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LTD. ŞTİ Öz Sağlık-İş 26.06.2019 - 25.06.2021","ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ Öz Sağlık-İş 26.06.2019 - 25.06.2021 - 2019","Turkey - ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ Öz Sağlık-İş 26.06.2019 - 25.06.2021 - 2019","ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ Öz Sağlık-İş 26.06.2019 - 25.06.2021 - 2019 - Hospitality, catering, tourism",{"name":41,"data":42},"ATTILA-OZEL-SAGLIK-GELISIM-SOZLESME.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>ATTILA-OZEL-SAGLIK-GELISIM-SOZLESME\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ. GELİŞİM TIBBİ MALZ. TAAH. TİC.\nSAN LTD. ŞTİ. ADİ ORTAKLIĞI \u003C\u002Fh1>\n\n\u003Ch1>ile \u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>Öz Sağlık-İş (Öz Sağlık ve Sosyal Hizmet İşçileri\nSendikası.\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>Arasında İmzalanan İşletme Toplu İş Sözleşmesi.\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>26.06.2019 - 25.06.2021\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-1. TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>Bu işletme\u002Fişyeri Toplu îş Sözleşmesinin tarafları ATTİLA ÖZEL\nSAĞLIK HİZ. LTD. ŞTİ. GELİŞİM TIBBİ MALZ. TAAH. TİC. ve SAN LTD.\nŞTİ. ADİ ORTAKLIĞI ile Öz\u003C\u002Fp>\n\n\u003Cp>Sağlık-İş (Öz Sağlık ve Sosyal Hizmet İşçileri Sendikasızdır.\u003C\u002Fp>\n\n\u003Cp>Bu işletme\u002Fişyeri Toplu İş Sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Öz Sağlık-İş (Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası)\n“SENDİKA”\u003C\u002Fp>\n\n\u003Cp>2)ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ. GELİŞİM TIBBİ MALZ. TAAH.\nTİC. ve SAN LTD. ŞTİ. ADİ ORTAKLIĞI “İŞVEREN” veya “ŞİRKET”\u003C\u002Fp>\n\n\u003Cp>3)ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ. GELİŞİM TIBBİ MALZ. TAAH.\nTİC. ve SAN LTD. ŞTİ. ADİ ORTAKLIĞI işveren adına hareket eden ile işin\nve işyerinin yönetiminde görev alan kimselere “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)İşletme\u002Fişyeri Toplu iş sözleşmesinin kapsamı içerisinde\nbelirtilen tüm işyerleri, bunların eklentileri ve araçları ile\noluşturulan iş organizasyonu kapsamındaki bütün yerleri “İŞYERİ”\u003C\u002Fp>\n\n\u003Cp>6)İşletme Toplu iş sözleşmesinin tarafı olan işverenin iş\norganizasyonu kapsamındaki bütün işyerlerinde çalışan Öz Sağlık-İş\nSendikası üyeleri “ÜYE”\u003C\u002Fp>\n\n\u003Cp>7)İşletme Toplu iş sözleşmesinin kapsadığı tüm işçiler\n“İŞÇİ” olarak anılacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme Toplu İş Sözleşmesi 26.06.2019 tarihinde yürürlüğe\ngirer; 25.06.2021 tarihi mesai bitiminde sona erer. Bu sözleşme maddelerinin\nyürürlük tarihleri yürürlük maddesinde düzenlenmiştir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>1)Yer olarak; Attila özel sağlık hiz. ltd. şti. gelişim tıbbi malz.\ntaah. tic. ve san ltd. şti. adi ortaklığı ve bağlı (17 Nolu işkolunda\nfaaliyet gösteren) işyerleri bünyesindeki işyerleri ile bu işyerlerinin\nbağlantı ve eklentileriyle araçlarını kapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak da Attila özel sağlık hiz. ltd. şti. gelişim tıbbi\nmalz. taah. tic. ve san ltd. şti. adi ortaklığı işyerleri\u002Fişletmesinde\nhalen çalışan ve sözleşme süresi içinde işe alınarak\nçalışacaklardan Öz Sağlık-İş (Öz Sağlık ve Sosyal Hizmet İşçileri\nSendikası) Sendikasına üye olan işçileri kapsar..\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>a)İşletme\u002Fişyeri Toplu iş sözleşmesinden Öz Sağlık -İş\nSendikasının üyeleri yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)İşletme\u002Fİşyeri Toplu iş sözleşmesinin imzalandığı tarihte Öz\nSağlık-İş Sendikasına üye olanlar yürürlük tarihinden, imza tarihinden\nsonra üye olanlar ise üyeliklerinin Öz Sağlık-İş Sendikasınca işverene\nbildirildiği tarihten itibaren yararlanırlar. Şu kadar ki; Sendikaya\nüyelikleri sözleşmenin yürürlük tarihinden sonra gerçekleşen işçiler\nhakkında ücret zammı kıstelyevm usulü ile uygulanır. Bu işçiler ücret\nzammından; sözleşmenin yürürlülük tarihi ile sendikaya üyelik tarihleri\narasında geçen süre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e) İşletme\u002Fişyeri Toplu iş sözleşmesinin imza tarihinde Öz\nSağlık-İş Sendikasına üye bulunmayanlar, sonradan işe girip de üye\nolmayanlar veya imza tarihinde Öz Sağlık-İş Sendikasına üye bulunup ta\nayrılanların toplu iş sözleşmesinden yararlanmaları, Öz Sağlık-İş\nSendikasına dayanışma aidatı ödemelerine bağlıdır. Dayanışma aidatı\nile toplu iş sözleşmesinden yararlanma, sözleşmenin imza tarihinden sonra\nmümkündür. Dayanışma aidatı ile toplu iş sözleşmesinden yararlanacak\nişçiler ücret zammından; sözleşmenin yürürlülük tarihi ile\ndayanışma ile yararlanmak için müracaat ettikleri tarihler arasında geçen\nsüre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)İşletme\u002Fİşyeri Toplu iş sözleşmesinin imza tarihi ile yürürlük\ntarihi arasında iş sözleşmesi sona eren üyeler, toplu iş sözleşmesinin\nyürürlük başlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı\ndâhil, çalıştıkları süre ile orantılı olarak sendika üyelik\naidatını ödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder.\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>Bu İşletme\u002Fİşyeri toplu iş sözleşmesinin amacı; İş\nsözleşmelerinin yapılması, muhtevası ve sona ermesi ile ilgili hususları\ndüzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağılılığı da gözeterek işçileri ile işverenlerin\nkarşılıklı hak 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\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\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 erkekler de dahil herkes için eşit işe\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 bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Öz Sağlık-İş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun lö.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 sendikanın üyesi\nişçilerine uygulayamaz. \u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesiyle getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (Öz Sağlık-îş\nSendikası Üyeleri dahil olmak üzere) ilave ücret zammı veya sosyal yardım\nvermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşveren c, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam adı altında olursa olsun bir hak ve yarar temin edildiği takdirde\nverilen bu hak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir\nzam olarak ayrıca 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.\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\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 sözleşme maddelerinin aksamadan\nyürütülüp yürütülmediğinin kontrolüne izin verir. Hiçbir şekilde\nyetkili sendikanın faaliyetleri işveren tarafından engellenemez.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-8. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Sendika baş temsilcisi ve temsilcilik işyerlerindeki temsilcilik\ngörevlerini işyerlerindeki işlerini aksatmamak ve işyerlerindeki iş\ndisiplinine aykırı olmamak şartı ile işverenin de uygun göreceği\nzamanlarda aşağıdaki yazılı sürelerde yerine getirirler.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin bu izin süresini işyerinde geçirmesi asildir. Ancak\nsendika, merkezi veya şube veya bölge temsilciliğinin işverene yapacağı\nyazılı veya sonradan yazı ile doğrulamak şartı ile sözlü çağrısı\nüzerine bu süreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Cp>A) Yönetici İzinleri: Sendika, Bölge, Şube, İl Başkanı ve\nyöneticilerine sendikal faaliyetlerini ifa edebilmeleri için yasal izin\nhakları saklı kalmak kaydıyla yılda 1 hafta sendikal izin verilir.Toplu iş\nsözleşmesinin sona ermesi halinde sona eren Toplu iş sözleşmesinin tarafı\nolan sendikaya Bakanlıkça yeniden yetki tespiti verilmişse sendikal izinli\nsayılması hali devam eder.\u003C\u002Fp>\n\n\u003Cp>B) İsveri Sendika Baştemsilcisi ve Temsilci izinleri; İşyeri Sendika\nBaş temsilcileri ve Temsilcilerine işyerindeki işlerini aksatmamak ve\nişyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>İşyeri Sendika Baş Temsilcisi ile işyeri sendika temsilcilerinin\nişverenin işini aksatmaması ve sendika toplantısına katılmak üzere,\nsendikadan alacağı yazıyı işverene ibraz etmek koşuluyla her birine\nhaftada 2 saat sendikal izin verilir. Bu izinler işçinin talebi ve işverenin\nuygun bulması ve kabulü halinde toplu olarak da kullanabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C)Kadın Komitesi ve Engelliler Komitesi Üyeleri İzni; İşyerinde\nçalışan işçiler arasından sendikaca, Şube nezdinde kurulan Kadın\nKomitesi ile Engelliler Komitesi üyesi belirlenir. Bu komitelerin başkan ve\nüyelerine sendikadan alacakları yazılı belgeyi işverene sunmaları\nkoşuluyla işçinin işini aksatmaması ve sendika toplantısına katılmak\nüzere ayda 1 işgünü sendikal izin verilir.\u003C\u002Fp>\n\n\u003Cp>D)Diğer İzinler; Sendika temsilci ve görevlilerine kongre konferans,\nsemine, yönetim, denetim, disiplin kurulu, genel kurul ve temsilciler meclisi\ngibi toplantılara katılmaları için Sendikanın yazılı talebi üzerine her\nkişiye münhasır olacak şekilde işin aksamaması koşuluyla yıllık\nücretli izin için öngörülen süre verilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>Öz Sağlık-İş Sendikası işyerinde çalışan üyeleri arasından\naşağıda gösterilen esaslar dâhilinde biri baş temsilci olmak üzere her\nbir işyeri için;\u003C\u002Fp>\n\n\u003Cp>a) 1-50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b) 51-100 işçiye kadar: en fazla 2 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>İş kanunu ve sendikalar ve toplu iş sözleşmesi kanun hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKA ÜYELİĞİNİN GÜVENCESİ. MOBBİNG. BEYAZ KOD ve\nEŞİT DAVRANMA YÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>A)Sendika Üyeliğinin Güvencesi; İşçiler Öz Sağlık-İş Sendikasına\nüye olmaları, Öz Sağlık-İş Sendikasının veya bağlı bulunduğu\nkonfederasyonların etkinliklerine katılmaları veya işçi olmaktan doğan\ndiğer haklarını kullanmaları dolayısıyla işten çıkarılamaz, işi\ndeğiştirilemez ve farklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Öz Sağlık-İş Sendikasına üye olan işçilerle\nsendikasız işçiler arasında, işin sevk ve dağıtımında, işçinin\nmesleki ilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye\nve primlerinde, 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\u003Cp>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi; 19.03.2011 tarih ve\n27879 sayılı Resmî Gazetede yayımlanan 2011\u002F2 sayılı Başbakanlık\n“İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi” Genelgesi, İş\nkanunu ve sendikalar ve toplu iş sözleşmesi kanun hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>C)Eşit Davranma Yükümlülüğü; İş ilişkisinde dil, ırk, cinsiyet,\nsiyasal düşünce, felsefi inanç, din ve mezhep ve benzeri sebeplere dayalı\nayrım yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimî işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\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>D)Beyaz Kod; Taraf sendika üyesi işçilere hastane çalışanlarına\nuygulanan beyaz kod uygulaması tüm hükümleriyle aynen uygulanır.\u003C\u002Fp>\n\n\u003Cp>E)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak işçinin\niş sözleşmesinin feshi halinde için 4857 sayılı İş Kanunun 18.,19.,20.\nve 21.madde hükümleri uygulanır. Borçlar Kanunu ve 6356 sayılı Sendikalar\nve Toplu İş Sözleşmesi Kanunun ilgili hükümleri saklıdır. İşçinin\nkanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan tazminat\nhakları ile diğer hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>Öz Sağlık-Iş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI ve İLAN PANOSU\u003C\u002Fh3>\n\n\u003Cp>a)Temsilci Odası; Sendika ile hastane karşılıklı görüşerek toplantı\niçin Fiziki imkân sağlanması için oda isteyebilir.\u003C\u002Fp>\n\n\u003Cp>b)İlan Panosu: İşveren iş yerlerinde işçilerin kolayca\ngörebilecekleri elverişli bir yerde sendika bildirimlerinin asılmasına\nözgü ve hastanenin uygun göreceği yer ve boyutta ilan tahtası bulundurur\nilan panosuna asılacak her türlü belge sendika il başkanı ve işyeri\ntemsilcisinin imzası ile asılabilir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>a)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 (ozsaglikismuhasebe@gmail.com)\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)Sendikalar ve Toplu İş Sözleşmesi Kanununun 18.maddenin 2.fıkrası\nuyarınca yürürlük başlangıç tarihi ile imza tarihi arasında geçen\nsüre için “(2) Üyelik ve dayanışma aidatları, yetkili işçi\nsendikasının işverene yazılı başvurusu üzerine, işçinin ücretinden\nkesilmek suretiyle ilgili sendikaya ödenir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan sendika\nüyesi işçilerin, KVKK kapsamında çalışanların aydınlatılması ve\nonaylarının alınmasından sonra, bu onamların işverene sunulması üzerine\nsadece onam veren sendika üyelerinin belgeleri işveren vekillerince\nonaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İŞYERİ DEĞİŞİKLİĞİ VE BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>Çalışma koşullarında esaslı bir değişiklik olmaksızın;\u003C\u002Fp>\n\n\u003Cp>İşçiler, gerektiği takdirde, işyeri içinde unvanı veya niteliği\nbenzer yahut birbirine yakın başka işlerde veya yerlerde muvafakat\naranmaksızın en fazla 3 ay geçici olarak işveren tarafından\ngörevlendirilebilirler.\u003C\u002Fp>\n\n\u003Cp>Görülen işin niteliğinde benzerlik olmak şartı ile işçilerin, aynı\nişverene bağlı ve belediye hudutları, yakın il ve ilçeler içindeki bir\nbaşka işyerine işverence nakledilmeleri mümkündür.\u003C\u002Fp>\n\n\u003Cp>İşçinin çalışma koşullarındaki yapılacak değişiklik, bu durumun\nişçiye yazılı olarak bildirmesi ve işçinin bu değişikliği kabul\nettiğini altı işgünü içinde yazılı olarak bildirmesi halinde\nmümkündür. Aksi halde çalışma koşullarında yapılan değişiklik\nişçiyi bağlamaz.\u003C\u002Fp>\n\n\u003Cp>Yangın, sel deprem gibi tabii afet hallerinde işçinin rızasına\nbakılmaksızın geçici sürelerde işçiler çalıştırılabilirler. îş ve\nişyeri değişikliği nedeniyle işçi ücretlerinden herhangi bir indirim\nyapılamayacağı gibi, geçici görevdeki işin niteliğine göre sağlanan\nmevzuat gereği işçiye ödenmesi hüküm altına alman ek haklar da işçiye\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-17. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler işe alındıkları tarihten itibaren iki aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi hiçbir\nşarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-18. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>İş Kanunu 31.madde 3.fıkra ücretsiz olarak, 1475 Sayılı iş kanunu\n14.madde kıdem tazminat ödenir. İş kanunda düzenlenen işe geri alma\nhükümleri gereğince ve iş yapısının müsaitliği işverenin takdiri\ndoğrultusunda işe geri alma söz konusu olabilir, işçi askerlik hizmetini\nşua izni sırasında yapmak isterse bu konuda işverene yazılı talepte\nbulunacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-19. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalar İlişkin Özel Usul ve Esaslar Hakkında Yönetmeliğinin\n5.maddesi gereğince gece çalışması 20:00-06:00 saatleri arasıdır. İş\nkanunu ve bu alandaki mevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-20. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>İş kanunu 63.maddesi 1.fıkrası uyarınca çalışma süresi haftada en\nçok 45 saattir. Radyoloji, Radiyom ve Elektrikle Tedavi ve Diğer Fizyoterapi\nMüesseseleri Hakkında Kanuna tabi olan işçilerin ek 1. Maddesi uyarınca\nhaftalık çalışma süresi 35 saattir. Bu sürenin hafta içerisinde\naşılması veya eksik çalışılması hakinde işçiye bir sonraki hafta\ndenkleştirme ve telafi izinleri kullandırılarak çalışma süresi 35 saate\ndenk getirilecektir. Bu denkleştirme ve telafi izni 45 saat çalışan\nişçilere de haftalık 45 saat çalışma süresi üzerinden\nuygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-21. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>İş kanunu 66. maddesinde işçinin günlük çalışma sürelerinden\nsayılan haller düzenlenmiş olup bu hüküm uygulanacaktır buna göre;\u003C\u002Fp>\n\n\u003Cp>a)İşçilerin işveren tarafından işyerlerinden başka bir yerde\nçalıştırılmak üzere gönderilmeleri halinde yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin işinde ve her an iş görmeye hazır bir halde bulunmakla\nberaber çalıştırılmaksızın ve çıkacak işi bekleyerek boş geçirdiği\nsüreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka bir yere gönderilmesi veya\nişveren evinde veya bürosunda yahut işverenle ilgili herhangi bir yerde\nmeşgul edilmesi suretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>d)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>e)Demiryolları, karayolları ve köprülerin yapılması, korunması ya da\nonarım ve tadili gibi, işçilerin yerleşim yerlerinden uzak bir mesafede\nbulunan işyerlerine hep birlikte getirilip götürülmeleri gereken her\ntürlü işlerde bunların toplu ve düzenli bir şekilde götürülüp\ngetirilmeleri esnasında geçen süreler.\u003C\u002Fp>\n\n\u003Cp>İşin niteliğinden doğmayıp da işveren tarafından sırf sosyal yardım\namacıyla işyerine götürülüp getirilme esnasında araçlarda geçen süre\nçalışma süresinden sayılmaz.\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>Herhangi bir suç sebebiyle en çok 3 ay boyunca gözlem altına alman veya\ntutuklanan işçilerin, gözlem altında veya tutuklu kaldığı sürede\nücretsiz izinli sayılır. Gözlem altı ve tutukluluk halinin kalkması,\nancak işçinin beraat etmesi şartıyla işçi birlikte derhal işe\nbaşlatılır\u003C\u002Fp>\n\n\u003Cp>İşbu sözleşmede boşluk olması halinde İş Kanunun 17., 21., 24., 25.\nve sair hükümleri uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI \u003C\u002Fh2>\n\n\u003Ch3>MADDE-23. İS SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>İş sözleşmesinin feshedilmesine ilişkin iş kanunu 18., 19., 20., 21.,\nve 26. maddeler ve ilgili hükümler uygulanacaktır. Disiplin kurulun görev\nalalına giren hususlarda disiplin kurulu kararı ile işçinin iş akdi\nfeshedilecektir.\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>Bildirim önellerine ilişkin iş kanunun 17.maddesi uygulanacaktır. Bu\nkanun maddesi uyarınca, Belirsiz süreli iş sözleşmelerinin feshinden önce\ndurumun diğer tarafa bildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>a)İşi altı aydan az sürmüş olan işçi için, bildirimin diğer tarafa\nyapılmasından başlayarak iki hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b)İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak dört hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c)İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak altı hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d)ki üç yıldan fazla sürmüş işçi iç[n, bildirim yapılmasından\nbaşlayarak sekiz hafta sonra, feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-25. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>Yeni iş arama izni, işçiye çalışma saatleri içinde günde en çok 2\nsaat olacak şekilde işveren tarafından takdir edilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-26. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Kanun Hükümleri Uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-27. İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A) Yıllık Ücretli İzinler;\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Hizmeti bir yıldan beş yıla kadar (beş yıl dahil) olanlara 15\nişgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmeti beş yıldan fazla on yıldan az olanlara 21 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmeti on yıl (dahil) ve daha fazla olanlara 27 işgünü, yıllık\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>b)Yıllık ücretli izin kurulu oluşturularak denetlenmesi uygundur.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>B) Ücretsiz Mazeret İzni; İşveren, işçiye yazılı müracaatı\nüzerine ve özrü makul görülmek şartıyla yılda (3) aya kadar ücretsiz\nmazeret izni vermeyi kabul eder. Doğum yapan kadın işçiye yazılı\nmüracaatı halinde yasal izin süresini kullandıktan sonra üç (3) aya kadar\nücretsiz izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C ) Ücretli Sosyal İzinler; Toplu iş sözleşmesi kapsamında çalışan\nişçilere sosyal durumlarına göre aşağıda yazılı esaslar dahilinde\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>İş Kanunu Ek 2. Maddesi uyarınca, İşçiye; evlenmesi veya evlat\nedinmesi ya da ana veya babasının, eşinin, kardeşinin, çocuğunun ölümü\nhalinde üç gün, eşinin doğum yapması halinde ise beş gün ücretli izin\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler halinde on güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>l.KESIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-28. AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>A-) YEMEK YARDIMI: i işveren tarafından işçinin günlük yemek ücreti\nhastanede çalışanlar için hastane yemekhanesinde yemek yemeleri\nkarşılığında ödeme yapılmakta olup işçiye ayrıca yemek yardımı\nyapılmayacaktır. Ancak yemek verilmemesi halinde işçiye fiili\nçalıştığı gün için 7,5 TL yemek yardımı yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B) - TAŞIT YARDIMI: Büyükşehir Belediyesinin hizmet verdiği\notobüslerin günlük rayiç bedeli, fiili çalışma gününe göre günlük 2\nbilet bedeli net olarak işçiye ödenir. \u003C\u002Fp>\n\n\u003Ch3>MADDE-29. YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>A-) BAYRAM HARÇLIĞI: işveren; İşyerlerinde çalışan taraf sendika\nüyesi işçilere,\u003C\u002Fp>\n\n\u003Cp>1 .yıl Ramazan Bayramından önce 110.00 TL,\u003C\u002Fp>\n\n\u003Cp>1 .yıl Kurban Bayramından önce 110.00 TL,\u003C\u002Fp>\n\n\u003Cp>2.yıl Ramazan Bayramından önce 125.00 TL,\u003C\u002Fp>\n\n\u003Cp>2.yıl Kurban Bayramından önce 125.00 TL, bayram harçlığı vermeyi\nkabul ve taahhüt\u003C\u002Fp>\n\n\u003Ch3>MADDE-30. OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Cp>A-) EVLENME YARDIMI: İşletme\u002Fİşyeri Toplu iş sözleşmesi kapsamında\nçalışan sendika üyesi işçilerin evlenmeleri halinde 330,00 TL evlenme\nyardımı yapılır. Evlenen işçiler, aynı işverenin emrinde\nçalışıyorsa bu yardım her iki işçiye de ayrı ayrı ödenir.\u003C\u002Fp>\n\n\u003Cp>B-) DOĞUM YARDIMI: İşletme\u002Fİşyeri Toplu iş sözleşmesi kapsamında\nçalışan işçinin eşinin doğum yapması veya işçi kadın ise kendisinin\ndoğum yapması halinde doğum belgesini ibraz etmesi şartı ile işçiye\n330,00 TL doğum yardımı yapılır. Bebeğin ölü olarak doğması halinde\ndoğum ve ölüm yardımının her ikisi de birlikte ödenir.\u003C\u002Fp>\n\n\u003Cp>C-) ÖLÜM YARDIMI:\u003C\u002Fp>\n\n\u003Cp>6098 sayılı borçlar kanunun 440. Maddesi uyarınca, işçinin ölümü\nhalinde, işveren, işçinin sağ kalan eşine ve ergin olmayan çocuklarına,\nyoksa bakmakla yükümlü olduğu kişilere, ölüm gününden başlayarak bir\naylık süre zarfında, bir aylık maaş bedeli ödeme yapılır.\u003C\u002Fp>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-31. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri iş\nkanununun ilgili hükümlerine uygun olarak banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE-32.ÜCRET ZAMMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İşbu toplu iş sözleşmesi kapsamındaki işyerlerinde çalışan sendika\nüyesi işçilere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>1Altı ay zammı: 25.06.2019 tarihinde almış oldukları aylık brüt\nçıplak ücretlere, 26.06.2019 tarihinden geçerli olmak üzere %5 (yüzde\nbeş) zam uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Altı ay zammı: 25.12.2019 tarihinde almakta oldukları brüt çıplak\nücretlere 26.12.2019 tarihinden geçerli olmak üzere %6 (yüzde altı) zam\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>3.Altı ay zammı: 25.06.2020 tarihinde almakta oldukları ücretlerin\nüzerine 26.06.2020 tarihinden geçerli olmak üzere %6 (yüzde altı) zam\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>4.Altı ay zammı: 25.12.2020 tarihinde almakta oldukları ücretlerin\nüzerine 26.12.2020 tarihinden geçerli olmak üzere %5 (yüzde beş) zam\nuygulanır. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-33. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>İş kanunun 41. Maddesi ve İş kanununa ilişkin fazla çalışma ve fazla\nsürelerle çalışma yönetmeliği kapsamında haftalık kırkbeş saati aşan\nçalışmalar fazla çalışma olarak bu mevzuatlar kapsamında\nhesaplanacaktır.\u003C\u002Fp>\n\n\u003Cp>Radyoloji, Radiyom ve Elektrikle Tedavi ve Diğer Fizyoterapi Müesseseleri\nHakkında Kanuna tabi olan işçilerin ek 1. Maddesi uyarınca haftalık\nçalışma süresi 35 saat olup bu kanun kapsamında denkleştirme ve telafi\nizinleri kullandırılacağından fazla çalışma ücreti ödenmeyecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Yapılacak her bir saat fazla sürelerle çalışma ile fazla çalışma\niçin ödenecek ücret normal çalışma ücretinin %60 fazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-34. ULUSAL VE DİNİ BAYRAMLARDA ÇALIŞMA ve ÇALIŞMANIN\nÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurur, ulusal ve dini bayramlarda\nçalıştırılan işçilere çalıştıkları her bir gün için normal\naldığı yevmiye ücretinin üzerine 1,5 (bir buçuk) katı yevmiye\nödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-35. İKRAMİYE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cp>Bu toplu iş sözleşmesi kapsamındaki işçilere 2019 yılı ve süregelen\nyılların Temmuz ve Aralık aylarında 5'er günlük olmak üzere yılda\ntoplam 10 günlük (5x2=10) brüt çıplak ücretleri tutarında ikramiye\nödenir. Bu ödeme, işçinin çalıştığı sürenin bir yıldan az olması\ndurumunda çalışma süresi ile orantılı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-36. İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Türk Borçlar Kanunu, İş kanunu, Sosyal Güvenlik Kanunu, İş\nsağlığı ve güvenliği kanunu ve ilgili mevzuatlar uygulanacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>MADDE-37. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>Türk Borçlar Kanunu, İş kanunu, Sosyal Güvenlik Kanunu, İş\nsağlığı ve güvenliği kanunu ve ilgili mevzuatlar uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch3>MADDE-38. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>İş kanunu madde 25 MD\u002FII-ı bendi ve ilgili mevzuatlar uygulanacaktır.\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-39. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>a)İşyeri\u002Fİşletmede disipline ilişkin konularda karar verilmek üzere 4\nkişiden Disiplin Kurulu kurulur. Bu kurulun iki üyesini sendika, 1 üye\nişveren temsilcisi ve 1 üye de hastane yönetiminde bir temsilci olacak\nşekilde oluşturulur. Aynı sayıda yedek üyeler taraflarca tespit edilir.\nİşveren temsilcisi disiplin kuruluna başkanlık edecektir. Herhangi bir\noylama sonucu eşitlik olursa disiplin kurulu başkanının kararı geçerli\nolacaktır.\u003C\u002Fp>\n\n\u003Cp>b)İşveren temsilci için hastanenin tahsis edeceği odada, bunun mümkün\nolmaması halinde hastanedeki işverenin proje yöneticisinin odasının\nmüsait olması durumuna göre disiplin kurulunun toplantıları\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>c) Disiplin Kuruluna sevk işlemi her iki tarafça da yapılabilir. Disiplin\nKurulu başkanının beş gün önce yapacağı yazılı çağrısı üzerine\nen az üç üyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında\nişleniler fiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Fakat bunların oy hakları\nyoktur. Karar oy çokluğu ile alınır. Oyların eşitliği halinde başkanın\noyu iki oy kabul edilir. Disiplin Kurulu kararlan kesindir. İdarenin amiri\nveya işveren ya da yetki verdiği yardımcısı kurul kararını 5 gün\niçerisinde onaylar. Aksi halde karar düşer ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>d)Disiplini bozan fiillere işbu toplu iş sözleşmesinin ceza cetveline\nuygun olarak (tekerrür sırasına göre) ceza verilir. Bu cezalar dışında\nceza verilemez. Ceza cetvelinde belirtilmeyen suçların olması halinde\ncetvele uygun en yakın ceza verilir. Disiplini bozan bir fiile verilecek o\nfiilin karşılığı olan cezalar sırasıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezaları ihtar, günlük yevmiye ücretinden kesinti yapılması\nve işten çıkarmadan ibarettir.\u003C\u002Fp>\n\n\u003Cp>1)Günlük yevmiye ücret kesintisi; iş kanunu 38. Maddesinin 2. Fıkrası\nuyarınca, İşçi ücretlerinden ceza olarak yapılacak kesintilerin işçiye\nderhal sebepleriyle beraber bildirilmesi gerekir. İşçi ücretlerinden bu\nyolda yapılacak kesintiler bir ayda iki gündelikten veya parça başına\nyahut yapılan iş miktarına göre verilen ücretlerde işçinin iki günlük\nkazancından fazla olamaz.\u003C\u002Fp>\n\n\u003Cp>2)İşten çıkarma; iş sözleşmesinin fesih edilmesidir. Disiplin\nKurulunca bu cezaya ancak 3\u002F4 çoğunlukla karar verilir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren\u002Fişveren vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 30 gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır.\u003C\u002Fp>\n\n\u003Cp>g)1. Disiplini bozan fiili öğrenen ilgili yetkili (7) gün içinde gerekli\nsoruşturma belgelerini hazırlayarak işçiyi disiplin kuruluna şevke yetkili\nmakama verir.\u003C\u002Fp>\n\n\u003Cp>2.Şevke yetkili makam, soruşturma, belgelerinde eksik görülen konular\nvar ise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak\nkimsenin savunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü\niçinde kurula sevk eder. İşçinin yetkili makamlarca kurula şevki halinde\ndisiplin kurulunca işçide dinlenir. İşçinin yazılı savunmasının\nalınması ve her türlü delillerin toplanmasına imkân tanınması mutlak\nzorunludur. İşçinin yazılı savunması alınmaksızın verilen cezalar\ngeçersizdir. İşçiden olayla ilgili yazılı savunma talep edilecek ve\nişçinin savunma vermekten kaçınması halinde bu durum tutanak altına\nalınacaktır.\u003C\u002Fp>\n\n\u003Cp>3.Disiplin Kurulu, belgelerin kurula şevkini müteakip genel olarak 10 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 3 ay içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. 1 yıl içinde 3 defa\nceza alan bir işçinin aynı yıl içinde 4. fiili için ceza gerektiğinde bu\nfiil için verilmesi icap eden ceza, evvelki fiillerin nitelikleri ve verilen\ncezalarda nazara alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>ı) Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 6 işgünü geçtikten sonra iş sözleşmesinin feshi salâhiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>j)Kurur kararları genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçinin kurul kararlarına tebellüğden sakınması veya\nkararın tebliği esnasında terk suretiyle işyerinden ayrılmış olması\nhalinde keyfiyet tutanakla tespit olunmak kaydıyla yukarıdaki tebliğ ve\nilgili hükümlerin uygulanmasına gerek kalmaksızın tebliğ hüküm ifade\neder. Tebligat kanunu hükümler uygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>k)Disiplin kurulu kararları işçinin personel özlük dosyasında\nsaklanır.\u003C\u002Fp>\n\n\u003Cp>\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-40. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\ntemin edilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>GEÇİCİ MADDE:\u003C\u002Fstrong> Toplu İş Sözleşmesinin yürürlük\nbaşlangıç tarihi ile imza tarihi arasında oluşacak farklar imza tarihinden\nitibaren bir ay içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>İŞ DİSİPLİNİNE UYMAYAN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>1- Mazeretsiz olarak ayda toplam 5 saat işe geç\n        gelmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>2- Mazeretsiz bir işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>3- Mazeretsiz herhangi bir tatil gününü takip eden\n        bir işgünü veya ardı ardına iki işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>4- Mazeretsiz herhangi bir tatil gününü takip eden\n        3 işgünü veya ardı ardına 4 işgünü işe gelmemek veya yılda 5\n        işgünü işe gelmemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>5- İş saati bitmeden izinsiz olarak işi terk\n        etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>6- Göreve sarhoş gelmek veya yanında alkollü içki\n        getirmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>7- İş esnasında uyuşturucu madde kullanmak veya\n        bulundurmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>8- İş saatinde yapılması gerekli işi yapmamak\n        veya özel işiyle ilgilenmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>9- İş saatinde işyerine ait alet ve malzeme ile\n        özel işler yapmak, işyerine ait ilaç, malzeme, vasıta, alet veya\n        işçileri kendi işinde veya şahsi çıkarı için kullanmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>10- İş saatinde arkadaşlarını lüzumsuz yere\n        meşgul etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>11- İş arkadaşlarına hakaret etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>12-İşyerinin emniyetiyle görevli olanların\n        görevleri esnasında uyuması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \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\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>13- Amirine hakaret etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>14- Amirine tehdit veya fiili saldırıda bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>15- İş arkadaşlarına saldırı veya tehditte\n        bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>16- İş arkadaşlarına veya hastalara kaba muamelede\n        bulunmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>17- Rüşvet almak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>18-İşyerinde kavga çıkarmak veya kavga\n        çıkarılmasına sebebiyet vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>19- Hırsızlık yapmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>20- İşyerinde mevcut alet, malzeme veya\n        şahısların maruz kaldıkları tehlike anında gereken yardımı\n        yapmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>21-Dikkatsizliği ve tedbirsizliği yüzünden zarara\n        sebep olmak (zarar tazmin edilir)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>22- Şahsi koruma tedbirlerine uymamak, koruyucu\n        malzemeleri korumamak veya kullanmamak,\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>23-Verilen alet ve malzemenin periyodik bakımını\n        ihmal etmek veya yapmamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>24- Görevini ihmal etmek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>25- Kendi işi dışında başka işle meşgul olmak\n        (iş saatleri içinde),\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>1 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>26- Resmi belgelerde tahrifat yapmak, sahte belge\n        düzenlemek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>27- İşe gelmeyen arkadaşlarının yerine imza\n        atmak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>28- İşçileri kendileri ile ilgili olmayan demek ve\n        kuruluşlara kayıt ve teberru vermeye zorlamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>29-Tedavi için girdikleri ev halkının sırlarını\n        ve durumlarını açıklamak,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"432\">\u003Cp>30-Görevim yerine getirilmesinde keyfi olarak veya\n        garezden kişilerin zararına sebebiyet vermek,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"430\">\u003Cp>31-Görevin yapılmasında dil, din, ırk, cinsiyet,\n        siyasal düşünce vesiyasi parti gözetmek, İşten çıkarmalar\n        hariç, disiplin cezasını uygulayacak makamın bu cezayı affetmek\n        yetkisi vardır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\">\u003Cp>6 Yev\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>iç\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\">Bu cetveldeki kısaltmalar ( Yev. ) yevmiye kesimini, (\n        İ.Ç. ) işten çıkarmayı göstermektedir.\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":44,"cbamemtrad":47,"trainingprogrammes":51,"trainingfund":54,"contracttrial":58,"contracttrialperiod":61,"healthandsafetypolicy":65,"code_application":68,"protectiveclothing":72,"paidmaternityleave":76,"paidpaternityleave":80,"pregnancy":84,"deathrelatives":88,"breastfeeding_workingtime":90,"eqpay":92,"discrimination":96,"hourspweek_select":100,"WORKHOURS_trigger":104,"TRADEUNLEAV_trigger":107,"tradeunleavdays":110,"STRUCINCR_trigger":114,"wageincreasetype2":117,"ONCERISE_trigger":121,"oncerise_detail":124,"NOCTPREM_trigger":128,"OVERTIME_trigger":132,"overtimeallowancetype_general":136,"MEALALL_trigger":140,"SENIOR_trigger":144,"PAIDLEAV_trigger":148,"holidaysdays":152},{"bindId":45,"name":46,"text":46},"cbadate_start","26.06.2019 - 25.06.2021",{"bindId":48,"name":49,"text":50},"cbamemtrad","Öz Sağlık-İş (Öz Sağlık ve Sosyal Hizmet","Öz Sağlık-İş (Öz Sağlık ve Sosyal Hizmet İşçileri\nSendikası.",{"bindId":52,"name":53,"text":53},"trainingprogrammes","MADDE-40. EĞİTİM",{"bindId":55,"name":56,"text":57},"trainingfund","Sendikanın düzenleyeceği kurs, seminer, ","Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\ntemin edilir.",{"bindId":59,"name":60,"text":60},"contracttrial","MADDE-17. DENEME SÜRESİ",{"bindId":62,"name":63,"text":64},"contracttrialperiod","İşçiler işe alındıkları tarihten itibare","İşçiler işe alındıkları tarihten itibaren iki aylık deneme süresine\ntabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi hiçbir\nşarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.",{"bindId":66,"name":67,"text":67},"healthandsafetypolicy","İS SAĞLIĞI ve GÜVENLİĞİ",{"bindId":69,"name":70,"text":71},"code_application","Türk Borçlar Kanunu, İş kanunu, Sosyal G","Türk Borçlar Kanunu, İş kanunu, Sosyal Güvenlik Kanunu, İş\nsağlığı ve güvenliği kanunu ve ilgili mevzuatlar uygulanacaktır.",{"bindId":73,"name":74,"text":75},"protectiveclothing","22- Şahsi koruma tedbirlerine uymamak, k","22- Şahsi koruma tedbirlerine uymamak, koruyucu\n        malzemeleri korumamak veya kullanmamak,",{"bindId":77,"name":78,"text":79},"paidmaternityleave","B) Ücretsiz Mazeret İzni; İşveren, işçiy","B) Ücretsiz Mazeret İzni; İşveren, işçiye yazılı müracaatı\nüzerine ve özrü makul görülmek şartıyla yılda (3) aya kadar ücretsiz\nmazeret izni vermeyi kabul eder. Doğum yapan kadın işçiye yazılı\nmüracaatı halinde yasal izin süresini kullandıktan sonra üç (3) aya kadar\nücretsiz izin verilir.",{"bindId":81,"name":82,"text":83},"paidpaternityleave","İş Kanunu Ek 2. Maddesi uyarınca, İşçiye","İş Kanunu Ek 2. Maddesi uyarınca, İşçiye; evlenmesi veya evlat\nedinmesi ya da ana veya babasının, eşinin, kardeşinin, çocuğunun ölümü\nhalinde üç gün, eşinin doğum yapması halinde ise beş gün ücretli izin\nverilir.",{"bindId":85,"name":86,"text":87},"pregnancy","d)Çocuk emziren kadın işçilerin çocuklar","d)Çocuk emziren kadın işçilerin çocuklarına süt vermeleri için\nbelirtilecek süreler.",{"bindId":89,"name":82,"text":83},"deathrelatives",{"bindId":91,"name":86,"text":87},"breastfeeding_workingtime",{"bindId":93,"name":94,"text":95},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":97,"name":98,"text":99},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":101,"name":102,"text":103},"hourspweek_select","İş kanunu 63.maddesi 1.fıkrası uyarınca ","İş kanunu 63.maddesi 1.fıkrası uyarınca çalışma süresi haftada en\nçok 45 saattir. Radyoloji, Radiyom ve Elektrikle Tedavi ve Diğer Fizyoterapi\nMüesseseleri Hakkında Kanuna tabi olan işçilerin ek 1. Maddesi uyarınca\nhaftalık çalışma süresi 35 saattir. Bu sürenin hafta içerisinde\naşılması veya eksik çalışılması hakinde işçiye bir sonraki hafta\ndenkleştirme ve telafi izinleri kullandırılarak çalışma süresi 35 saate\ndenk getirilecektir. Bu denkleştirme ve telafi izni 45 saat çalışan\nişçilere de haftalık 45 saat çalışma süresi üzerinden\nuygulanacaktır.",{"bindId":105,"name":106,"text":106},"WORKHOURS_trigger","MADDE-20. NORMAL ÇALIŞMA SÜRESİ",{"bindId":108,"name":109,"text":109},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":111,"name":112,"text":113},"tradeunleavdays","İşyeri Sendika Baş Temsilcisi ile işyeri","İşyeri Sendika Baş Temsilcisi ile işyeri sendika temsilcilerinin\nişverenin işini aksatmaması ve sendika toplantısına katılmak üzere,\nsendikadan alacağı yazıyı işverene ibraz etmek koşuluyla her birine\nhaftada 2 saat sendikal izin verilir. Bu izinler işçinin talebi ve işverenin\nuygun bulması ve kabulü halinde toplu olarak da kullanabilir.",{"bindId":115,"name":116,"text":116},"STRUCINCR_trigger","MADDE-32.ÜCRET ZAMMI",{"bindId":118,"name":119,"text":120},"wageincreasetype2","1Altı ay zammı: 25.06.2019 tarihinde alm","1Altı ay zammı: 25.06.2019 tarihinde almış oldukları aylık brüt\nçıplak ücretlere, 26.06.2019 tarihinden geçerli olmak üzere %5 (yüzde\nbeş) zam uygulanır.",{"bindId":122,"name":123,"text":123},"ONCERISE_trigger","MADDE-35. İKRAMİYE",{"bindId":125,"name":126,"text":127},"oncerise_detail","Bu toplu iş sözleşmesi kapsamındaki işçi","Bu toplu iş sözleşmesi kapsamındaki işçilere 2019 yılı ve süregelen\nyılların Temmuz ve Aralık aylarında 5'er günlük olmak üzere yılda\ntoplam 10 günlük (5x2=10) brüt çıplak ücretleri tutarında ikramiye\nödenir. Bu ödeme, işçinin çalıştığı sürenin bir yıldan az olması\ndurumunda çalışma süresi ile orantılı olarak ödenir.",{"bindId":129,"name":130,"text":131},"NOCTPREM_trigger","MADDE-19. VARDİYA USULÜ ÇALIŞTIRMA Posta","MADDE-19. VARDİYA USULÜ ÇALIŞTIRMA\n\nPostalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalar İlişkin Özel Usul ve Esaslar Hakkında Yönetmeliğinin\n5.maddesi gereğince gece çalışması 20:00-06:00 saatleri arasıdır. İş\nkanunu ve bu alandaki mevzuat hükümleri uygulanır.",{"bindId":133,"name":134,"text":135},"OVERTIME_trigger","MADDE-33. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-33. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":137,"name":138,"text":139},"overtimeallowancetype_general","Yapılacak her bir saat fazla sürelerle ç","Yapılacak her bir saat fazla sürelerle çalışma ile fazla çalışma\niçin ödenecek ücret normal çalışma ücretinin %60 fazlasıdır.",{"bindId":141,"name":142,"text":143},"MEALALL_trigger","A-) YEMEK YARDIMI: i işveren tarafından ","A-) YEMEK YARDIMI: i işveren tarafından işçinin günlük yemek ücreti\nhastanede çalışanlar için hastane yemekhanesinde yemek yemeleri\nkarşılığında ödeme yapılmakta olup işçiye ayrıca yemek yardımı\nyapılmayacaktır. Ancak yemek verilmemesi halinde işçiye fiili\nçalıştığı gün için 7,5 TL yemek yardımı yapılacaktır.",{"bindId":145,"name":146,"text":147},"SENIOR_trigger","MADDE-26. KIDEM TAZMİNATI, HESAPLANMASI ","MADDE-26. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ",{"bindId":149,"name":150,"text":151},"PAIDLEAV_trigger","İZİNLER MADDE-27. İZİNLER","İZİNLER\n\nMADDE-27. İZİNLER",{"bindId":153,"name":154,"text":155},"holidaysdays","Hizmeti bir yıldan beş yıla kadar (beş y","Hizmeti bir yıldan beş yıla kadar (beş yıl dahil) olanlara 15\nişgünü,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ATTİLA ÖZEL SAĞLIK HİZ. LTD. ŞTİ Öz Sağlık-İş 26.06.2019 - 25.06.2021 - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-06-26\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-06-25\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: → Hospitality, catering, tourism\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                        HAK-İŞ - Türkiye Hak Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → 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            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\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: → Hayır\u003C\u002Fdiv>\n        \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: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → 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: → 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: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → 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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n          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