[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002Fbass-turkiye-hayat-ve-emeklilik-a-s-01-01-2024-31-12-2025":3,"menu:\u002Ftr-tr:":187,"sites:htmlblocks":352,"subsites":1791,"cite-subsites":5354,"footer:root":5831,"suggested:root":5929,"cite-footer:root":5933},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},3647,"toplu-is-sozlesmesi","Toplu İş Sözleşmeleri",null,"","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi","collective_agreements.collectiveagreementoverview","tr_TR","2025-08-14T06:35:38.214461+00:00","2026-04-02T11:36:54.214458+00:00","\u002Fcms\u002Fpages\u002F3647\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Türkiye","tr-tr",{"title":20,"slug":21},"Türkiye’de Çalışmak","turkiye-de-calismak",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ftr-tr\u002Fturkiye-de-calismak\u002Ftoplu-is-sozlesmesi\u002F","index, follow","website","summary_large_image","2025-08-14T08:35:38.214461+02:00","2026-04-02T13:36:54.349979+02:00",{"cba":32,"clauses":43,"details":165,"translations":166},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"bass-turkiye-hayat-ve-emeklilik-a-s-01-01-2024-31-12-2025","0c8d9824-37a3-11f0-9f43-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fturkiye\u002Fbass-turkiye-hayat-ve-emeklilik-a-s-01-01-2024-31-12-2025\u002Fbass-turkiye-hayat-ve-emeklilik-a-s-01-01-2024-31-12-2025\u002F","BASS Türkiye Hayat ve Emeklilik A.Ş. 01.01.2024\u002F31.12.2025","BASS Türkiye Hayat ve Emeklilik A.Ş. 01.01.2024\u002F31.12.2025 - 2024","Turkey - BASS Türkiye Hayat ve Emeklilik A.Ş. 01.01.2024\u002F31.12.2025 - 2024","BASS Türkiye Hayat ve Emeklilik A.Ş. 01.01.2024\u002F31.12.2025 - 2024 - Financial services, banking, insurance",{"name":41,"data":42},"THE-17.-DONEM-_.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>THE-17.-DONEM-_\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Banka Finans ve Sigorta İşçileri Sendikası\u003C\u002Fh1>\n\n\u003Ch1>(BASS)\u003C\u002Fh1>\n\n\u003Ch1>Türkiye Hayat ve Emeklilik A.Ş.\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>(01.01.2024\u002F31.12.2025)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>17. Dönem Toplu İş Sözleşmesi\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Birinci Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Genel Hükümler\u003C\u002Fh2>\n\n\u003Ch3>Madde 1-Taraflar\u003C\u002Fh3>\n\n\u003Cp>Bu işletme Toplu İş Sözleşmesi Türkiye Hayat ve Emeklilik Anonim\nŞirketi ile Banka Finans ve Sigorta İşçileri Sendikası (BASS) arasında\nyapılmıştır.\u003C\u002Fp>\n\n\u003Ch3>Madde 2- Deyimler\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer alan\u003C\u002Fp>\n\n\u003Cp>(1) Taraflar deyimi Türkiye Hayat ve Emeklilik Anonim Şirketi ve Banka\nFinans ve Sigorta İşçileri Sendikası (BASS)':\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>(2) Sendika deyimi Banka Finans ve Sigorta İşçileri Sendikası (BASS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) İşveren ya da Şirket deyimi Türkiye Hayat ve Emeklilik Anonim\nŞirketi'ni\u003C\u002Fp>\n\n\u003Cp>(4) İşyeri deyimi Türkiye Hayat ve Emeklilik Anonim Şirketi merkez,\nşube ve bunlara bağlı eklentilerini,\u003C\u002Fp>\n\n\u003Cp>(5) İşçi deyimi Türkiye Hayat ve Emeklilik Anonim Şirketi'nin 4.\nfikrada belirli işyerinde çalışan Sendika üyelerini\u003C\u002Fp>\n\n\u003Cp>(6) Sendika üyesi ve\u002Fveya üye deyimi Sendika üyesi İşçileri\u003C\u002Fp>\n\n\u003Cp>(7) Sözleşme deyimi bu toplu iş sözleşmesini\u003C\u002Fp>\n\n\u003Cp>ifade eder.\u003C\u002Fp>\n\n\u003Ch3>Madde 3- Sözleşmenin Amacı\u003C\u002Fh3>\n\n\u003Cp>Bu Toplu İş Sözleşmesinin amacı; hizmet sözleşmesinin yapılması,\niçeriği ve sona ermesi ile ilgili hususları düzenlemek, işyerinde düzenli\nve verimli çalışmayı sağlamak, üretimi arttırmak, işverenin ve\nişçilerin hak ve çıkarlarını dengelemek, karşılıklı iyi niyet ve\ngüvenle iş barışını ve iş güvencesini sağlamak, işçi ve işveren\narasında sözleşmenin uygulanmasından doğacak uyuşmazlıkları\nuzlaştırıcı yollarla çözmektir.\u003C\u002Fp>\n\n\u003Ch3>Madde 4- Sözleşmenin Kapsamı ve Kapsam Dışı Kalanlar\u003C\u002Fh3>\n\n\u003Cp>Bu işletme toplu iş sözleşmesi yer olarak işverene ait işyerini, kişi\nolarak belirsiz süreli ve belirli süreli (EYT emeklisi olarak çalışanlar)\niş akdi ile çalıştırılan sendika üyesi işçileri kapsar.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinden taraf işçi sendikasımın üyeleri yararlanır.\nToplu iş sözleşmesinden, sözleşmenin imzalanması tarihinde taraf\nsendikaya üye olanlar yürürlük tarihinden, imza tarihinden sonra üye\nolanlar ise Üyeliklerinin taraf işçi sendikasınca işverene bildirildiği\ntarihten itibaren yararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler de, iş sözleşmelerinin sona erdiği tarihe\nkadar toplu iş sözleşmesinden yararlanır.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin imzası sırasında taraf işçi sendikasına üye\nolmayanlar, sonradan işyerine girip de üye olmayanlar veya imza tarihinde\ntaraf işçi sendikasına üye olup da ayrılanlar veya çıkarılanların\ntoplu iş sözleşmesinden yararlanabilmeleri, toplu iş sözleşmesinin\ntarafı olan işçi sendikasına dayanışma aidatı ödemelerine bağlıdır.\nBunun için sendikanın onayı aranmaz. Dayanışma aidatı ödemek suretiyle\ntoplu iş sözleşmesinden yararlanma, talep tarihinden geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Genel Müdür, Genel Müdür Yardımcıları, İç Sistemler Başkanı,\nBaşhukuk Müşaviri, Direktörler, İç Denetim Müdürlüğü\nçalışanları, Hukuk Müşaviri, Avukat, Birim Müdürü, Bölge Müdürü,\nSatış Müdürü, İşyeri Hekimi Yönetici Asistanları, Aktüerler, Bilgi\nTeknolojileri Genel Müdür Yardımcılığı çalışanları, İç Sistemler\nBaşkanlığına bağlı birimlerde çalışanlar, Aktüerya Müdürlüklerinde\nçalışanlar ile belirli süreli iş sözleşmesiyle çalışanlar (EYT\nemeklisi olarak çalışanlar hariç) Sözleşme kapsamı dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>İkinci Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Çalışma Koşulları\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>Madde 5- Çalışma Saatleri\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Çalışma süresi haftalık 40 saattir. Bu sürenin fiili olarak işyerinde\nya da işverence görevlendirilen yerdeki bulunma süresi toplamının, söz\nkonusu haftalık çalışma süresinin altında belirlenmesi, kazanılmış hak\nsayılmayacağı gibi söz konusu fark sürede çalışmaya hazır olarak\nbeklenir ve işverenin bu sürede talimatlarını yerine getirmekle\nyükümlüdür. İşe başlama ve bitiş saatleri İşveren tarafından\nbelirlenir. Çalışan, bu şekilde düzenlenen çalışma koşullarına\nuymayı kabul, beyan ve taahhüt eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Madde 6- Fazla Çalışma ve Fazla Çalışma Ücreti, Serbest Zaman\nSeçeneği\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Bu Sözleşmede belirtilen günlük çalışma süresinin dışında\nyapılan çalışmalar fazla çalışmadır. Fazla saatlerle çalışmak için\nişçinin onayının alınması gereklidir. Fazla çalışma süresinin\ntoplamı bir yılda 270 saatten fazla olamaz. Her bir saat fazla çalışma\niçin verilecek ücret normal çalışma ücretinin saat başını dilşen\nmiktarının yüzde 100 yükseltilmesi suretiyle, çalışmanın yapıldığı\ntarihi izleyen ayın 10'una kadar ödenir.\u003C\u002Fp>\n\n\u003Cp>Fazla çalışma yapan işçi yazılı olarak isterse, bu çalışmalar\nkarşılığı fazla çalışma ücreti yerine, yasalarca belirtilen süreyi\nserbest zaman olarak kullanabilir. Bu halde işverence hak ettiği serbest\nzaman süresi işçiye yazılı olarak bildirilir. İşçi hak ettiği serbest\nzamanı altı ay zarfında, çalışma süreleri içinde ve ücretinde bir\nkesinti olmadan kullanır.\u003C\u002Fp>\n\n\u003Cp>Fazla Çalışma yapmak isteyen işçi, ilgili Bölge Müdürü bağlı\nolduğu Birim Müdürünün onayını almak zorundadır. Aksi takdirde onaysız\nyapılan çalışmalar fazla çalışma sayılmayacaktır.\u003C\u002Fp>\n\n\u003Ch3>Madde 7-Ulusal Bayram ve Genel Tatil Günleri Çalıştırmama Kurah\u003C\u002Fh3>\n\n\u003Cp>İşçiler Ulusal Bayram ve Genel Tatil günlerinde, kural olarak\nçalıştırılmazlar. Bu günlerde işçilere ücretleri bir iş\nkarşılığı olmaksızın tam olarak ödenir, tatil yapmayarak\nçalışırlarsa çalışılan her gün için ve çalıştırma süresine\nbakılmaksızın bir günlük ücretleri ayrıca ödenir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Madde 8- Hafta Tatill\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Hafta tatili Cumartesi ve Pazar günleridir. Çalışılmayan hafta tatili\niçin işveren tarafından bir iş karşılığı olmaksızın o günlere ait\nücret tam olarak ödenir. Çalıştırılanlara ve\u002Fveya işyerinde nöbet\ntutmakla görevlendirilenlere o güne ait ücretleri yüzde yüz fazlasıyla\nödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 9- İzinler ve Son Hükümler\u003C\u002Fh3>\n\n\u003Ch4>1-İzinler\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>Yılık Ücretli İzin:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Çalışan, 4857 sayılı İş Kanunu uyarınca yıllık ücretli iznini\nkullanır. İzin kullanımında hafta tatili ve ulusal bayram ve genel tatil\ngünleri izin gününden sayılmaz. Ayrıca izin kullanın süresine denk gelen\nCumartesi günleri de izin gününden sayılmaz.\u003C\u002Fp>\n\n\u003Cp>Çalışanın yıllık ücretli iznini tam gün olarak kullanması esastır.\nAncak çalışanın kendi istek ve arzusu ile yarım gün izin talep etmesi ve\nyöneticisi tarafından onaylanması halinde yarım günlük izin kullanımı\nmümkündür. Çalışan, yıllık ücretli iznini İş Kanunu'nun ilgili\nmaddeleri uyarınca kullanacağını, bunun bir sonucu olarak izin sürelerinin\nbölünemez kısmının, kendi talebi ya da onayı ile bölünmesi suretiyle\nkullanması halinde, kullanılan kısmın yıllık ücretli izinden\nsayılacağını, bu sürelerin ayrıca diğer izin ya da mazeret\nsayılmayacağını kabul ve beyan eder.\u003C\u002Fp>\n\n\u003Cp>Yıllık ücretli izin planlamaları ve kullanılması işveren takdirinde\nolup, çalışan her yıl için işverence belirlenecek yıllık izinlerin\nişverenin yönetim yetkisi kapsamında olduğunu kabul eder. Yıl içerisinde\nkullanılmayan izinler bir sonraki yıla devredilir.\u003C\u002Fp>\n\n\u003Cp>Çalışanın, yıllık izne hak kazanmadan izin kullanması ya da izne hak\nkazanmasına rağmen bakiyesinden fazla izin kullanması işverenin\ntakdirindedir. Çalışan o yıl için hak kazanacağı yıllık ücretli izin\ngün sayısının en fazla yarısına kadar avans izin talep edebilir.\nÇalışanın iş sözleşmesinin herhangi bir gerekçe ile sona ermesi\ndurumunda eksi bakiye izni ücret, tazminat gibi her türlü hak edişinden\nhiçbir kısıtlamaya tabi olmaksızın mahsup edilir. Mahsup edilecek ücret,\ncalısanın o bakive karşılığı brüt ücretidir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"445\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>Yıllık\n        Ücretli İzin\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"180\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>İzin\n        Gun Sayısı\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"171\">\u003Cp>Yıllık İzin hak edişi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"274\">\u003Cp>1 yıldan 5 yıla kadar ise (5 yıl dahil)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"180\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>14\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"274\">\u003Cp>5 yıldan fazla 15 yıldan az ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"180\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"274\">\u003Cp>15 yıl (dahil) ve daha fazla ise\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"180\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Not: Yeni izin hakediş tarihinden geriye dönük 1 yıl içinde,\nçalıştıkları her ayda sendika aidatı veya dayanışma aidatı ödemiş\nolan çalışanların yukarıda belirtilen yıllık izin sürelerine 4 gün\ndaha ilave edilir. Çalışanın takip eden yılda, çalıştığı ayların\ntamamında sendika aidatı veya dayanışma aidatı ödeme şartını yerine\ngetirmemesi durumunda yukarıda belirtilen izin sürelerine ilave 4 gün\neklenmez.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ücretli Mazeret İzni:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Çalışan, aşağıdaki sebep ve hallere dayanarak, bir bütün halinde\n(ardışık) aşağıda belirtilen sürelerle izin kullanabilir. İzin gün\nsayıları, çalışma günleri için geçerlidir.\u003C\u002Fp>\n\n\u003Cp>Yıl içerisinde kullanılan ücretli mazeret izin gün sayısı toplamı\n(doğum izni hariç olmak üzere) 40 günden fazla olamaz. Sebebi her ne olursa\nolsun, söz konusu izin süresi, çalışanın her kıdem yılı için\nhesaplanır.\u003C\u002Fp>\n\n\u003Cp>Mazeret izinlerinin kullanımında, mazereti belgelendirmek şarttır.\nMazerete dair belgenin sunulamaması durumunda, söz konusu sürenin \"mazeret\"\nkapsamında değerlendirilemeyeceğini çalışan kabul ve beyan eder.\u003C\u002Fp>\n\n\u003Cp>Ücretli Mazeret İzinleri \"A-Yasal mazeret izinleri\" ve \"B-Sosyal Mazeret\nizinleri\" olmak üzere iki başlık altında değerlendirilmektedir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cp>Ücretli Mazeret İzinleri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>İzan Gün Sayısı\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cp>A-Yasal Mazeret İzinleri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>İzin Gün Sayısı ve Şartlar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>Evlilik\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>5\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003C\u002Ftd>\u003Ctd colspan=\"2\" width=\"501\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Eşinin doğum yapması (Babalık\n        İzni)\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>8\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"155\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Ölüm izni\u003C\u002Fp>\n\n        \u003Cp>(1. derece yakın: Eş, Çocuk, Anne. Baba. Kardeş)\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>5\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cp>B-Sosyul Mazeret İzinleri\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>İzin Gün Sayısı ve Şartlar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cp>Çocuğunun evlenmesi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"501\">\u003Cp>Doğal afetten zarar görme (deprem,\n        yangın, su baskını vb)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"171\">\u003Cp>Taşınma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"330\">\u003Cp>Şehirlerarası\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Şehiriçi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"171\">\u003Cp>Ölüm izni ( 1. Derece dışında\n        akrabalık bağı olan yakınların ölümü durumunda)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"330\">\u003Cp>Büyükanne, büyükbaba veya torunlarından birinin\n        ölümü durumunda\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Eşinin anne, baba veya kardeşlerinin ölümü\n        durumunda\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>2. derece usûl ve füruğunda birinin ölümü\n        halinde: amca. dayı, teyze, hala dahil\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"171\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Refakatçi izııi\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"330\">\u003Cp>Eşinin veya 1. derece yakının kazaya uğraması,\n        ağır bir hastalığa tutulması durumunda\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"155\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>3\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Eşinin, çocuğunun, ana veya babasının veya\n        eşinin ana veya babasının ile kardeşlerinin kazaya uğraması veya\n        ağır hasta olması\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"330\">\u003Cp>Bakmakla yükümlü olduğu veya refakat etmediği\n        takdirde hayatı tehlikeye girecek ana, baba, eş ve\n        çocukları\u002Fevlatlıklan ile kardeşlerinden birinin ağır kaza\n        geçirmesi veya önemli bir hastalığa yakalanması halinde,\n        (Hastaneden alınacak refakatçi belgesi ile)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>Sürenin uzaması durumunda ilgili Yönetici ve İnsan\n        Kaynaklan onayıyla kullanılabilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Diğer Ücretli İzinler:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable style=\"height: 694px;\" border=\"1\">\n  \u003Ctbody>\n    \u003Ctr style=\"height: 46px;\">\n      \u003Ctd style=\"height: 46px; width: 220px;\">\u003Cp>Diğer Ücretli İzinler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 46px; width: 421px;\">\u003Cp>İzin Gün Sayısı ve\n        Şartlar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 151px;\">\n      \u003Ctd style=\"height: 151px; width: 220px;\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Sendikal görevler\u003C\u002Fp>\n\n        \u003Cp>(Yurt içinde ve dışında sendika konulan ile ilgili seminer,\n        konferans ve\u002Fveya genel kurula katılmaları istenebilecek sendika\n        üyeleri)\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 151px; width: 421px;\">\u003Cp>Max 30 gün; ancak, bütün\n        üyelere verilecek izinlerin toplamı bir takvim yılında 450\n        gün\u002Fişçiyi geçemez.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 64px;\">\n      \u003Ctd style=\"height: 64px; width: 220px;\">\u003Cp>Gebe Çalışan - Periyodik\n        Kontrol\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 64px; width: 421px;\">\u003Cp>Belgelendirilmesi halinde,\n        gebe çalışanların periyodik kontrolleri izin kapsamındadır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 100px;\">\n      \u003Ctd style=\"height: 100px; width: 220px;\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Süt izni\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 100px; width: 421px;\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Doğum yapan çalışana. 1\n        yaşından küçük çocuklarını emzirmek üzere, bu izin büyük\n        şehirlerdeki çalışma koşulları ve trafik yoğunluğu nedeniyle en\n        çok haftada 1 gün birleştirilerek kullandıniabilir.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 169px;\">\n      \u003Ctd style=\"height: 169px; width: 220px;\">\u003Cp>Analık İzni\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 169px; width: 421px;\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Doğumdan önce 8 (sekiz),\n        doğumdan sonra 8 (sekiz) hafta olmak üzere toplam 16 (onaltı) hafta\n        ücretli doğum izni verilir. Çoğul gebelik halinde doğum sonrası\n        süreye 2 hafta daha eklenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n        \u003Cp>Çalışanın talebi ve işverenin uygun bulması halinde doğumdan\n        sonraki iznine ilaveten 10 (on) haftaya kadar daha ücretli izin\n        verilebilir, bu durum işverenin takdirindedir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 46px;\">\n      \u003Ctd style=\"height: 46px; width: 220px;\">\u003Cp>Fazla Çalışma\n        Karşılığı İzin\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 46px; width: 421px;\">\u003Cp>Yasalarca belirtilen\n        çerçevede uygulanacaktır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height: 118px;\">\n      \u003Ctd style=\"height: 118px; width: 220px;\">\u003Cp>Engelli Çocuk İzni\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height: 118px; width: 421px;\">\u003Cp>Asgari %40 oranında engelli\n        çocuğu olan çalışanlara, birim yöneticisinin onayı ile her\n        takvim yılı için ilave 3 işgünü \"Engelli Çocuk İzni\"\n        verilebilir. Engelli çocuğu olan eşlerin her ikisi de şirkette\n        çalışıyorsa bu izni eşlerden yalnızca birisi kullanabilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ücretsiz İzinler:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4857 sayılı İş Kanununda belirtijen analık tücretsiz izni ve yol\nlücretsiz izni haricinde Şirket tarafından uygulanabilecek ücretsiz izin\nhalleri aşağıdakilerle sınırlıdır.\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>\u003Cstrong>Ücretsiz İzin Kapsamları\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>İzin Gün Sayısı ve Şartlar\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kişiye özgü sair hallerde verilecek ücretsiz izin\u003C\u002Ftd>\n      \u003Ctd>Şirket takdirindedir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Doğum sonrası ücretsiz izin\u003C\u002Ftd>\n      \u003Ctd>Kanunda belirtilen süre kadardır (En çok 9 ay)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2- Son Hükümler\u003C\u002Fh4>\n\n\u003Cp>İşbu toplu iş sözleşmesinde hüküm ve karşılık bulunmayan hallerde,\n4857 sayılı İş Kanunu ile 6098 sayılı Borçlar Kanunu ve ilgili mevzuat\nhükümleri geçerli olacaktır.\u003C\u002Fp>\n\n\u003Cp>-Çalışan, işe gelmediği ilk gün içerisinde bir üst yöneticisine\nhastalığı ya da geçirdiği kaza konusunda bilgi vermelidir.\u003C\u002Fp>\n\n\u003Cp>-Yıllık ücretli izin süresi içerisinde hastalık söz konusu olduğunda\nalınan raporlara istinaden geçen süre yıllık izin süresinden\nsayılmaz.\u003C\u002Fp>\n\n\u003Cp>-Çalışanın raporlu olduğu günler için, aylık maktu brüt ücreti ve\nSGK primi tam olarak ödenir.\u003C\u002Fp>\n\n\u003Cp>-Mazeret izinleri, diğer ücretli izin ve ücretsiz izinler, hakkın ya da\ndurumun ortaya çıktığı anda kullanılması gereken haklardandır ve ileri\ntarihe aktarılmamak üzere kullanılır.\u003C\u002Fp>\n\n\u003Ch3>Madde 10- Askeri ya da Kanuni Ödevle İşyerinden Ayrılma\u003C\u002Fh3>\n\n\u003Cp>Niteliği ne olursa olsun herhangi bir askeri ya da kanuni ödev\ndolayısıyla işinden ayrılmak zorunda kalan işçilerin hizmet akdi askıya\nalınır.\u003C\u002Fp>\n\n\u003Cp>İşveren bunlardan askeri ya da kanuni ödevin sona ermesinden başlayarak\niki ay içinde işe girmek için başvuranları en geç bir ay içinde boş ise\neski işlerine eski unvanlarıyla, değilse benzer bir işe almak zorundadır.\nBunlar için belirlenecek ücrette emsallerine ödenen ücret ve sosyal\nyardımlar esas alınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Madde 11- Gözetim Altına Alınma, Tutukluluk ve Mahkûmiyet Hali\u003C\u002Fh3>\n\n\u003Cp>(1) İşçi herhangi bir suçla tutuklandığı ve tutukluluğu 6 ayı\naştığı takdirde hizmet akdi münfesih sayılır. 6 aya kadar süren\ntutukluluk hallerinde tutuklu kalman süreler kadar işçi tücretsiz izinli\nkabul edilir.\u003C\u002Fp>\n\n\u003Cp>(2) Gözetim altına alman işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretsiz izinli addedilir. Ancak gözaltında geçen\nsüre sonunda, tutuklanan işçilerin hizmet akitleri münfesih sayılır.\u003C\u002Fp>\n\n\u003Cp>(3) Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a) Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>5) Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c) Beraat kanırı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d) Kamu davasının düşmesi veya ortadan kalkması,\u003C\u002Fp>\n\n\u003Cp>nedenlerinden biri ile bir yıl içinde son bulması ve işçinin bu\ntarihten itibaren 1 (bir) hafta içinde işe dönmeyi talep etmesi halinde\nişveren tarafından emsallerinin hakları ile işe alınır. 1 (bir) yılın\nsonunda yapılan başvuru halinde boş yer varsa işe alımır. Bu halde işe\ntekrar alınan işçinin eski kıdem hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>(4)Adi suçlardan (bu maddenin 6.bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken i yıl içinde tahliye edilenler 1 hafta içinde\nbaşvurması ve işyerinde durumuna uygun münhal kadro bulunması ve hizmetine\nihtiyaç duyulması halinde işveren tarafından tekrar işe alımırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare hüküm giymeleri halinde hizmet akitleri münfesih sayılır. Şu\nkadar ki, 5. Fıkranın (a) ve (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>(5) Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a) Altı ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b) Altı aydan daha fazla ceza alıp, cezası ertelenen, paraya çevrilen\nveya af ile sonuçlanan veya iyi hali nedeniyle altı aydan fazla ceza\naldığı halde altı aydan önce tahliye edilen işçiler, bir hafta içinde\nbaşvurması ve işyerinde durumuna uygun münhal kadro bulunması ve hizmetine\nihtiyaç duyulması halinde işverenin takdiri ile tekrar işe\nalınabilirler.\u003C\u002Fp>\n\n\u003Cp>(6) Yüz kızartıcı suçlar ile sabotaj, devletin ülke ve milleti ile\nbütünlüğüne, milli güvenliğe, kamu düzenine, Türk Silahlı\nKuvvetlerine karşı işlenen suçlardan hüküm giyenler, cezanın\nertelenmesi, paraya çevrilmesi veya afla uğraması hallerinde dahi hiçbir\nsurette tekrar işe alınamazlar.\u003C\u002Fp>\n\n\u003Cp>(7) Işverene ait herhangi bir aracı görevli olarak kullanırken, trafik\nkazası yapan şoförler bu nedenle tutuklandıkları veya hüküm giydikleri\ntakdirde 1 yıl içinde hükümlülük veya tutukluluk hali sona erme şartı\nile;\u003C\u002Fp>\n\n\u003Cp>a) Tutuklu veya hükümlü kaldıkları sürenin sonunda 7 gün içinde,\u003C\u002Fp>\n\n\u003Cp>b) Ehliyetlerinin mahkemece geri alınmış olması durumunda, chliyetin\niade edildiği tarihten itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınırlar. I yıldan fazla süren hükümlülük veya tutukluluk\nhalinde tekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Ch2>Üçüncü Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Parasal Hükümler\u003C\u002Fh2>\n\n\u003Ch3>Madde 12-Aylık Ücret ve Yan Haklar\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>İşletmede, bu Toplu İş Sözleşmesi süresi içerisinde işe giriş\nücreti, yasal asgari ücretin altında olmamak koşuluyla işverence tespit\nedilip uygulanır.\u003C\u002Fp>\n\n\u003Cp>Belirlenen ücrete ilave olarak sağlanacak yan haklar, 01.01.2024\ntarihinden geçerli olmak üzere aşağıda yer aldığı şekliyle\nuygulanacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Yan Haklar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Uygulama ve Miktar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Kreş Yardımı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Sendika üyesi erkek ve kadın çalışanların 0-6\n        (altı yaş dahil) yaşlarındaki en fazla iki çocuğu için kreşte\n        öğrenime devam ettikleri süre boyunca her ay çocuk boşum 2.410 11\n        (Brüt) Kreş Yardımı ödenir. Eşlerin her ikisi de şirkette\n        çalışıyorsa Kreş Yardımı eşlerden yalnızca birisine\n        ödenecektir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Ölüm Yardımı\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>18.50ü TL (Brüt) olarak uygulanacaktır. Bu yardım\n        sadece eş, çocuk, anne, baba ve çalışanın kendisinin vefatı\n        durumunda ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Yabancı Dil Ödeneği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Uygulamaya ilişkin usul ve esaslar İşveren\n        tarafından belirlenir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Ulaşım Ödeneği\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cp>Personel servis güzergahında ikamet etmediği için\n        servis kullanamayan çalışanlara. İstanbul Büyükşehir\n        Belediyesinin belirlediği aylık abonman ücretinin net tutarı\n        ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003C\u002Ftd>\u003Ctd width=\"124\">\u003Cp>özel Sağlık Sigortası\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Grup Poliçesi kapsamına alınacaktır. Çalışmayan\n        eş ve çocuklar kapsama dahil edilecektir. Eş hakkında işbaşında\n        çalışıyor çalışmıyor bilgisi alınıp çalışmayanlar özel\n        sağlık sigortası kapsamına dahil edilecektir.\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"543\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Yemek Ödeneği\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>İstanbul 225 TL, diğer iller 180 TL olarak\n        işverence belirlenen yemek kartlarına yükleme yoluyla\n        ödenecektir.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Taşınma Ödeneği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Şehir içi ev nakillerinde ve şirket tarafından\n        yapılan şehir dış* geçici görevlendirmelerde nakil giderleri\n        ödenmez Şirket tarafından bulunduğu il dışında başka bir ilde\n        görevlendirilen pcr«*>ncl nakil giderleri için Satın Alma\n        birimine yönlendirilerek 3 teklif alınarak uygulamaya devam\n        edilir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Evlenme Yardımı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>İşveren Grup Emeklilik Sözleşmesi'ne 7.400 İL 13\n        ES Ara Katkı Payı sağlanacaktır. Ayrıca nakdi bit ödeme\n        yapılmayacaktır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>RamazanBayramı Yardımı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Üye çalınanlara Ramazan Bayramı için 1.500 TL\n        (Brüt) ödeme yapılır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Kurban Bayramı Yardımı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Üye çulışanlara Kurban Bayramı için 1.5OO TL\n        (Brüt) ödeme yapılır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Doğal Afet Ödeneği\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Sendika üyelerine, taşınır ve taşınmaz\n        mallarının yanması ya da doğal afete manız kalmaları halinde\n        meydana gelen maddi kaybı aşmamak koşulu ile primi işverence\n        ödenecek yangın ve doğal afet sigortası yaptırılmamışsa,\n        zararını karşılamak Üzere 20.350 TL (Brüt)’ye kadar yardım\n        uygulanacaktır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Doğum Yardımı\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>işveren Grup Emeklilik Sözleşmesine 10.200 TL BES\n        Ara Katkı Payı sağlanacaktır. Ayrıca nakdi bir ödeme\n        yapılmayacaktır.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"124\">\u003Cp>Engelli Çocuk Yardmn\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"543\">\u003Cp>Sendika üyesi çalışanların evli olmayan\n        çocuklarından, herhangi bir gelir getirici işte çalışmayan veya\n        sosyal güvenlik kurumunda gelir veya aylık almayan engelli\n        çocuklarının rehabilitasyon ve eğitim harcamalarımı destek olmak\n        amacıyla Gelir İdaresi Başkanlığı tarafından belirlenen ve\n        çocuğun engel oranına karşılık gelen vergi indirimi tutarı kadar\n        brüt bedel, her ay engelli çocuk yardımı olarak maaşla birlikte\n        çalışana ödenir. Bu yardım çocuğun engellilik durumu devam\n        ettiği sürece ödenir. Engelli çocuğu olan eşlerin her ikisi de\n        şirkette çalışıyorsa bu vardım yalnızca Anneye ödenir.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Not: Yukarıda yer alan yan haklara; 01.01.2025 tarihinden itibaren,\nücretlere yapılacak zam oranı kadar artış yapılacaktır.\u003C\u002Fp>\n\n\u003Ch3>Madde 13- Ayıkların Ödenme Şekli\u003C\u002Fh3>\n\n\u003Cp>Sendika üyelerine brüt ücret sistemi uygulanır. Aylık ücretler ayın\nson günü çalışmanın karşılığı olarak ödenir. İşçinin o ay\niçinde hak ettiği her türlü ücreti ve ücretten yapılan kesintileri\ngösterir bordrosu, Insan Kaynakları Dijital Platformunda görüntülenir.\u003C\u002Fp>\n\n\u003Ch3>Madde 14-Ücret Zammı\u003C\u002Fh3>\n\n\u003Cp>Ücret artışları; Toplu İş Sözleşmesinin imzalandığı ve ücret\nartışının belirlendiği tarihlerde çalışan personeli kapsayacaktır.\u003C\u002Fp>\n\n\u003Cp>Şirket ücret politikası çerçevesinde, piyasa ve sektör ücret\ndengeleri doğrultusunda performans sonuçları da dikkate alınarak\nçalışanlar arasında ücret artış oranları\nfarklılaştırılabilecektir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>1. Yıl Ücret Zammı: (01.01.2024-31.12.2024)\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışmakta olan ve sendikaya üyelik veya dayanışma aidatı\nödeyenlerin 31.12.2023 tarihinde almakta oldukları çıplak brüt\nücretlerine, 01.01.2024 tarihinden geçerli olmak üzere ortalama % 43\noranında zam yapılacaktır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2. Yıl Ücret Zammı: (01.01.2025-31.12.2025)\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışmakta olan ve sendikaya üyelik veya dayanışma aidatı\nödeyenlerin 31.12.2024 tarihinde almakta oldukları çıplak brüt\nücretlerine, 01.01.2025 tarihinden geçerli olmak üzere Türkiye İstatistik\nKurumu'nun 2003-100 Temel Yıllı Tüketici Fiyatları Endeksi 2024\u002FAralık\nindeks sayısının, 2023\u002FAralık indeks sayısına göre (bir önceki yılım\naynı ayına göre) artışı +3 puan oranında arttırılarak zam\nyapılacaktır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Madde 15- İkramiyeler\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cp>Sendika üyelerine her takvim yılında aylık brüt ücretleri üzerinden\ndört ikramiye ödenir. İkramiyeler Mart, Haziran, Eylül ve Aralık\naylarının son günü ve o aylara ait istihkakı üzerinden ödenir. Ücretsiz\nizin hali dışında ikramiye ödemelerinden hiçbir kesinti yapılmaz. Ancak\nişe yeni giren ve işten ayrılanlar, deneme süresi de dahil olmak üzere, o\nikramiyeden çalıştıkları süreyle orantılı olarak yararlandırılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Dördüncü Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Sosyal Yardımlar\u003C\u002Fh2>\n\n\u003Ch3>Madde 16- Öğle Yemeği\u003C\u002Fh3>\n\n\u003Cp>İşveren, Sendika üyelerine doyurucu nitelikte ve kaliteli 3 kap ücretsiz\nöğle yemeği verir. Yemek verilmemesi durumunda İstanbul'da çalışanlara\ngünlük 225 TI, diğer illerde çalışanlara günlük 180 TL yemek parası\nveya yemek kartı verilir.\u003C\u002Fp>\n\n\u003Cp>Yemek yardımı, gece görev yapanlara, oruç tutanlara ya da görevi\ngereği öğle yemeğinde bulunamayanlara yahut doktor raporuyla perhiz yapmak\nzorunda olanlara, hafta tatili, ulusal bayram ve genel tatil günlerinde\nçalıştırılanları da aynı esaslara göre yapılır.\u003C\u002Fp>\n\n\u003Ch3>Madde 17- Emeklilik Hakkı ve Sağlık Yardımı\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Çalışanın istirahat raporu alması halinde, işverence çalışana tam\nolarak ücret ödenir. Bunun karşılığında, çalışan Sosyal Güvenlik\nKurumundan alacağı ödeneği işyerine iade edilir yahut işyerince\nmahsuplaşma programı kapsamına dahil olunur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Madde 18- Yolluklar\u003C\u002Fh3>\n\n\u003Cp>Üyelerin bulundukları yerden başka bir yere tetkik, vekület, kurs,\ngeçici görev ve benzeri nedenlerle gönderilmeleri halinde işverence\nhazırlanmış olan \"Harcırah ve Temsil Yönetmeliği\" uygulanır.\u003C\u002Fp>\n\n\u003Ch2>Beşinci Bölüm\u003C\u002Fh2>\n\n\u003Ch2>İşe Alma, Adaylık, Şirket Hizmetine Alınamayacaklar, Atama ve Nakil\nGüvencesi Yükselme Koşulları, Mesleki Eğitim\u003C\u002Fh2>\n\n\u003Ch3>Madde 19- İşe Alma\u003C\u002Fh3>\n\n\u003Ch4>A. Şirket Hizmetine Alınamayacaklar\u003C\u002Fh4>\n\n\u003Cp>Şirketten emekli olanlar (EYT uygulaması hariç) ve görevine haklı\nnedenle son verilmiş olanlar, şirket asli kadrosuna alınamazlar.\u003C\u002Fp>\n\n\u003Ch4>B. Çalışabilir Duruma Gelen Malullerin İşe Alınması\u003C\u002Fh4>\n\n\u003Cp>Maluliyeti nedeniyle Şirketten ayrılmak zorunda kalanlardan yeniden\nçalışır duruma gelenler işe alınmalarını istedikleri takdirde eski\nişyerlerine, uygun kadro olması halinde işe alım ve seçme yerleştirme\nkriterlerine göre uygun unvanda ve ücretle işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C.Atama ve Nakil Güvencesi\u003C\u002Fh4>\n\n\u003Cp>İşveren herhangi bir sebeple boşalan veya yeni açılacak unvanlı\nkadrolara yeterli ve ehil kimseler bulunduğu takdirde öncelikle o işyerinde\nçalışan kişilerden atama yapar. İşveren üyeleri, gerektiği takdirde,\nişyeri merkezinde unvanı ve niteliği benzer diğer iş ve servisler de\ngeçici (geçici süreli nakillerde bu süre 3 ayı geçemez, bununla birlikte\ngerekli görülen hallerde bir defaya mahsus olmak üzere 3 ay daha\nuzatılabilir) ya da sürekli olarak işin ve işyerinin gerekleri\ndoğrultusunda görevlendirebilir. İş ve işyeri değişildikleri\ncezalandırma amacıyla yapılamaz.\u003C\u002Fp>\n\n\u003Ch3>Madde 20-Yükselme Koşulları\u003C\u002Fh3>\n\n\u003Cp>Üyelerin yükselme koşulları şöyledir:\u003C\u002Fp>\n\n\u003Cp>I- Yükselmek için gerekli performans puanını almış olmak,\u003C\u002Fp>\n\n\u003Cp>2- Yükseleceği mevkide boş kadro bulunmak,\u003C\u002Fp>\n\n\u003Cp>3- Pozisyonun gerekliliği doğrultusunda lisan bilmek,\u003C\u002Fp>\n\n\u003Cp>4- Şirketçe uygulanacak envanter, genel yetenek testi vb. uygulamalarda\nbaşarılı olmak\u003C\u002Fp>\n\n\u003Cp>Görevinde üstün başarı gösteren ve verimli çalışmalarıyla Şirkete\nfaydalı olduğu görülen, iyi sicil almış olanlar ve Şirketin Insan\nKaynakları yönetiminin belirlediği usul ve kriterler doğrultusunda\nyukarıdaki koşullar aranmaksızın bir üst dereceye yükseltilebilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 21- Başarı ve Meslek Eğitimi\u003C\u002Fh3>\n\n\u003Cp>Şirket tarafından hazırlanan ödüllendirme usul ve esaslarına ilişkin\ndüzenleme çerçevesinde işlem yapılır.\u003C\u002Fp>\n\n\u003Ch2>Altıncı Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Disiplin Hülcümleri ve İş Akdinin Son Bulması Koşulları\u003C\u002Fh2>\n\n\u003Ch3>Madde 22- Disiplin Kurulu:\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu 3 işveren ve Sendikanın atayacağı 3 üye olmak üzere 6\nkişiden oluşur. İşveren temsilcilerinden biri Disiplin Kurulu\nbaşkanıdır. Taraflar asıl üye sayısı kadar yedek üyelerini de tespit\nederek sözleşmenin imzasını izleyen 15 gün içinde isimlerini diğer\ntarafa bildirir. Taraflar her zaman üyelerini değiştirebilir. Değişiklik\naynı süre içinde bildirilir.\u003C\u002Fp>\n\n\u003Ch3>Madde 23- Disiplin Kurulunun Görev ve Yetkileri:\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulunun görevi işçinin yasaları, işverenin emir ve\ntalimatlarına ve toplu iş sözleşmesi hükümlerine aykırı davranışları\nile ilgili şikâyetleri değerlendirmek ve fiilin sabit olması halinde toplu\nsözleşme ile belirli cezaları vermektir.\u003C\u002Fp>\n\n\u003Ch3>Madde 24- Disiplin Kurulunun Çalışma Şekli:\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu, Sendikanın veya İşverenin yazılı çağrısı üzerine\n(faks dahil) davetli ve gündemli olarak işveren tarafından iki, sendika\ntarafindan iki olmak üzere en az dört üye ile toplanır.\u003C\u002Fp>\n\n\u003Cp>Asıl üyelerden toplantıya katılmayanların yerine yedekleri girer. Kurul\nacil hallerde başkan tarafından da toplantıya çağrılabilir; yazılı\nolarak yapılan çağrıda kovuşturma konusu gündem belirtilir.\u003C\u002Fp>\n\n\u003Cp>Kurulda başkan dahil her üyenin bir oy hakkı vardır. Kurul kararları oy\nçokluğu ile verilir Eşitlik halinde başkanın oyu çift oy sayılır.\nKurulun raportörlüğü, yazışma ve dosyalama işleri Şirket İnsan\nKaynakları birimi tarafından yürütülür.\u003C\u002Fp>\n\n\u003Ch3>Madde 25-Disiplin Kurulunun Kovuşturma ve Karar Yöntemi:\u003C\u002Fh3>\n\n\u003Cp>Dosyalar Disiplin Kuruluna, Şirket İnsan Kaynakları birimi tarafından,\ngeliş sırası ve önemi göz önünde tutularak iletilir. Hazırlık\nsoruşturması Şirketin İç Denetim Müdürlüğünce yapılır. Kurul\nincelemelerini dosya üzerinde yapar, gerekli görürse tahkikan\ngenişletebilir, ilgilileri ve tanıkları dinler.\u003C\u002Fp>\n\n\u003Cp>Kurul kovuşturma konusunu karara bağlamadan önce gerekli gördüğü\ntakdirde üyenin yazılı savunmasını alabilir. Kurul bu amaçla ilgiliye\nsavunmasını sunması için makul bir süre tanır ve bunu yazılı olarak\nbildirir. Belirlenen süre içinde savunma verilmezse Kurul karar vermekte\nserbesttir. Disiplin kurulu kararları 4 nüsha olarak hazırlanır ve bu\nkararlar işverene, sendikaya ve ilgiliye tebliğ edilir. Kurul kararınım bir\nörneği disiplin kurulu karar dosyasında saklanır. Kararlar işverence\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Disiplin Kurulu ceza tertip ederken aşağıdaki prensipleri de göz\nönünde bulundurur:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. Suç sayılan eylem veya davranışın Şirket bünyesinde meydana\ngetirdiği zararın maddi ve manevi önem derecesi,\u003C\u002Fp>\n\n\u003Cp>2. Kovuşturmaya konu eylem veya davranışı yapanın şahsi durumu,\u003C\u002Fp>\n\n\u003Cp>3. Kovuşturmaya konu eylem veya davranışın nedenleri.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Disiplin Kovuşturmasına İlişkin Genel İlke ve\nEsaslar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1) Disiplin Kurulu kararı Genel Müdür veya Şirket Yönetim Kurulunca\nüye aleyhine değiştirilemez.\u003C\u002Fp>\n\n\u003Cp>2) Disiplin Kurulunca verilecek uyarma ve kınama cezaları Disiplin Kurulu\nonayı ile diğer cezalar ise Genel Müdür onayı ile yürürlüğe girer.\u003C\u002Fp>\n\n\u003Cp>3) Uyarma cezası, iç denetim soruşturmasına gerek duyulmaksızın\nbirim\u002Fşubenin en üst düzeydeki yöneticisi veya Genel Müdür\nYardımcılarının teklifi ve Genel Müdürün Onayı ile resen\nverilebilir.\u003C\u002Fp>\n\n\u003Cp>4) Hakkında verilen cezanın kesinleştiği tarihten itibaren bir yıl\niçinde ayı cezayı gerektiren yeni bir fiili işleyen personelin yeni fiili\niçin bu fiilin gerektirdiği cezanım bir derece ağırı olan cem verilir.\u003C\u002Fp>\n\n\u003Cp>5) Personele fiiline uygun veya en yakın cezanın verilmesi esas olmakla\nbirlikte, sonradan meydana gelen olumlu gelişmeler personel lehine dikkate\nalmarak, Disiplin Kurulu tarafından üç alt cezaya kadar öneride\nbulunulabilir.\u003C\u002Fp>\n\n\u003Cp>6) Aynı soruşturma raporunda cezayı gerektiren birden fazla fiil\nbelirtilmiş ve bu fiiller Disiplin Kurulunca sabit görülmüş ise, personel\nbu fiillerin gerektirdiği cezaların en ağırı ile cezalandırılır.\u003C\u002Fp>\n\n\u003Cp>7) Sendika üyesinin disiplin cezası ile cezalandırılmış olması\nŞirketin uğramış olduğu zararım tazminini isteme veya suç işleyen\nhakkında genel ceza kovuşturması açılması için ilgili kamu makamlarma\nbaşvurma haklarını ortadan kaldırmaz.\u003C\u002Fp>\n\n\u003Cp>8) Uyarma cezasından daha ağır bir ceza verilen sendika üyesi, cezanım\nkendisine tebliğ edildiği tarihten itibaren on gün içinde, hakkında\nverilen cezaya, onay makamı nezdinde bir kez itiraz edebilir. Onay makamı\nnezdinde yapıdan itiraz, 4857 sayılı İş Kanunun 20'nci maddesindeki dava\naçma süresini durdurmaz. İtiraz hakkında verilen karar ilgiliye yazılı\nolarak bildirilir. Bu karar kesindir. Uyarma cezasına ise itiraz edilemez.\u003C\u002Fp>\n\n\u003Cp>9) Disiplin Kurulunca tertip edilen cezalar ilgiliye yazılı olarak ve\nimzası karşılığında tebliğ edilir. İlgili tebellüğden imtina eder ve\nbildirimi imzalamaz ise durum o yerde tutanakla tespit edilir. Bu halde\ntebligat yapılmış sayılır. Bunların dışında tebligat 7201 sayılı\nTebligat Kanunu hükümlerine göre de yapılabilir.\u003C\u002Fp>\n\n\u003Cp>10) Disiplin kovuşturmasında cezalandırmaya konu eylem sonucu meydana\ngelen zararın maddi veya manevi önem derecesi, suçu işleyenin kusur\nderecesi ve kasıt unsuru göz önünde bulundurulur.\u003C\u002Fp>\n\n\u003Ch3>Madde 26-Disiplin Cezaları\u003C\u002Fh3>\n\n\u003Cp>Disiplin Kurulu'nca verilecek cezalar \"Uyarma, Kınama, Unvanda Yükselmenin\nDurdurulması ve İşten Çıkarma\" olarak belirlenmiştir.\u003C\u002Fp>\n\n\u003Cp>Uyarma: Üyelere, görevinde veya davranışında daha dikkatli olması\ngerektiğinin yazı ile bildirilmesidir. Yükselmeyi durdurmaz.\u003C\u002Fp>\n\n\u003Cp>Kınama: Cyclere, görevinde veya davranışlarında kusurlu\ngörüldüğünün yazı ile bildirilmesidir. Yükselmeyi durdurmaz.\u003C\u002Fp>\n\n\u003Cp>Unvanda Yükselmenin Durdurulmasi; Oyenin, bulunduğu unvan bakımından\nyükselmesinin bir yıldan iki yıla kadar durdurulmasıdır.\u003C\u002Fp>\n\n\u003Cp>İşten Çıkarma; Üyenin, Disiplin Kurulu kararıyla Şirket ile\nilişiğinin kesilmesidir. Bu cezayı alan üye cezanın kesinleştiği tarihi\ntakiben çalıştığı dönemle ilişkili olarak ödenecek temettä ve sair\nödemelerden yararlandırılmaz.\u003C\u002Fp>\n\n\u003Cp>Disiplin cezasını gerektiren eylem ve davranışlar aşağıda\nbelirtildiği şekilde kabul edilmiştir.\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>Madde No\u003C\u002Ftd>\n      \u003Ctd>A. UYARMA cezası verilmesini gerektiren fiil ve haller\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Yöneticileri tarafından usul ve mevzuata uygun olarak verilen\n        talimat ve görevleri tam ve zamanında yapmamak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Görev yerinde Şirketçe belirlenen usul ve esasların yerine\n        getirilmesinde, görevle ilgili belge, araç ve gereçlerin korunması,\n        kullanılması ve bakımında kayıtsızlık göstermek \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Geçerli bir nedeni olmaksızın müşteriyi ve\u002Fveya iş\n        ortaklarının talebini yerine getirilmesinde ihmalkarlık yapmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Müşterilerle ve\u002Fveya iş ortaklarına kaba, saygısız, nezaketsiz\n        davranışlarda bulunmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Özürsüz veya izinsiz olarak göreve geç gelmek, erken ayrılmak,\n        görev yerini terk etmek veya çalışma saatleri içerisinde\n        göreviyle bağdaşmayan işlerle uğraşmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Yöneticileri, çalışma arkadaşları veya müşterilerle ilgili\n        asılsız şikayette bulunmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Şikayet ve dileklerin iletilmesi sırasında başvurulması gereken\n        makamı haklı bir neden olmaksızın aşmak, bu amaçlı işlemlere\n        aracılık etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>İş arkadaşlarına, yönetimi altındaki çalışana veya\n        Yöneticisine kaba ve saygısız davranışlarda bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Kendi sorumluluğuna verilen işlem yapma yetkisinin ve bilgisayar\n        şifresinin başkası tarafından kullanılmasına sebebiyet vermek ya\n        da başkasının bilgisayar şifresi ile işlem yapmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Şirket çalışanlarından ve\u002Fveya müşterilerinden hediye istemek,\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Şirketin kıyafet düzenlemesine aykırı davranmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>Birlikte yapılması gereken çalışmalara (toplantı vb.) geçerli\n        bir mazereti olmaksızın iştirak etmemek. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>Görevi ile ilgili yazışmalarda saygısız ifadeler kullanmak,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>Madde No\u003C\u002Ftd>\n      \u003Ctd>Kınama cezası verilmesini gerektiren fiil ve haller\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Olumsuz davranış ve alışkanlıklar sonucu Şirket imaj ve\n        itibarını zedelemek. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Astlarından yönetici kimliğini kullanmak suretiyle borç para\n        almak ve\u002Fveya bu kişileri kefil göstermek, kendi adına kredi\n        kullanmaya zorlamak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>İzinli bulunduğu sürede Şirket tarafından çeşitli nedenlerle\n        derhal görevine dönmesi kendisine bildirildiği halde kabul\n        edilebilir özrü bulunmaksızın dönmemek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Haklı bir gerekçe olmaksızın, yetkili ve göreviyle ilgili\n        olmamasına karşın, Şirket üst yönetimi, devlet yöneticileri,\n        üst düzey kamu görevlileri veya siyasi makam ve kimliğe haiz\n        şahıslara ait iş ve işlemlere ve\u002Fveya kişisel bilgi ve belgelere\n        kişisel merakın tatmini saikiyle Şirketin sistemleri üzerinden\n        ulaşmak, bunları sorgulamak, izlemek \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Uyarı cezası gerektiren eylemleri bir yıl içinde tekrarlamak,\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Görev yerinde Şirket tarafından belirlenen usul ve esasların\n        yerine getirilmesinde, görevle ilgili belge, araç ve gereçlerin\n        korunması, kullanılması ve bakımında kusurlu davranmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Yönetimi altındaki çalışanın yönetim ve denetiminde ihmal\n        göstererek usulsüz işlem yapmasına elverişli bir ortanın\n        doğmasına yol açmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Yöneticisinin, usul ve mevzuata uygun talimatlarına uymamak veya\n        geçerli bir neden olmaksızın yerine getirmemek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Görevle ilgili bilgi ve belgeleri yetkili kişi ve mercilere haklı\n        bir neden olmaksızın süresi içinde vermemek,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Şirket içinde veya dışında sigortacılık mesleğine ve\u002Fveya\n        Şirket tarafından yayımlanan etik ilkelere aykırı bir şekilde\n        Şirketin itibarını sarsacak davranışlarda bulunmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Yetkili kılınmadığı halde Şirket hakkında medya\n        kuruluşlarına bilgi ve demeç vermek\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>İzinsiz ve özürsüz olarak bir iş günü göreve gelmemek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>Görevin yapılışı sırasında ihmal göstererek Şirketi veya\n        Şirket müşterilerini ve\u002Fveya iş ortaklarını zarara uğratmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>Görev ve tayin emirlerini kabul edilebilir haklı bir neden\n        olmaksızın tebellüğ etmemek. öngörülen süreler içinde yeni\n        yerinde göreve başlamamak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>Şahsen karşılanması gereken giderleri (kasıt olmaksızın)\n        Şirkete ödetmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>Şirket dahilinde yapılan bir yolsuzluğu haber vermemek\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>Üçüncü dereceye kadar akrabalar ayrık, Şirket müşterilerinden\n        ve\u002Fveya iş ortaklarından borç almak veya başkaca menfaat\n        sağlayacak bir edimde bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>Görevin yerine getirilmesinde haklı bir neden olmaksızın\n        müşteriliş ortağı ve çalışanlarla ilgili ayrımcı\n        davranışlarda bulunmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>Şirket aleyhine açılan ve çalışanın bilgisine başvurulması\n        gereken davalarda, haklı bir nedene dayanmaksızın tanık sıfatıyla\n        ifade vermekten kaçımmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>Kendi sorumluluğuna verilen işlem yapma yetkisinin ve bilgisayar\n        şifresinin başkası tarafından kullanılmasına sebebiyet vermeyi ya\n        da başkasının bilgisayar şifresi ile işlem yapmayı alışkanlık\n        haline getirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>Özürsüz veya izinsiz olarak göreve geç gelmeyi, erken\n        ayrılmayı, görev yerini terk etmeyi veya çalışma saatleri\n        içerisinde göreviyle bağdaşmayan işlerle uğraşmayı\n        alışkanlık haline getirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>Unvan ve görevinin etkinliğini kullanarak, yönetimi altındaki\n        çalışana yasa ve\u002Fveya mevzuata aykırı iş ve işlemler yapması\n        için talimat vermek veya görevi ile ilgili işlerde, üstleri\n        tarafından verilen yasa ve\u002Fveya mevzuata aykırı talimatları itiraz\n        etmeksizin yerine getirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>Personel kendisinin veya görevi dolayısıyla bilgi edindiği diğer\n        personelin lücretlerine ilişkin bilgileri Şirket içinde ve\n        dışında üçüncü kişilere açıklamak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>Nitelik, içerik ve sıklık bakımından makul ve kabul edilebilir\n        sınırlar içerisindeki mutad işler hariç Şirketin e-posta ve\n        internet sistemini özel işler için kullanmak,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>Madde No\u003C\u002Ftd>\n      \u003Ctd>C. UNVANDA YÜKSELMENİN DURDURULMASI cezası verilmesini gerektiren\n        fiil ve haller \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Ağır ihmal veya kurallara açıkça aykırı işlem ve\n        davranışlarda bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Kasıtlı olarak üstlerine yanlış bilgi vermek veya bildirilmesi\n        gereken hususları saklamak veyahut inceleme\u002Fsoruşturma veya\n        denetimlerde kasıtlı olarak gerçeğe aykırı bildirimlerde bulunmak\n        veya soruşturmayı güçleştirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>İnsan Kaynakları Yönetmeliğinde belirtilen istisnalar haricinde\n        kendi adına ticari faaliyette bulunmak, ücretli ya da ücretsiz\n        ortaklık, denetçilik veya yönetim kurulu üyeliği yapmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Şirkette siyasal içerikli propaganda yapmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Sigortacılığa esas sistem modüllerine hatalı veri yüklemek\n        suretiyle Şirket aleyhine durum oluşturmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Müşterilerin iletişim bilgilerini almadan sözleşme düzenlemeyi\n        alışkanlık haline getirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Yetkilerini aşacak şekilde Şirketi bağlayıcı açıklama,\n        taahhüt veya vaatte bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Kinama cezasını gerektiren eylemleri bir yıl içinde\n      tekrarlamak.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Kumar, içki, uyuşturucu madde alışkanlığı bağımlılığı\n        nedeniyle veya haklı\u002Fzorunlu sebepler olmaksızın gelirinin üzerinde\n        harcama yapmak suretiyle borçlanmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Çalışana psikolojik tacizde (mobbing) bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Genel Müdürlük izni olmadan Şirket ve politikaları hakkında\n        yayın organı oluşturmak veya işletmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>Şikayet ve İhbarları saklamak ve\u002Fveya Şirket mevzuatına göre\n        gereğini yapmamak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>Mevzuata aykırı veya risk doğurabilecek işlemleri bildiği halde\n        ilgili makamlara bilgi vermemek \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>Soruşturma sırasında kendisinden istenil bilgi ve belgeleri\n        vermemek\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>Üstlerine veya iş arkadaşlarına karşı onur kırıcı\n        davranışlarda bulunmak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>Asılsız dedikodularla iş huzurunu bozmak, Yöneticileri veya mesai\n        arkadaşları ile igili spekülasyonlar yapmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>İş sağlığı ve güvenliği talimatlarına aykırı davranmak\n        suretiyle yaralanmalı iş kazasına sebebiyet vermek \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>1 yıl içerisinde 2 defa kınama cezası almak \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>Sürekli olarak risk doğurucu iş ve işlemler yapmak suretiyle\n        Şirket zararına sebebiyet vermek,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>Madde No\u003C\u002Ftd>\n      \u003Ctd>D. İŞTEN ÇIKARMA cezası verilmesini gerektiren fiil ve haller\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Görevi gereği düzenlemeye yetkili olduğu bir belgeyi sahte olarak\n        düzenlemek; gerçek bir belgeyi başkalarını aldatacak şekilde\n        değiştirmek, yok etmek veya gizlemek, gerçeğe aykırı olarak belge\n        düzenlemek veya sahte olduğunu bildiği belgeyi işleme almak\n        suretiyle Şirket zararına neden olmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Görevinin gereklerine aykırı hareket etmek yahut görevinin\n        gereklerini yapmakta ihmal veya gecikme göstermek suretiyle Şirket\n        veya müşterilerin mağduriyetine sebep olmak ya da bir başkasına\n        haksız kazanç sağlamak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Her nevi defter, belge ve kayıtları herhangi bir maksat ile tahrif\n        etmek ya da ettirmek yahut kötü niyetle yok etmek veya ettirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>İş arkadaşlarına ve müşterilere cinsel tacizde veya genel ahlak\n        kurallarına aykırı bir eylemde bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Terör örgütleri ve bunlarla ilintili yapılanmalarla ilişki\n        kurmak veya eylem birliği içinde olmak, bu örgüt ve yapıların\n        emir ve talimatlarıyla hareket etmek, bu örgütlere yardım etmek ve\n        bu amaçla Şirket imkan ve kaynaklarını kullanmak ve kullandırmak,\n        bu örgüt ve yapılarla mücadeleyi engellemek, bu örgüt ve\n        yapıların propagandasını yapmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Burada sayılanlar dışında İş Kanunu 25\u002F11. Maddesinde\n        belirtilen veya Toplu İş Sözleşmesinde yer alan ve iş\n        sözleşmesinin derhal feshini gerektiren diğer eylemlerden birini\n        gerçekleştirmek. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Şirkete ait olan veya Şirkete emaneten bırakılmış veya rehin\n        edilmiş para, mal veya kıymetleri zimmetine geçirmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Hırsızlık, dolandırıcılık, sahtecilik veya benzeri yüz\n        kızartıcı suçlardan birini işlemek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Görevini veya yetkilerini kötüye kullanmak veya kullandırmak\n        suretiyle kendisine veya başkalarına çıkar sağlamak; Müşteriye\n        ve\u002Fveya iş ortağına çıkar sağlayarak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Şirket içinde veya görev sırasında iş arkadaşlarına ve\n        müşterilere fiili saldırıda bulunmak, silahla ve yaralayıcı,\n        öldürücü aletlerie tehdit etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Üstlerinin veya iş arkadaşlarının şeref ve namusuna dokunacak\n        beyanlarda veya şeref ve haysiyet kırıcı asılsız ihbar ve\n        şikayetlerde bulunmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>İşe başvuru, işe başlama ve hizmet sözleşmesinin yapıldığı\n        sırada akdin esaslı noktalarından biri için gerekli nitelikler veya\n        şartlar kendisinde bulunmadığı halde bunların kendisinde\n        bulunduğunu ileri sürerek yahut gerçeğe uygun olmayan bilgiler veya\n        belgeler vererek şirketi yanıltmak.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>Kasıtlı olarak Şirketi veya Şirket müşterilerini ve\u002Fveya iş\n        ortaklarını zarara uğratmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>Müşterilerle gizli veya açık ticari ortaklık kurmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>Şirket içinde veya görev sırasında, ideolojik\u002Fsiyasal anlamda\n        Şirketin çalışma düzenini bozacak eylemlerde bulunmak,\n        yasaklanmış her türlü yayımı veya ideolojik\u002Fsiyasal içerikli\n        bildiri, afiş, pankart vb. basmak, çoğaltmak, dağıtmak veya\n        dağıtmak üzere bulundurmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>Görev mahallinde genel ahlak kurallarına aykırı, edep dışı\n        davranışlarda bulunmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>Göreve sarhoş veya uyuşturucu madde almış olarak gelmek,\n        işyerinde alkollü içki veya uyuşturucu madde kullanmak, kumar\n        oynamak veya oynatmak\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>Alım satım, artırma ve eksiltme işlerine hile karıştırarak\n        Şirketi zarara sokmak veya bu gibi işlerde karşı tarafı koruduğu\n        sabit olmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>Başkasına zarar vermek, kendisine veya başkasına yarar sağlamak\n        amacıyla; bilgileri otomatik işleme tabi tutulmuş bir sistemden\n        programları, verileri veya diğer herhangi bir unsuru ele geçirmek,\n        nakletmek veya çoğaltmak, kısmen veya tamamen tahrip etmek,\n        değiştirmek, silmek, sistemin işlemesine engel olmak veya yanlış\n        biçimde işlemesini sağlamak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>Şirkete veya Şirketin müşterilerine\u002Fiş ortaklarına ait\n        sırları açığa vurmak, çalışanlara ait gizli belge ve bilgileri\n        ilgisi olmayan kişilere vermek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>Şirketin huzur, sükun ve çalışma düzenini bozmak, boykot,\n        işgal, engelleme, işi yavaşlatma gibi eylemlere katılmak veya bu\n        amaçlarla toplu olarak göreve gelmemek, bu faaliyetleri teşvik ve\n        tahrik etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>Şirket dahilinde yapılan bir yolsuzluğu kasten bildirmemek\u002Förtbas\n        etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>Bilerek kara para aklanmasına yardımcı olmak veya aracılık\n        etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>Müşteriye ve\u002Fveya iş ortağına çıkar sağlamak amacıyla\n        doğrudan doğruya veya aracı eliyle rüşvet almak\u002Fvermek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>Alenen veya kimliğini gizlemek suretiyle Şirket çalışanına veya\n        üçüncü kişilere Şirket Yöneticileri veya uygulamaları hakkında\n        itham edici içerikte e-posta veya yazılar göndermek, kendisine\n        gönderilen bu tür yazıları başkalarına iletmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>Sigortacılığa esas sistem modülüne, farklı veri yüklemek\n        suretiyle gerekli şartları taşımayan müşterinin bireysel\n        emeklilik\u002Fsigorta hizmeti almasına veya katkı pays\u002Fteminat durumunun\n        Şirket aleyhine oluşmasına yol açarak Bireysel emeklilik\u002Fsigorta\n        hizmeti karşılığı Şirket menfaatinin tahsil kabiliyetini\n        zayıflatmak ve\u002Fveya ortadan kaldırmak veya uygun olamayan koşullarda\n        tazminat ödenmesine neden olmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>Şirkete zarar verici veya başka kişi ve kuruluşların kişilik\n        haklarına saldırı mahiyetinde yazı, fotoğraf ve film dosyalarını\n        Şirkete ait elektronik sistemlerde bulundurmak ve\u002Fveya bunları mail\n        veya sair yollarla yayarak başkalarının okumasına ve seyretmesine\n        neden olmak, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>İş arkadaşlarına, yönetimi altındaki çalışana,\n        Yöneticilerine veya müşterilere ve\u002Fveya iş ortaklarına hakaret\n        etmek, \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>Şirket personeli ya da müşterileri adına sahte imza\n      düzenlemek,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kusurlu bir eylem veya davranışın, yukarıda yer alan disiplin\nsuçlarından hiçbirine uymaması, bu eylem veya davranışın cezasız\nkalmasını gerektirmez. Bu durumda eylem veya davranış yukarıda belirtilen\nsuçlardan hangisine en yakın veya benzeri olarak görülürse, ilgili\nhakkında o suça ilişkin ceza uygulanabilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca performans düşüklüğü, disiplinsizlik xb. nedenler ile\npersonelin unvanında ve görev pozisyonunda yapılacak düşüşler Şirket\ntarafından belirlenecektir.\u003C\u002Fp>\n\n\u003Cp>Üyeler aylık (ücret) indirimi cezası ile cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>Sendika üyeleri, haklarında yapılan ihbar ve şikâyetlerin asılsız\nolduğum öne sürerek Genel Müdürlüğe başvurabilir ve asılsızık\niddiasının Disiplin Kurulu tarafından incelenmesini; asılsızlık iddiası\nsabit olursa, asılsız şikâyette ya da ihbarda bulunanın\ncezalandırılmasını isteyebilir. Üye dilerse ayrıca yasal yollara da\nbaşvurabilir.\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu Kararlarına Karşı İtiraz Yolları ve Kararların\nKesinleşmesi:\u003C\u002Fp>\n\n\u003Cp>Hakkında uyarma cezasından daha ağır bir ceza uygulanan sendika\nüyesinin Disiplin Kurulu kararına karşı itiraz hakkı vardır. Bu hak\ncezanın ilgiliye tebliğinden itibaren on gün içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>Itiraz mercii ve onay makamı kınama cezasında Disiplin Kurulu, diğer\ncezalarda Genel Müdürlük makamıdır. Onay makam nezdinde yapılan itiraz,\n4857 sayılı Iş Kanunun 20'nci maddesindeki dava açma süresini durdurmaz.\nİtiraz sonucu ilgiliye yazılı olarak bildirilir. Onay makamının itiraz\nüzerine vereceği karar kesindir. Uyarma cezasına ise itiraz edilemez.\u003C\u002Fp>\n\n\u003Cp>Yukarıdaki çizelgede belirtilen ceza ve yaptırımlar emsal olaylar için\nyol gösterici mahiyette olup, ceza ve yaptırıma bağlı eylemler yukarıdaki\ndurumlarla sınırlı olmayıp, İş Kanunun 18, ve 25. Maddeleri başta olmak\nüzere, iş mevzuatı uyarınca uygulanabilecek diğer yapurımlar somut olaya\ngöre incelenerek sonuca bağlanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 27- İş Akdinin Feshi\u003C\u002Fh3>\n\n\u003Cp>İş akdinin feshinde 4857 sayılı Iş Kanunu'nun\n17.18.19.20.21.22.23.24.26.27.28 ve 29 uncu maddelerinin bu toplu iş\nsözleşmesine aykırı olmayan hükümleri uygulanır. İş akitleri bu toplu\niş sözleşmesindeki Disiplin Kurulu kararı olmadıkça İş Yasasının\n25\u002F11. Maddesi gereği ile feshedilemez. Belirsiz süreli iş sözleşmeleri\nfeshinden önce durumun diğer tarafa bildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri:\u003C\u002Fp>\n\n\u003Cp>(a)lşi altı aydan az sürmüş işçi için bildirimin diğer tarafa\nyapılmasından başlayarak üç hafta sonra,\u003C\u002Fp>\n\n\u003Cp>(b)İşi altı aydan bir buçuk yıla kadar sürmüş işçi için,\nbildirimin diğer tarafa yapılmasından başlayarak beş hafta sonra,\u003C\u002Fp>\n\n\u003Cp>(c) Işi bir buçuk yıldan üç yıla kadar sürmüş olan işçi için,\nbildirimin diğer tarafal yapılmasından başlayarak yedi hafta sonra,\u003C\u002Fp>\n\n\u003Cp>(d)işi üç yıldan fazla sürmüş işçi için, bildirimin\nyapılmasından başlayarak dokuz hafta sonra feshedilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>Bildirim şartına uymayan taraf, bildirim süresine ilişkin ücret\ntutarında tazminat ödemek zorundadır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Madde 28- Kıdem Tazminatı\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Çalışanlara, İş Kanunu'nda belirtilen \"kıdem tazminatına hak\nkazandıran\" hallerin ortaya çıkmasında her yıl için 45 günlük ücreti\nüzerinden (yasal kıdem tazminat tavanını aşmamak üzere) yasa\nhükümlerine gore kıdem tazminatı ödenir.\u003C\u002Fp>\n\n\u003Cp>Hakedilmiş kıdem tazminatının ödenmesinin geciktirilmesi halinde\nmevzuat hükümleri uygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Yedinci Bölüm\u003C\u002Fh2>\n\n\u003Ch2>Çeşitli Hükümler\u003C\u002Fh2>\n\n\u003Ch3>Madde 29- Sendika İşyeri Temsilcileri:\u003C\u002Fh3>\n\n\u003Cp>Sendika işyerlerində çalışan ve toplu iş sözleşmesi kapsamına giren\nüyelerden Sendikalar ve Toplu İş Sözleşmesi Kanununun 27. Maddesinde\nbelirtilen sayıda kişiyi temsilci ve bunlardan bir tanesini baş temsilci\nolarak atar.\u003C\u002Fp>\n\n\u003Cp>İşyeri temsilcileri sendikal faaliyetleri nedeniyle cezalandırılamaz,\nistekleri dışında başka bir iş veya işyerinde çalıştırılamaz ve\nhizmet akitleri bu nedenle bozulamaz. İşyeri sendika temsilcilerinin\nyasalardan doğan hakları saklıdır.\u003C\u002Fp>\n\n\u003Ch3>Madde 30- Temsilcilerin Faaliyetleri:\u003C\u002Fh3>\n\n\u003Cp>Sendika işyeri temsilcileri işyerlerinde:\u003C\u002Fp>\n\n\u003Cp>1. Üyelerle ilgili yasaların tatbikini,\u003C\u002Fp>\n\n\u003Cp>2. İşçilerin dileklerini dinlemek, şikâyetlerini çözümlemek ve toplu\niş sözleşmesinin amaç ve ruhuna uygun bir biçimde uygulanıp\nuygulanmadığını izlemek ve bu konuda saptadıkları aksaklıkları sözlü\nveya yazılı olarak İşyeri yöneticisine bildirmek ve gerekli önlemlerin\nalınmasını önermekle görevlidirler.\u003C\u002Fp>\n\n\u003Cp>Sendika işyeri temsilcileri yukarıda belirlenen nedenlerle çalışma\nsaatleri içinde işyeri yöneticileriyle görüşme yapabilirler.\u003C\u002Fp>\n\n\u003Cp>Sondika işyeri temsilcileri sendika tarafından yayınlanan bildirileri\nüyelere yazılı ve online dağıtabilirler.\u003C\u002Fp>\n\n\u003Ch3>Madde 31-İlan Tahtası ve Temsilci Odası:\u003C\u002Fh3>\n\n\u003Cp>İşveren, imkanları dahilinde Genel Müdürlük ve Bölgelerinde bir\nsendika temsilcilik odası temin etmeye veya uygun elektronik haberleşme\nağını tesis etmeye gayret eder.\u003C\u002Fp>\n\n\u003Ch3>Madde 32- İşyerinde Toplantı Hakkı:\u003C\u002Fh3>\n\n\u003Cp>BASS Sendikası işyeri temsilcileri çalışma saatleri dışında veya\nhafta tatili günlerinde işyeri yöneticilerine ve Sendika Genel Merkezine en\naz bir gün evvelden sözlü veya yazılı olarak haber vermek suretiyle\nsendika Üyeleriyle fiziki veya online toplantı yapmak hakkına\nsahiptirler.\u003C\u002Fp>\n\n\u003Ch3>Madde 33-Sendika Üyelik Aidatları:\u003C\u002Fh3>\n\n\u003Cp>Sendikaya üyelik ve dayanışma aidatlarının belirlenmesi, Sendikanın\nBanka hesabına yatırılması ve aidat kesintilerini gösteren listenin\ngönderilmesi konusunda, 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi\nKanumunun 18. Maddesi ve Çalışma ve Sosyal Güvenliği Bakanlığınca bu\nkanuna bağlı olarak çıkarılan yönetmeliğin 9. Maddesi hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>İşveren her ayın ilk haftası içerisinde güncel çalışan listesini\n(kapsam dışı çalışanlar hariç) sendikaya iletir.\u003C\u002Fp>\n\n\u003Ch3>Madde 34-Sendikaya Gönderilecek Listeler:\u003C\u002Fh3>\n\n\u003Cp>İşveren Şirketten herhangi bir sebeple ayrılan (işten çekilme, işe\nson verme, ölüm, emeklilik ve maluliyet gibi) ya da işyeri değiştirilen\n(eski ve yeni işyerleri de belirtilmek suretiyle) üyelerin isim listelerini\ngerçekleşməsi tarihinden itibaren en çok 10 gün içinde 2 nüsha olarak\n(TC.Kimlik Numaraları dahil) Sendika Genel Merkezine gönderir.\u003C\u002Fp>\n\n\u003Ch3>Madde 35- İşveren Şirket Yayınları:\u003C\u002Fh3>\n\n\u003Cp>İşveren, çalışanlarla ilgili olarak yayınladığı talimatname,\ngenelge ve sirküleri yayınladığı tarihten itibaren 3 gün içinde Sendika\nGenel Merkezine gönderir.\u003C\u002Fp>\n\n\u003Ch3>Madde 36- Toplu sözleşmenin bağlayıcılığı\u003C\u002Fh3>\n\n\u003Cp>İşverence çıkarılan üyelerle ve\u002Fveya çalışma koşulları ile ilgili\nyönetmelik, iç sirküler, protokol, tamim vs.nin bu toplu iş sözleşmesine\naykırı hükümlerinin yerini toplu iş sözleşmesi hükümleri alır.\u003C\u002Fp>\n\n\u003Cp>İşverenin işyerlerinde çalışan üyelerin Yasalar ve bu toplu iş\nsözleşmesi ile sağlanan hakları geri alınamaz ve kısıtlanamaz.\u003C\u002Fp>\n\n\u003Ch3>Madde 37-\u003C\u002Fh3>\n\n\u003Cp>Bu toplu iş sözleşmesinde net veya brüt olarak belirlenmeyen rakamlar\nbrüt olarak kabul edilir. Ücret zammı uygulamasıyla belirlenecek\naylıkların lira artıkları en yakım 1 TL' ye tamamlanır.\u003C\u002Fp>\n\n\u003Ch3>Geçici Madde (1) \u003C\u002Fh3>\n\n\u003Cp>Bu Sözleşmenin yürürlük süresi içinde gerçekleşebilecek mevzuat\ndeğişikliklerinin işçi lehine hükümleri üyelere uygulanır.\u003C\u002Fp>\n\n\u003Ch3>Madde 38-Yürürlük\u003C\u002Fh3>\n\n\u003Cp>İşbu Toplu İş Sözleşmesi, 11.01.2024 tarihinde imzalanmış olup, imza\ntarihinde şirkette çalışmaya devam eden şirket personelleri için\n01.01.2024 tarihinde yürürlüğe girer ve 31.12.2025 tarihinde sona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbamemtrad":47,"sicknesspay":51,"healthinsurance":55,"funeralpay":59,"funeralpaytype":62,"paidmaternityleave":66,"pregnancy":70,"paidpaternityleave":73,"paidpaternityleaveduration":77,"childcare":81,"childcareleave":84,"deathrelatives":87,"deathrelativesleave":91,"marriage":94,"marriageleave":97,"nursingmothers":99,"WORKHOURS_trigger":103,"hourspweek_select":106,"PAIDLEAV_trigger":110,"holidaysdays":113,"schedulesrestpw":116,"TRADEUNLEAV_trigger":120,"STRUCINCR_trigger":124,"ONCERISE_trigger":128,"oncerise_detail":131,"OVERTIME_trigger":135,"SUNDAY_trigger":139,"sundayallowancetype":142,"COMMUTE_trigger":144,"commutingallowancetype":147,"SENIOR_trigger":151,"longserviceallowancetype":154,"MEALALL_trigger":158,"mealvouchersamount":161},{"bindId":45,"name":46,"text":46},"cbadate_start_date","(01.01.2024\u002F31.12.2025)",{"bindId":48,"name":49,"text":50},"cbamemtrad","(2) Sendika deyimi Banka Finans ve Sigor","(2) Sendika deyimi Banka Finans ve Sigorta İşçileri Sendikası (BASS)",{"bindId":52,"name":53,"text":54},"sicknesspay","Çalışanın istirahat raporu alması halind","Çalışanın istirahat raporu alması halinde, işverence çalışana tam\nolarak ücret ödenir. Bunun karşılığında, çalışan Sosyal Güvenlik\nKurumundan alacağı ödeneği işyerine iade edilir yahut işyerince\nmahsuplaşma programı kapsamına dahil olunur.",{"bindId":56,"name":57,"text":58},"healthinsurance","özel Sağlık Sigortası Grup Poliçesi kaps","özel Sağlık Sigortası\n      \n      Grup Poliçesi kapsamına alınacaktır. Çalışmayan\n        eş ve çocuklar kapsama dahil edilecektir. Eş hakkında işbaşında\n        çalışıyor çalışmıyor bilgisi alınıp çalışmayanlar özel\n        sağlık sigortası kapsamına dahil edilecektir.",{"bindId":60,"name":61,"text":61},"funeralpay","Ölüm Yardımı",{"bindId":63,"name":64,"text":65},"funeralpaytype","18.50ü TL (Brüt) olarak uygulanacaktır. ","18.50ü TL (Brüt) olarak uygulanacaktır. Bu yardım\n        sadece eş, çocuk, anne, baba ve çalışanın kendisinin vefatı\n        durumunda ödenecektir.",{"bindId":67,"name":68,"text":69},"paidmaternityleave","Doğumdan önce 8 (sekiz), doğumdan sonra ","Doğumdan önce 8 (sekiz),\n        doğumdan sonra 8 (sekiz) hafta olmak üzere toplam 16 (onaltı) hafta\n        ücretli doğum izni verilir. Çoğul gebelik halinde doğum sonrası\n        süreye 2 hafta daha eklenir.",{"bindId":71,"name":72,"text":72},"pregnancy","Süt izni",{"bindId":74,"name":75,"text":76},"paidpaternityleave","Eşinin doğum yapması (Babalık İzni)","Eşinin doğum yapması (Babalık\n        İzni)",{"bindId":78,"name":79,"text":80},"paidpaternityleaveduration","Eşinin doğum yapması (Babalık İzni) 8","Eşinin doğum yapması (Babalık\n        İzni)\n      \n      8",{"bindId":82,"name":83,"text":83},"childcare","Refakatçi izııi",{"bindId":85,"name":86,"text":86},"childcareleave","3",{"bindId":88,"name":89,"text":90},"deathrelatives","Ölüm izni (1. derece yakın: Eş, Çocuk, A","Ölüm izni\n\n        (1. derece yakın: Eş, Çocuk, Anne. Baba. Kardeş)",{"bindId":92,"name":93,"text":93},"deathrelativesleave","5",{"bindId":95,"name":96,"text":96},"marriage","Evlilik",{"bindId":98,"name":93,"text":93},"marriageleave",{"bindId":100,"name":101,"text":102},"nursingmothers","Doğum yapan çalışana. 1 yaşından küçük ç","Doğum yapan çalışana. 1\n        yaşından küçük çocuklarını emzirmek üzere, bu izin büyük\n        şehirlerdeki çalışma koşulları ve trafik yoğunluğu nedeniyle en\n        çok haftada 1 gün birleştirilerek kullandıniabilir.",{"bindId":104,"name":105,"text":105},"WORKHOURS_trigger","Madde 5- Çalışma Saatleri",{"bindId":107,"name":108,"text":109},"hourspweek_select","Çalışma süresi haftalık 40 saattir. Bu s","Çalışma süresi haftalık 40 saattir. Bu sürenin fiili olarak işyerinde\nya da işverence görevlendirilen yerdeki bulunma süresi toplamının, söz\nkonusu haftalık çalışma süresinin altında belirlenmesi, kazanılmış hak\nsayılmayacağı gibi söz konusu fark sürede çalışmaya hazır olarak\nbeklenir ve işverenin bu sürede talimatlarını yerine getirmekle\nyükümlüdür. İşe başlama ve bitiş saatleri İşveren tarafından\nbelirlenir. Çalışan, bu şekilde düzenlenen çalışma koşullarına\nuymayı kabul, beyan ve taahhüt eder.",{"bindId":111,"name":112,"text":112},"PAIDLEAV_trigger","Yılık Ücretli İzin:",{"bindId":114,"name":115,"text":115},"holidaysdays","14",{"bindId":117,"name":118,"text":119},"schedulesrestpw","Hafta tatili Cumartesi ve Pazar günlerid","Hafta tatili Cumartesi ve Pazar günleridir. Çalışılmayan hafta tatili\niçin işveren tarafından bir iş karşılığı olmaksızın o günlere ait\nücret tam olarak ödenir. Çalıştırılanlara ve\u002Fveya işyerinde nöbet\ntutmakla görevlendirilenlere o güne ait ücretleri yüzde yüz fazlasıyla\nödenir.",{"bindId":121,"name":122,"text":123},"TRADEUNLEAV_trigger","Sendikal görevler (Yurt içinde ve dışınd","Sendikal görevler\n\n        (Yurt içinde ve dışında sendika konulan ile ilgili seminer,\n        konferans ve\u002Fveya genel kurula katılmaları istenebilecek sendika\n        üyeleri)",{"bindId":125,"name":126,"text":127},"STRUCINCR_trigger","1. Yıl Ücret Zammı: (01.01.2024-31.12.20","1. Yıl Ücret Zammı: (01.01.2024-31.12.2024)\n\nİşyerinde çalışmakta olan ve sendikaya üyelik veya dayanışma aidatı\nödeyenlerin 31.12.2023 tarihinde almakta oldukları çıplak brüt\nücretlerine, 01.01.2024 tarihinden geçerli olmak üzere ortalama % 43\noranında zam yapılacaktır.",{"bindId":129,"name":130,"text":130},"ONCERISE_trigger","Madde 15- İkramiyeler",{"bindId":132,"name":133,"text":134},"oncerise_detail","Sendika üyelerine her takvim yılında ayl","Sendika üyelerine her takvim yılında aylık brüt ücretleri üzerinden\ndört ikramiye ödenir. İkramiyeler Mart, Haziran, Eylül ve Aralık\naylarının son günü ve o aylara ait istihkakı üzerinden ödenir. Ücretsiz\nizin hali dışında ikramiye ödemelerinden hiçbir kesinti yapılmaz. Ancak\nişe yeni giren ve işten ayrılanlar, deneme süresi de dahil olmak üzere, o\nikramiyeden çalıştıkları süreyle orantılı olarak yararlandırılır.",{"bindId":136,"name":137,"text":138},"OVERTIME_trigger","Madde 6- Fazla Çalışma ve Fazla Çalışma ","Madde 6- Fazla Çalışma ve Fazla Çalışma Ücreti, Serbest Zaman\nSeçeneği",{"bindId":140,"name":141,"text":141},"SUNDAY_trigger","Madde 8- Hafta Tatill",{"bindId":143,"name":118,"text":119},"sundayallowancetype",{"bindId":145,"name":146,"text":146},"COMMUTE_trigger","Ulaşım Ödeneği",{"bindId":148,"name":149,"text":150},"commutingallowancetype","Personel servis güzergahında ikamet etme","Personel servis güzergahında ikamet etmediği için\n        servis kullanamayan çalışanlara. İstanbul Büyükşehir\n        Belediyesinin belirlediği aylık abonman ücretinin net tutarı\n        ödenecektir.",{"bindId":152,"name":153,"text":153},"SENIOR_trigger","Madde 28- Kıdem Tazminatı",{"bindId":155,"name":156,"text":157},"longserviceallowancetype","Çalışanlara, İş Kanunu'nda belirtilen \"k","Çalışanlara, İş Kanunu'nda belirtilen \"kıdem tazminatına hak\nkazandıran\" hallerin ortaya çıkmasında her yıl için 45 günlük ücreti\nüzerinden (yasal kıdem tazminat tavanını aşmamak üzere) yasa\nhükümlerine gore kıdem tazminatı ödenir.\n\nHakedilmiş kıdem tazminatının ödenmesinin geciktirilmesi halinde\nmevzuat hükümleri uygulanır.",{"bindId":159,"name":160,"text":160},"MEALALL_trigger","Yemek Ödeneği",{"bindId":162,"name":163,"text":164},"mealvouchersamount","İstanbul 225 TL, diğer iller 180 TL olar","İstanbul 225 TL, diğer iller 180 TL olarak\n        işverence belirlenen yemek kartlarına yükleme yoluyla\n        ödenecektir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BASS Türkiye Hayat ve Emeklilik A.Ş. 01.01.2024\u002F31.12.2025 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-12-31\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: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Bankalar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Ozel sektorde\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TÜRK-IS - Türkiye Isçi Sendikalari Konfederasyonu\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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: → 2 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Hayır\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Hayır\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Hayır\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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 18.5\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: → Hayır\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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 8 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: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 14.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 30.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 43.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2024-01\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            \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            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