinlar","\u002Fwhat-we-do\u002Fpublications",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":16,"children":247},"Hakkımızda","\u002Ftr-tr\u002Fhakkimizda",[248,270,275,280,285,290],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Biz Kimiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz",[252,257,262,266],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":255,"locale":227,"children":256},"Bizimle Çalışın","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fbizimle-calisin","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":260,"locale":227,"children":261},"Stajlar","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Fstajlar","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":16,"children":265},"Tarihçemiz","\u002Ftr-tr\u002Fhakkimizda\u002Fbiz-kimiz\u002Ftarihcemiz",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":16,"children":269},"Veri 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