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Üyelerin sosyal, ekonomik ve kültürel düzeylerini\nyükseltmeyi, çalışanların insan onuruna yaraşır ve çağın gereklerine\nuygun yaşayış düzeyine ulaşmaları için yeterli ücret almalarını,\nişyerlerinde sosyal güvenliğin sağlanması için gerekli önlemlerin\nalınmasını, her işçinin istihdamına uygun bir işte\nçalıştırılmasını, işçilerin işsizlik korkusundan uzak geleceğe\ngüvenle bakmalarını, sevgi ve saygıya dayalı disiplin anlayışı içinde\nen iyi ve en güzel hizmeti vermeyi, işyerinde düzenli ve verimli\nçalışmayı teşvik etmeyi, üretimi arttırmayı, taraflar arasında\ndoğabilecek farklılıkları uzlaştırıcı yollarla çözümlemeyi ve\ndemokratik katılımcı düzenlemeyi amaç edinir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Ch3>Taraflar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin tarafları; Balıkesir Üniversitesi\nRektörlüğü ile Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası (Öz\nSağlık-İş)'dır.\u003C\u002Fp>\n\n\u003Ch3>Tanımlar:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesi metni içinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>a) Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası (Öz Sağlık-İş)\n\"sendika\"\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Balıkesir Üniversitesi Rektörlüğü İşveren,\u003C\u002Fp>\n\n\u003Cp>e) Sözleşme kapsamına giren işyerlerini sevk ve idareye yetkili olanlar\nİşveren Vekili,\u003C\u002Fp>\n\n\u003Cp>d) İşletme Toplu İş Sözleşmesi ekleri ile birlikte Sözleşme,\u003C\u002Fp>\n\n\u003Cp>e) İşyerinde çalışan ve kanunen işçi sayılan Öz Sağlık-İş\nüyeleri Üye,\u003C\u002Fp>\n\n\u003Cp>f) Belirtilen işyerlerinde işçi statüsünde çalışanlar \"İşçi\",\u003C\u002Fp>\n\n\u003Cp>g) Balıkesir Üniversitesi Rektörlüğü iş yerlerinin her biri\neklentileri ile beraber \"İşyeri\" bunların bütünü \"İşletme\" diye\ntanımlanmıştır.\u003C\u002Fp>\n\n\u003Cp>h) Kanun, Kararname, Tüzük, Yönetmelik vb. \"Mevzuat\" olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3- SÖZLEŞMENİN YÜRÜRLÜK SÜRESİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesi 01.10.2022 tarihinde yürürlüğe girer ve\n14.01.2025 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Ch2>MADDE 4- TOPLU İŞ SÖZLEŞMESİNİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>Toplu İş Sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri Toplu\nİş Sözleşmesine aykırı olamaz. İş sözleşmelerinin Toplu İş\nSözleşmesine aykırı hükümlerinin yerini Toplu İş Sözleşmesindeki\nhükümler alır. İş sözleşmesinde düzenlenmeyen hususlarda Toplu İş\nSözleşmesindeki hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu İş Sözleşmesinde iş sözleşmesine aykırı hükümlerin\nbulunması halinde iş sözleşmesinin işçi lehine hükümleri\ngeçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren Toplu İş Sözleşmesinin İş Sözleşmesine ilişkin\nhükümleri yenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü\nolarak devam eder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5- KAPSAM VE YARARLANMA\u003C\u002Fh2>\n\n\u003Ch3>a) Kapsam:\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi, 17 no.lu Sağlık ve Sosyal Hizmetler\nişkolundaki işverene bağlı bulunan işyerleri ve eklentilerinde çalışan\nÖz Sağlık-İş Sendikası üyelerini kapsar.\u003C\u002Fp>\n\n\u003Ch3>b) Yararlanma:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinden, imza tarihinde taraf sendikaya üye olanlar\nyürürlük tarihinden, imza tarihinden sonra sendikaya üye olanlar ise,\nüyeliklerin kesinleştiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, iş sözleşmelerinin sona erdiği tarihe kadar\ntoplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nbulunmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye bulunup da ayrılanlar veya çıkarılanların\ntoplu iş sözleşmesinden yararlanabilmeleri, toplu iş sözleşmesinin\ntarafı işçi sendikasına dayanışma aidatı ödemelerine bağlıdır. Bu\nhususta işçi sendikasının muvafakati aranmaz. Dayanışma aidatı ödemek\nsuretiyle toplu iş sözleşmesinden yararlanma talep tarihinden\ngeçerlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6- SÖZLEŞMENİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>A) İşveren; hiçbir şekilde bu Toplu İş Sözleşmesi hükümlerini\nkısmen veya tamamen, doğrudan doğruya veya dolaylı yollarla Öz\nSağlık-İş Sendikası üyesi olmayanlarla, sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>B) İşveren tarafından, sendika üyesi olmayan işçilere bu toplu iş\nsözleşmesiyle sağlanan haklar verildiği veya her ne ad altında olursa\nolsun bu haklardan daha fazla hak sağlandığı takdirde bu haklar o\nişverenin işyerinde çalışan sendikalı işçilere de uygulanır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesi; işveren, işveren vekilleri ve diğer\nyetkililerce yürütülür. Sözleşmenin yürütülmesinden her yetkili kendi\nyetkileri çerçevesinde sorumludur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7- TOPLU İŞ SÖZLEŞMESİNİN İŞ SÖZLEŞMELERİNE ETKİSİ:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasında mevcut olan iş sözleşmelerinin, işçi aleyhine olan\nhükümlerinin yerini bu toplu iş sözleşmesinin hükümleri alır. İş bu\ntoplu iş sözleşmesinde düzenlenmeyen hususlar hakkında yürürlükteki\nyasalara aykırı olmamak kaydıyla iş sözleşmeleri her türlü hükümleri\nihtiva eder. Sözleşmede yasa hükümlerine yapılan atıflar, toplu iş\nsözleşmesinde yer almasa bile hükümlerin sözleşme hükmü niteliğinde\nolduğunu gösterir.\u003C\u002Fp>\n\n\u003Cp>İş bu toplu iş sözleşmesinde düzenlenmeyen hususlar hakkında\nyürürlükteki yasa, tüzük, yönetmelik hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihinden önce işçi lehine\ndüzenlenmiş ve verilmiş haklar saklıdır ve uygulamasına devam olunur.\u003C\u002Fp>\n\n\u003Cp>Ancak, toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nbirimi değiştirilen personel yeni biriminin özlük haklarından\nyararlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 8- SENDİKAL FAALİYETLERE OLANAK SAĞLAMAK:\u003C\u002Fh2>\n\n\u003Cp>A) Sendika yöneticileri ve şube yöneticileri, baş temsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçileri ve yetkili sendikayı\nilgilendiren konularda, haber vermek koşulu ile işyeri yetkilileri ile\ngörüşürler.\u003C\u002Fp>\n\n\u003Cp>Sendika ve şube yöneticileri ile baş temsilciler önceden işverene haber\nvermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\ngörüşebilirler. Bu konuda işveren yöneticileri her türlü kolaylığı\ngösterir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- GÖREV BÖLÜMÜ:\u003C\u002Fh2>\n\n\u003Cp>a) Görev bölümü, hizmet dalları ve kadrolara göre işveren veya\nişveren vekili tarafından yapılır.\u003C\u002Fp>\n\n\u003Cp>b) Her işçi yalnız kendisine verilen işten sorumludur.\u003C\u002Fp>\n\n\u003Cp>c) Her işçi kendi kadro görevinde çalıştırılır. Ancak, hizmetin\nzorunlu kıldığı hallerde işçinin rızası ile işveren veya vekili\ntarafından başka bir kadroda görev verilenlere, bu görevleri devam ettiği\nsürece, yaptıkları işin karşılığı haklar verilir. İşveren\ntarafından kadro görevi dışında 6 aydan uzun süre çalıştırılan\nişçilerin görevleri rızası olmaksızın değiştirilemez.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- İŞYERİ SENDİKA TEMSİLCİLERİNİN GÖREVLERİ, TEMSİLCİ\nODASI VE İLAN TAHTASI:\u003C\u002Fh2>\n\n\u003Ch3>A) Temsilcilerin Görevleri:\u003C\u002Fh3>\n\n\u003Cp>- İşyeri sendika temsilcisi, işyerinde sınırlı olmak üzere yetkisi\ndahilinde kendisine intikal ettirilen uyuşmazlık ve şikayetlerin tarafsız\nbir açıdan değerlendirip çözümlenmesine çalışır.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkların büyümesine engel olmaya gayret eder. İşçileri\ngörevlerini en iyi bir şekilde yerine getirmeye ve iş disiplinine uymaya\ndavet eder, gerekli çalışmada bulunur.\u003C\u002Fp>\n\n\u003Cp>İşyerinde huzurun devamlılığı ve çalışma barışının korunmasına\nyardımcı olur. Sendikaca verilen bilgileri işçilere ulaştırır. İzah\neder. İşçilerin şikâyet ve dileklerini ilgililere bildirir.\u003C\u002Fp>\n\n\u003Cp>Temsilcilik sıfatı, bu sıfatı taşıyana gerek hizmetin yerine\ngetirilmesi gerekse iş disiplinine uyması bakımından bir üstünlük\nsağlamaz. Baştemsilciler işveren veya vekilinin bulunduğu yerde\nçalıştırılabilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri baştemsilcisine bu maddede belirtilen görevlerini yerine\ngetirebilmesi için gerekli kolaylık sağlanır.\u003C\u002Fp>\n\n\u003Cp>Sendika ve konfederasyonların yönetim kurullarında veya başkanlığında\ngörev aldığı için kendi isteği ile çalıştığı işyerinden ayrılan\nişçiler, bu görevlerinin seçime girmemek, yeniden seçilmemek veya kendi\nistekleriyle çekilmek suretiyle son bulması halinde, ayrıldıkları\nişyerinde işe yeniden alınmalarını istedikleri takdirde, işveren, talep\ntarihinden itibaren en geç bir ay içinde bu işçileri o andaki şartlarla\neski işlerine veya eski işlerine uygun bir diğer işe, diğer isteklilere\nnazaran öncelik vererek almak zorundadır. Bu takdirde, işçinin eksi kıdem\nhakları ve ücreti saklıdır. Bu hak, sendika veya konfederasyonlardaki\nyöneticilik görevinin sona ermesinden başlayarak bir ay içinde\nkullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Sendika, 6356 Sayılı Sendikalar ve Toplu iş Sözleşmesi Kanunu\ngereğince birisi baş temsilci olmak üzere aşağıdaki şekliyle sendika\ntemsilcilerini atar. Baş temsilciler gündüz vardiyasında\nçalıştırılır. Yapılan atamalar işverene bildirilir.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"6\">İşyerinde işçi sayısı\u003C\u002Ftd>\n      \u003Ctd>50'ye kadar ise\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 arasında\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-500 arasında\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 arasında\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001-2000 arasında\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2000'den fazla ise\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyeri sendika temsilcisinin belirsiz süreli hizmet akdinin işveren\ntarafından feshinde İş Kanununun ilgili hükümleri uygulanır. İşveren,\nyazılı rızası olmadıkça işyeri temsilcisinin çalıştığı işyerini,\nbirim yada görevini değiştiremez veya işinde esaslı bir tarzda\ndeğişiklik yapamaz.\u003C\u002Fp>\n\n\u003Ch3>B) Temsilci Odası:\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyerinde temsilcilerin evrak ve kayıtlarını muhafaza\netmeleri ve çalışmalarını yürütmeleri amacıyla yetkili işçi\nsendikasına temsilci odası verir. İşverence imkanlar ölçüsünde temsilci\nodasında bir masa, yeteri kadar sandalye, çelik dolap, telefon, bilgisayar,\nduvar gazetesi için pano kitaplık ve gerekli kırtasiye malzemeleri\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C) İlan Tahtası:\u003C\u002Fh3>\n\n\u003Cp>- Sözleşmenin kapsadığı işyerinde işçilerin görebilecekleri uygun\nyerlere işverence iki adet camlı ve kilitli ilan tahtası konur. İlan\ntahtasının iki kilidi bulunur. Kilitlerden birinin anahtarı işveren veya\nvekilinde, diğerininki ise sendika temsilcisinde bulunur.\u003C\u002Fp>\n\n\u003Cp>Bu ilan tahtalarına tarafların işçileri ilgilendiren bildirileri,\ntarnim, bülten vs'ler asılır. Sendika ilan tahtasına asılmasını\nistediği bildirileri bir yazı ile işverene gönderir. Bildiriler\nalındığı tarihten itibaren üç gün içinde ve 15 gün süre ile ilan\ntahtasına asılır. İlan tahtasına asılacak bildiriler, hiçbir surette\nsiyasi yahut kanunlarca yasaklanmış veya işvereni küçük düşürücü\nmahiyette olamaz.\u003C\u002Fp>\n\n\u003Cp>Sendika Genel Merkezinin yazılı talebi olmadan, sendika adına ilan\ntahtasına bildiri asılamaz,\u003C\u002Fp>\n\n\u003Cp>Bildiriler işveren vekilince incelenir, niteliği ikinci paragrafa uygun\nolmayan bildiriler astırılmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- SENDİKA TEMSİLCİ, YÖNETİCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER:\u003C\u002Fh2>\n\n\u003Ch3>A) Baş temsilci İzni:\u003C\u002Fh3>\n\n\u003Cp>- Sendika Baş temsilcisine, temsilcilik görevlerini yerine getirebilmesi\niçin haftada 8 saat izin verilir. Baş temsilciler bu izni işyerindeki işini\naksatmamak şartı ile kullanırlar. Baş temsilciler seçildikleri veya\natandıkları işyerinde çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin izin süresini işyerinde geçirmesi asıldır. Ancak,\nsendika veya şubesinin işverene yapacağı yazılı veya sonradan yazı ile\ndoğrulamak koşulu ile sözlü çağrısı üzerine bu süreyi çağrı\nyapılan yerde de geçirebilirler.\u003C\u002Fp>\n\n\u003Cp>- Baş temsilci mühim ve acil olaylarda günün her saatinde işyerine\ngelerek konuyla ilgilenebilirler, bu uygulama vardiyalı çalışmalarda da\nyapılabilir. Şu kadar ki olay yerine gelen Baş temsilci de, iş disiplininin\ngerektirdiği tutum ve davranışlara uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>Sendikada Yönetici olarak görev alan işçilere de yukarıdaki baş\ntemsilciye verilen hak ve izinler aynen uygulanır.\u003C\u002Fp>\n\n\u003Ch3>B) Temsilci İzinleri:\u003C\u002Fh3>\n\n\u003Cp>- İşyeri sendika temsilcileri, temsilcilik görevlerini işyerlerindeki\nişlerini aksatmamak şartı ile aşağıda yazılı sürelerde yerine\ngetirirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İŞYERİ İŞÇİ MEVCUDU\u003C\u002Ftd>\n      \u003Ctd>HAFTALIK ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>2 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>C) DİĞER İZİNLER:\u003C\u002Fh3>\n\n\u003Cp>- Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, genel kurul ve temsilci eğitimleri gibi programlara katılmaları\niçin sendikanın yazılı talebi üzerine aşağıdaki düzenlenen şekliyle\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İŞYERİ İŞÇİ MEVCUDU\u003C\u002Ftd>\n      \u003Ctd>YILLIK TOPLAM ÜCRETLİ İZİN SÜRESİ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>30 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101-200 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>40 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>60 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501-1000 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>80 gün,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1000'den fazla işçi çalıştıran işyerinde işçi\n        sayısının % 10'u kadar gün.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Bu izinler her üye için ayrı ayrı olmayıp tüm üyeler içindir. Bir\nseferde işyeri işçi sayısının %5'inden fazla sayıda üyenin birden bu\nizni kullanması işverenin onayına tabidir.\u003C\u002Fp>\n\n\u003Cp>Ancak, genel kurula katılacak delegeler için bu % 5 şartı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 12- SENDİKADA GÖREV ALANLARIN GÜVENCELERİ:\u003C\u002Fh2>\n\n\u003Cp>A) Sendikanın görevli yöneticiler, işyeri baş temsilcileri ve\ntemsilcileri ekonomik ve demokratik sendikal faaliyetleri nedeni ile işten\nçıkarılamaz. Rızaları dışında fiilen çalıştığı işi ve işyeri\ndeğiştirilemez.\u003C\u002Fp>\n\n\u003Cp>B) Sendikanın merkez ve şube yönetim kurulunda ve başkanlıklarında\ngörev alarak kendi istekleri ile işyerinden ayrılan işçiler teşekküldeki\ngörevlerinin seçime girmemek, seçilmemek veya çekilmek suretiyle son\nbulması üzerine işe alınmalarını istedikleri takdirde, işveren istek\ntarihinden itibaren en geç bir ay içinde o andaki şartlarla eski veya eski\nişlerine uygun başka bir işe almaya mecburdur. (Kıdem tazminatını\nalanlara bu hüküm uygulanmaz.)\u003C\u002Fp>\n\n\u003Cp>Bu takdirde ücret ve eski kıdem hakları saklı kalmak kaydıyla işine\niade edilen işçiye toplu iş sözleşmesi ile getirilen tüm haklar da işe\nbaşladığı tarihten geçerli olmak üzere verilir. Bu hakkın kullanılması\nteşekküldeki görevin sona ermesinden başlayarak bir ay içinde\ngeçerlidir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- SENDİKANIN YARARLANABİLECEĞİ SALON, ARAÇ VE GEREÇLER:\u003C\u002Fh2>\n\n\u003Cp>Sendika; eğitim, seminer, konferans ve benzeri sosyal, eğitsel\nprogramları için işverenin salon ile araç ve gereçlerinden işverenin\nonayı ile ücretsiz yararlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 14- SENDİKA AİDATI\u003C\u002Fh2>\n\n\u003Cp>a) İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n18.maddesi gereği kesmeye mecbur olduğu aidatları her ay keserek işçi\nücretlerinin ödendiği günü takip eden 15 gün içerisinde, sendikanın\nbildireceği banka hesabına, banka adı ve hesap numarası yazılı olarak\nbildirilmediği durumlarda, 333 10 02 32 Maliye Hesap Kodu ile bağlı banka\nhesabına herhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti\nlisteleri ile banka dekontlarının bir nüshasını\n(ozsaglikismuhasebe@gmail.com) e-posta adresine göndermek zorundadır.\u003C\u002Fp>\n\n\u003Cp>T.C. Çalışma ve Sosyal Güvenlik Bakanlığı tarafından yeni dönem\niçin yetki verilmesi halinde, sendikanın yazılı talebi aranmaksızın\nişveren tarafından üyelik aidat kesintileri yapılarak yukarıda belirtilen\nusul çerçevesinde sendikaya ödenir. İşveren bu işlemler için üyeden ve\nsendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b) Ödenmesi gereken aidatı kesmeyen veya kesmesine rağmen süresi\niçerisinde sendikaya ödemeyen işveren, bildirim şartı aranmaksızın aidat\nmiktarını, bankalarca işletme kredilerine uygulanan en yüksek faizi ile\nbirlikte ödemekle yükümlüdür. Müchir sebepler ve uzun süreli resmi\ntatiller vb. hallerinde aidat ödemelerindeki ilk 10 günlük gecikmeler için\nişlem yapılmaz.\u003C\u002Fp>\n\n\u003Cp>c) İşveren veya işveren vekilleri, sendika ve şubece isim listesi\nistenmesi halinde çalışan işçilerin isim ve unvan bilgilerini de\nbelirtilerek onaylanmış şekilde sendikaya vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 15- SENDİKA ÜYELERİNİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>Anayasa ve diğer mevzuat hükümleri ile işçilere tanınmış haklar\ngerek doğrudan doğruya gerekse dolaylı olarak ihlal olunamaz. İşçilerin\nhak etmiş olduğu ücretlerinden her ne sebeple olursa olsun bir indirim\nyapılamaz. İşçinin ücretinde, ödeme şeklinde, unvanı vs. şartlarında\nişçi aleyhine bir değişiklik yapılamaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- İŞÇİNİN ZORLANAMAYACAĞI GÖREVLER:\u003C\u002Fh2>\n\n\u003Cp>İşveren işçiye, yasalara, toplu iş sözleşmesine, iş sağlığı ve\ngüvenliği yönetmeliğine aykırı iş yaptıramaz. İşçi kendisine verilen\nemri, yasa ve toplu iş sözleşmesine aykırı görürse bizzat veya işyeri\ntemsilcisi aracılığıyla görevin yasaya ve sözleşmeye aykırılığını\ngörev veren yetkiliye derhal bildirir.\u003C\u002Fp>\n\n\u003Cp>Yetkili bu görevin yapılmasında ısrar ederse işçi bu emri yazılı\nolarak talep eder. İşveren\u002Fişveren vekili yazılı olarak bu emri vermez ise\nişçi yapmadığı bu işten dolayı sorumlu tutulamaz. İşçi veya temsilci\nolayı en kısa sürede emri verenin bir üst amirine yazılı olarak bildirmek\nzorundadır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 17- ASKERE GİDEN İŞÇİLERE ASKERLİK YARDIMI YAPILMASI VE TEKRAR\nİŞE ALINMASI:\u003C\u002Fh2>\n\n\u003Cp>Muvazzaf askerlik görevi sebebi ile iş sözleşmesi askıya alınan\nişçiye 750,00-TL askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik hizmetini yaptıktan sonra 1 ay içinde işine dönmek\nisteyen işçi (kıdem tazminatını almamış ise) ayrıldığı derece ve\nmüktesep haklarına ek olarak işbu sözleşme ile sağlanan haklardan\nyararlandırılarak eski yerine ve eski işine uygun başka bir işe\nalınır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 18- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>İşçiler işe alındıkları tarihten itibaren en çok 2 ay deneme\nsüresine tabi tutulurlar. Deneme süresi içerisinde başarı\ngösteremeyenlerin ilişkileri ihbar önellerine uymaksızın kesilebilir.\nDeneme süresi sonunda işçinin ilişkisi kesilmemişse, artık daimi işçi\nvasfını kazanmış olur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 19- İŞ VE İŞYERİ DEĞİŞİKLİĞİ:\u003C\u002Fh2>\n\n\u003Cp>İşçiler genel olarak istihdamına esas olan işinde ve branşında\nçalıştırılır. Ancak iş icap ve zaruretlerine göre işçiler işyeri\niçinde veya Balıkesir Üniversitesi Rektörlüğü bünyesinde işçinin\nrızası alınarak, işyerinde unvan veya niteliği benzer başka işlerde veya\nyerlerde geçici olarak işveren tarafından çalıştırılabilir. Ancak bu\nsüre yılda 1 ayı geçemez. İşçinin rızası olması halinde süre şartı\naranmaz.\u003C\u002Fp>\n\n\u003Cp>İş ve İşyeri değişikliği ceza mahiyetinde olamaz. (Adli kararlar\nhariç) İşçiler, devamlı olarak kadro unvanları dışındaki işlerde\nçalıştırılamazlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 20- VARDİYA USULÜ ÇALIŞTIRMA:\u003C\u002Fh2>\n\n\u003Cp>Vardiya cetvelleri her ay liste halinde işyerinde ilan olunur. Üçlü\nvardiya\u002Fposta sisteminde çalışan işçiler 16 saat dinlendirilmeden önce\nişe çağrılamazlar, 16 saatin hesabında fazla çalışmalar dikkate\nalınmaz. İkili vardiya sistemi uygulanan birimlerde; vardiya değişiminde\nişçiler sürekli olarak en az 11 saat dinlendirilmeden\nçalıştırılamaz.\u003C\u002Fp>\n\n\u003Cp>Vardiya bitiminde belediye toplu taşıma araçları çalışmıyorsa\nişçinin işe geliş gidişi işverence sağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 21- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRESİNDEN SAYILAN HALLER ve\nARA DİNLENMESİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>1- Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi hizmetin durumuna göre en çok 45 saattir. İşveren,\nnormal çalışma yapılan yerlerde haftalık çalışma süresini haftada 5\ngün veya 6 gün olarak düzenler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, işyerinin özelliklerine göre, birimlerde haftalık çalışma\nsüresini ve gün dağılımını işçi lehine planlamaya, iş icap ve\nzaruretlerine göre düzenlemeye yetkilidir.\u003C\u002Fp>\n\n\u003Cp>Röntgen mahalli olarak tecrit edilen yerlerde çalışanların haftalık\nçalışma süreleri 35 saattir.\u003C\u002Fp>\n\n\u003Cp>2- Aşağıdaki süreler veya benzeri haller işçinin günlük çalışma\nsürelerinden sayılır:\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\nişverenle ilgili herhangi bir yerde meşgul edilmesi suretiyle asıl işini\nyapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>d) Çocuk emziren işçilerin çocuklarını emzirmekle geçirdiği\nsüreler. (Süt izni)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Vardiya sistemi uygulanan yerlerde, işin ortalama bir zamanında verilen\nara dinlenmeler.\u003C\u002Fp>\n\n\u003Cp>f) İşveren veya işveren vekili tarafından yapılan görevlendirmeler ve\ndüzenlenen her türlü faaliyetler ile işveren\u002Fsendika tarafından ortak\ndüzenlenen eğitim, çalıştay, vb. geçirilen süreler.\u003C\u002Fp>\n\n\u003Cp>3) Ara dinlenmesi\u003C\u002Fp>\n\n\u003Cp>İşyerinde ara dinlenmesi 1 saattir. Ara dinlenmesi, işçilere nöbetleşe\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmesi içinde işçinin çalıştırılması halinde veya ara\ndinlenmesi kullanmaları mümkün olmayan birimlerde çalışanlar için bu\nsürelerdeki çalışmaları normal çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışmakta olan işçileri günlük çalışma süreleri\niçinde öğle arası yemek saatinde 30 dakika, öğlenden önce ve öğlenden\nsonra olmak üzere işin ortalama bir zamanında 15'er dakikalık ara\ndinlenmesi verilir. Ara dinlenme zamanları işveren veya işveren vekillerince\ndüzenlenir. Uygulama birim sorumlularınca yürütülür.\u003C\u002Fp>\n\n\u003Cp>Ara dinlenmesinin kullandırılmasının mümkün olmadığı durumlarda bu\nsüre çalışma süresinden sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 22- TUTUKLULUK, GÖZETİM ALTINA ALINMA VE MAHKUMİYET HALİNDE\nFESİH VE TEKRAR İŞE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>1) İşçi, tutuklandığı ve tutukluluğu îş kanununun 25.maddesinin IV.\nbendinde belirtilen bildirim sürelerini aştığı takdirde, iş sözleşmesi\nmünfesih sayılır. Belirlenen bildirim süreleri kadar süren tutukluluk\nhallerinde, tutuklu kalınan süreler kadar işçi ücretsiz izinli kabul\nedilir.\u003C\u002Fp>\n\n\u003Cp>2) Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretli izinli addedilir. Ancak, gözaltında geçen\nsüre sonunda tutuklanan işçilerin hizmet akitleri münfesih sayılır. (1.\nbent hükmü saklıdır.)\u003C\u002Fp>\n\n\u003Cp>3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n120 gün içinde son bulması ve işçinin bu tarihten itibaren 15 gün içinde\nişine dönmeyi talep etmesi halinde işçi işveren tarafından emsallerinin\nhakları ile eski işine alınır. İşveren 120 günü aşan müracaat halinde\nboş yer varsa işçiyi eski işine, kadro boşluğu bulunmaması durumunda ise\neski görevine yakın bir işe başlatabilir. Bu halde işe tekrar alınan\nişçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>4) Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç)\nyargılanmaları tutuklu olarak devam ederken 90 gün içinde tahliye\nedilenlerin 1 hafta içinde başvurması ve işyerinde durumuna uygun münhal\nkadro bulunması halinde işveren tarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare, hüküm giymeleri halinde iş sözleşmeleri münfesih sayılır.\nŞu kadar ki 5. fıkranın (a), (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5) Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) 6 ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b) 6 aydan daha fazla ceza aldığı halde cezası ertelenen, paraya\nçevrilen, af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye\nedilen işçiler 1 hafta içinde başvurması, işyerinde durumuna uygun\nmünhal kadro bulunması ve hizmetine ihtiyaç bulunması halinde işverenin\ntakdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6) Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi,\nparaya çevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar\nişe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>7) İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile\u003C\u002Fp>\n\n\u003Cp>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır.\u003C\u002Fp>\n\n\u003Cp>Bu bent kapsamına giren şoförler ve iş makinesi operatörlerinin\ntutuklanma gününden başlayarak 45 güne kadar ki ücretlerinin ödenmesine\ndevam olunur. 120 günden fazla süren hükümlülük veya tutukluluk halinde\ntekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- ÜCRETLİ İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>a) Yıllık İzin:\u003C\u002Fh3>\n\n\u003Cp>İşbu sözleşme kapsamındaki işçilere aşağıda belirtilen sürelerde\nyıllık ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1) Hizmet süreleri 1 yıldan 5 yıla kadar (5. yıl dahil) olanlara 18\ngün\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) Hizmet süreleri 6 yıldan 10 yıla kadar (10. yıl dahil) olanlara 22\ngün\u003C\u002Fp>\n\n\u003Cp>3) Hizmet süreleri 10 yıldan fazla olanlara 30 gün ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık izinlerin ne şekilde kullanılacağı İş Kanunu'na göre\nkurulacak komisyonca düzenlenir.\u003C\u002Fp>\n\n\u003Cp>Komisyon, işçi sayısının yüzden fazla olduğu işyerlerinde işveren\nveya işveren vekilince belirlenecek komisyon başkanı ve iki işçi\ntemsilcisinden oluşur. İşçiler, kendi aralarında anlaşmak ve işveren\nvekilinin rızasını almak şartıyla izin dönemlerini değiştirebilirler.\nYıllık ücretli izinlerin tamamının bir kerede verilmesi esastır. Ancak,\nbu süreler, tarafların anlaşması ile bir bölümü 10 günden aşağı\nolmamak üzere bölümler hâlinde kullanılabilir. İzinli olan işçiye izin\nsüresince işyerlerinde ya da görevlendirme usulünce iş verilemez.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, hafta tatili ve genel tatil günleri izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>İzinlerin ait olduğu yıl içinde kullandırılması esastır. Ancak,\nişlerin yoğunluğu nedeniyle kullanılamayan\u002Fkullandırılamayan yıllık\nücretli izinlerin ücreti, hizmet akdinin herhangi bir nedenle sona ermesi\ndurumunda, hizmet akdinin sona erdiği tarihteki ücreti üzerinden işçiye\nödenir.\u003C\u002Fp>\n\n\u003Cp>Herhangi bir nedenle işinden ayrılan işçinin kendisine, ölümü halinde\nkanuni varislerine kullanmadığı yıllık izinlerinin ücreti ödenir.\u003C\u002Fp>\n\n\u003Cp>Hak edilen iznin ait olduğu yıl\u002Fdönemde işveren tarafından\nkullandırılmaması halinde, geçmiş yıllara ait kullandırılmayan izin,\nancak işçinin yazılı müracaatı ile sonraki yıllarda\nkullandırılabilir.\u003C\u002Fp>\n\n\u003Ch3>b) Şua İzni:\u003C\u002Fh3>\n\n\u003Cp>Röntgen mahalli olarak tecrit edilen yerlerle radyum ve radyoterapi\nhizmetlerinde çalışanlara Radyoloji Hizmetleri Yönetmeliğine göre izin ve\ndiğer hükümler uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>c) Haftalık İzin:\u003C\u002Fh3>\n\n\u003Cp>1- İşçilere haftada bir gün ücretli hafta tatili verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2- İzin hakkı cezalandırma amacıyla kısıtlanamaz. Vardiya ve nöbet\ndeğişimi gibi hallerde verilen dinlenmeler işçinin haftalık izin hakkını\nortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Ch3>d) İdari İzin:\u003C\u002Fh3>\n\n\u003Cp>İşçilere zorunlu nedenlerin varlığı halinde, kısa sürelerle verilen\nizindir. Ünite amirleri tarafından bir yıl içinde toptan veya parça parça\nolarak zorunda nedenlerin varlığı halinde yıllık izni bulunmayan\nişçilere 10 güne kadar idari izin verilebilir. Zaruret halinde 10 gün daha\naynı usulle idari izin verilebilir. Bu takdirde ikinci defa verilen izin,\nişçinin müteakip yıldaki izninden mahsup edilir.\u003C\u002Fp>\n\n\u003Ch3>e) Mazeret İzni:\u003C\u002Fh3>\n\n\u003Cp>Mazeretlerini belgelemek kaydıyla; aşağıda yazılı sürelerde ve\nolayın vukuundan itibaren 7 gün içerisinde başvuran işçilere aşağıda\nbelirtilen ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>1- Eşi doğum yapan işçiye 7,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>2- Kendisi veya çocuğu evlenen işçiye 7,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3- Tabii afet ve benzeri hallerde 15 güne kadar,\u003C\u002Fp>\n\n\u003Cp>4- Askerlik işlemleri için 2,\u003C\u002Fp>\n\n\u003Cp>5- Eşi askere giden kadın işçiye 1,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>6- Ana, baba, eş, çocuk, kardeş, kayınvalide, kayınpederinin veya\nbakmakla yükümlü olduğu birisinin ölümü halinde 7 işgünü, cenazelerin\nil sınırları dışına götürülmesi veya ölüm olayının il sınırları\ndışında gerçekleşmesi halinde ise bu süreye 5 işgünü yol izni ilave\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7- Çocuğun ölü doğması veya anne karnında gerçekleşen çocuk\nölümlerinde kadın işçiye olayın vukuu bulduğu tarihten itibaren 5 gün\nücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>8- Eş, çocuk, ana veya babasının tedavisi için refakat gerektiğini\nbelgeleyen işçiye, yılda 15 güne kadar, refakat izni verilir. Bu süre\nişverenin onayı halinde refakat süresinin sonuna kadar arttırılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9- Engelli kadrosunda istihdam edilen personellere 3 Aralık Dünya\nEngelliler Günü'nde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cp>İşçilerin en az yüzde altmış 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 hålinde on beş güne kadar ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Ch3>f) Saatlik İzin:\u003C\u002Fh3>\n\n\u003Cp>İşçiye resmi dairelerdeki işleriyle diğer şahsi ve ailevi mazeretleri\nhalinde günde dört, ayda toplam sekiz saati geçmemek üzere ücretli mazeret\nizni verilebilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Ch3>g) Ulusal Bayram ile Genel Tatil Günleri İzni:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Ulusal bayram ve genel tatil günleri hakkında yasa hükümleri uygulanır.\nRamazan ve Kurban bayramlarında işin özelliği çalışmayı gerektirse\ndahi, her işçiye bayram süresince en az birer gün ücretli izin\nkullandırılır.\u003C\u002Fp>\n\n\u003Ch3>ı) Öğrenim İzni\u003C\u002Fh3>\n\n\u003Cp>Iş bu toplu iş sözleşmesi kapsamında çalışan işçilere, devam\nzorunluğu olan öğrenim görmesi halinde haftalık çalışma saatini\ntamamlamak koşulu ile mesaisi ders saatlerine göre idare tarafından\nayarlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch2>MADDE 24- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\u003C\u002Fh2>\n\n\u003Cp>Ulusal Bayram ve Genel Tatil Günleri aşağıda belirtilen günlerdir.\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat: 13.00'de başlar, 29\nEkim günü devam eder.\u003C\u002Fp>\n\n\u003Ch3>Resmi Bayram ve Genel Tatil Günleri:\u003C\u002Fh3>\n\n\u003Cp>1- 1 Ocak günü Yılbaşı Tatilidir\u003C\u002Fp>\n\n\u003Cp>2- 23 Nisan Ulusal Egemenlik ve Çocuk Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>3- 19 Mayıs Atatürk'ü Anma, Gençlik ve Spor Bayramıdır.\u003C\u002Fp>\n\n\u003Cp>4-1 Mayıs Emek ve İşçi Bayramı\u003C\u002Fp>\n\n\u003Cp>5- 15 Temmuz Demokrasi ve Özgürlükler Günü\u003C\u002Fp>\n\n\u003Cp>6-30 Ağustos Zafer Bayramıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Dini Bayramlar:\u003C\u002Fh3>\n\n\u003Cp>1- Ramazan Bayramı: Arife günü saat: 13.00 den itibaren 3,5 gündür.\u003C\u002Fp>\n\n\u003Cp>2- Kurban Bayramı: Arife günü saat: 13.00 den itibaren 4,5 gündür.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen günlerde işçiye bir iş karşılığı olmaksızın\nücretleri tam olarak ödenir. Şayet bu günlerde ve Genel Tatil günlerinde\ntatil yaptırılmayıp işçi rızası ile çalıştırıldığında\nçalışılan her takvim günü için normal yevmiyeleri hariç 2 yevmiye daha\nverilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- ÜCRETSİZ İZİNLER\u003C\u002Fh2>\n\n\u003Cp>a) İşçilere, can güvenliği tehlikesi bulunduğunu belgelendirmesi\nkaydıyla istekleri halinde 6 aya kadar ücretsiz izin verilir veya işçilere\ntalepleri halinde meşru mazeretlerine istinaden sözleşme yürürlük\nsüresince 90 güne kadar ücretsiz izin verilebilir. Bu izin aynı şartlarla\nbir katına kadar uzatılabilir\u003C\u002Fp>\n\n\u003Cp>b) Kamu kurum ve kuruluşlarında sürekli işçi kadrolarında çalışan\nişçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek, anne, baba, eş ve çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde bu hallerin sağlık kurulu raporu ile belgelendirilmesi şartıyla\nistekleri üzerine en çok 6 (altı) aya kadar ücretsiz izin verilebilir.\nAynı şartlarda bu süre bir katına kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>c) Kadın işçilere 4857 Sayılı İş Kanunu'nun 74'üncü maddesine göre\n6 aya kadar ücretsiz izin verilir. İşçinin talebi halinde bu süre 6 ay\ndaha uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>d) Yetiştirilmek üzere (burslu veya kendi imkanlarıyla gidenler dahil)\nyurt dışına devlet tarafından gönderilen öğrenci ve memurlarla, yurt\niçine ve yurt dışına sürekli görevle atanan memurların işçi olan\neşlerine işçilik süresince her defasında bir yıldan az olmamak üzere en\nçok sekiz yıla kadar ücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>Ücretsiz izin süresinin bitiminden önce mazeret gerektiren sebebin\nkalkması halinde, işçi derhal görevine dönmek zorundadır. Mazeret\nsebebinin kalkması halinde veya izin süresinin bitiminden itibaren 10 gün\niçinde görevine dönmeyenler işçilikten istifa etmiş sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 26- TOPLU İŞTEN ÇIKARMA ve İŞ SÖZLEŞMESİNİN FESHİ\u003C\u002Fh2>\n\n\u003Cp>İlgili mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 27-KIDEM TAZMİNATI VE İHBAR ÖNELLERİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>a) Kıdem Tazminatı hesabında işçinin 35 günlük ücret tutarı esas\nalınır. İşçinin iş kazası veya meslek hastalığı sonucu ölümü\nhalinde kıdem tazminatı 60 günlük ücreti üzerinden hesaplanır. İhbar\nsüreleri hususunda 4857 sayılı kanunun 17. Maddesinde belirtilen süreler\nikişer hafta artırılarak uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Emekliliğe hak kazanıp Sosyal Güvenlik Kurumuna başvurmuş olduğunu\nve emekliye hak kazanmış olduğunu belgelemiş olan işçilere emeklilik\nisteminin kabul yazısını işverene verdiği tarihten itibaren işveren\nişçinin hesaplanacak kıdem tazminatını en geç 30 gün içerisinde tüm\nişlemleri yaparak bir seferde ve tek taksitte ödemek zorundadır. Gecikmesi\nhalinde en yüksek mevduat faiziyle ödenir.\u003C\u002Fp>\n\n\u003Cp>Kıdem, hizmet akdinin aralıklarla devam etmiş ve yeniden akdedilmiş\nolmasına bakılmaksızın aynı işverenin bir veya değişik işyerlerinde\nçalışılan bütün hizmetlerinin toplamıdır.\u003C\u002Fp>\n\n\u003Cp>c) Ayrıca emekliliğe hak kazanıp başvuruda bulunan işçilere \"b\" bendi\nuygulandıktan sonra mevzuat gereği damga vergisi hariç herhangi bir vergiye\ntabi tutulmaksızın (12.105) gösterge rakamının memur aylık katsayısı\nile çarpımı sonucu bulunacak tutarında tazminat (yol harcırahı) ödenir.\n(Örn: 12.105*(01.07.2022 göstergesi 0,333603)-4.038,26-(damga vergisi\n30,65)=4.007,61 TL net ödenir.)\u003C\u002Fp>\n\n\u003Ch2>MADDE 28- YENİ İŞ ARAMA İZNİ:\u003C\u002Fh2>\n\n\u003Cp>İşverenin yazılı ihbarı ile veya işçinin dilekçesi ile iş\nsözleşmesi ihbar önellerine uyulmak suretiyle fesh edildiğinde işveren,\nişçiye talebi halinde, çalışma saatleri içinde günde 4 saat ücretli iş\narama izni verir. İşçi talebi halinde bu izinler topluca verilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29-HASTALIK YARDIMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>1- Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 gün ve\ndaha fazla istirahatli olmaları halinde sosyal güvenlik kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda beş defayı geçmemek üzere SGK tarafından ödenmeyen\nilk iki günün ücreti işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>2- İşçinin, işverenin bulunduğu mahal veya başka bir mahale sevk\nsuretiyle viziteye çıkması halinde işyerinden ayrı kalacağı zamanlarda\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği süreler için işçi ücretli izinli sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 30- BULAŞICI HASTALIKLAR RİSK PİRİMİ\u003C\u002Fh2>\n\n\u003Cp>İş bu toplu iş sözleşmesi kapsamındaki işçilere fiilen çalışılan\nher gün için net 5TL\u002FGün, bulaşıcı hastalıklar risk primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu oran 01.10.2022 tarihinden itibaren sözleşmedeki ücret zamları\noranında ve ücretin zamlandığı tarih itibariyle arttırılarak\nödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 31- MALİ SORUMLULUK TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>İşyerlerinde ayniyat, tahakkuk, mutemet, vezne, satın alma, nakit veya\nnakit yerine geçen işlerde çalışanlara her ay brüt çıplak ücretlerinin\n%5'i tutarında mali sorumluluk tazminatı ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- UZUN SÜRELİ HASTALIK HALİ:\u003C\u002Fh2>\n\n\u003Cp>Uzun süreli hastalık halinde iş yasası ile ilgili mevzuat hükümleri\nsaklı kalmak üzere 506 sayılı yasa hükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33- DİSİPLİN HÜKÜMLERİ:\u003C\u002Fh2>\n\n\u003Cp>İşçilere verilecek disiplin cezaları EK-1'deki şekliyle uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşverenin 4857 sayılı İş Kanunu'nun 25\u002FII maddesindeki hakları saklı\nkalmak kaydıyla disiplin cezaları EK-1 Disiplin Ceza Cetvelinde\nbelirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>EK-1 Disiplin Ceza Cetvelinde yer alan disiplin cezası verilmesini\ngerektiren fiil ve halleri işçinin işlediğinin yetkili makamlar tarafından\nyapılan\u002Fyaptırılan disiplin soruşturması ya da kovuşturması neticesinde\ntespit edilmesi halinde işçiye işlenilen fiil ve hallerine karşılık gelen\ndisiplin cezası verilir. Disiplin cezası verilmesini gerektiren fiil ve\nhalleri işleyen işçiler hakkında, bu fiile ve hallerin işlendiğinin\nöğrenildiği tarihten itibaren 3 (üç) ay içinde disiplin soruşturması ya\nda kovuşturmasına başlanmadığı takdirde disiplin cezası verme yetkisi\nzamanaşımına uğrar. Disiplin cezası verilmesini gerektiren fiil ve\nhallerin işlendiği tarihten itibaren nihayet 2 (iki) yıl içinde disiplin\ncezası verilmediği takdirde ceza verme yetkisi zamanaşımına uğrar.\u003C\u002Fp>\n\n\u003Cp>Belli bir disiplin cezası verilmesi gereken fiil ve hallerden dolayı ceza\nalan işçiye, ayı fiili ve hali 2 yıl içerisinde yeniden işlemesi halinde\nbu cezanın bir yukarı derecedeki cezası uygulanır. Bu fiil ve halden\ndolayı ceza alan işçi, 2 yıl içerisinde aynı fiil ve halden ceza\nalmaması durumunda, bu cezanın son tekerrürü silinir.\u003C\u002Fp>\n\n\u003Cp>EK-1 Disiplin Ceza Cetvelinde sayılan ve disiplin cezası verilmesini\ngerektiren fiil ve hallere nitelik ve ağırlıkları itibarıyla benzer\neylemlerde bulunanlar hakkında İş Kanunu'nun ilgili maddeleri ve konuya\nilişkin genel mevzuat hükümleri doğrultusunda değerlendirme yapılarak,\nverilecek ceza kıyas yoluyla takdir ve tayin edilir.\u003C\u002Fp>\n\n\u003Cp>Savunması alınarak işçiye disiplin cezası verilmesi esastır. İşçi,\n7 (yedi) gün içinde savunmasını verir. Verilen süre içinde savunmasını\nyapmayan işçi, savunma hakkından vazgeçmiş sayılır.\u003C\u002Fp>\n\n\u003Ch3>İşyeri Disiplin Kurulu:\u003C\u002Fh3>\n\n\u003Cp>İşyerlerinde işverenin belirleyeceği 2 üye ve sendikanın\nbelirleyeceği 2 üyeden müteşekkil işyeri disiplin kurulu kurulur. Taraflar\nkurula asıl üye kadar da yedek üye belirlerler. Sözleşmenin imza\ntarihinden itibaren bir ay içerisinde taraflar asıl ve yedek üyelerini\nyazılı olarak birbirlerine bildirirler. Asıl üyelerin mazereti halinde\nyerine yedekleri katılır. Sendika adına kurula katılan üyelerden birinin\ndisiplin kuruluna sevk edilmesi halinde yerine yedek üye katılır. Şayet\nişçiye ihtar veya yevmiye kesme cezalarını veren disiplin amiri ile\nişçinin eşi veya ikinci dereceye kadar (bu derece dahil) kan ve sıhri\nhısımları kurul üyesi ise yerine yedek üye katılır.\u003C\u002Fp>\n\n\u003Cp>Kurula işveren temsilcileri arasından işveren veya işveren vekilinin\ntayin edeceği üye başkanlık eder. Kurulun raportörlüğü işveren\ntarafından yerine getirilir. Lüzumu halinde, taraflardan birinin yazılı\nmüracaatı ile kurul, kurul başkanı tarafından disipline konu olan ilgili\ndokümanlar (tutanaklar, savunma dilekçesi vb.) ile birlikte yazılı olarak\ntoplantıya çağrılır.\u003C\u002Fp>\n\n\u003Cp>İşçi, ihtar ve yevmiye kesme cezalarına karşı işyeri disiplin\nkuruluna itiraz edebilir. İtirazda süre, işlenilen fiil ve hale karşılık\ngelen disiplin cezasının işçiye tebliğinden itibaren 7 (Yedi) gündür.\nİtiraz halinde, kurulun gündemi 3 (üç) işgünü içinde gizlilik\nesaslarına uygun olarak kurul üyelerine gönderilir. Kurul itiraz dilekçesi\nile eklerinin kendisine intikalinden itibaren, soruşturma dosyasına göre\n(müfettiş\u002Fmuhakkik tahkikatlarını) 15 (Onbeş) gün içinde kararını\nverir.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç halinde ceza istenen işçi işçileri veya tanıkları\ndinleyebilir. Kararlar ekseriyetle alınır. Oyların eşitliği halinde\nbaşkanın bulunduğu taraf çoğunluğu sağlamış olur.\u003C\u002Fp>\n\n\u003Ch3>Üst Disiplin Kurulu:\u003C\u002Fh3>\n\n\u003Cp>Üst Disiplin Kurulu; Balıkesir Üniversitesi Rektörlüğüne bağlı\nişyerlerinde işverenlerin ayrı ayrı atayacağı 2'er temsilci ile\nsendikanın bu işyerleri için atayacağı 2 temsilcisinden olmak üzere her\nkurum için toplam 4 kişiden meydana gelir. Taraflar kurula asıl üye kadar\nda yedek üye belirlerler. Sözleşmenin imza tarihinden itibaren bir ay\niçerisinde taraflar asıl ve yedek üyelerini yazılı olarak birbirlerine\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurulun Başkanlığını işveren temsilcilerinden biri yapar. Başkanın\ntensip edeceği bir üye aynı zamanda kurulun raportörlüğünü de ifa eder.\nMazereti dolayısıyla toplantıya katılamayan asıl üye yerine yedek üye\nçağrılır. Toplantı gündemi, toplantı tarihinden beş işgünü önceden\nüyelere yazılı olarak bildirilir. Üst Disiplin Kurulu, İşyeri Disiplin\nKurulunca karara varılamayan hususları, ihraç kararlarını ve işyerlerinde\nçalışan sendika yönetici ve temsilcileri hakkında verilen disiplin\ncezalarına karşı yapılacak itirazları, görüşüp karara bağlar.\nKararlar, toplantıya katılanların çoğunluğuyla alınır. Oyların\neşitliği halinde başkanın bulunduğu taraf çoğunluğu sağlamış\nolur.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezaları ekte belirtilmiştir. Cetvelde bulunmayan suçlar için\nkurul kıyasen karar verir.\u003C\u002Fp>\n\n\u003Cp>Ceza cetveli EK-1 de gösterilmiştir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin uygulaması ile hükümlerinin yorumu konusunda\nçıkan uyuşmazlıkların ilk kademe olarak işyerlerindeki işveren vekilleri\nile sendika temsilcileri arasında halli esastır. Bu şekilde halli mümkün\nolmayan uyuşmazlıklar Balıkesir Üniversitesi Rektörlüğü'nde teşekkül\nettirilen Uyuşmazlıkları Çözüm Kurulu'nda tetkik edilir.\nUyuşmazlıkları Çözüm Kurulu, 2 işveren temsilcisi ile 2 sendika\ntemsilcisinden oluşur. Ayrıca, işveren temsilcilerinden 2, işçi sendikası\ntemsilcilerinden 2 adet yedek üye seçilir. Kurula işveren temsilcilerinden\nbiri başkanlık eder.\u003C\u002Fp>\n\n\u003Cp>Kurul taraflardan birisinin başvurusu üzerine toplanır (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir).\nKurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık konusunun\nvarit olup olmadığını, varit ise giderilmesi çarelerini araştırır ve 15\ngün içinde karara bağlar.\u003C\u002Fp>\n\n\u003Cp>Taraflar kurul kararlarına uymak zorundadırlar. Taraflar kurula girecek\nüyelerini toplu iş sözleşmesinin imza tarihinden itibaren 1 ay içinde\nbirbirine bildirir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 35- İŞ SAĞLIĞI VE GÜVENLİĞİ KURULUNUN GÖREVLERİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Her işyerinde iş sağlığı ve güvenliği kurullarının oluşturulması\nve çalıştırılmasından işveren sorumludur. Yönetmelik gereği kurulda,\nSendika tarafından görevlendirilen bir işçi temsilcisi de bulunur.\u003C\u002Fp>\n\n\u003Cp>1- İşveren ve işçiler İş Sağlığı ve Güvenliği Yönetmeliği ve\nmevzuat hükümlerini tümüyle uygulamayı kabul eder.\u003C\u002Fp>\n\n\u003Cp>2- İşveren yılda bir defa olmak üzere tüm sendika üyesi işçilere\ngenel sağlık taraması yaptırır, bulaşıcı hastalık servislerinde\nçalışanlar için bu süre 6 aydır. İşveren, her işçi için işyerinde\nsağlık dosyası bulundurur. Bu dosyada usulüne uygun işe başlama,\nperiyodik muayenelerinin sonuçları, işçinin geçirdiği meslek\nhastalıkları ile iş kazaları nedenlerini ve sonuçlarını gösterir\ngerekli belgeleri içerir biçimde düzenlemeyi yapar. Talep edildiği takdirde\nbu bilgileri sendikaya ve işçinin kendisine vermekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>3- İş sağlığı ve güvenliği kurulları işyerinde çalışan\nişçilerden üçünün yazılı başvurusu ile hemen toplanır. Böyle bir\nolay olmadığı zamanda kurul olağan toplantısını ayda bir kez yapar. Bu\nsırada ilgili işçiler görevli kabul edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>4- İş sağlığı ve güvenliği kurulu tarafından tüm bilgiler (uygun\nkoşullar olmasa dahi) tüm işçilere aktarılır. İşveren, iş sağlığı\nve güvenliği eğitimi için tüm işçileri kapsayan eğitim seminerlerinin\nperiyodik olarak yapmakla yükümlüdür. Bu eğitimler yılda 2 kez 4'er\nsaatten az olamaz. Bu programlarda ki eğitimcilerin seçim ve eğitim\nprogramı sendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar\nyasaya göre işverene aittir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5- İşyeri hekimliği konusunda mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- KAZALARIN BİLDİRİLMESİ:\u003C\u002Fh2>\n\n\u003Cp>İşyerinde meydana gelen bir kaza sonucunda yaralanan işçinin durumu\nderhal yetkiliye bildirilir. İşçinin durumu buna olanak vermeyecek kadar\nağır ise durum başka bir işçi tarafından yetkiliye bildirilir. Kazaya\nuğrayan işçi, yetkili tarafından doldurulacak kaza raporu ile birlikte veya\nbuna olanak yoksa hemen işçinin bakılacağı sağlık teşkilatına\nbildirilir. Durum derhal işveren vekiline ve sendika temsilcisine bildirilir.\nKendilerini tedavi etmeye veya yetkili olmayan kimselere tedavi ettirmeye\nçalışanlara karşı işveren vekili bir sorumluluk kabul etmez. İşveren\nhayati önem arz eden kazalarda, işçinin Kamu hastanelerine götürülmesi\nkaydı aramaz, kazazede en yakın hastaneye veya Sağlık kuruluşuna\ngötürülür.\u003C\u002Fp>\n\n\u003Ch2>MADDE 37- SOSYAL YARDIM ÖDEMELERİ:\u003C\u002Fh2>\n\n\u003Ch3>A) Birleştirilmiş Sosyal Yardım:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş Sözleşmesinden yararlanan işçilere sosyal harcamalarını\nkarşılamak amacı ile 01.10.2022 tarihinden geçerli olmak üzere her ay\n1.100,00 TL\u002FAy sosyal yardım ödemesi yapılır.\u003C\u002Fp>\n\n\u003Ch3>B) Yemek Yardımı:\u003C\u002Fh3>\n\n\u003Cp>a) İstihdam şekline bakılmaksızın işçilere çalışılan günlerde\nyemek verilir.\u003C\u002Fp>\n\n\u003Cp>b) Kıdem tazminatı hesabına esas olmak üzere belirlenen net yemek\nyardımı 55 TL\u002Föğündür.\u003C\u002Fp>\n\n\u003Ch3>C) Evlenme Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşveren sendika üyesi işçilere, 01.10.2022 tarihinden geçerli olmak\nüzere ve bir defaya mahsus olmak kaydıyla 900,00-TL evlenme yardımı\nyapar.\u003C\u002Fp>\n\n\u003Ch3>D) Doğum Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Ch3>E) Ölüm Yardımı:\u003C\u002Fh3>\n\n\u003Cp>Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin vefatı\nhalinde yasal mirasçılarına toplam 1 (bir) aylık brüt maaşı tutarında\nölüm yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi yürürlük tarihleri içerisinde işçinin iş\nkazası veya meslek hastalığı nedeniyle ölümü halinde yasal\nmirasçılarına toplam 2 (iki) aylık brüt maaşı tutarında ölüm\nyardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Ana, baba, eş ve çocuklarının ölümü halinde ölüm olayının raporla\nbelgelenmesi veya yasal mirasçılığın ise veraset ilamı ile belgelenmesi\nşarttır. İşçinin ana, baba, eş ve çocuklarının ölümü halinde\nsözleşmenin birinci yıl birinci altı ayında 1.000,00 TL ölüm yardımı\nyapılır.\u003C\u002Fp>\n\n\u003Ch3>F) Doğal Afet Yardımı:\u003C\u002Fh3>\n\n\u003Cp>İşçinin sel, yangın, deprem gibi doğal afetlere uğraması halinde\nuğradığı zarar miktarını belgelenmek ve zarar miktarımı geçmemek\nkoşulu ile sözleşmenin birinci yıl birinci altı ayında 2.500,00-TL\nödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>G) Giyim Yardımı ve Koruyucu Eşya:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Toplu iş sözleşmesinden yararlanan işçilere, iş icap ve zaruretleri\nkapsamındaki iş kıyafetleri temini için yıllık;\u003C\u002Fp>\n\n\u003Cp>-Güvenlik görevlisi işçilere Mart ayında net 900 TL ve Eylül ayında\nnet 900 TL,\u003C\u002Fp>\n\n\u003Cp>-Diğer işçilere Mart ayında net 350 TL ve Eylül ayında net 350 TL,\u003C\u002Fp>\n\n\u003Cp>giyim yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu madde kapsamındaki ödemeler sözleşmede ki ücret zamları oranında\nve ücretin zamlandığı tarih itibariyle arttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>MADDE 38- ÜCRET ZAMMI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch3>A- BİRİNCİ DÖNEM ZAMMI (01.10.2022-14.01.2023):\u003C\u002Fh3>\n\n\u003Cp>01.10.2022 tarihinde günlük brüt çıplak ücretleri; 305 TL'nin altında\nolan işçilerin, günlük brüt çıplak ücretleri 305 TL'ye\nçekilecektir.\u003C\u002Fp>\n\n\u003Ch3>B- İKİNCİ DÖNEM ZAMMI (15.01.2023-14.01.2025):\u003C\u002Fh3>\n\n\u003Cp>1-15.01.2023-14.07.2023 DÖNEMİ ÜCRET ZAMMI:\u003C\u002Fp>\n\n\u003Cp>2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Cp>2-15.07.023-14.01.2024 DÖNEMİ ÜCRET ZAMMI:\u003C\u002Fp>\n\n\u003Cp>2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Cp>2- 15.01.2024-14.07.2024 DÖNEMİ ÜCRET ZAMMI:\u003C\u002Fp>\n\n\u003Cp>2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\u003C\u002Fp>\n\n\u003Cp>4-15.07.2024-14.01.2025 DÖNEMİ ÜCRET ZAMMI:\u003C\u002Fp>\n\n\u003Cp>2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C- Bu uygulamalar sonucu oluşacak olan yarım Kuruş ve üzeri küsuratlar\nbir Kuruş'a tamamlanacak. yarım Kuruş'un altındaki değerler dikkate\nalınmayacaktır.\u003C\u002Fp>\n\n\u003Cp>D- İşbu toplu iş sözleşmesinin yürürlük süresi içinde işe yeni\nalınan işçilere ücret zammı, işçinin işe girdiği dilim ile bu\ndilimdeki zammın uygulama tarihi arasında geçen her tam ay için 1\u002F6\noranında eksiltilerek uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak bu uygulama sebebiyle yeni işe girenlerin ücreti aynı nitelikteki\nkıdemli işçinin ücretini geçemez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>1- İşbu toplu iş sözleşmesi kapsamındaki işçilere, 6772 Sayılı\nKanun'a göre ilave tediye ödenir. İşçilere ayrıca bu ilave tediyenin\ndışında her yıl 60 günlük ücretleri tutarında ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu ödemeler işçilere yıl içindeki çalıştığı sürelerle orantılı\nolarak yapılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>2-6772 Sayılı Kanun'a göre verilen ilave tediyeler Cumhurbaşkanınca\ntespit edilen tarihlerde, ilave tediye dışında kalan ikramiyeler ise Mart ve\nEylül aylarında işçilere iki eşit taksitte ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 40-GECE ZAMMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. Gece döneminde çalışan işçilerin, çalıştıkları sürelere\nait ücretleri %10 zamlı olarak ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2023 yılı Kamu Çerçeve Protokolünde iş bu maddede belirlenen orandan\ndaha yüksek bir oran belirlenmesi halinde K.Ç.P'de belirlenen oran\nuygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>MADDE 41- FAZLA ÇALIŞMA VE ÜCRETİ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Günlük 7,5 saati ve haftada 45 saati aşan (hafta tatili ve Ulusal Bayram\nve genel tatil günlerinde yapılan 7,5 saatlik çalışmalar hariç)\nçalışmalar fazla çalışma olarak kabul edilir ve bu tür yaptırılacak\nher bir saatlik fazla çalışma için ödenecek ücret, saatlik normal\nçalışma ücretinin % 65 zamlısı olarak ödenir. Bu hüküm vardiyalı\nvardiyasız tüm işçileri kapsar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşçilere önceden haber vermek kaydı ile fazla çalışma\nyaptırılabilir.\u003C\u002Fp>\n\n\u003Cp>Hafta tatili, bayram tatili ve fazla çalışma işin gerektirdiği işçi\nve vasıf ihtiyacı dikkate alınarak işçiler arasında eşitlik esasına\ngöre yapılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 42- KREŞ VE ÇOCUK BAKIM YARDIMI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>a) 50 veya daha fazla kadın işçi çalıştırılan her işyeri için\nimkanılar ölçüsünde bir kreş açılabilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>b) İşyerinde kadın işçi sayısının (a) fıkrasındaki orandan az\nolması halinde emzirme odası açılabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) İşyerinde daha önce açılmış kreş var ise, işçi çocukları da\ndiğer kurum personeli ile aynı şartlarda yararlandırılırlar. Kreş\nyardımından faydalanmak isteyen işçiler idarenin belirlediği\u002Filan ettiği\nkayıt döneminde başvuru yapmak zorundadır, bu dönemden sonra yapılan\nbaşvurular imkanlar ölçüsünde değerlendirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 43- NÖBET VE İCAPÇILIK:\u003C\u002Fh2>\n\n\u003Cp>a) İcapçı olarak görevlendirilmiş olanlara, icapçı kaldıkları her\ngün için 2 saatlik fazla çalışmaya tekabül eden ücreti ödenir.\nİcapçılık esnasında göreve çağrılanlara 44. madde uyarınca gidiş\ndönüşü temin edilir ayrıca 41. maddeye göre fazla çalışma ücreti\nödenir.\u003C\u002Fp>\n\n\u003Cp>b) İşçilere normal çalışma saatlerinin dışında nöbet tutturulması\nhalinde, nöbet tutulan süre kadar, fazla çalışma ücreti ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 44- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI:\u003C\u002Fh2>\n\n\u003Cp>01.01.2023 tarihine kadar mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Cp>İşyerinde servis uygulaması varsa işveren istihdam şekline\nbakılmaksızın işçileri servis araçlarından yararlandırır. Servis\ngüzergahı nedeniyle servis hizmetinden yararlanamayan işçilere ise\nikametgahı ile belgelemek suretiyle işyerine gidiş ve gelişlerini temin\netmek üzere, fiilen çalıştıkları her gün için, tek vasıta kullananlara\niki büyükşehir belediyesi\u002Fbelediye otobüsü bileti rayiç bedeli, çift\nvasıta kullananlara dört adet büyükşehir belediyesi\u002Fbelediye otobüsü\nbileti rayiç bedeli net olarak ödenir. Servisten yararlanan işçilere bu\nbilet bedeli ödenmez.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 45- EK ÖDEME:\u003C\u002Fh2>\n\n\u003Cp>İşçilere başka bir ödemeyi etkilememek kaydıyla, yılda bir defa toplu\niş sözleşmesinin birinci yılının Mayıs ayında Kamu Çerçeve\nAnlaşması Protokolü gereğince brüt 2.132,05 TL Ek ödeme\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme işletme toplu iş sözleşmesinin ücret zamları oranında ve\nücretin zamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- GEÇİCİ GÖREV VE DAİMİ GÖREV YOLLUĞU\u003C\u002Fh2>\n\n\u003Cp>a) Bulunduğu mahallin dışına geçici göreve, işverence tertiplenen\nkursa veya seminere gönderilen ve nakledilen işçilere, Bütçe ve Harcırah\nKanunu hükümlerine göre ödeme yapılır. Geçici görev süresinin\ndeğerlendirilmesinde ve yol masraflarının hesaplanmasında mevzuat ve\nbakanlık mevzuatı hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>b) Geçici görevle kurs veya seminerlere gönderilen (giden) işçinin\nsözleşme ile sağlanan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47- MESLEK TAZMİNATI\u003C\u002Fh2>\n\n\u003Cp>a) Tıbbi dokümantasyon ve sekreterlik sağlık teknikeri, güvenlik\ngörevlisi ve temizlik görevlisi olarak fiilen çalışanlara aylık\nücretlerinin %5'i tutarında,\u003C\u002Fp>\n\n\u003Cp>b) Sıhhi tesisatçı, Elektrik teknisyeni, Kalorifer tesisatçısı, Hasta\nve yaşlı bakım elemanı, Sterilizasyon görevlisi, Tıbbi atık, Bilgi\nişlem destek elemanı, Şoför olarak fiilen çalışanlara aylık\nücretlerinin %10'u tutarında,\u003C\u002Fp>\n\n\u003Cp>c) Sağlık memuru, Hemşire, Acil tıp teknisyeni, Laboratuvar\nteknisyeni\u002Fteknikeri, Fizik tedavi teknisyeni\u002Fteknikeri, Anestezi\nteknisyeni\u002Fteknikeri, Radyoloji teknisyeni\u002Fteknikeri, Ebe, Polisomnografi\nteknisyeni\u002Fteknikeri, Eczane hizmetleri teknisyeni\u002Fteknikeri, Biyomedikal\nteknisyeni\u002Fteknikeri, Diyaliz teknisyeni\u002Fteknikeri, Büro memuru (Genel),\nMakine Mühendisi, Fizyoterapist olarak fiilen çalışanlara aylık\nücretlerinin %15'ü tutarında,\u003C\u002Fp>\n\n\u003Cp>Ameliyathane, yoğun bakımlar, doğumhane, diyaliz, acil ve sterilizasyon\nbirimlerinde fiilen çalışan işçilere yukarıdaki fıkralarda belirlenen\noranlar %4 arttırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- GÜVENLİK GÖREVLİLERİNİN SERTİFİKA YENİLEME\nİŞLEMLERİNE İLİŞKİN DÜZENLEMELER\u003C\u002Fh2>\n\n\u003Cp>Kamu engeli hariç suçlar dışında, herhangi bir zaruri sebep nedeniyle\nzamanında kimlik kartını yenileyemeyen işçiler, yasal mevzuat\nçerçevesinde bir dahaki dönem kimlik kartı yenileme sürecine kadar\nücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 49- KAZA SİGORTASI VE HASAR BEDELİ:\u003C\u002Fh2>\n\n\u003Cp>İşveren ambulans ve diğer araçların sigorta işlemlerini yapar.\u003C\u002Fp>\n\n\u003Cp>Ancak, sürücünün aracı;\u003C\u002Fp>\n\n\u003Cp>a) İçkili olarak,\u003C\u002Fp>\n\n\u003Cp>b) Uyuşturucu madde almış olarak,\u003C\u002Fp>\n\n\u003Cp>c) Araca 3'üncü kişi almış olarak,\u003C\u002Fp>\n\n\u003Cp>d) Aracı şahsi işleri için kullanırken,\u003C\u002Fp>\n\n\u003Cp>e) Yarış ve iddialı şekilde aracı sevk ederken (hizmetin gereği\nhariç),\u003C\u002Fp>\n\n\u003Cp>f) Kasıtlı hareketiyle ve tam\u002Fyüzde yüz kusurlu olması halinde,\nsebebiyet verdiği zararlar sigorta kapsamı dışında kalır. Bu zararlardan\nsürücü sorumludur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- ÖDÜL\u003C\u002Fh2>\n\n\u003Cp>Görevinde olağanüstü gayret ve çalışmaları ile emsallerine oranla\nüstün başarı sağlayanlar, başarısı dikkate alınarak plaket ve ödül\n(bir aylık ücretleri tutarında) verilmek suretiyle taltif edilir. Ödül ile\ntaltif edilecek işçinin tespitinde yetkili işçi sendika temsilcisinin de\nkatılımı sağlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- EĞİTİM ZAMMI\u003C\u002Fh2>\n\n\u003Cp>Sözleşme kapsamında sendika üyesi olarak çalışan işçilerden;\u003C\u002Fp>\n\n\u003Cp>Lisans Mezunlarının, günlük brüt çıplak ücretlerine 1,00 TL\u002FGün\u003C\u002Fp>\n\n\u003Cp>Yüksek Lisans ya da Doktorasını tamamlayanların, günlük brüt çıplak\nücretlerine 2,00 TL\u002FGün eğitim zammı yapılır.\u003C\u002Fp>\n\n\u003Cp>Sözleşme yürürlük süresinde mezun olan işçinin ilgili gruba\nintibakı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu ödemeler işletme toplu iş sözleşmesinin ücret zamları oranında ve\nücretin zamlandığı tarih itibariyle artırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 52-KIDEM ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Mevcut uygulamaya devam edilir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 53- BANKA PROMOSYONLARI\u003C\u002Fh2>\n\n\u003Cp>Balıkesir Üniversitesi ile banka arasında personeller adına imzalanan\npromosyon sözleşmesi gereğince ödenmesi gereken her türlü hak sendika\nüyesi işçilere de aynen ödenir.\u003C\u002Fp>\n\n\u003Cp>Banka Promosyon İhalesi için oluşturulacak komisyona işçi personelleri\ntemsilen en çok üyeye sahip Sendika tarafından belirlenecek temsilci de\nçağrılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>EK MADDE\u003C\u002Fstrong>: 2023 2024 yılı Kamu Çerçeve Protokolünde iş\nbu toplu iş sözleşmesinde belirlenen ücret, mali haklar, sosyal yardımlar\nve idari maddelerden miktar ve oran olarak daha yüksek, miktar ve oranlar\nbelirlenmesi durumunda ve iş bu toplu iş sözleşmesinde yer almayan yeni\nmaddelerin eklenmesi halinde 2023 -2024 yılı Kamu Çerçeve Protokolü ile\ntoplu iş sözleşmesinin uyumu sağlanır.\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE 1- FARKLARIN ÖDENMESİ:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu iş sözleşmesinin yürürlük başlangıç tarihi ile imza tarihi\narasında oluşacak ücret ve diğer, tüm ödemelere ilişkin farklar, Kurumun\nbütçe imkanları göz önüne alınarak gecikmeden ödenecektir.\u003C\u002Fp>\n\n\u003Cp>Iş bu toplu iş sözleşmesi 53 asıl, 1 ek madde, 1 geçici madde ve\ndisiplin ceza cetvelinden ibaret olup 31\u002F10\u002F2022 tarihinde imzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"314\">\u003Cp>CEZA CETVELİ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\" colspan=\"5\">CEZALAR\n\n        \u003Cp>(TEKERRÜR SAYISINA GÖRE) \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>CEZAYI GEREKTİREN HALLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">1-30 gün içinde 3 defadan fazla 30 dakikaya kadar olan\n        gecikmeler \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">2- Birinci madde ile disiplin kuruluna bir yılda dört\n        defadan fazla sevk edilenler\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">3-30 gün içinde izinsiz ve mazeretsiz bir gün işe\n        gelmemek\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">4- İzinsiz ve mazeretsiz ardı ardına iki gün veya bir\n        ayiçinde iki defa herhangi bir tatil gününden sonraki işgünü işe\n        gelmemek\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">5- İş saati bitmeden izinsiz işyerinden ayrılmak\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6- Hasta olmadığı halde kendisini hasta göstermek\u003C\u002Ftd>\n      \u003Ctd>1G\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">7- İşyerine sarhoş gelmek, işyerinde veya iş\n        esnasında alkollü içki veya uyuşturucu madde kullanmak\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">8- İş saatinde yapması gereken işi yapmayarak özel\n        islerle mesgul olmak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">9- İşyerine ait malzeme, vasıta, alet veya şahısları\n        özel islerinde kullanmak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">10-İşyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerini tehdit etmek \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">11- İş saatinde uyumak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">12- Amirleri tarafından verilen, meslek kodu unvanı\n        kapsamındaki isleri vanmamak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> 2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">13- Amirleri tarafından iş sağlığım ve güvenliğini\n        ihlal etmemek kaydıyla verilen görevle ilgili emir ve işleri\n        yapmamaya arkadaşların kışkırtmak ve yaptırmamak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">14- Kendisine verilen işi yapmadığı yalde yapmış\n        gibi göstermek \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">15- Gizli tutulması gereken göreve müteallik sırları\n        ifşa etmek \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">16- İşyerinde kavga çıkarmak veya kavga çıkmasına\n        sebebiyet vermek \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">17-İş esnasında siyasi propaganda yapmak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">18- Hırsızlık yapmak \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>19-İşyerine ait alet, malzeme veya vasıtaların\n        bakım ve temizliğini ihmal etmek malzemeyi ve kırtasiyevi \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">2G\u003C\u002Ftd>\n      \u003Ctd width=\"65\">3G\u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp> İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>20- Kendisine teslim edilen malzeme ve vasıtayı iyi\n        korumayarak kaybına, bozulmasına sebebiyet vermek, (hasarın 30\n        (otuz) gündelik tutarını aşmaması ve bilirkişi tarafından ihmale\n        bağlı olduğunun raporlanması halinde) \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">a) Ihmal halinde\n\n        \u003Cp>b) Ağır ihmalinde\u003C\u002Fp>\n\n        \u003Cp>c) Kastı halinde \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1G\u003C\u002Ftd>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3G\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>İHRAÇ\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\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=\"1129\">\u003Cp>21-İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>22-İşyerini, kısmen veya tamamen durdurma amacı\n        ile sabotaja teşvik etmek veya sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>23-Kendisine verilen işin bittiğini bildirmesi\n        istendiği halde işi veren amirine bildirmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>24- Araç kullananlar için trafik kurallarına\n        riayetsizlik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>25- işyerinde kumar oynamak veya oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>26- İşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara işi aksatacak şekilde zorluk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHTAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>27- İşyerinde işlediği suçtan dolayı 7 günden\n        az hapse\u003C\u002Fp>\n\n        \u003Cp>mahkûm olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>28- İşyerinde işlediği suçtan dolayı 7 gün ve\n        daha fazla süre ile hapse mahkûm olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>29- İş sözleşmesi yapıldığı sırada bu\n        sözleşmenin esaslı noktalarından birine müteallik vasıflar veya\n        şartlar kendisinde bulunmadığı halde haiz olduğunu ileri sürmek\n        veyahut hakikate uygun olmayan bilgi vermek ve beyanda bulunmak sureti\n        ile işçinin işvereni\u003C\u002Fp>\n\n        \u003Cp>veva işveren vekili vanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>30-Zaruret olmadıkça iş münasebetlerinde veya\n        şahsi işlerde merci tecavüzünde bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>31-İşçinin yapmakla mükellef bulunduğu ödevleri\n        işin ifası sırasında amiri tarafından yapması lüzumu ikaz ve\n        yazılı ihtar edilmesine rağmen yapmamakta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>32-Resmi belgeler üzerinde tahrifat yapmak, sahte\n        belge düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>33- İşe gelmeyen işçinin yerine imza atmak,\n        kartını bastırmak veya işçiyi işe gelmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1129\">\u003Cp>34-Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs ettiğinin ispatı halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"192\">\u003Cp>İHRAÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"197\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbadate_end_date":45,"cbamemtrad":47,"trainingprogrammes":51,"contracttrial":55,"contracttrialperiod":58,"sicknesspay":62,"healthandsafetypolicy":66,"protectiveclothing":70,"pregnancy":73,"paidpaternityleaveduration":77,"childcare":80,"deathrelativesleave":84,"marriage":88,"nursingfacilities":91,"educationtuition":95,"WORKHOURS_trigger":99,"hourspweek_select":103,"PAIDLEAV_trigger":107,"bankholidays1":111,"schedulesrestpw":115,"bankholidays2":119,"TRADEUNLEAV_trigger":123,"STRUCINCR_trigger":127,"wageincreasetype2":130,"ONCERISE_trigger":134,"ONCERISE2_trigger":138,"NOCTPREM_trigger":142,"shiftallowanceperc1":145,"OVERTIME_trigger":149,"overtimeallowancetype_general":152,"COMMUTE_trigger":156,"SENIOR_trigger":160,"longserviceallowancetype":164},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01\u002F10\u002F2022-14\u002F01\u002F2025",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"cbamemtrad","a) Öz Sağlık ve Sosyal Hizmet İşçileri S","a) Öz Sağlık ve Sosyal Hizmet İşçileri Sendikası (Öz Sağlık-İş)\n\"sendika\"",{"bindId":52,"name":53,"text":54},"trainingprogrammes","4- İş sağlığı ve güvenliği kurulu tarafı","4- İş sağlığı ve güvenliği kurulu tarafından tüm bilgiler (uygun\nkoşullar olmasa dahi) tüm işçilere aktarılır. İşveren, iş sağlığı\nve güvenliği eğitimi için tüm işçileri kapsayan eğitim seminerlerinin\nperiyodik olarak yapmakla yükümlüdür. Bu eğitimler yılda 2 kez 4'er\nsaatten az olamaz. Bu programlarda ki eğitimcilerin seçim ve eğitim\nprogramı sendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar\nyasaya göre işverene aittir.",{"bindId":56,"name":57,"text":57},"contracttrial","MADDE 18- DENEME SÜRESİ:",{"bindId":59,"name":60,"text":61},"contracttrialperiod","İşçiler işe alındıkları tarihten itibare","İşçiler işe alındıkları tarihten itibaren en çok 2 ay deneme\nsüresine tabi tutulurlar. Deneme süresi içerisinde başarı\ngösteremeyenlerin ilişkileri ihbar önellerine uymaksızın kesilebilir.\nDeneme süresi sonunda işçinin ilişkisi kesilmemişse, artık daimi işçi\nvasfını kazanmış olur.",{"bindId":63,"name":64,"text":65},"sicknesspay","1- Hastalık nedeni ile iş göremezliğe uğ","1- Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 gün ve\ndaha fazla istirahatli olmaları halinde sosyal güvenlik kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir.",{"bindId":67,"name":68,"text":69},"healthandsafetypolicy","MADDE 35- İŞ SAĞLIĞI VE GÜVENLİĞİ KURULU","MADDE 35- İŞ SAĞLIĞI VE GÜVENLİĞİ KURULUNUN GÖREVLERİ:",{"bindId":71,"name":72,"text":72},"protectiveclothing","G) Giyim Yardımı ve Koruyucu Eşya:",{"bindId":74,"name":75,"text":76},"pregnancy","d) Çocuk emziren işçilerin çocuklarını e","d) Çocuk emziren işçilerin çocuklarını emzirmekle geçirdiği\nsüreler. (Süt izni)",{"bindId":78,"name":79,"text":79},"paidpaternityleaveduration","1- Eşi doğum yapan işçiye 7,",{"bindId":81,"name":82,"text":83},"childcare","8- Eş, çocuk, ana veya babasının tedavis","8- Eş, çocuk, ana veya babasının tedavisi için refakat gerektiğini\nbelgeleyen işçiye, yılda 15 güne kadar, refakat izni verilir. Bu süre\nişverenin onayı halinde refakat süresinin sonuna kadar arttırılabilir.",{"bindId":85,"name":86,"text":87},"deathrelativesleave","6- Ana, baba, eş, çocuk, kardeş, kayınva","6- Ana, baba, eş, çocuk, kardeş, kayınvalide, kayınpederinin veya\nbakmakla yükümlü olduğu birisinin ölümü halinde 7 işgünü, cenazelerin\nil sınırları dışına götürülmesi veya ölüm olayının il sınırları\ndışında gerçekleşmesi halinde ise bu süreye 5 işgünü yol izni ilave\nedilir.",{"bindId":89,"name":90,"text":90},"marriage","2- Kendisi veya çocuğu evlenen işçiye 7,",{"bindId":92,"name":93,"text":94},"nursingfacilities","b) İşyerinde kadın işçi sayısının (a) fı","b) İşyerinde kadın işçi sayısının (a) fıkrasındaki orandan az\nolması halinde emzirme odası açılabilir.",{"bindId":96,"name":97,"text":98},"educationtuition","a) 50 veya daha fazla kadın işçi çalıştı","a) 50 veya daha fazla kadın işçi çalıştırılan her işyeri için\nimkanılar ölçüsünde bir kreş açılabilir.\n\nb) İşyerinde kadın işçi sayısının (a) fıkrasındaki orandan az\nolması halinde emzirme odası açılabilir.\n\nc) İşyerinde daha önce açılmış kreş var ise, işçi çocukları da\ndiğer kurum personeli ile aynı şartlarda yararlandırılırlar. Kreş\nyardımından faydalanmak isteyen işçiler idarenin belirlediği\u002Filan ettiği\nkayıt döneminde başvuru yapmak zorundadır, bu dönemden sonra yapılan\nbaşvurular imkanlar ölçüsünde değerlendirilir.",{"bindId":100,"name":101,"text":102},"WORKHOURS_trigger","MADDE 21- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRE","MADDE 21- ÇALIŞMA SÜRELERİ, ÇALIŞMA SÜRESİNDEN SAYILAN HALLER ve\nARA DİNLENMESİ",{"bindId":104,"name":105,"text":106},"hourspweek_select","1- Bu işletme toplu iş sözleşmesi kapsam","1- Bu işletme toplu iş sözleşmesi kapsamındaki işçilerin haftalık\nçalışma süresi hizmetin durumuna göre en çok 45 saattir. İşveren,\nnormal çalışma yapılan yerlerde haftalık çalışma süresini haftada 5\ngün veya 6 gün olarak düzenler.",{"bindId":108,"name":109,"text":110},"PAIDLEAV_trigger","1) Hizmet süreleri 1 yıldan 5 yıla kadar","1) Hizmet süreleri 1 yıldan 5 yıla kadar (5. yıl dahil) olanlara 18\ngün",{"bindId":112,"name":113,"text":114},"bankholidays1","g) Ulusal Bayram ile Genel Tatil Günleri","g) Ulusal Bayram ile Genel Tatil Günleri İzni:",{"bindId":116,"name":117,"text":118},"schedulesrestpw","c) Haftalık İzin: 1- İşçilere haftada bi","c) Haftalık İzin:\n\n1- İşçilere haftada bir gün ücretli hafta tatili verilir.",{"bindId":120,"name":121,"text":122},"bankholidays2","MADDE 24- ULUSAL BAYRAM VE GENEL TATİL G","MADDE 24- ULUSAL BAYRAM VE GENEL TATİL GÜNLERİ\n\nUlusal Bayram ve Genel Tatil Günleri aşağıda belirtilen günlerdir.\nUlusal Bayram 29 Ekim günüdür. 28 Ekim günü saat: 13.00'de başlar, 29\nEkim günü devam eder.\n\nResmi Bayram ve Genel Tatil Günleri:\n\n1- 1 Ocak günü Yılbaşı Tatilidir\n\n2- 23 Nisan Ulusal Egemenlik ve Çocuk Bayramıdır.\n\n3- 19 Mayıs Atatürk'ü Anma, Gençlik ve Spor Bayramıdır.\n\n4-1 Mayıs Emek ve İşçi Bayramı\n\n5- 15 Temmuz Demokrasi ve Özgürlükler Günü\n\n6-30 Ağustos Zafer Bayramıdır.",{"bindId":124,"name":125,"text":126},"TRADEUNLEAV_trigger","MADDE 8- SENDİKAL FAALİYETLERE OLANAK SA","MADDE 8- SENDİKAL FAALİYETLERE OLANAK SAĞLAMAK:\n\nA) Sendika yöneticileri ve şube yöneticileri, baş temsilciler ve işyeri\ntemsilcileri iş saatleri içerisinde işçileri ve yetkili sendikayı\nilgilendiren konularda, haber vermek koşulu ile işyeri yetkilileri ile\ngörüşürler.\n\nSendika ve şube yöneticileri ile baş temsilciler önceden işverene haber\nvermek ve işi aksatmamak kaydı ile iş saatleri içerisinde işçilerle\ngörüşebilirler. Bu konuda işveren yöneticileri her türlü kolaylığı\ngösterir.",{"bindId":128,"name":129,"text":129},"STRUCINCR_trigger","MADDE 38- ÜCRET ZAMMI",{"bindId":131,"name":132,"text":133},"wageincreasetype2","A- BİRİNCİ DÖNEM ZAMMI (01.10.2022-14.01","A- BİRİNCİ DÖNEM ZAMMI (01.10.2022-14.01.2023):\n\n01.10.2022 tarihinde günlük brüt çıplak ücretleri; 305 TL'nin altında\nolan işçilerin, günlük brüt çıplak ücretleri 305 TL'ye\nçekilecektir.\n\nB- İKİNCİ DÖNEM ZAMMI (15.01.2023-14.01.2025):\n\n1-15.01.2023-14.07.2023 DÖNEMİ ÜCRET ZAMMI:\n\n2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\n\n2-15.07.023-14.01.2024 DÖNEMİ ÜCRET ZAMMI:\n\n2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\n\n2- 15.01.2024-14.07.2024 DÖNEMİ ÜCRET ZAMMI:\n\n2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.\n\n4-15.07.2024-14.01.2025 DÖNEMİ ÜCRET ZAMMI:\n\n2023-2024 yılı Kamu Çerçeve Protokolü ile belirlenecektir.",{"bindId":135,"name":136,"text":137},"ONCERISE_trigger","1- İşbu toplu iş sözleşmesi kapsamındaki","1- İşbu toplu iş sözleşmesi kapsamındaki işçilere, 6772 Sayılı\nKanun'a göre ilave tediye ödenir. İşçilere ayrıca bu ilave tediyenin\ndışında her yıl 60 günlük ücretleri tutarında ikramiye ödenir.",{"bindId":139,"name":140,"text":141},"ONCERISE2_trigger","2-6772 Sayılı Kanun'a göre verilen ilave","2-6772 Sayılı Kanun'a göre verilen ilave tediyeler Cumhurbaşkanınca\ntespit edilen tarihlerde, ilave tediye dışında kalan ikramiyeler ise Mart ve\nEylül aylarında işçilere iki eşit taksitte ödenir.",{"bindId":143,"name":144,"text":144},"NOCTPREM_trigger","MADDE 40-GECE ZAMMI:",{"bindId":146,"name":147,"text":148},"shiftallowanceperc1","Akşam saat 20.00'den sabah saat 06.00'ya","Akşam saat 20.00'den sabah saat 06.00'ya kadar geçen süre gece\ndönemidir. Gece döneminde çalışan işçilerin, çalıştıkları sürelere\nait ücretleri %10 zamlı olarak ödenir.",{"bindId":150,"name":151,"text":151},"OVERTIME_trigger","MADDE 41- FAZLA ÇALIŞMA VE ÜCRETİ",{"bindId":153,"name":154,"text":155},"overtimeallowancetype_general","Günlük 7,5 saati ve haftada 45 saati aşa","Günlük 7,5 saati ve haftada 45 saati aşan (hafta tatili ve Ulusal Bayram\nve genel tatil günlerinde yapılan 7,5 saatlik çalışmalar hariç)\nçalışmalar fazla çalışma olarak kabul edilir ve bu tür yaptırılacak\nher bir saatlik fazla çalışma için ödenecek ücret, saatlik normal\nçalışma ücretinin % 65 zamlısı olarak ödenir. Bu hüküm vardiyalı\nvardiyasız tüm işçileri kapsar.",{"bindId":157,"name":158,"text":159},"COMMUTE_trigger","MADDE 44- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI: ","MADDE 44- İŞE GİDİŞ-DÖNÜŞÜN SAĞLANMASI:\n\n01.01.2023 tarihine kadar mevcut uygulamaya devam edilir.\n\nİşyerinde servis uygulaması varsa işveren istihdam şekline\nbakılmaksızın işçileri servis araçlarından yararlandırır. Servis\ngüzergahı nedeniyle servis hizmetinden yararlanamayan işçilere ise\nikametgahı ile belgelemek suretiyle işyerine gidiş ve gelişlerini temin\netmek üzere, fiilen çalıştıkları her gün için, tek vasıta kullananlara\niki büyükşehir belediyesi\u002Fbelediye otobüsü bileti rayiç bedeli, çift\nvasıta kullananlara dört adet büyükşehir belediyesi\u002Fbelediye otobüsü\nbileti rayiç bedeli net olarak ödenir. Servisten yararlanan işçilere bu\nbilet bedeli ödenmez.",{"bindId":161,"name":162,"text":163},"SENIOR_trigger","MADDE 27-KIDEM TAZMİNATI VE İHBAR ÖNELLE","MADDE 27-KIDEM TAZMİNATI VE İHBAR ÖNELLERİ",{"bindId":165,"name":166,"text":167},"longserviceallowancetype","a) Kıdem Tazminatı hesabında işçinin 35 ","a) Kıdem Tazminatı hesabında işçinin 35 günlük ücret tutarı esas\nalınır. İşçinin iş kazası veya meslek hastalığı sonucu ölümü\nhalinde kıdem tazminatı 60 günlük ücreti üzerinden hesaplanır. İhbar\nsüreleri hususunda 4857 sayılı kanunun 17. Maddesinde belirtilen süreler\nikişer hafta artırılarak uygulanır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BALIKESİR ÜNİVERSİTESİ REKTÖRLÜĞÜ İLE ÖZ SAĞLIK- İŞ SENDİKASI ARASINDA İMZANLANAN İŞLETME TOPLU İŞ SÖZLEŞMESİ 01\u002F10\u002F2022-14\u002F01\u002F2025 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2022-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-01-14\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: → Education, research\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: → Kamuda\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 3 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → 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: → Evet\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 15 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → KurbanBayramı, Ulusal Egemenlik veÇocuk Bayramı(23 Nisan), RamazanBayramı, Yılbaşı(1 Ocak), Emek ve Dayanışma Günü\u002F 1Mayıs Günü (1 Mayıs), Zafer Bayramı(30 Ağustos)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-10\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Evet\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            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