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DÖNEM İŞLETME TOPLU İŞ SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>YÜRÜRLÜK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2025-31.12.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>İmza Tarihi: 15.08.2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rektörlüğünüz ve bağlı 10 no’lu “Ticaret, büro, eğitim ve\ngüzel sanatlar” işkolunda faaliyet gösteren işyerlerine ilişkin olarak\nSendikamız ile Koop-İş Sendikası arasında yürütülen\n01.01.2025-31.12.2026 yürürlük süreli işletme toplu iş sözleşmesinde\nmutabakata varılmış ve toplu iş sözleşmesi 15.08.2025 tarihinde\nimzalanmıştır.\u003C\u002Fp>\n\n\u003Cp>Ekte bir nüshası gönderilen toplu iş sözleşmesinin\nçalışanlarınıza, Rektörlüğünüze ve ülkemize hayırlı olmasını\ndilerim.\u003C\u002Fp>\n\n\u003Cp>Gereğini bilgilerinize arz ederim.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 1-TARAFLAR VE TANIMLAR:\u003C\u002Fh2>\n\n\u003Ch3>A)TARAFLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinde taraflar, T.C. Bartın Üniversitesi\nRektörlüğü üyesi bulunduğu, Türk Ağır Sanayii ve Hizmet Sektörü Kamu\nİşverenleri Sendikası (TÜHİS) ile Türkiye Kooperatif, Ticaret, Eğitim ve\nBüro İşçileri Sendikası (KOOP-İŞ)'dir\u003C\u002Fp>\n\n\u003Ch3>B)TANIMLAR:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi metninde,\u003C\u002Fp>\n\n\u003Cp>a)T.C. Bartın Üniversitesi Rektörlüğü ve bağlı işyerlerinde bağlı\n10 no’lu “Ticaret, büro, eğitim ve güzel sanatlar” işkoluna giren\nişyerleri ayrı ayrı “İŞYERİ”, bütünü “İŞLETME”,\u003C\u002Fp>\n\n\u003Cp>b- T.C. Bartın Üniversitesi Rektörlüğü; “İŞVEREN”,\u003C\u002Fp>\n\n\u003Cp>c- T.C. Bartın Üniversitesi Rektörlüğü ve bağlı işyerlerini sevk ve\nidareye yetkili olanlar; “İŞVEREN VEKİLİ”,\u003C\u002Fp>\n\n\u003Cp>d- Türk Ağır Sanayii ve Hizmet Sektörü Kamu İşverenleri Sendikası\n(TÜHİS);“KAMU İŞVEREN SENDİKASI”,\u003C\u002Fp>\n\n\u003Cp>e- Türkiye Kooperatif, Ticaret, Eğitim ve Büro İşçileri Sendikası\n(KOOP- İŞ); “SENDİKA”,\u003C\u002Fp>\n\n\u003Cp>f- İş sözleşmesine dayanarak çalışan gerçek kişiler;\n“İŞÇİ”,\u003C\u002Fp>\n\n\u003Cp>g-jşyerlerinde çalışan ve kanunen işçi sayılan KOOP- İŞ üyeleri;\n“ÜYE”,\u003C\u002Fp>\n\n\u003Cp>h- Bu işletme toplu iş sözleşmesi; “SÖZLEŞME”\u003C\u002Fp>\n\n\u003Ch2>MADDE 2- SÖZLEŞMENİN AMACI:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı, iş sözleşmesinin yapılması,\nmuhtevası, yürütümü ve sona ermesi ile ilgili hususları düzenlemek,\nişyerinde düzenli ve verimli çalışmayı sağlamak, üretimi artırmak,\ntarafların hak ve menfaatlerini dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını sağlamak, taraflar arasında doğabilecek\nihtilafları uzlaştırıcı yollarla çözümlemektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 3-SÖZLEŞMENİN KAPSAMI VE YARARLANMA:\u003C\u002Fh2>\n\n\u003Ch3>A)KAPSAM:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesi, yer itibariyle Bartın Üniversitesi\nRektörlüğü ve bağlı işyerlerini ve eklentilerini, kişi itibariyle\nSendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Ch3>B)YARARLANMA:\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinden sendika üyesi işçiler yararlanırlar. Toplu\niş sözleşmesinin imzalanması tarihinde sendikaya üye olanlar yürürlük\ntarihinden; imza tarihinden sonra üye olanlar ise üyeliklerinin sendika\ntarafından işverene bildirildiği tarihten itibaren yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>Sendikaya üye olmayanların işbu toplu iş sözleşmesinden\nyararlanmaları hakkında yasa hükümleri uygulanır. Toplu iş\nsözleşmesinin imza tarihi ile yürürlük tarihi arasında iş sözleşmesi\nsona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe kadar toplu iş\nsözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 4 - SÖZLEŞMENİN HÜKMÜ\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinde aksi belirtilmedikçe iş sözleşmeleri toplu iş\nsözleşmesine\u003C\u002Fp>\n\n\u003Cp>aykırı olamaz. İş sözleşmelerinin toplu iş sözleşmesine aykırı\nhükümlerinin yerini toplu iş sözleşmesindeki hükümler alır. Toplu iş\nsözleşmesinde iş sözleşmelerine aykırı hükümlerin bulunması hâlinde\nise iş sözleşmesinin işçi yararına olan hükümleri geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Sona eren toplu iş sözleşmesinin iş sözleşmesine ilişkin hükümleri\nyenisi yürürlüğe girinceye kadar iş sözleşmesi hükmü olarak devam\neder.\u003C\u002Fp>\n\n\u003Ch2>MADDE 5 -SAKLI HAKLAR:\u003C\u002Fh2>\n\n\u003Cp>Bu sözleşme ile kabul edilmiş, kaldırılmış veya değiştirilmiş olan\nkonuların dışında; toplu iş sözleşmesinin yürürlük tarihinden önce,\nişyerinde süreklilik gösterecek biçimde, iş sözleşmesi olarak\nuygulanmış ancak bu toplu iş sözleşmesinde bulunmayan hak ve menfaatler\nmükerrer olmamak şartıyla aynı şekil ve oranlarda uygulanmaya devam\nolunur.\u003C\u002Fp>\n\n\u003Ch2>MADDE 6-İSYERİNDE SENDİKAL ÇALIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Sendika yöneticisi ve işyeri sendika temsilcileri, üyelerin sorunlarıyla\nilgilenmek amacıyla; yer ve zaman bakımından işverenle uyum sağlayarak\nçalışma düzenini bozmaksızın işyerlerinde sendikal çalışmalar\nyapabilir. Çalışma hayatı ve işçi-işveren- sendika ilişkileri ile\nilgili konuları görüşmek üzere, işverenin göstereceği uygun bir yerde\nmesai saatleri dışında üyelerle toplu görüşme yapılabilir.\u003C\u002Fp>\n\n\u003Cp>Üye, sendika veya ilgili sendika şubesi tarafından, tarafları ve\nüyeleri ilgilendiren konularda işveren ve işveren vekillerine yazılı\nolarak yapılacak müracaatlar otuz (30) gün içinde cevaplandırılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 7-SÖZLESMENİN GÜVENCESİ:\u003C\u002Fh2>\n\n\u003Cp>İşveren tarafından, sendika üyesi olmayan çalışanlara bu toplu iş\nsözleşmesiyle sağlanan haklar verildiği veya her ne nam altında olursa\nolsun bu hakların ve yararların daha üstünde hak ve yararlar sağlandığı\ntakdirde sendikanın durumu işverene bildirdiği anda işveren yanlış\nuygulamaya son verir. Sendikanın yazılı bildiriminin üzerinden bir ay\ngeçmesine rağmen uygulamaya son verilmezse, bu hak ve yararlar münhasıran o\nişverenin işyerinde çalışan sendikalı çalışanlarına da uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 8-SENDİKA AİDATLARI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, sendikanın yazılı isteği ve aidat kesilecek üyelerin\nlistesini vermesi üzerine, yasal üyelik ve dayanışma aidatlarını\nişçilere yapacağı ücret ödemesinden kesip, Sendikanın göstereceği\nBanka hesabına en geç otuz (30) gün içinde yatırır.\u003C\u002Fp>\n\n\u003Cp>İşveren, aidat kesilen üyelerin listesini posta veya e-posta yolu ile her\nay düzenli olarak Sendikanın bildireceği elektronik posta adresine\ngönderir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 9- SENDİKA TEMSİLCİLERİ\u003C\u002Fh2>\n\n\u003Cp>İşyeri baş temsilcisi ve temsilcileri fiilen o işyerinde çalışan ve\nsendika üyeleri arasından 6356 sayılı kanuna göre seçeceği işyeri\nsendika temsilcilerinin isimlerini 15 (onbeş) gün içinde işyerine\nbildirir.\u003C\u002Fp>\n\n\u003Ch3>A) GÖREVLERİ:\u003C\u002Fh3>\n\n\u003Cp>Sendika baş temsilcisi ve temsilcileri; işveren ve sendika üyeleri\narasındaki ilişkilerin ilk muhatabı olup, bu ilişkilerin kanunlar ve\nsözleşme hükümlerine uygun yürümesi için gerektiğinde işverenle bizzat\ngörüşürler, gerektiğinde de konuyu sendikaya aktararak ilişkilerin\nsağlıklı yürümesini temin ederler.\u003C\u002Fp>\n\n\u003Ch3>B) SORUMLULUKLAR:\u003C\u002Fh3>\n\n\u003Cp>Baş temsilcisi ve temsilcileri görevlerini iyi niyet kurallarına göre\nyürütürlerken sendikaya karşı sorumludurlar. Kanunlar ve mevcut toplu iş\nsözleşmesi hükümlerinin uygulanması noktasında sendikaca kendilerine\nverilen görevleri yerine getirmekle yükümlüdürler.\u003C\u002Fp>\n\n\u003Ch3>C)ÇALIŞMA USULLERİ:\u003C\u002Fh3>\n\n\u003Cp>Baş temsilcisi ve temsilciler; sendikal konular ve işyerinin çalışma\ndüzeni ile ilgili olarak bu sözleşmenin 12.maddesinde belirtilen süreler\ndâhilinde çalışanlarla görüşme yapmaya yetkilidirler.\u003C\u002Fp>\n\n\u003Ch2>MADDE 10- İŞYERİ SENDİKA YÖNETİCİLİĞİ, TEMSİLCİLİĞİ VE\nÜYELİĞİNİN TEMİNATLARI ;\u003C\u002Fh2>\n\n\u003Ch3>A) İşçi Kuruluşu Yöneticiliğinin Güvencesi\u003C\u002Fh3>\n\n\u003Cp>İşçi kuruluşunda yönetici olduğu için çalıştığı işyerinden\nayrılan işçinin iş sözleşmesi askıda kalır. Yönetici dilerse işten\nayrıldığı tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin fesheder ve kıdem tazminatına\nhak kazanır. Yönetici, yöneticilik süresi içerisinde iş sözleşmesini\nfeshederse kıdem tazminatı fesih tarihindeki emsal ücret üzerinden\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesi askıya alman yönetici; sendikanın tüzel kişiliğinin\nsona ermesi, seçime girmemek, yeniden seçilmemek veya kendi isteği ile\nçekilmek suretiyle görevinin sona ermesi hâlinde, sona erme tarihinden\nitibaren bir ay içinde ayrıldığı işyerinde işe başlatılmak üzere\nişverene başvurabilir. İşveren, talep tarihinden itibaren bir ay içinde bu\nkişileri o andaki şartlarla eski işlerine veya eski işlerine uygun bir\ndiğer işe başlatmak zorundadır. Bu kişiler süresi içinde işe\nbaşlatılmadığı takdirde, iş sözleşmeleri işverence feshedilmiş\nsayılır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda sayılan nedenler dışında yöneticilik görevi sona eren\nsendika yöneticisine ise başvuruları hâlinde işveren tarafından kıdem\ntazminatı ödenir. Ödenecek tazminatın hesabında, işyerinde\nçalışılmış süreler göz önünde bulundurulur ve fesih anında emsalleri\niçin geçerli olan ücret ve diğer hakları esas alınır. İşçinin iş\nkanunlarından doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>B) İşyeri Sendika Temsilciliğinin Güvencesi\u003C\u002Fh3>\n\n\u003Cp>İşveren, işyeri sendika temsilcilerinin iş sözleşmelerini haklı bir\nneden olmadıkça ve nedenini yazılı olarak açık ve kesin şekilde\nbelirtmedikçe feshedemez. Fesih bildiriminin tebliği tarihinden itibaren bir\nay içinde, temsilci veya üyesi bulunduğu sendika dava açabilir.\u003C\u002Fp>\n\n\u003Cp>Dava basit yargılama usulüne göre sonuçlandırılır. Mahkemece verilen\nkararın temyizi hâlinde Bölge Adliye Mahkemesi kesin olarak karar verir.\u003C\u002Fp>\n\n\u003Cp>Temsilcinin işe iadesine karar verilirse fesih geçersiz sayılarak\ntemsilcilik süresini aşmamak kaydıyla fesih tarihi ile kararın kesinleşme\ntarihi arasındaki ücret ve diğer hakları ödenir. Kararın\nkesinleşmesinden itibaren altı iş günü içinde temsilcinin işe\nbaşvurması şartıyla, altı iş günü içinde işe başlatılmaması\nhâlinde, iş ilişkisinin devam ettiği kabul edilerek ücreti ve diğer\nhakları temsilcilik süresince ödenmeye devam edilir. Bu hüküm yeniden\ntemsilciliğe atanma hâlinde de uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren, yazılı rızası olmadıkça işyeri sendika temsilcisinin\nişyerini değiştiremez veya işinde esaslı tarzda değişiklik yapamaz. Aksi\nhalde değişiklik geçersiz sayılır.\u003C\u002Fp>\n\n\u003Cp>Bu madde hükümleri işyerinde çalışmaya devam eden yöneticiler\nhakkında da uygulanır.\u003C\u002Fp>\n\n\u003Ch3>C)Sendika Özgürlüğünün Güvencesi\u003C\u002Fh3>\n\n\u003Cp>İşçilerin işe alınmaları; belli bir sendikaya girmeleri veya\ngirmemeleri, belli bir sendikadaki üyeliği sürdürmeleri veya üyelikten\nçekilmeleri veya herhangi bir sendikaya üye olmaları veya olmamaları\nşartına bağlı tutulamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, bir sendikaya üye olan işçilerle sendika üyesi olmayan\nişçiler veya ayrı sendikalara üye olan işçiler arasında, çalışma\nşartlan veya çalıştırmaya son verilmesi bakımından herhangi bir ayrım\nyapamaz. Ücret, ikramiye, prim ve paraya ilişkin sosyal yardım konularında\ntoplu iş sözleşmesi hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>İşçiler, sendikaya üye olmaları veya olmamaları, iş saatleri\ndışında veya işverenin izni ile iş saatleri içinde işçi\nkuruluşlarının faaliyetlerine katılmaları veya sendikal faaliyette\nbulunmalarından dolayı işten çıkarılamaz veya farklı işleme tabi\ntutulamaz.\u003C\u002Fp>\n\n\u003Cp>İşverenin yukarıdaki fıkralara aykırı hareket etmesi hâlinde\nişçinin bir yıllık ücret tutarından az olmamak üzere sendikal tazminata\nhükmedilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin iş kanunları ve diğer kanunlara göre sahip olduğu hakları\nsaklıdır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 11- İLAN TAHTASI VE TEMSİLCİ ODASI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, Sendika işyeri baştemsilci ve temsilcilerinin belge ve\nkayıtlarını muhafaza edebilmesi ve sendikal çalışmaları kolaylaştırmak\namacıyla bir temsilcilik odası ile büro araç ve gereçlerini imkanlar\ndâhilinde tahsis eder. Ayrıca, işyerinde üyelerin kolayca görebilecekleri\nuygun bir yerde sendika ilan ve bildirimlerinin asılması için bir duyuru\ntahtası tahsis eder.\u003C\u002Fp>\n\n\u003Cp>Sendika ilanları işyeri temsilcilerince önceden bir sureti işveren veya\nvekiline verilmesi ve mutabakat sağlanması koşuluyla ilan tahtasına\nasılır. Asılan ilan ve dokümanların sorumluluğu sendikaya aittir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch2>MADDE 12-SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1.Baş Temsilci İzni:\u003C\u002Fh3>\n\n\u003Cp>Sendika Baş Temsilcisi temsilcilik görevlerini, işyerindeki işlerini\naksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda yazılı\nsürelerde yerine getirir.\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>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-50 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>6 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>8 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501' den fazla İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>10 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Baş temsilci gündüz vardiyasında çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>Baş temsilcinin izin süresini işyerinde geçirmesi asildir. Ancak,\nsendikanın işverene yapacağı yazılı veya sonradan yazı ile doğrulamak\nkoşuluyla (en geç iki işgünü içinde) sözlü çağrısı üzerine, bu\nsüreyi çağrı yapılan yerde de geçirebilir.\u003C\u002Fp>\n\n\u003Ch3>2.Temsilci İzinleri:\u003C\u002Fh3>\n\n\u003Cp>İşyeri sendika temsilcileri temsilcilik görevlerini, işyerindeki\nişlerini aksatmamak ve iş disiplinine aykırı olmamak şartıyla aşağıda\nyazılı sürelerde yerine getirirler.\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>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>3 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-200 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>4 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>7 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>501' den fazla İşçi Çalıştıran İşyerinde\u003C\u002Ftd>\n      \u003Ctd>9 saat\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Ch3>3.Diğer İzinler:\u003C\u002Fh3>\n\n\u003Cp>Sendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenleniş şekline göre ücretli 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>İşyeri İşçi Mevcudu\u003C\u002Ftd>\n      \u003Ctd>Yıllık Toplam Ücretli İzin Süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 İşçi Çalıştıran İşyerlerinde\u003C\u002Ftd>\n      \u003Ctd>20 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 İşçi Çalıştıran İşyerlerinde\u003C\u002Ftd>\n      \u003Ctd>25 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-200 İşçi Çalıştıran İşyerlerinde\u003C\u002Ftd>\n      \u003Ctd>130 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>201-500 İşçi Çalıştıran İşyerlerinde\u003C\u002Ftd>\n      \u003Ctd>50 gün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-1000 İşçi Çalıştıran İşyerlerinde\u003C\u002Ftd>\n      \u003Ctd>70 gün\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>1001'den fazla işçi çalıştıran işyerlerinde işçi sayısının %10'u\nkadar gün.\u003C\u002Fp>\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\nizin kullanması işverenin onayına tabidir. Ancak, genel kurullar için bu %5\noranı aranmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 13- YAZIŞMALAR:\u003C\u002Fh2>\n\n\u003Cp>Taraflar birbirleriyle olan her türlü yazışmalarda, en geç 30 işgünü\niçinde cevap vermeyi kabul ederler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>MADDE 14- DENEME SÜRESİ:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşe yeni alman çalışanların deneme süresi iki aydır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Gerek çalışan, gerekse işveren deneme süresi içinde ihbar\nönellerine uymaksızın iş sözleşmesini feshetme hakkına sahiptir.\nÇalışanların çalıştığı günler için ücret ve diğer hakları\nsaklıdır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 15- GÖZALTINA ALINMA, TUTUKLULUK VE MAHKÛMİYET HALİNDE FESİH VE\nTEKRAR İSE BAŞLATMA:\u003C\u002Fh2>\n\n\u003Cp>1-Gözaltına alınan işçiler bunu belgeledikleri takdirde kanuni\ngözaltı süresince ücretsiz izinli sayılabilirler.\u003C\u002Fp>\n\n\u003Cp>2-İşçi taksirli bir suç (kasıtlı olmayan) isnadıyla\ntutuklandığında ve tutuklu kaldığı süre İş Kanunu’ndaki veya Toplu\nİş Sözleşmesindeki bildirim sürelerini aştığı takdirde iş\nsözleşmesi işveren tarafından feshedilebilir. Bu sürelerin İş\nKanunu’ndaki veya Toplu İş Sözleşmesindeki bildirim sürelerini\naşmaması hallerinde işçi bu süreler için ücretsiz izinli sayılabilir.\nİşçinin taksirli suçlardan tutuklu kaldığı sürenin bildirim sürelerini\naşması; fakat bu sürenin bildirim süreleri dahil toplam 180 günü\naşmaması durumunda işçinin bu süre içerisinde bir hafta içinde işine\ndönmeyi işverenden talep etmesi ve boş kadro olması halinde işveren\ntarafından emsallerinin hakları ile işe alınabilir. Şoför kadrosunda\nçalışan işçilerin ehliyetlerinin mahkemece geri alınmış olması\ndurumunda, ehliyetin iade edildiği tarihten itibaren bir hafta içinde\nişverene başvurmaları halinde eski işlerine alınabilirler. 180 günden\nfazla süren hükümlülük veya tutukluluk halinde tekrar işe başlatma\nişverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>3-İşçiye, işlediği kasıtlı suçlardan dolayı verilen hapis\ncezalarına ilişkin suçlarda kovuşturmaya yer olmadığına dair karar,\nberaat, davanın reddi veya düşmesi, cezanın ertelenmesi, uzlaştırma,\nhükmün açıklanmasının geriye bırakılması, adli para cezası veya af\ngibi sebeplerden dolayı yakalamanın, gözaltının veya tutukluluğun sonra\nermesi hallerinde işlenen suçun niteliği, ortaya çıkan zarar veya suç\nişlemedeki manevi unsur dikkate alınmak suretiyle işten ayrılmanın İş\nKanunu’ndaki veya Toplu İş Sözleşmesindeki bildirim sürelerini\naştığı takdirde iş sözleşmesi işveren tarafından feshedilebilir. Bu\nsürelerin İş Kanunundaki bildirim süresini aşmaması hallerinde işçi bu\nsüreler için ücretsiz izinli sayılabilir. İşçinin bu fıkra\nkapsamındaki suçlardan dolayı tutuklu kaldığı sürenin bildirim\nsürelerini aşması; fakat bu sürenin bildirim süreleri dahil toplam 180\ngünü aşmaması durumunda işçinin bu süre içerisinde bir hafta içinde\nişine dönmeyi işverenden talep etmesi ve boş kadro olması halinde işveren\ntarafından emsallerinin hakları ile işe alınabilir. 180 günden fazla\nsüren hükümlülük veya tutukluluk halinde tekrar işe başlatma işverenin\ntakdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>4-Yüz kızartıcı suçlar ile sabotaj, terör örgütleriyle iltisak veya\nirtibat, Devletin Ülke ve Milleti ile bütünlüğüne, Milli güvenliğe,\nKamu düzenine, Türk Silahlı Kuvvetlerine, karşı işlenen suçlardan\nhüküm giyenler, cezanın ertelenmesi, hükmün açıklanmasının geriye\nbırakılması, paraya çevrilmesi veya affa uğraması hallerinde dahi hiçbir\nsuretle tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>5-İş Hukuku Mevzuatının ve Toplu İş Sözleşmesinin disiplin\nhükümleri ile haklı nedenle fesih konusuna ilişkin hükümleri saklıdır.\nGüvenlik görevlisi olarak görev yapan işçinin herhangi bir sebeple\nistihdamına esas güvenlik kartının yetkili ve görevli makam olan emniyet\nteşkilatınca iptal edilmesi halinde kartını geri alabilme ihtimali göz\nönüne alınarak mağduriyete sebebiyet vermemek açısından işçinin\nsözleşmesi en fazla 90 güne kadar hiçbir mali ve özlük hakkı\nödenmeksizin askıya alınır.Bu süre bir defaya mahsus olmak üzere 90 gün\ndaha uzatılır. Ancak, yüz kızartıcı suçlar sebebiyle kartın geri\nalınması işlemi tesis edilmiş ise askıya alma işlemi uygulanmaz.\u003C\u002Fp>\n\n\u003Ch2>MADDE 16- İHBAR ÖNELLERİ:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerin bildirim süreleri aşağıdaki gibidir:\u003C\u002Fp>\n\n\u003Cp>a.İşi altı aydan az sürmüş olan işçi için bildirimin diğer tarafa\nyapılmasından başlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>b.İşi altı aydan bir buçuk yıla kadar sürmüş olan işçi için\nbildirimin diğer tarafa yapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>c.İşi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için\nbildirimin diğer tarafa yapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>d.İşi üç yıldan fazla sürmüş olan işçi için bildirimin diğer\ntarafa yapılmasından başlayarak 9 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>MADDE 17- KIDEM TAZMİNATI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>A)Kıdem tazminatı konusunda yasa hükümleri uygulanır. Kıdem\ntazminatına esas gün sayısı her kıdem yılı için 35 gündür.\u003C\u002Fp>\n\n\u003Cp>B)İş kazası ve meslek hastalığı nedeniyle malulen ayrılanların\nkıdem tazminatı gün sayısı 40 gündür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>MADDE 18- ÇALIŞMA SÜRELERİ VE FAZLA ÇALIŞMA:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Haftalık çalışma süresi en çok 45 saattir. Bu süre haftanın\nçalışılan günlerine bölünerek uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a)Normal çalışma yapılan yerlerde hafta tatili Pazar günüdür.\n(Vardiyalı işçiler ile özel güvenlik görevlileri hariç)\u003C\u002Fp>\n\n\u003Cp>b)Vardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>c)Hafta tatillerinde çalıştırılan işçilere takip eden hafta içinde\nbir gün izin verilir. Çalışılan bu hafta tatili günü için toplam iki\nyevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Çalışma gün ve süreleri ile işe başlama, dinlenme ve bitirme\nsaatleri işin gereğine ve işyerlerinin özelliğine göre işveren veya\nvekili tarafından tespit edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>e)Fazla çalışma ücreti ise normal çalışma ücretinin saat başına\ndüşen miktarının %70 yükseltilmesi suretiyle hesaplanır. Fazla çalışma\nveya fazla sürelerle çalışma yapan işçi isterse, bu çalışmalar\nkarşılığı zamlı ücret yerine, fazla çalıştığı her saat\nkarşılığında iki saati serbest zaman olarak kullanabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)Fazla çalışmanın hesabında yarım saatten az olan süreler yarım\nsaat, yarım saati aşan süreler ise bir saat sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2>MADDE 19-ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA:\u003C\u002Fh2>\n\n\u003Cp>a)Ulusal bayram, genel tatil günleri yasalarda belirtilen günlerdir.\u003C\u002Fp>\n\n\u003Cp>b)Ulusal bayram, genel tatil günlerinde çalıştırılan işçilere\nçalıştıkları her bir gün için toplam 3 (üç) yevmiye (Çalışmadan hak\nettikleri 1 günlük ücret dâhil) ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>MADDE 20- GECE ÇALIŞMASI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00-06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır.\u003C\u002Fp>\n\n\u003Cp>Bu saatlerde çalıştırılan işçilere günlük ücretleri % 10 zamlı\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 21: ÜCRETLİ SOSYAL İZİNLER:\u003C\u002Fh2>\n\n\u003Cp>İşçiye aşağıdaki durumlarını ispatlamaları şartıyla;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>a)Evlenmeleri halinde 5 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Yangın, su baskını ve deprem gibi afetlere maruz kalmaları halinde 10\ngüne kadar,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>c)Anne, baba, veya kardeşlerinin ölümü ile 1. Derece sihri\nakrabalarının ölümü halinde 5 gün, eş veya çocuğunun ölümü haline 6\ngün, ikinci derece akrabalarının ölümü halinde 3 gün, ikinci derece\nsihri akrabalarının ölümü halinde 1 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>d)Eşinin doğum yapması halinde 5 gün, evlat edinilmesi durumunda 5\ngün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Ücretli mazeret izni verilir. Evlenme hali hariç olmak üzere izni\ngerektiren durumların doğmasından itibaren 5 gün içinde talep etmesi\nhalinde kullanılır.\u003C\u002Fp>\n\n\u003Cp>f)İşçilerin bakmakla yükümlü olduğu veya işçinin refakat etmediği\ntakdirde hayatı tehlikeye girecek ana, baba, eş ve çocukları ile\nkardeşlerinden birinin ağır bir kaza geçirmesi veya tedavisi uzun süren\nbir hastalığının bulunması hâllerinde, bu hâllerin durum bildirir\nsağlık kurulu raporunu sunmak şartıyla, vukuatlı nüfus kayıt örneği\nkapsamında bakmaya yükümlülük durumuna göre ücret ve özlük hakları\nkorunarak, 15 güne kadar izin verilir. Gerektiğinde bu süre bir katma kadar\nuzatılır.\u003C\u002Fp>\n\n\u003Cp>g)İşçilere, dilekçelerinde belirtecekleri mazeretleri, izin vermeye\nyetkili makamca kabul edilmesi kaydıyla bir takvim yılında (tatil günleri\ndâhil) 6 işgünü ücretli arızi mazeret izni verilir. Bu izin günlük,\nbirkaç günlük veya saatlik olarak kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçilerin en az yüzde yetmiş oranında engelli veya süreğen\nhastalığı olan çocuğunun tedavisinde, hastalık raporuna dayalı olarak ve\nçalışan ebeveynden sadece biri tarafından kullanılması kaydıyla, bir\nyıl içinde toptan veya bölümler hâlinde 10 güne kadar ücretli mazeret\nizni verilir. Bu izin her bir çocuk için ayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>Yukarıda belirtilen olayların vukuu anında personelin yıllık ücretli\nizinde olması halinde bu izinler yıllık ücretli izne ilave edilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Kadın personelin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere\ntoplam 16 haftalık süre için çalıştırılmamaları esastır. Çoğul\ngebelik halinde doğumdan önce çalıştırılmayacak süreye iki hafta\neklenir. Ancak sağlık durumu uygun olduğu takdirde doktorun onayı ile\nkadın personel isterse doğumdan önceki üç haftaya kadar iş yerinde\nçalıştırılabilir. Bu durumda kadın personelin çalıştığı süreler\ndoğum sonrası sürelere eklenir. Kadın personelin erken doğum yapması\nhalinde ise doğumdan önce kullanamadığı çalıştırılmayacak süreler,\ndoğum sonrasına eklenmek suretiyle kullandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yukarıda öngörülen süreler personelin sağlık durumuna ve işin\nözelliğine göre doğumdan önce ve doğumdan sonra gerekirse\nartırılabilir. Bu süreler hekim raporu ile bildirilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>Hamilelik süresince kadın işçilere periyodik kontroller için ücretli\nizin verilir. Hekim raporu ile gerekli görüldüğü takdirde, hamile personel\nişçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu halde\npersonelin ücretinde herhangi bir indirim yapılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İsteği üzerine kadın personele 16 haftalık sürenin tamamlanmasından\nveya çoğul gebelik halinde 18 haftalık süreden sonra 1 yıla kadar\nücretsiz izin verilir. Bu süre ücretli izin hakkının hesabında dikkate\nalınmaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>Kadın işçiye bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam 2 saat süt izni verilir. Bu sürenin hangi saatler arasında ve\nkaça bölünerek kullanılacağını işçi kendisi belirler ve bu süre\ngünlük çalışma süresinden sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>MADDE 22- YILLIK ÜCRETLİ İZİN:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet süresi,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Bir yıldan beş yıla kadar (5 yıl dahil) olanlara yılda 18 gün,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Beş yıldan fazla ve onbeş yıldan az yıldan az olanlara yılda 24\ngün,\u003C\u002Fp>\n\n\u003Cp>c)On beş yıl ve daha fazla olanlara yılda 28 gün, yıllık ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin günlerinin hesabında izin süresine rastlayan\nulusal bayram, genel tatil ve hafta tatili günleri izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izinleri işyerinin kurulu bulunduğu yerden başka bir\nyerde geçirecek olanlara istemde bulunmaları ve bu hususu belgelemeleri\nkoşulu ile gidiş ve dönüşlerinde yolda geçecek süreleri karşılamak\nüzere işveren toplam 4 güne kadar ücretsiz izin verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi yıllık ücretli izine hak kazanmış olmasına rağmen\niznini kullanmadan ölürse izin ücreti kanuni varislerine ödenir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 23- ÜCRETSİZ İZİN:\u003C\u002Fh2>\n\n\u003Cp>Üyenin şahsi ve ailevi mazeretlerine binaen talebi halinde işi aksatmamak\nkaydı ile yılda üç aya kadar ücretsiz mazeret izni verilebilir. İşçinin\ntalebi ve işverenin uygun görmesi halinde bu süre artırılabilir. Ücretsiz\nmazeret izinleri toptan da verilebilir. Bu süreler için ücret ödenmez.\u003C\u002Fp>\n\n\u003Cp>İşçilere; bakmaya mecbur olduğu veya işçi refakat etmediği takdirde\nhayatı tehlikeye girecek ana, baba, eş veya çocukları ile kardeşlerinden\nbirinin ağır kaza geçirmesi veya önemli bir hastalığa tutulmuş olması\nhallerinde, bu hallerin raporla belgelendirilmesi şartıyla, istekleri\nüzerine en çok altı aya kadar ücretsiz izin verilebilir. Aynı şartlarla\nbu süre bir katma kadar uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>İşçilere, 10 hizmet yılını tamamlamış olmaları ve istekleri halinde\nişçilik süreleri boyunca ve bir defada kullanılmak üzere altı aya kadar\nücretsiz izin verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 24- ÜCRETİN TANIMI VE HESAP PUSULASI:\u003C\u002Fh2>\n\n\u003Cp>Ücret, işçilere yaptıkları iş karşılığında işveren tarafından\nsağlanan ve nakden ödenen tutarları kapsar.\u003C\u002Fp>\n\n\u003Cp>İşçi ücretlerinin yatırıldığı bankadan işverence alınan promosyon\nbedeli, çalışanlara eşit olarak dağıtılır. Yapılacak promosyon\ngörüşmelerine Koop-İş Sendikasının belirleyeceği bir yetkilinin\nkatılımı sağlanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 25- ÜCRET ZAMMI\u003C\u002Fh2>\n\n\u003Ch3>1-TABAN ÜCRET VE SEYYANEN ZAM:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch4>a)Taban Ücret:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Seyyanen Zam:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihi itibariyle günlük brüt çıplak ücretleri 1.400,00 TL\nve üzerinde olan işçilerin günlük brüt çıplak ücretlerine 40,00\nTL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, bu maddenin (a) fıkrasından yararlanan işçiler (b) fıkrasından\nayrıca yararlanamazlar.\u003C\u002Fp>\n\n\u003Ch3>2-ÜCRET ZAMLARI:\u003C\u002Fh3>\n\n\u003Ch4>a)Birinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2025tarihinde işyerlerinde çalışmakta olan işçilerin ücretleri\n(1.) fıkradaki taban ücrete çekildikten ve taban ücret dışında kalan\nişçilere ise seyyanen zam yapıldıktan sonra,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>b)Birinci Yıl İkinci Altı Ay Seyyanen Zam ve Ücret Zammı:\u003C\u002Fh4>\n\n\u003Cp>i)Birinci Yıl İkinci Altı Ay Seyyanen Zam:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2025 tarihinden\ngeçerli olmak üzere 50,00 TL\u002FGün seyyanen zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>ii)Birinci Yıl İkinci Altı Ay Zammı:\u003C\u002Fp>\n\n\u003Cp>01.07.2025tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2025\ntarihindeki günlük brüt çıplak ücretlerine seyyanen zam yapıldıktan\nsonra, 01.07.2025 tarihindeki günlük brüt çıplak ücretlerine, 01.07.2025\ntarihinden geçerli olmak üzere %11 (Onbir) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2025 indeks sayısının, Haziran 2025\nindeks sayısına göre değişim oranının %11 (Onbir)’i aşması halinde\naşan kısmın tamamı, ikinci yıl birinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>c)İkinci Yıl Birinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.01.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.01.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.01.2026 tarihinden\ngeçerli olmak üzere %10 (On) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Haziran 2026 indeks sayısının, Aralık 2025\nindeks sayısına göre değişim oranının %10 (On)’u aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ay ücret zammı oranına\nilave edilecektir.\u003C\u002Fp>\n\n\u003Ch4>d)ikinci Yıl ikinci Altı Ay Zammı:\u003C\u002Fh4>\n\n\u003Cp>01.07.2026tarihinde işyerlerinde çalışmakta olan işçilerin 01.07.2026\ntarihindeki günlük brüt çıplak ücretlerine, 01.07.2026 tarihinden\ngeçerli olmak üzere %6 (Altı) oranında zam yapılacaktır.\u003C\u002Fp>\n\n\u003Cp>Ancak, Türkiye İstatistik Kurumunun 2003=100 Temel Yıllı Tüketici\nFiyatları Türkiye Geneli Aralık 2026 indeks sayısının, Haziran 2026\nindeks sayısına göre değişim oranının %6 (Altı)’yı aşması halinde\naşan kısmın tamamı, ikinci yıl ikinci altı ayının son günündeki\nücrete takip eden ayın birinci gününden geçerli olmak üzere (01.01.2027\ntarihinden geçerli olmak üzere işçilerin 31.12.2026 tarihindeki günlük\nbrüt çıplak ücretlerine) ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>e)Bu toplu iş sözleşmesinin yürürlük başlangıç tarihinden sonra\nkapsam işyerlerine ilk defa işe alınacak işçiler, asgari ücretle işe\nbaşlatılırlar. Bu işçilerin, deneme sürelerini başarı ile\ntamamlamaları kaydıyla, sendikaca üyeliklerinin işverene bildirildiği\ntarihi takip eden aybaşından geçerli olmak üzere toplu iş sözleşmesinin\n“İş Primi” başlıklı 34. maddesindeki gruplar esas alınmak kaydıyla\naşağıdaki tespit edilen işe giriş ücretlerine yükseltilirler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I. YIL İŞE GİRİŞ ÜCRETLERİ\u003C\u002Fstrong>\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>GRUP\u003C\u002Ftd>\n      \u003Ctd>01.01.2025-30.06.2025\u003C\u002Ftd>\n      \u003Ctd>01.07.2025-31.12.2025\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.835,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.090,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.830,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.085,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. GRUP\u003C\u002Ftd>\n      \u003Ctd>1.825,00 TL\u002FGün\u003C\u002Ftd>\n      \u003Ctd>2.080,00 TL\u002FGün\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu işçiler, işe girdikleri dönemin ücret zamlarından ayrıca\nyararlanamazlar. Bu işe giriş ücretleri sözleşmenin ikinci yıl birinci ve\nikinci altı aylarında ücret zammı oranında ve ücretin zamlandığı tarih\nitibariyle artırılarak uygulanır. Ancak, toplu iş sözleşmesi zamlarını\nalmalarına rağmen işe giriş ücretinin altında kalan işçilerin\nücretleri o dönemin işe giriş ücreti seviyesine yükseltilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 26 -İLAVE TEDİYE VE İKRAMİYE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a)İşyerinde çalışan sendika üyesi tüm işçilere 6772 sayılı yasaya\ngöre ilave tediye ödenir. İlave tediye ödeme tarihleri Cumhurbaşkanının\ntespit ettiği tarihlerdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>b)Sendika üyesi işçilere ilave tediye dışında her yıl 60 günlük\nücretleri tutarında ikramiye ödenir. Bu ikramiyeler; Mart ayında 30\ngünlük, Eylül ayında 30 günlük ücretleri tutarında ikramiye, aylık\nücretleri ile birlikte ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 27- AİLE YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere asgari geçim indiriminden yararlanma şartları\ntaşıyan ve eşi çalışmayan işçilere toplu iş sözleşmesinin birinci\nyıl birinci altı ayında brüt 623,67 TL\u002FAy birinci yıl ikinci altı ayında\nbrüt 692,27 TL\u002FAy aile yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 28 - ÇOCUK YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere her bir çocuk için toplu iş sözleşmesinin\nbirinci yıl birinci altı ayında brüt 311,82 TL\u002FAy birinci yıl ikinci altı\nayında brüt 346,12 TL\u002FAy çocuk yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 29- SOSYAL YARDIM:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi kapsamında bulunan işçilere sözleşmenin\nbirinci yılının birinci altı ayında brüt 3.977,20 TL\u002FAy birinci yıl\nikinci altı ayında brüt 4.414,69 TL\u002FAy sosyal yardım ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch2>MADDE 30- YEMEK YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi işçilere fiilen çalıştıkları her gün için\nsözleşmenin birinci yılın birinci altı ayında net 235,02 TL\u002FGün, birinci\nyıl ikinci altı ayında net 260,87 TL\u002FGün yemek yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Günlük çalışma süresi ara dinlenme dâhil 12 saat olan işçilere, iki\nöğün yemek bedeli ödenir. Ancak bir öğün yemek yiyen işçiye sadece\nikinci öğün yemek parası ödenir. İşverenin her iki öğünde de ayni\nolarak yemek vermesi halinde nakdi ödeme ayrıca yapılmaz. Yıllık ücretli\nizin süreleri çalışılan fiili gün olarak sayılacaktır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch2>MADDE 31- ULAŞIM YARDIMI:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Sendika üyesi işçilere fiilen çalışmaya bağlı olmaksızın\nsözleşmenin birinci yılının birinci altı ayında Net 1.084,68 TL\u002FAy\nbirinci yıl ikinci altı ayında Net 1.204,00 TL\u002FAy ulaşım yardımı\nödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 32- YAKACAK YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Bu Toplu İş Sözleşmesi kapsamında bulunan işçilere sözleşmenin\nbirinci yılının birinci altı ayında brüt 249,46 TL\u002FAy birinci yıl ikinci\naltı ayında brüt 276,90 TL\u002FAy yakacak yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 33- SORUMLULUK PAYI\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerden fiilen Makam Şoförü olarak çalışanlara\nsözleşmenin birinci yılının birinci altı ayında 4.365,56 TL\u002FAy birinci\nyıl ikinci altı ayında 4.845,77 TL\u002F Ay sorumluluk payı ödemesi yapılır.\nAyrıca bu işçilere aylık çıplak ücretlerinin % 3 oranında prim\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 34- İS PRİMİ:\u003C\u002Fh2>\n\n\u003Cp>Bu toplu iş sözleşmesinin kapsamında bulunan işçilerden, aşağıdaki\nişlerde görevlendirilenlere müktesep hak olmamak ve diğer ödemeleri\netkilememek kaydıyla fiilen çalıştıkları her gün için;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>\u003Cstrong>I.GRUP:\u003C\u002Fstrong> Güvenlik Amiri, Temizlik Proje Müdürü olarak\nçalışanlara günlük brüt çıplak ücretinin %9’u\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.GRUP:\u003C\u002Fstrong> Güvenlik Şefi, Güvenlik Görevlisi, Büro\nİşleri Personeli, Temizlik Şefi, Şoför, Kaloriferci, Rektörlük\nMakamında çalışanlar, günlük brüt çıplak ücretinin %8’i,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III.GRUP:\u003C\u002Fstrong> Diğer işçilere ise günlük brüt çıplak\nücretinin %7’si, oranında iş primi ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin 33.maddesindeki pozisyonlardaki sorumluluk\npayından yararlanan işçilere bu iş primi ödenmez.\u003C\u002Fp>\n\n\u003Cp>İlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 35- BAYRAM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilere sözleşmenin birinci yılının birinci altı\nayında Ramazan ve Kurban bayramlarında, bayramların toplu iş\nsözleşmesinin birinci yıl birinci altı ayına denk gelmesi halinde brüt\n623,67 TL, birinci yıl ikinci altı ayma denk gelmesi halinde brüt 692,27 TL\nbayram yardımı ödenir. Bu ödemeler bayramın öncesindeki ilk ücret ödeme\ngününde yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 36- EVLENME YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyelerine kuruma tevsik edilmesi şartıyla doğum yardımı olarak\nbrüt 3.118,22 TL birinci yıl ikinci altı ayında brüt 3.461,22 TL\ntutarında doğum yardımı yapılır. Yapılacak olan ödeme Doğum Yardımı\nYönetmeliği esaslarına göre belirlenir ve fark ödemesi yapılır. Eşin\nçalışıyor olması durumunda aynı yönetmeliğe göre fark ödemesi\nyapılabilir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 38- ÖLÜM YARDIMI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nsözleşmenin birinci yılının birinci altı ayında 18.709,44 TL birinci\nyıl ikinci altı ayında 20.767,48 TL tutarında; normal ölümleri halinde\nise sözleşmenin birinci yılının birinci altı ayında 12.472,96 TL birinci\nyıl ikinci altı ayında 13.844,99 TL tutarında ölüm yardımı yapılır.\nİşçinin eş, çocuklarının, anne ve babasının sözleşmenin birinci\nyılının birinci altı ayında ölümleri halinde 6.236,47 TL birinci yıl\nikinci altı ayında 6.922,48 TL tutarında ölüm yardım yapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu yardımlar, toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 39- EĞİTİM YARDIMI:\u003C\u002Fh2>\n\n\u003Cp>İşveren, Sendika üyelerine her çocuk için belgelere müsteniden Eylül\nayının ilk haftasından başlamak ve yılda 1 defaya mahsus olmak üzere\naşağıda yazılı tutarlarda öğrenim yardımlarını öder.\u003C\u002Fp>\n\n\u003Cp>a)İlk ve orta öğrenimde okuyan çocuklar için brüt: 902,90 TL\u003C\u002Fp>\n\n\u003Cp>b)Lise ve Dengi okullarda okuyan çocuklar için brüt: 1.384,49 TL\u003C\u002Fp>\n\n\u003Cp>c)Üniversite, Yüksekokul ve Dengi okullarda okuyan çocuklar için brüt:\n1.730,56 TL (okulun normal eğitim süresi ve artı bir yıl süreyle\nsınırlı olmak üzere) tutarında öğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Bu yardımlar, toplu iş sözleşmesinin ikinci yılında ise, Eylül\nayında ödendiği döneme kadar ki ücret zamları (toplu iş sözleşmesinin\nbirinci yılının birinci altı ay zammı olan %24 ve ikinci altı ay zammı\nolan %11 hariç) oranında arttırılarak ödenecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>MADDE 40-EK ÖDEME:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail\">\u003Cp>İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ek ödeme, toplu iş sözleşmesinin ikinci yılının Mayıs ayında ve bir\nkez ödenmek kaydıyla ödendiği döneme kadar ki ücret zamları (toplu iş\nsözleşmesinin birinci yılının birinci altı ay zammı olan %24 hariç)\noranında arttırılarak ödenecektir. Ek ödemenin ödendiği tarihten sonraki\nücret zamları yeni dönem ek ödeme miktarına yansıtılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 41- GİYİM YARDIMI \u003C\u002Fh2>\n\n\u003Cp>İşçilere, toplu iş sözleşmesinin birinci yıl birinci altı ayında\nher ay brüt 210,91 TL\u002FAy birinci yıl ikinci altı ayında brüt 234,11 TL\u002FAy\nGiyim Yardımı ödenir.\u003C\u002Fp>\n\n\u003Cp>Bu yardım toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>MADDE 42- HİZMET ZAMMI:\u003C\u002Fh2>\n\n\u003Cp>Sendika üyesi işçilerin işyerinde geçirdikleri her hizmet yılı için\ntoplu iş sözleşmesinin birinci yıl birinci altı ayında brüt 18,60 TL\u002FAy,\nbirinci yıl ikinci altı ayında 20,65 TL\u002FAy hizmet zammı verilir. 6 aydan\nfazla süreler bir yıla tamamlanır.\u003C\u002Fp>\n\n\u003Cp>Bu ödeme toplu iş sözleşmesinin ikinci yıl birinci ve ikinci altı\naylarında ücret zammı oranında artırılarak uygulanır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 43- EK PRİM:\u003C\u002Fh2>\n\n\u003Cp>Gazi, terör mağduru ve şehit yakınlarına günlük çıplak ücretinin %\n10’u (Yüzde on) tutarında Ek Prim ödenecektir.\u003C\u002Fp>\n\n\u003Ch2>MADDE 44-DİSİPLİN KURULU:\u003C\u002Fh2>\n\n\u003Cp>Disiplin kurulu, biri Başkan olmak üzere işverenin seçeceği 2 asıl 2\nyedek üye ile sendikanın seçeceği 2 asıl ve 2 yedek üyeden kurulur. Asıl\nüye mazereti dolayısıyla işyerinde bulunmadığı hallerde yedek üye\nkurula katılır. Taraflar bu kurula seçecekleri asıl ve yedek üyelerini\ntoplu iş sözleşmesinin imza tarihinden itibaren bir ay içinde birbirlerine\nbildirmek zorundadırlar.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverence intikal ettirilen konuları, mevzuat, tamim ve\nemirler ile işbu toplu iş sözleşmesinin hükümleri uyarınca inceleyerek\nkarar alır.\u003C\u002Fp>\n\n\u003Cp>Disiplin kuruluna gitmeden disiplin kurulu başkanı veya birim amiri ilgili\nkonuya ilişkin sendika üyesinden yazılı açıklama isteyebilir. Disiplin\nkurulu kararı olmadan çalışana İhtar cezası dışında ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu işverenin lüzum gördüğü hallerde toplanır. Kurul\nBaşkanı tarafından yapılacak çağrı 5 gün önce üyelere duyurulur. Bu\nçağrıda toplantı yer, gün ve saati ve gündemi belirtilir.\u003C\u002Fp>\n\n\u003Cp>Kurul en az üç üye ile toplanır. Ancak, işverenin yazılı\nçağrısına rağmen sendika temsilcilerinin toplantıya katılmaması halinde\nkurul iki üye ile toplanıp karar alabilir. Oyların eşit olması halinde\nBaşkanın bulunduğu taraf çoğunluğu sağlar.\u003C\u002Fp>\n\n\u003Cp>Kurul karar vermek için her türlü delili toplar, ilgili çalışanı\ndinleyerek ve\u002Fveya yazılı savunmasını alır.\u003C\u002Fp>\n\n\u003Cp>Yapılan yazılı tebligata rağmen davete icabet etmeyen ilgili hakkında\ngıyaben karar verilir. Buradaki disiplin kurulu işveren tarafından daha\nönce oluşturulan disiplin komisyonunun yerine geçer. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 45- DİSİPLİN CEZALARI:\u003C\u002Fh2>\n\n\u003Cp>Disipline uymayan işçilere işledikleri fiillere göre ek’li ceza\ncetvelinde gösterilen cezalar verilir. Aynı fiilin bir yıl içinde tekrarı\nhalinde fiilin karşısındaki tekrar sayısına göre gösterilen cezalar\nuygulanır. Bu cezalar fiilin ağırlık derecesi ve tekrar sayısına göre\nihtar, ücret kesintisi ve ihraçtır.\u003C\u002Fp>\n\n\u003Cp>Ceza Cetvelinde yer alan;\u003C\u002Fp>\n\n\u003Cp>G : Gündelik (Yevmiye) kesimi\u003C\u002Fp>\n\n\u003Cp>İ.Ç: İşten Çıkarma\u003C\u002Fp>\n\n\u003Cp>1G: 1 Günlük ücret kesimi,\u003C\u002Fp>\n\n\u003Cp>2G: 2 Günlük ücret kesimi,\u003C\u002Fp>\n\n\u003Cp>3G: 3 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>4G: 4 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>5G: 5 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>6G: 6 Günlük ücret kesimini,\u003C\u002Fp>\n\n\u003Cp>İfade eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 46- İS GÖREMEZLİK ÜCRETİ:\u003C\u002Fh2>\n\n\u003Cp>1)Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları hâlinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>2)İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3)İşçinin, işyerinin bulunduğu mahal veya başka bir mahale sevk\nsuretiyle viziteye çıkması hâlinde, işyerinden ayrı kalacağı\nzamanlarda; işçiye istirahat verilmeksizin ayakta tedavisine lüzum\ngörüldüğü taktirde geçirdiği süreler için işçi ücretli izinli\nsayılır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 47 -ENGELLİ İSÇİLERİN ÇALIŞTIRILMASI:\u003C\u002Fh2>\n\n\u003Cp>Bu konuda mevzuat hükümleri uygulanır. Ancak, engelli işçilerin\nçalıştırılmalarına yönelik süreler, çalıştırılacakları işler ve\nbu işlere ilişkin işyerlerinin engellerine uygun hale getirilmesi için,\nişverence gerekli tedbirler alınır.\u003C\u002Fp>\n\n\u003Ch2>MADDE 48- SAĞLIKLA İLGİLİ GÖREV DEĞİŞİMİ:\u003C\u002Fh2>\n\n\u003Cp>İş kazası veya sağlık durumu nedeniyle çalıştırıldığı işte\nçalışamayacağı S.G.K. mevzuatının öngördüğü sağlık\nkuruluşlarından aldığı Sağlık Kurulu raporu ile tespit edilen işçiler,\naynı görev alanında ve işyerinin imkânları nispetinde sağlık\ndurumlarına uygun başka bir işe nakledilebilirler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>MADDE 49- İS SAĞLIĞI VE GÜVENLİĞİ :\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>İş sağlığı ve Güvenliği konusunda 6331 sayılı yasa hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MADDE 50- UYUŞMAZLIKLARI ÇÖZÜM KURULU:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanması ile hükümlerinin yorumu konusunda\nçıkacak uyuşmazlıkların ilk kademe olarak işyerindeki işveren vekilleri\nile sendika temsilcileri arasında çözümü esastır. Bu şekilde çözümü\nmümkün olmayan uyuşmazlıklar, T.C. Bartın Üniversitesi Rektörlüğünde\noluşturulan Uyuşmazlıkları Çözüm Kurulu'nda incelenir.\u003C\u002Fp>\n\n\u003Cp>Uyuşmazlıkları Çözüm Kurulu, biri TÜHİS' den olmak üzere 3 işveren\ntemsilcisi ile 3 sendika temsilcisinden oluşur. Ayrıca, 3'er adet yedek\ntemsilci de seçilir. Asil temsilcilerin katılamadığı durumlarda yerine\nyedek temsilcilerden katılım sağlanır. Kurula işveren temsilcilerinden\nbiri başkanlık eder. Taraflar kurula girecek üyelerini toplu iş\nsözleşmesinin imzasından itibaren 1 ay içinde karşı tarafa\nbildirirler.\u003C\u002Fp>\n\n\u003Cp>Kurul ihtiyaç duyulması halinde toplanır. Toplantı için çağrı\nyapılır. Kurul, daveti müteakip 3 işgünü içinde toplanarak uyuşmazlık\nkonusunun gerçek olup olmadığını, gerçek ise giderilmesi çarelerini\naraştırır ve 15 gün içinde karara bağlar. Toplantı sonunda anlaşmaya\nvarılmış ise anlaşma tutanağı sözleşme hükmü olarak uygulanır.\nAnlaşmaya varılmamış ise, tarafların yasal yollara başvurma hakları\nsaklıdır. Taraflar kurul kararlarına uymak zorundadırlar.\u003C\u002Fp>\n\n\u003Ch2>MADDE 51- HARCIRAH:\u003C\u002Fh2>\n\n\u003Cp>Bütçe ve Harcırah Kanunu hükümleri uygulanır. \u003C\u002Fp>\n\n\u003Ch2>MADDE 52- YÜRÜRLÜK VE SÜRE:\u003C\u002Fh2>\n\n\u003Cp>İşbu toplu iş sözleşmesi 01\u002F01\u002F2025 tarihinde yürürlüğe girer ve\n31\u002F12\u002F2026 tarihinde sona erecektir.\u003C\u002Fp>\n\n\u003Ch2>GEÇİCİ MADDE 1:\u003C\u002Fh2>\n\n\u003Cp>Toplu iş sözleşmesinin yürürlük tarihi ile imza tarihi arasında\noluşacak ücret ve diğer tüm ödemelere ilişkin farklar Bütçe imkanları\nçerçevesinde ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"47\">\u003Cp>Mad.\u003C\u002Fp>\n\n        \u003Cp>No\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"356\">\u003Cp>Ceza Gerektiren Haller\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"6\" width=\"219\">\u003Cp>Tekerrür Sayısına Göre\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"403\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">İŞYERİ\n        DÜZENİNE AYKIRI FİILLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Ayda toplam 2 saate kadar işe geç gelmek, işten\n        erken ayrılmak veya işyerini terk etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Ayda toplam 2 saati aşan süre ile işe geç gelmek,\n        işten erken ayrılmak veya işyerini terk etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Devamlı işe geç gelmeyi veya işten erken\n        ayrılmayı , terk etmeyi alışkanlık haline getirmek, (Altı ay\n        içinde geç gelmek veya erken ayrılmak suçundan 3 defa disiplin\n        cezası almış olmak kaydıyla).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>î-Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Bir yıl içerisinde mazeretsiz bir işgünü işe\n        gelmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçinin işverenden izin almaksızın veya haklı\n        bir sebebe dayanmaksızın ardı ardına iki işgünü veya bir ay\n        içinde iki defa herhangi bir tatil gününden sonraki iş günü,\n        yahut bir ayda üç işgünü işine devam etmemesi.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Hasta olmadığı halde kendisini hasta göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerine sarhoş gelmek yahut uyuşturucu madde\n        almış olarak gelmek ya da işyerinde bu maddeleri kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde kumar oynamak veya oynatmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Bir yıl içerisinde, iş saatinde yapılması gerekli\n        işi yapmamak veya özel işiyle ilgilenmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş saatinde işyerine ait alet ve malzeme ile özel\n        işler yapmak, işyerine ait malzeme, vasıta, alet veya işçileri\n        kendi işinde veya şahsi çıkarı için kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş saatinde arkadaşlarını lüzumsuz yere meşgul\n        etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş saatinde etrafını rahatsız edecek şekilde\n        bağırarak konuşmak veya şarkı söylemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş saatinde uyumak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\" colspan=\"8\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">İŞ\n        ARKADAŞLARINA VE DİĞER KİŞİLERE KARŞI HUKUKA AYKIRI FİİLLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş arkadaşlarına hakaret ve iş arkadaşlarını\n        tehdit etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde veya iş esnasında amirlerine\n        saygısızlık etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde veya iş esnasında amirlerine hakaret\n        etmek veya amirlerini tehdit etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>İşyerinde veya iş esnasında işyeri mensuplarına,\n        iş arkadaşlarına maiyetindekilere veya iş sahiplerine ayrımcılık\n        yapmak, hakaret veya tehdit etmek.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde veya iş esnasında işyeri mensuplarına,\n        iş arkadaşlarına, maiyetindekilere veya iş sahiplerine kaba\n        muamelede bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Amirleri, işyeri mensuplan, işyeri arkadaşları\n        veya maiyeti hakkında yalan veya yanlış bilgiler yaymak, asılsız\n        ihbar ve şikâyetlerde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İnternet ve benzeri bilgi teknolojileri\n        vasıtasıyla; işyeri, iş arkadaşları ve amirleri hakkında\n        yanlış bilgiler vermek, gerçeğe aykırı suçlamalar yapmak ve\n        kanunların suç saydığı hakaret edici ve aşağılayıcı ifadeler\n        kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Amirleri tarafından işçi sağlığını ve iş\n        emniyetini ihlal etmemek kaydıyla verilen işle ilgili emir ve\n        talimatları yapmamaya arkadaşlarını kışkırtmak veya işi\n        yaptırmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçinin;işverenin başka bir personeline, iş\n        sahiplerine, öğrencilere, iş arkadaşına veya kurum\n        ziyaretçilerine fiili saldırıda bulunması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003C\u002Ftd>\u003Ctd width=\"356\">\u003Cp>İşçinin; işverenin başka bir personeline, iş\n        sahiplerine, öğrencilere veya iş arkadaşına cinsel tacizde veya\n        cinsel saldırıda bulunması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"41\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"481\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">İŞYERİ,\n        ARAÇ VE GEREÇLERİNE ZARAR VERMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden bir yangın başlangıcına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinin kısmen veya tamamen faaliyetini durdurmak\n        amacıyla sabotaja teşebbüs etmek veya teşvik etmek veya sabotaj\n        yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Yönetiminde ait araç ve gereçlerin bakımı ve\n        temizliğine özen göstermemek ve bu araç ve gereçleri hor\n        kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Araç ve gereçleri kontrol etmeden iş başlamak ve\n        bunlarla ilgili bozuklukları zamanında yetkililere bildirmemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Araç kazalarında, idareye bilgi vermemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\" width=\"46\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Teslim edilen araç ve gereçlerin yitirilmesi ya da\n        bozulmasına hasarına neden olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>ajİhmal varsa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>i-Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>b)Ağır İhmal varsa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>cjKasıt varsa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Alkollü veya uyuşturucu madde etkisi altında araç\n        kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"580\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">İŞ\n        AHLAKINA AYKIRI OLAN VEYA İYİ NİYETLE BAĞDAŞMAYAN EYLEMLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Kurumun; öğrencisinden, münasebette bulunduğu\n        şahıs veya müesseselerden maddi çıkar amaçlı para, ödünç veya\n        varlık istemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Kendisine bildirilen işi yapmadığı halde yapmış\n        gibi göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde kavga çıkarmak veya kavga çıkmasına\n        sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş yerinde siyasi propaganda yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"46\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerine ait alet, malzeme veya vasıtaların bakım\n        ve temizliğini ihmal etmek, malzemeyi, kırtasiyeyi, fuzuli yere sarf\n        etmek, bunları hor kullanmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerindeki şahısların maruz kaldıkları\n        tehlikeler anında gereken yardımı yapmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Görevinde ihmal, lakayıt davranmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Kendisine verilen hak ve yetki dışında iş\n        yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşin yapılmasında amirlerine veya kendisi ile\n        birlikte çalışanlara zorluk göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Zaruret olmadıkça iş münasebetlerinde veya şahsi\n        işlerde merci tecavüzünde bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>6G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşe gelmeyen işçinin yerine imza atmak, kartını\n        bastırmak veya işçiyi işe gelmiş gibi göstermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşgünü bittikten sonra izinsiz olarak işyerine\n        gitmek veya işyerinde kalmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Mesaiye geliş ve çıkışlarda, mesai çizelgesini \u002F\n        kartını, keyfi olarak erken veya geç imzalamak\u002Fokutmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçileri kendileri ile ilgili olmayan dernek ve\n        kurumlara katkı ve teberru vermeye zorlamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>6 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Amirleri tarafından işi ile ilgili olarak verilen\n        emir ve işleri yapmamak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>5G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde sınavlarda kopya çekilmesine yardım\n        etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde sınav soruları çalmak, sınav kağıdı\n        ve tutanaklarında değişiklik yapmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Resmi belgeler üzerinde tahrifat yapmak, sahte belge\n        düzenlemek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Rüşvet almak, rüşvet vermek veya bunlara\n        teşebbüs etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İş sözleşmesi yapıldığı sırada bu\n        sözleşmenin esaslı noktalarından biri için gerekli vasıflar veya\n        şartlar kendisinde bulunmadığı halde bunların kendisinde\n        bulunduğunu ileri sürerek, yahut gerçeğe uygun olmayan bilgiler\n        veya sözler söyleyerek işçinin işvereni yanıltması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçinin, işverenin güvenini kötüye kullanmak,\n        hırsızlık yapmak, işverenin meslek sırlarını ortaya atmak gibi\n        doğruluk ve bağlılığa uymayan davranışlarda bulunması.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>i.ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"47\">\u003Cp>53\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Milli güvenliğe tehdit oluşturduğu tespit edilen\n        yapı, oluşum veya gruplara ya da terör örgütlerine üyeliği,\n        mensubiyeti veya iltisakı ya da bunlarla irtibatı olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>54\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Zimmet, irtikap, rüşvet, dolandırıcılık,\n        sahtecilik, güveni kötüye kullanma gibi yüz kızartıcı suçlarla,\n        kaçakçılık, Resmî ihale ve alım satımlara fesat karıştırma,\n        Devlet sırlarını açığa vurma gibi eylemleri tahrik ve teşvik\n        suçlarından işlemiş olmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>Uyuşturucu veya uyarıcı maddeleri satma, satışa\n        arz etme, başkalarına verme, satın alma, kabul etme veya\n        bulundurma.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde bir bilişim sisteminin bütününe veya\n        bir kısmına, hukuka aykırı olarak giren veya orada kalmaya devam\n        eden, bir bilişim sisteminin işleyişini engelleyen veya bozan, bir\n        bilişim sistemindeki verileri bozan, yok eden, değiştiren veya\n        erişilmez kılan, sisteme veri yerleştiren, var olan verileri başka\n        bir yere gönderme eylemleri.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşyerinde hukuka aykırı olarak kişisel verileri\n        kaydeden, kişisel verileri, hukuka aykırı olarak bir başkalarına\n        verme, yayma veya ele geçirme eylemleri.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>58\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçinin, işyerinde, yedi günden fazla hapisle\n        cezalandırılan ve cezası ertelenmeyen kasıtlı bir suç\n        işlemesi.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"45\">\u003Cp>59\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\">\u003Cp>İşçinin yapmakla ödevli bulunduğu görevleri\n        kendisine hatırlatıldığı halde yapmamakta ısrar etmesi.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"620\">\u003Cp>-Yukarıda sayılan fiiller dışında\n        kalıpta Disiplin Komisyonlarınca suç sayılan ve cezalandırılması\n        gereken benzer fiiller, disiplin komisyonunca suç işleyen işçinin\n        hafif kusuru, ağır kusuru veya kasıtlı olma durumuna göre suçun\n        niteliği ve ortaya çıkan zarar dikkate alınarak İhtardan İşten\n        Çıkarmaya kadar ceza verilebilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"620\">\u003Cp>-İşçinin; kusuru, pişmanlığı,\n        sicilinin temiz olması, ortaya çıkan zarar durumu, fiilin niteliği\n        gibi hususlar dikkate alınmak alt ceza uygulanabilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"620\">\u003Cp>-Yukarıda belirtilen disiplin ceza\n        cetvelinde ceza tekerrür sıra sonunda İşten Çıkış (İ.Ç.)\n        Cezası yok ise cezalar bir kat artarak devam eder. Ancak 1 yıl\n        içinde bu cezaların toplamı 10’u bulması halinde İşçiye\n        İşten Çıkarma(İ.Ç.) cezası uygulanabilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"contracttrial":45,"contracttrialperiod":48,"sicknesspay":52,"healthandsafetypolicy":56,"code_application":59,"protectiveclothing":63,"funeralpay":67,"paidpaternityleave":71,"paidmaternityleave":75,"alternatives":79,"marriage":83,"deathrelatives":86,"maternity_nursing_breaks_duration":90,"discrimination":94,"sexualhar":98,"WORKHOURS_trigger":102,"hourspweek_select":106,"PAIDLEAV_trigger":110,"holidaysdays":113,"bankholidays1":117,"TRADEUNLEAV_trigger":121,"tradeunleavdays":125,"LOWWAGE_trigger":129,"STRUCINCR_trigger":133,"ONCERISE_trigger":137,"ONCERISE2_trigger":141,"ONCEONLY_trigger":145,"onceonly_detail":148,"NOCTPREM_trigger":152,"shiftallowancetype":155,"OVERTIME_trigger":159,"SUNDAY_trigger":163,"COMMUTE_trigger":167,"MEALALL_trigger":170,"SENIOR_trigger":173,"jobclassifaction1":176},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2025-31.12.2026",{"bindId":46,"name":47,"text":47},"contracttrial","MADDE 14- DENEME SÜRESİ:",{"bindId":49,"name":50,"text":51},"contracttrialperiod","a)İşe yeni alman çalışanların deneme sür","a)İşe yeni alman çalışanların deneme süresi iki aydır.",{"bindId":53,"name":54,"text":55},"sicknesspay","2)İşçinin hastalık nedeniyle işe devam e","2)İşçinin hastalık nedeniyle işe devam edemediği veya raporlu olduğu\nsürelere ait yılda 5 defayı geçmemek üzere SGK tarafından ödenmeyen ilk\n2 günün ücreti işveren tarafından ödenir.",{"bindId":57,"name":58,"text":58},"healthandsafetypolicy","MADDE 49- İS SAĞLIĞI VE GÜVENLİĞİ :",{"bindId":60,"name":61,"text":62},"code_application","İş sağlığı ve Güvenliği konusunda 6331 s","İş sağlığı ve Güvenliği konusunda 6331 sayılı yasa hükümleri\nuygulanır.",{"bindId":64,"name":65,"text":66},"protectiveclothing","Ancak, iş icap ve zaruretleri ile İş Sağ","Ancak, iş icap ve zaruretleri ile İş Sağlığı ve Güvenliği mevzuatı\ngereğince verilmesi gereken koruyucu giyim malzemesi ayrıca verilmeye devam\nedilir.",{"bindId":68,"name":69,"text":70},"funeralpay","İşçilerin iş kazası sonucu ölümleri hali","İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nsözleşmenin birinci yılının birinci altı ayında 18.709,44 TL birinci\nyıl ikinci altı ayında 20.767,48 TL tutarında; normal ölümleri halinde\nise sözleşmenin birinci yılının birinci altı ayında 12.472,96 TL birinci\nyıl ikinci altı ayında 13.844,99 TL tutarında ölüm yardımı yapılır.\nİşçinin eş, çocuklarının, anne ve babasının sözleşmenin birinci\nyılının birinci altı ayında ölümleri halinde 6.236,47 TL birinci yıl\nikinci altı ayında 6.922,48 TL tutarında ölüm yardım yapılır.",{"bindId":72,"name":73,"text":74},"paidpaternityleave","d)Eşinin doğum yapması halinde 5 gün, ev","d)Eşinin doğum yapması halinde 5 gün, evlat edinilmesi durumunda 5\ngün,",{"bindId":76,"name":77,"text":78},"paidmaternityleave","Kadın personelin doğumdan önce 8 ve doğu","Kadın personelin doğumdan önce 8 ve doğumdan sonra 8 hafta olmak üzere\ntoplam 16 haftalık süre için çalıştırılmamaları esastır. Çoğul\ngebelik halinde doğumdan önce çalıştırılmayacak süreye iki hafta\neklenir. Ancak sağlık durumu uygun olduğu takdirde doktorun onayı ile\nkadın personel isterse doğumdan önceki üç haftaya kadar iş yerinde\nçalıştırılabilir. Bu durumda kadın personelin çalıştığı süreler\ndoğum sonrası sürelere eklenir. Kadın personelin erken doğum yapması\nhalinde ise doğumdan önce kullanamadığı çalıştırılmayacak süreler,\ndoğum sonrasına eklenmek suretiyle kullandırılır.",{"bindId":80,"name":81,"text":82},"alternatives","Hamilelik süresince kadın işçilere periy","Hamilelik süresince kadın işçilere periyodik kontroller için ücretli\nizin verilir. Hekim raporu ile gerekli görüldüğü takdirde, hamile personel\nişçi sağlığına uygun daha hafif işlerde çalıştırılır. Bu halde\npersonelin ücretinde herhangi bir indirim yapılmaz.",{"bindId":84,"name":85,"text":85},"marriage","a)Evlenmeleri halinde 5 gün,",{"bindId":87,"name":88,"text":89},"deathrelatives","c)Anne, baba, veya kardeşlerinin ölümü i","c)Anne, baba, veya kardeşlerinin ölümü ile 1. Derece sihri\nakrabalarının ölümü halinde 5 gün, eş veya çocuğunun ölümü haline 6\ngün, ikinci derece akrabalarının ölümü halinde 3 gün, ikinci derece\nsihri akrabalarının ölümü halinde 1 gün,",{"bindId":91,"name":92,"text":93},"maternity_nursing_breaks_duration","Kadın işçiye bir yaşından küçük çocuklar","Kadın işçiye bir yaşından küçük çocuklarını emzirmeleri için\ngünde toplam 2 saat süt izni verilir. Bu sürenin hangi saatler arasında ve\nkaça bölünerek kullanılacağını işçi kendisi belirler ve bu süre\ngünlük çalışma süresinden sayılır.",{"bindId":95,"name":96,"text":97},"discrimination","İşyerinde veya iş esnasında işyeri mensu","İşyerinde veya iş esnasında işyeri mensuplarına,\n        iş arkadaşlarına maiyetindekilere veya iş sahiplerine ayrımcılık\n        yapmak, hakaret veya tehdit etmek.",{"bindId":99,"name":100,"text":101},"sexualhar","İşçinin; işverenin başka bir personeline","İşçinin; işverenin başka bir personeline, iş\n        sahiplerine, öğrencilere veya iş arkadaşına cinsel tacizde veya\n        cinsel saldırıda bulunması.\n      \n      İ.Ç",{"bindId":103,"name":104,"text":105},"WORKHOURS_trigger","MADDE 18- ÇALIŞMA SÜRELERİ VE FAZLA ÇALI","MADDE 18- ÇALIŞMA SÜRELERİ VE FAZLA ÇALIŞMA:",{"bindId":107,"name":108,"text":109},"hourspweek_select","Haftalık çalışma süresi en çok 45 saatti","Haftalık çalışma süresi en çok 45 saattir. Bu süre haftanın\nçalışılan günlerine bölünerek uygulanır.",{"bindId":111,"name":112,"text":112},"PAIDLEAV_trigger","MADDE 22- YILLIK ÜCRETLİ İZİN:",{"bindId":114,"name":115,"text":116},"holidaysdays","a)Bir yıldan beş yıla kadar (5 yıl dahil","a)Bir yıldan beş yıla kadar (5 yıl dahil) olanlara yılda 18 gün,",{"bindId":118,"name":119,"text":120},"bankholidays1","MADDE 19-ULUSAL BAYRAM VE GENEL TATİL GÜ","MADDE 19-ULUSAL BAYRAM VE GENEL TATİL GÜNLERİNDE ÇALIŞMA:\n\na)Ulusal bayram, genel tatil günleri yasalarda belirtilen günlerdir.\n\nb)Ulusal bayram, genel tatil günlerinde çalıştırılan işçilere\nçalıştıkları her bir gün için toplam 3 (üç) yevmiye (Çalışmadan hak\nettikleri 1 günlük ücret dâhil) ödenir.",{"bindId":122,"name":123,"text":124},"TRADEUNLEAV_trigger","MADDE 12-SENDİKA TEMSİLCİ VE ÜYELERİNE T","MADDE 12-SENDİKA TEMSİLCİ VE ÜYELERİNE TANINAN ÜCRETLİ\nİZİNLER:",{"bindId":126,"name":127,"text":128},"tradeunleavdays","3.Diğer İzinler: Sendika temsilcisi ve g","3.Diğer İzinler:\n\nSendika temsilcisi ve görevlilerine kongre, konferans, seminer, yönetim,\ndenetim, disiplin kurulu, genel kurul ve temsilciler meclisi gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine aşağıdaki\ndüzenleniş şekline göre ücretli izin verilir.\n\n\n\n\n  \n  \n  \n  \n    \n      İşyeri İşçi Mevcudu\n      Yıllık Toplam Ücretli İzin Süresi\n    \n    \n      01-50 İşçi Çalıştıran İşyerlerinde\n      20 gün\n    \n    \n      51-100 İşçi Çalıştıran İşyerlerinde\n      25 gün\n    \n    \n      01-200 İşçi Çalıştıran İşyerlerinde\n      130 gün\n    \n    \n      201-500 İşçi Çalıştıran İşyerlerinde\n      50 gün\n    \n    \n      01-1000 İşçi Çalıştıran İşyerlerinde\n      70 gün",{"bindId":130,"name":131,"text":132},"LOWWAGE_trigger","a)Taban Ücret: 01.01.2025tarihinde günlü","a)Taban Ücret:\n\n01.01.2025tarihinde günlük brüt çıplak ücretleri; 1.400,00 TL’nin\naltında olan işçilerin, günlük brüt çıplak ücretleri 1.400,00 TL’ye\nçekilecektir.",{"bindId":134,"name":135,"text":136},"STRUCINCR_trigger","01.01.2025tarihindeki günlük brüt çıplak","01.01.2025tarihindeki günlük brüt çıplak ücretlerine, 01.01.2025\ntarihinden geçerli olmak üzere birinci yıl birinci altı ay için %24\n(Yirmidört) oranında zam yapılacaktır.",{"bindId":138,"name":139,"text":140},"ONCERISE_trigger","a)İşyerinde çalışan sendika üyesi tüm iş","a)İşyerinde çalışan sendika üyesi tüm işçilere 6772 sayılı yasaya\ngöre ilave tediye ödenir. İlave tediye ödeme tarihleri Cumhurbaşkanının\ntespit ettiği tarihlerdir.",{"bindId":142,"name":143,"text":144},"ONCERISE2_trigger","b)Sendika üyesi işçilere ilave tediye dı","b)Sendika üyesi işçilere ilave tediye dışında her yıl 60 günlük\nücretleri tutarında ikramiye ödenir. Bu ikramiyeler; Mart ayında 30\ngünlük, Eylül ayında 30 günlük ücretleri tutarında ikramiye, aylık\nücretleri ile birlikte ödenir.",{"bindId":146,"name":147,"text":147},"ONCEONLY_trigger","MADDE 40-EK ÖDEME:",{"bindId":149,"name":150,"text":151},"onceonly_detail","İşçilere müktesep hak sayılmamak ve başk","İşçilere müktesep hak sayılmamak ve başka bir ödemeyi etkilememek\nkaydıyla, yılda bir defa toplu iş sözleşmesinin birinci yılının Mayıs\nayında brüt 9.039,08 TL Ek ödeme yapılacaktır.",{"bindId":153,"name":154,"text":154},"NOCTPREM_trigger","MADDE 20- GECE ÇALIŞMASI:",{"bindId":156,"name":157,"text":158},"shiftallowancetype","Saat 20.00-06.00 arasında yapılan çalışm","Saat 20.00-06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır.\n\nBu saatlerde çalıştırılan işçilere günlük ücretleri % 10 zamlı\nödenir.",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","e)Fazla çalışma ücreti ise normal çalışm","e)Fazla çalışma ücreti ise normal çalışma ücretinin saat başına\ndüşen miktarının %70 yükseltilmesi suretiyle hesaplanır. Fazla çalışma\nveya fazla sürelerle çalışma yapan işçi isterse, bu çalışmalar\nkarşılığı zamlı ücret yerine, fazla çalıştığı her saat\nkarşılığında iki saati serbest zaman olarak kullanabilir.",{"bindId":164,"name":165,"text":166},"SUNDAY_trigger","c)Hafta tatillerinde çalıştırılan işçile","c)Hafta tatillerinde çalıştırılan işçilere takip eden hafta içinde\nbir gün izin verilir. Çalışılan bu hafta tatili günü için toplam iki\nyevmiye ödenir.",{"bindId":168,"name":169,"text":169},"COMMUTE_trigger","MADDE 31- ULAŞIM YARDIMI:",{"bindId":171,"name":172,"text":172},"MEALALL_trigger","MADDE 30- YEMEK YARDIMI:",{"bindId":174,"name":175,"text":175},"SENIOR_trigger","MADDE 17- KIDEM TAZMİNATI:",{"bindId":177,"name":178,"text":179},"jobclassifaction1","I.GRUP: Güvenlik Amiri, Temizlik Proje M","I.GRUP: Güvenlik Amiri, Temizlik Proje Müdürü olarak\nçalışanlara günlük brüt çıplak ücretinin %9’u\n\nII.GRUP: Güvenlik Şefi, Güvenlik Görevlisi, Büro\nİşleri Personeli, Temizlik Şefi, Şoför, Kaloriferci, Rektörlük\nMakamında çalışanlar, günlük brüt çıplak ücretinin %8’i,\n\nIII.GRUP: Diğer işçilere ise günlük brüt çıplak\nücretinin %7’si, oranında iş primi ödenir.\n\nBu toplu iş sözleşmesinin 33.maddesindeki pozisyonlardaki sorumluluk\npayından yararlanan işçilere bu iş primi ödenmez.\n\nİlk defa işe alman işçiler ile yukarıdaki gruplarda yer almayan\nunvanlarda çalışan işçilerin sahip oldukları ehliyet ve liyakatleri\ndikkate alınarak ait oldukları gruplara işveren tarafından\nyerleştirilir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BARTIN ÜNİVERSİTESİ REKTÖRLÜĞÜ TÜHİS İLE KOOP-İŞ 01.01.2025-31.12.2026 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        KOOP-İŞ Türkiye Kooperatif, Ticaret ve Büro İşçileri Sendikası\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → 10 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 6236.47\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 16 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Evet\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Hayır\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Hayır\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Hayır\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Hayır\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Hayır\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 20.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TRY 1400.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 24.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Hayır\u003C\u002Fdiv>\n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TRY 1084.68 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 260.87 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[185],{"title":35,"slug":31},[187],{"type":188,"data":189},"call_to_action_body_block",{"title":190,"description":191,"variant":192,"link":193},"Toplu sözleşmeleri karşılaştır","Bir araç, ülkeler içindeki ve çapındaki sözleşmeler arasında bir karşılaştırma sağlar","dark",{"title":190,"url":194,"description":190,"rel":195,"type":196},"\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Ftoplu-sozlesmeleri-karsilastir","follow","internal",[198],{"type":188,"data":199},{"title":190,"description":191,"variant":192,"link":200},{"title":190,"url":194,"description":190,"rel":195,"type":196},[],{"title":15,"seo_title":203,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"WageIndicator Türkiye: Ücretler, Asgari Ücret ve Haklar","\u002Ftr-tr",[206,287,316],{"title":18,"seo_title":207,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"Türkiye’de İş: Ücretler, Asgari Ücret ve Çalışma Koşulları","\u002Ftr-tr\u002Fturkiye-de-calismak",[210,214,218,234,283],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Asgari Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-ucretler",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Asgari Geçim Ücreti","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fasgari-gecim-ucreti",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Maaş","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as",[222,226,230],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Maaş Sorgulama","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fsorgulama",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Iş ve Maaş Anketi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Fanket",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Unlülerin Maasları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fma-as\u002Funluler",[],{"title":235,"seo_title":236,"description":7,"path":237,"redirect_url":7,"locale":16,"children":238},"İş Hukuku","Türkiye’de İş Kanunu: Sözleşme, Ücret ve Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku",[239,243,247,251,255,259,263,267,271,275,279],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"İş ve Ücretler","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-ucretler",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Tazminat ve Çalışma Süresi","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Ftazminat-ve-calisma-suresi",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Yıllık İzin","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fyillik-izin",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Sözleşmeler ve İşten Çıkarmalar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsozlesmeler-ve-isten-cikarmalar",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Aile Sorumlulukları","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Faile-sorumluluklari",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Annelik ve Çalışma","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"İş Sağlığı ve Güvenliği","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-sagligi-ve-guvenligi",[],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":16,"children":270},"İş ve Hastalık","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-ve-hastalik",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":16,"children":274},"Sosyal Güvenlik","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsosyal-guvenlik",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"İş Yerinde Adil Muamele","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fis-yerinde-adil-muamele",[],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":16,"children":282},"Sendikal Haklar","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fsendikal-haklar",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":284},[285],{"title":190,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":16,"children":286},[],{"title":288,"seo_title":8,"description":7,"path":289,"redirect_url":7,"locale":16,"children":290},"Ne yapıyoruz","\u002Ftr-tr\u002Fne-yapiyoruz",[291,295,301,306,311],{"title":292,"seo_title":8,"description":7,"path":293,"redirect_url":7,"locale":16,"children":294},"Veri ve Hizmetler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fveri-ve-hizmetler",[],{"title":296,"seo_title":8,"description":7,"path":297,"redirect_url":298,"locale":299,"children":300},"Projeler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fprojeler","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":304,"locale":299,"children":305},"Etkinlikler","\u002Ftr-tr\u002Fne-yapiyoruz\u002Fetkinlikler","\u002Fwhat-we-do\u002Fevents",[],{"title":307,"seo_title":8,"description":7,"path":308,"redirect_url":309,"locale":299,"children":310},"Haberler ve 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