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TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>Bu toplu iş sözleşmesinin tarafları BİGA HİZMETLERİ KENT A.Ş. ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASl)'dır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cp>1)Tüm Belediye ve Genel Hizmet İşçileri Sendikası \"HİZMET-İŞ\" veya\n\"SENDİKA\",\u003C\u002Fp>\n\n\u003Cp>2)BİGA KENT A.Ş. \"İŞVEREN\" veya \"BELEDİYE\",\u003C\u002Fp>\n\n\u003Cp>3)İşletmenin bütünü sevk ve idareye yetkili olanlarla işyerinde\nişveren adına hareket eden ile işin ve işyerinin yönetiminde görev alan\nkimselere \"İŞVEREN VEKİLİ\"\u003C\u002Fp>\n\n\u003Cp>4)Ekleri ile birlikte bu toplu iş sözleşmesi \"SÖZLEŞME\" veya \"TİS\",\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçları ile oluşturulan iş\norganizasyonu kapsamındaki bütün yerleri \"İŞYERİ\",\u003C\u002Fp>\n\n\u003Cp>6)Bu toplu iş sözleşmesinin tarafı olan işverenin iş organizasyonu\nkapsamındaki bütün işyerlerinde çalışan Hizmet-İş (Tüm Belediye ve\nGenel Hizmet İşçileri Sendikası)üyeleri \"ÜYE\",\u003C\u002Fp>\n\n\u003Cp>7)Bu toplu iş sözleşmesinin kapsadığı tüm işçiler \"İŞÇİ\",olarak\nanılacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-2. YÜRÜRLÜK SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin yürürlük süresi 1 (bir)Yıl olup,\n01.01.2024 tarihinde yürürlüğe girer; 31.12.2024 tarihi mesai bitiminde\nsona erer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-3. SÖZLEŞMENİN KAPSAMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Yer olarak; İşverenin bünyesinde halen kurulu bulunan ve sözleşme\nsüresi içinde kurulacak olan idari, ekonomik teknik veya hukuki yönden\nişverene bağlı işyerleri, işyerlerine bağlı yerler, eklentiler ve\naraçları ile oluşturulan iş organizasyonu kapsamındaki bütün yerleri\nkapsar.\u003C\u002Fp>\n\n\u003Cp>2)Şahıs olarak; İşverenin iş organizasyonu kapsamındaki işyerlerinde\nçalışan veya sözleşme süresi içinde işe alınan Hizmet-İş Sendikası\nüyelerini kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TOPLU-İS SÖZLEŞMESİNDEN YARARLANMA ŞARTLARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Toplu iş sözleşmesinden Hizmet-İş Sendikasının üyeleri\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>b)Toplu iş sözleşmesinin imzalandığı tarihte Hizmet-İş Sendikasına\nüye olanlar yürürlük tarihinden, imza tarihinden sonra üye olanlar ise\nüyeliklerinin Hizmet-İş Sendikasınca işverene bildirildiği tarihten\nitibaren yararlanırlar. Şu kadar ki; Sendikaya üyelikleri sözleşmenin\nyürürlük tarihinden sonra gerçekleşen işçiler hakkında ücret zammı\nkıstelyevm usulü ile uygulanır. Bu işçiler ücret zammından;\nsözleşmenin yürürlük tarihi ile sendikaya üyelik tarihleri arasında\ngeçen süre kadar eksik oranda yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>c)Toplu iş sözleşmesinin imza tarihinde Hizmet-İş Sendikasına üye\nbulunmayanlar, sonradan işe girip de üye olmayanlar veya imza tarihinde\nHizmet-İş Sendikasına üye bulunup ta ayrılanların toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür. Dayanışma\naidatı ile toplu iş sözleşmesinden yararlanacak işçiler ücret\nzammından; sözleşmenin yürürlük tarihi ile dayanışma ile yararlanmak\niçin müracaat ettikleri tarihler arasında geçen süre kadar eksik oranda\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)Toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi arasında iş\nsözleşmesi sona eren üyeler, toplu iş sözleşmesinin yürürlük\nbaşlangıç tarihinden iş sözleşmelerinin sona erdiği tarihe kadar toplu\niş sözleşmesi ile sağlanan haklardan kıdem tazminatı farkı dahil,\nçalıştıkları süre ile orantılı olarak sendika üyelik aidatını\nödemek kaydıyla yararlanırlar. Bu ödeme eğer üye ölmüş ise\nmirasçılarına ödenir.\u003C\u002Fp>\n\n\u003Cp>e)Her ne sebeple olursa olsun sona eren toplu iş sözleşmesi hükümleri,\no tarihte sözleşmeden yararlanmakta olan üyelerin şahıslarına münhasır\nolmak üzere, yenisi yürürlüğe girinceye kadar iş sözleşmesi olarak\ndevam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İŞ SÖZLEŞMESİNİN AMACI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin amacı; İş sözleşmelerinin yapılması,\nmuhtevası ve sona ermesi ile ilgili hususları düzenlemek,\u003C\u002Fp>\n\n\u003Cp>İşyerinde düzenli ve verimli çalışmayı sağlamak, ahlaki ilkeleri ve\nhakka bağlılığı da gözeterek işçileri ile işverenlerin karşılıklı\nhak ve menfaatlerini dengelemek,\u003C\u002Fp>\n\n\u003Cp>Taraflar arasında çıkabilecek uyuşmazlıkların uzlaşma yolunu ve\nçözüm şekillerini göstermek,\u003C\u002Fp>\n\n\u003Cp>İşveren ile işçi ve sendika arasındaki ilişkileri, düzenleyip; iş\nahengi ve çalışma barışını adil bir şekilde korumak,\u003C\u002Fp>\n\n\u003Cp>İstikrarsız ve güvencesiz istihdamı ortadan kaldırmayı, meslek ile\naile yaşantısını uzlaştırmayı desteklemek.\u003C\u002Fp>\n\n\u003Cp>Kaliteli kamu hizmetlerinin sunumunda kullanıcıların, çalışanların ve\nonların temsilcilerinin katılımını, demokratik kontrolünü,\nşeffaflığı, iyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini\nsağlamak,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Düzgün iş, iyi ücret düzeyleri ve yeterli çalışma koşulları ile\nkamu hizmetlerinde çalışanların yaşam kalitesi arasında birebir bir\nilişki olduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-İş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 4857 sayılı kanunun 16.maddesine dayanılarak \"Takım\nSözleşmesi\" yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerini kısmen ve tamamen,\ndoğrudan doğruya veya dolaylı yollarla sendikasız veya başka bir\nsendikanın üyelerine uygulayamaz.\u003C\u002Fp>\n\n\u003Cp>b)İşveren bu toplu iş sözleşmesi ile getirilen hak ve menfaatlerin\ndışında hiçbir işçiye herhangi bir nam adı altında (Hizmet-İş\nSendikası üyeleri de dahil olmak üzere) ilave ücret zammı veya sosyal\nyardım vermek suretiyle ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>c)İşverence, (a) ve (b) bendinde belirtilen haklar verildiği ve her ne\nnam altında olursa olsun bir hak ve yarar temin edildiği takdirde verilen bu\nhak ve yararlar taraf sendikanın üyelerinin ücretlerine ek bir zam olarak\nayrıca ilave edilecektir.\u003C\u002Fp>\n\n\u003Cp>d)Bu toplu iş sözleşmesinin çalışma süreleri, iş sağlığı ve\ngüvenliği gibi maddelerinden sendika üyesi olmayanlarda aynen\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>e)Belediyenin ortağı olduğu şirketlerin kapatılması, satılması,\ndevredilmesi ya da her ne şekilde olursa olsun tasfiye edilmesi halinde, bu\nişyerlerinde çalışan işçiler, Belediye işçileri kabul edilerek belediye\nbünyesi içinde öncelikle kadrosuna, kadro yoksa kadrosuna uygun başka bir\nişe yerleştirilir. Bu durumda işçinin ücret, kıdem ve meslek\ndurumlarında işçi aleyhine bir uygulamaya gidilemez. Bu işçilerden\nayrılmak isteyene kıdem tazminatları ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SENDİKAL FAALİYETLER ve TEMİNATI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-7. SENDİKAL FAALİYETLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A- Sendikal Faaliyet;\u003C\u002Fh4>\n\n\u003Cp>1)Sendika ve şube yöneticileri ile işyeri sendika temsilcileri sendika\nveya işçiyi ilgilendiren konularda gerektiğinde işveren ve işveren\ntemsilcileriyle çalışma saatleri içinde veya dışında doğrudan doğruya\nilişki kurabilir.\u003C\u002Fp>\n\n\u003Cp>2)İşveren, sendikanın işyerinde mesai saatleri içinde veya dışında\ntayin ettiği temsilcileri vasıtasıyla üye kaydetmelerine ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne izin\nverir. Hiçbir şekilde yetkili sendikanın faaliyetleri işveren tarafından\nengellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yönetici ve Temsilcilerin Faaliyetleri;\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışma\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardımcı olmak,\u003C\u002Fp>\n\n\u003Cp>3)Önemli ve acil vakıalarda işyeri yetkilisi ile görüşmek, olayın\nolduğu mahalle gitmek ve olayla ilgilenmek,\u003C\u002Fp>\n\n\u003Cp>4)Gerektiğinde iş saatleri içinde ve dışında üye kaydetmek, Toplu iş\nsözleşmesinin iyi yürütülmesini temin maksadıyla işveren veya işveren\nvekili yahut da işyeri yetkilileri ile görüşme yapmak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-8. SENDİKAL İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Yönetici İzinleri;\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp> Sendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 12 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>B) İsyeri Sendika Baştemsilcisi ve Temsilci izinleri;\u003C\u002Fh4>\n\n\u003Cp>İşyeri Sendika Baş temsilcileri ve Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine her hafta Cuma günü 2 saat sendikal\nizin verilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcilerine haftada bir gün aralarında görüşme\nyapmalarını sağlamak amacıyla aşağıda belirlenen şekilde sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri işçi mevcuduHaftalık izin süresi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>İşyeri işçi mevcudu\u003C\u002Ftd>\n      \u003Ctd>Haftalık izin süresi\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>01-50 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51-100 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>100-500 işçi çalıştıran işyerinde\u003C\u002Ftd>\n      \u003Ctd>3 Saat,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C) Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi ile Kültür\nSanat Komitesi Üyeleri İzni;\u003C\u002Fh4>\n\n\u003Cp>İşyerinde çalışan işçiler arasından sendikaca, Şube nezdinde\nkurulan Kadın Komitesi, Engelliler Komitesi, Gençlik Komitesi ile Kültür\nSanat Komitesi üyesi belirlenir ve bu komitelerin üyelerine haftada 6 saat\nsendikal izin verilir.\u003C\u002Fp>\n\n\u003Ch4>D) Diğer İzinler;\u003C\u002Fh4>\n\n\u003Cp>Sendikanın her kademesinde görevli yöneticilerine, toplu iş sözleşmesi\nile kurulması öngörülen kurul ve komite üyelerine, temsilcilerine, kadın\nkomitesi başkan ve üyelerine, engelliler komitesi başkan ve üyelerine,\nkültür sanat komitesi başkan ve üyelerine, gençlik komitesi başkan ve\nüyelerine ve sendika tarafından belirlenecek görevlilere kongre, konferans,\nseminer, yönetim, denetim, disiplin kurulu ve temsilciler meclisi\ntoplantıları, kadınlarla ilgili etkinlik ve kadın komitesi toplantıları,\nengellilerle ilgili etkinlik ve engelliler komitesi toplantıları, kültür ve\nsanatla ilgili etkinlik ile kültür sanat komitesi toplantıları, gençlerle\nilgili etkinlik ve gençlik komitesi toplantıları gibi toplantılara\nkatılmaları için sendikanın yazılı talebi üzerine talep edilen tarihler\niçin sendikal izin verilir. Bir defada işyeri işçi sayısının %15'inden\nfazlasının sendikal izin kullanması işverenin onayına bağlıdır.\nKonfederasyon, sendika genel merkez genel kurulu delegelerine 5 işgünü,\nşube genel kurul delegelerine 2 işgünü sendikal izin verilir, genel\nkurullar için %15 oranı şartı aranmaz. Ancak, her iki durumda da sendika\nisim listesini yazılı olarak 3 gün önceden işverene bildirmek zorundadır.\nYukarıda adı geçen temsilci, yönetici ve diğer görevlilere işveren\ntarafından izin verilmediği takdirde işe gelmeyenleri işveren sorumlu\ntutamaz ve herhangi bir şekilde cezalandıramaz. 8 Mart Dünya Kadınlar\nGünüdür, l 0-16 Mayıs Engelliler Haftasıdır. Bugünlerde etkinliklere\nkatılmak üzere en az 5 işgünü önceden, işyerinde işi aksatmayacak\nşekilde işveren ve sendikanın ortaklaşa belirleyeceği sayıda işçiler bu\ngünlerde sendikal izinli sayılırlar. Bu sayı her halükarda işyerinde\nçalışan işçi sayısının %15'ini geçemez.\u003C\u002Fp>\n\n\u003Cp>Sendikal izinli geçirilen süreler iş süresinden sayılır. Sendikal izin\nkullananlardan herhangi bir ücret kesintisi yapılamaz. Sendikal izin\nkullananlar ücret ve sosyal yardımlarını işyerinde çalışmış gibi\naynen alırlar. Sendikal izin yıllık ücretli izinden mahsup edilmez.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-9. İSYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dahilinde biri baş temsilci olmak üzere her işyeri\niçin;\u003C\u002Fp>\n\n\u003Cp>a)1-50 işçiye kadar: 1\u003C\u002Fp>\n\n\u003Cp>b)51-100 işçiye kadar: 2\u003C\u002Fp>\n\n\u003Cp>c)101-500 işçiye kadar: 3\u003C\u002Fp>\n\n\u003Cp>d)501-1000 işçiye kadar: 4\u003C\u002Fp>\n\n\u003Cp>e)1001-2000 işçiye kadar: 6, İşyeri Sendika Temsilcisi atanır.\u003C\u002Fp>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararları gereğince işletme\nsöz konusu olduğunda yukarıdaki kural işletmeye bağlı her iş yeri için\nayrı ayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>İşyerlerinin birleştirilmesi veya isimlerinin değiştirilmesi mevcut\ntemsilci sayısını değiştirmez; ancak, işyerlerinin bölünmesi veya\nayrılması halinde, temsilci sayısı yeni duruma göre yeniden belirlenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-10. SENDİKA GÖREV ALANLARIN TEMİNATI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Hizmet-İş Sendikasının bütün kademelerinde görevli yönetim kurulu,\ndenetim kurulu ve disiplin kurulu başkan ve üyeleri, bölge, il ve ilçe\nbaşkan ve üyeleri, işyeri sendika baş temsilcileri ile temsilciler, kadın\nkomitesi, engelliler komitesi, gençlik komitesi ile kültür sanat komitesi\nbaşkan ve üyelerinin, kanun, yönetmelik ve toplu iş sözleşmesiyle\nkurulması öngörülen kurul ve komite başkan ve üyelerinin ile\ngörevlilerin iş sözleşmesi sendikanın yetkisi devam ettiği sürece fesih\nedilemez, rızası alınmadan işi ve işyeri değiştirilemez. Toplu iş\nsözleşmesine bağlı çalışmaları yüzünden cezalandırılamaz.\u003C\u002Fp>\n\n\u003Cp>b)Hizmet-İş Sendikasının yönetim kurullarında veya başkanlığında\ngörev alarak, kendi isteği ile işyerinden ayrılan işçiler iş\nsözleşmesi askıda kalır. Bu işçiler;\u003C\u002Fp>\n\n\u003Cp>1-Dilerlerse iş sözleşmeleri askıya alındığı tarihte işten\nayrılıp bu tarihte iş sözleşmesini bildirim süresine uymaksızın veya\nsözleşme süresinin bitimini beklemeksizin feshederek kıdem tazminatına hak\nkazanırlar. Yine isterlerse sendikadaki görev yaptıkları süresi\niçerisinde iş sözleşmesini feshederek kıdem tazminatına halk\nkazanabilirler. Her iki halde de kıdem tazminatında bu fesih tarihindeki\ntoplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda olan\nişçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>2-Sendikadaki görevlerinin seçime girmemek, seçilememek, çekilmek veya\nher ne sebeple olursa olsun son bulması yada profesyonel sendika\nyöneticiliğinin sona ermesi üzerine işverenden işe alınmalarını\nistedikleri takdirde işveren, talep tarihinden itibaren 1 ay içinde o andaki\nşartlarla eski işlerine veya eski işlerine uygun başka bir işe almak\nzorundadır. Bu takdirde işçinin ücret ve eski kıdem hakları saklı\ntutularak sözleşme ile getirilen haklar ücretine ilave edilir. Bu hakkın\nkullanılması teşekküllerdeki görevin ya da profesyonelliğinin sona\nermesinden başlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c)(a) bendi hilafına işçinin iş sözleşmesinin feshi halinde işyerinde\nçalışan işçi sayısına ve kıdemine bakılmaksızın 6356 sayılı\nSendikalar ve Toplu İş Sözleşmesi Kanunun 24.maddesi hükmü uygulanır.\nYani 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun\n24.maddesindeki işyeri sendika temsilcilerine sağlanan güvenceden işyeri\nsendika temsilcisi gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>d)İşverenin (b\u002F2) bendi hilafına hiç işe başlatmaması veyahut ta işe\nbaşlatıp ta uygun iş vermemesi halinde ayrıca cezai şart olarak iki\nyıllık giydirilmiş ücreti tutarında tazminat öder. Ayrıca işçinin\nkanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden doğan tazminat\nhakları ile diğer hakları saklıdır. Yöneticilerin işe başlatılmasında\nve kıdem tazminatı ve cezai şart olarak ödenecek tazminatın tespitinde\nhalen toplu iş sözleşmesinden yararlanmakta olan emsal kıdemde ve durumda\nolan işçinin almakta olduğu aylık giydirilmiş ücreti esas alınır.\u003C\u002Fp>\n\n\u003Cp>e)Malullük, yaşlılık aylığı almaya hak kazandığı için veya\nherhangi bir sebeple işe dönmek istemeyen yahut ta verilecek işi kabul\netmeyen yöneticinin isteği halinde halen toplu iş sözleşmesinden\nyararlanmakta olan emsal bir işçinin aldığı ücret ve tüm haklar\nüzerinden kıdem tazminatı ödenmek şartı ile iş sözleşmesi\nfeshedilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-11. SENDİKA ÜYELİĞİNİN GÜVENCESİ, MOBBİNG ve EŞİT DAVRANMA\nYÜKÜMLÜLÜĞÜ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A)Sendika Üyeliğinin Güvencesi;\u003C\u002Fh4>\n\n\u003Cp>İşçiler Hizmet-İş Sendikasına üye olmaları, Hizmet-İş\nSendikasının veya bağlı bulunduğu konfederasyonların etkinliklerine\nkatılmaları veya işçi olmaktan doğan diğer haklarını kullanmaları\ndolayısıyla işten çıkarılamaz, işi değiştirilemez ve farklı bir\nişleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklarında, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrım yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Ch4>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;\u003C\u002Fh4>\n\n\u003Cp>19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2\nsayılı Başbakanlık \"İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi\"\nGenelgesine göre; işyerlerinde gerçekleşen psikolojik taciz,\nçalışanların itibarını ve onurunu zedelemekte, kişinin verimliliğini\nazaltmakta ve sağlığını kaybetmesine neden olmakta ve bu nedenle\nçalışma hayatını olumsuz etkilemektedir. Kasıtlı ve sistematik olarak\nbelirli bir süre çalışanın aşağılanması, küçümsenmesi,\ndışlanması, kişiliğinin ve saygınlığının zedelenmesi, kötü\nmuameleye tabi tutulması, yıldırılması ve benzeri şekillerde ortaya\nçıkan psikolojik tacizin önlenmesi gerekmektedir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer verme, orada yokmuş gibi davranılması, arkasından\nkötü konuşulması, asılsız söylentiler çıkarılması, kararlarının\nsürekli sorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama,\nsahip olduğundan daha az nitelik gerektiren işler verilmesi veya işinin\nsürekli değiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama,\nfiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara\nuğrama v.b. psikolojik ve fiziksel tacize maruz kalma halleri mobbingdir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>C)Eşit Davranma Yükümlülüğü;\u003C\u002Fh4>\n\n\u003Cp>İş ilişkisinde dil, ırk, cinsiyet, siyasal düşünce, felsefi inanç,\ndin ve mezhep ve benzeri sebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışan\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>İşveren, biyolojik veya işin niteliğine ilişkin sebepler zorunlu\nkılmadıkça, bir işçiye, iş sözleşmesi yapılmasında, şartlarının\noluşturulmasında, uygulanmasında ve sona ermesinde, cinsiyet veya gebelik\nnedeniyle doğrudan veya dolaylı farklı işlem yapamaz.\u003C\u002Fp>\n\n\u003Cp>D)İşveren, bu maddenin (A), (B) ve (C) bendine aykırı olarak işçinin\niş sözleşmesinin feshi halinde işyerinde çalışan işçi sayısına ve\nişçinin kıdemine bakılmaksızın 4857 sayılı İş Kanunun 18.,19.,20. ve\n21.madde hükümleri uygulanır. Borçlar Kanunu ve 6356 sayılı Sendikalar ve\nToplu İş Sözleşmesi Kanunun ilgili hükümleri saklıdır. Yine bu maddenin\n(A), (B) ve (C) bendine aykırı olarak; işçinin iş\u002Fişyeri değişikliğine\ngidildiğinde vesair ihlallerde işçi eski iş\u002Fişyerine iade edilir ve 12\naylık giydirilmiş brüt ücreti tutarında tazminat cezai şart olarak\nödenir. İşçinin kanunlar, iş sözleşmeleri ve toplu iş sözleşmesinden\ndoğan tazminat hakları ile diğer hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>Ayrıca, (B) bendinde belirtilen haller ve benzeri hallere maruz kalan\nişçinin kendi iş sözleşmesini fesih etmesi halinde işverence işçiye 24\naylık brüt ücreti tutarında maddi tazminat ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-12. SENDİKANIN YARARLANACAĞI ARAÇ ve GEREÇLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hizmet-İş Sendikası üyeleriyle temas sağlama, konferans, eğitim\nsemineri ve benzeri sosyal içerikli toplantılar için işverenin salon, araç\nve gereçlerinden önceden haber vermek kaydıyla ücretsiz olarak\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>İşyerinden geçici olarak ayrılan personel ve yöneticilerde şehir içi\ntoplu taşım araçlarından işyerinde çalışanlar gibi ücretsiz olarak\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-13. TEMSİLCİ ODASI, İŞÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Temsilci Odası;\u003C\u002Fh4>\n\n\u003Cp>İşveren, Hizmet-İş Sendikası işyeri sendika temsilcilerine belge,\nevrak ve kayıtlarını muhafaza edebilmeleri ve çalışmalarını\nkolaylaştırmaları için işyerinde elverişli bir temsilcilik odası tahsis\neder. Bu odanın mefruşat ve malzemeleri işverence temin edilir. Temsilci\nodasına işveren tarafından dahili telefon tahsis edilir. Bu telefonla\nyapılan konuşmalarda İşveren bir ücret talebinde bulunamaz.\u003C\u002Fp>\n\n\u003Ch4>b)İşçi Lokali; \u003C\u002Fh4>\n\n\u003Cp>İşveren, her işyerinde çalışan tüm işçilerin yüzde elli (%50) den\nfazlasının rahatlıkla oturabileceği bir lokal temini için gerekeni yapar.\nİşçi lokalinde bir soğutucu dolap bulundurulur. Bu lokalin mefruşat ve\nmalzemeleri işverence temin edilir.\u003C\u002Fp>\n\n\u003Ch4>c)İlan Tahtası;\u003C\u002Fh4>\n\n\u003Cp>İşveren, işyerlerinde işçilerin kolayca görebilecekleri elverişli bir\nyerde Hizmet-İş Sendikasının ilan, tebliğ ve bültenlerini asmak için bir\nilan tahtası koymayı kabul eder. Bu ilan tahtasına başka sendikaların\nilan, tebliğ ve bültenleri asılamayacağı gibi işyerinde başka sendikalar\niçinde ayrıca ilan tahtası bulundurulamaz. Bu tahtaya asılacak Hizmet-İş\nSendikasının imzalı ve mühürlü ilan bülteni, tebliğ, talimat ve\nbenzerlerinden doğacak sorumluluk Hizmet-İş Sendikasına aittir.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE-14. AİDAT ve DİĞER KESİNTİLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşveren 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun IS\nmaddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin ödendiği günü takip eden 7 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (muhasebe@hizmet-is.org.tr)\ngöndermek zorundadır. T.C. Çalışma ve Sosyal Güvenlik Bakanlığı\ntarafından yeni dönem için yetki verilmesi halinde, sendikanın yazılı\ntalebi aranmaksızın işveren tarafından üyelik aidat kesintileri yapılarak\nyukarıda belirtilen usul çerçevesinde sendikaya ödenir. İşveren bu\nişlemler için sendikadan herhangi bir masraf isteyemez.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, toplu iş sözleşmesinin imza tarihi ile yürürlük tarihi\narasında geçen süreler için tahakkuk eden toplu iş sözleşmesi\nfarklarının ödenmesi sırasında üyelik aidatlarını kesmek ve herhangi\nbir ihtara lüzum kalmaksızın sendikanın bildirmiş olduğu banka hesabına\nbir ay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c)Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler için\nyapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İŞÇİLERİN LİSTESİNİN VERİLMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sendikanın yazılı talebi üzerine işyerinde çalışan bütün\nişçilerin isim listelerini mevcut belgelere dayanarak ve işveren\nvekillerince onaylanmış olarak bir hafta içinde sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>Sendika üyesi olup ölen, emekli olan, işten çıkarılan veya kendi\nisteği ile ayrılan işçilerin onaylı isim listelerini de en geç her ayın\nsonunda, sendikanın talebine gerek olmaksızın düzenli olarak sendikaya\ngönderir. Bu eksilmeleri zamanında bildirmeyen işveren, bunların sendikal\nödentilerini karşılamak zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.BÖLÜM ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İŞÇİLERİN YAZILI EMİR İSTEME HAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçi, kendisine verilen emirleri kanun ve toplu iş sözleşmesi\nhükümlerine aykırı görürse, bizzat veya temsilci vasıtasıyla emri veren\namirine bildirir. Amir emrin yapılmasında ısrar ederse emri yazılı olarak\nişçiye vermek zorundadır. Bu şekilde işçinin emri yerine getirmesinde\nkanuna ve talimatlara aykırılık (suç hali hariç) teşkil ederse bundan\ndolayı işçi sorumlu tutulamaz. İşçinin amirine başvurmasına rağmen\namir emrini yazılı olarak vermekten kaçınırsa o işin yapılmamasından\nişçi sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-17. BRANŞTA ÇALIŞMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanunhükümleriuygulanır.Ancak gerek duyulduğu takdirde işveren\nkadrosuna bakılmaksızın geçici görevlerde ve geçici sürelerde\nçalıştırabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. DENEME SÜRESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İşçiler işe alındıkları tarihten itibaren üç aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\n\n\u003Cp>b)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-19. ASKERLİK HİZMETİ NEDENİYLE İŞYERİNDEN AYRILMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Muvazzaf askerlik ödevini yapmak üzere kıdem tazminatını almadan\nişinden ayrılan işçiler, askerlikleri süresince ücretsiz izinli\nsayılırlar. Bu işçilerden, askerlik ödevlerinin bitiminden itibaren 1 ay\niçinde işe dönmek üzere başvuranlar, o andaki haklarla işlerine\nbaşlatılırlar, işe geri dönmek istemeyenler ise yine o andaki haklarla\nkıdem tazminatlarını alırlar ve hizmet akitleri feshedilir.\u003C\u002Fp>\n\n\u003Cp>Ayrıca muvazzaf askerlik hizmet nedeni ile ayrılan işçiye Brüt 1.000,00\nTL askerlik yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-20. VARDİYA USULÜ ÇALIŞTIRMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşin gerektirdiği hallerde işçiler iki veya üç vardiya halinde\nçalıştırılabilirler. Bir işçi ayda 2 haftadan fazla gece vardiyasında\nçalıştırılamaz. İşveren ve işyeri baş temsilcisi ile hazırlanacak\nvardiya cetvelleri her ay liste halinde işyerinde ilan olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>MADDE-21. NORMAL ÇALIŞMA SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Haftalık çalışma süresi 45 saattir. Bu süre haftada beş işgünü ve\ngünlük sekiz saat olarak, 4857 sayılı Kanun ve ona bağlı olarak\nçıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun olmak\nkaydıyla işverence düzenlenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Normal çalışma yapılan işyerleri için Cumartesi akdi tatil ve Pazar\ngünü hafta tatilidir. Vardiyalı çalışma yapılan işyerleri için\nçalışmaya başlanılan günü takip eden 6. Gün akdi tatil, 7. Gün hafta\ntatilidir.\u003C\u002Fp>\n\n\u003Cp>İşveren iş icap ve zaruretlerine göre personeli gruplandırarak farklı\ngünlerde çalıştırabilir, aynı gün çalışan personelin işe başlama,\nara dinlenmesi ve işi bırakma saatlerini işveren vekillerince farklı\nbelirlenebilir. Bir grubun sürekli aynı günlerde çalıştırılıp aynı\ngünlerde tatil yapmasını önlemek amacıyla personel dönüşümlü\nçalıştırılır. İşçileri dönüştürme kural olarak ayda bir\nyapılır.\u003C\u002Fp>\n\n\u003Cp>Çalışma düzeninde yapılacak değişiklikler önceden duyurulur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-22. ÇALIŞMA SÜRELERİNDEN SAYILAN HALLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında bulunan işyerlerinde çalışan\nişçilerin aşağıda belirtilen şekilde geçirdikleri süreler ile\nkanunlarda belirtilen süreler çalışma sürelerinden sayılır.\u003C\u002Fp>\n\n\u003Cp>a)İşveren tarafından işçinin işyerinden başka bir işyerine\ngönderilmesi esnasında yolda geçen süreler.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin, işverenin her an emrinde hazır bulunması halinde\nçalıştırılmaksızın ve çıkacak işi bekleyerek geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin işveren tarafından başka yere gönderilmesi veya işveren\nbürosunda yahut işverenle ilgili herhangi bir yerde meşgul edilmesi\nsuretiyle asıl işini yapmaksızın geçirdiği süreler.\u003C\u002Fp>\n\n\u003Cp>d)Yağmur, sel elektrik kesilmesi ile malzeme ve araç yokluğu nedeniyle\nişbaşında bulunup ta çalışmadığı süreler,\u003C\u002Fp>\n\n\u003Cp>e)Sendika tarafından yapılacak her türlü toplantı ve görevlerde geçen\nsüreler.\u003C\u002Fp>\n\n\u003Cp>f)Yolcu otobüsünde çalışan şoför veya muavinlerin arabanın başında\nbekledikleri süreler çalışmış gibi mesaiden sayılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İSCİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren işçi alımında aşağıda belirtilen hususlara uymak\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>a)Evvelce aynı işverenin emrinde çalışıp makul mazeretlerle kendi\nisteğiyle işten ayrılan veya tensikata tabi tutulanlar,\u003C\u002Fp>\n\n\u003Cp>b)İşyerinden hastalık sebebiyle ayrılmış olup ta iyileşmesini\nmüteakip işverene müracaat edenler,\u003C\u002Fp>\n\n\u003Cp>c)4857 sayılı kanunun 30.maddesinden doğan yükümlülüğün yerine\ngetirilmesinde evvelce işyerinde sakatlanmış işçilerin işe\nalınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde herhangi bir iş kazası sonucu ölen veya· malı11 kalan\nişçinin varsa reşit çocuklarından birinin, yoksa eğer isterse eşinin\nişe alınmalarında öncelik tanınır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24. İS SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-İşçi, herhangi bir suçla tutuklandığı ve tutukluluğu İş\nkanununun 25. maddesinin IV. bendinde belirtilen bildirim sürelerini\naştığı takdirde, iş sözleşmesi münfesih sayılır. Belirlenen bildirim\nsüreleri kadar süren tutukluluk hallerinde, tutuklu kalınan süreler kadar\nişçi ücretsiz izinli kabul edilir.\u003C\u002Fp>\n\n\u003Cp>2-Gözetim altına alınan işçiler bunu belgeledikleri takdirde yasal\ngözaltı süresinde ücretli izinli addedilir. Ancak, gözaltında geçen\nsüre sonunda tutuklanan işçilerin hizmet akitleri münfesih sayılır (1.\nbend hükmü saklıdır).\u003C\u002Fp>\n\n\u003Cp>3-Tutukluluğun;\u003C\u002Fp>\n\n\u003Cp>a)Kovuşturmaya yer olmadığı,\u003C\u002Fp>\n\n\u003Cp>b)Son tahkikatın açılmasına gerek olmadığı,\u003C\u002Fp>\n\n\u003Cp>c)Beraat kararı verilmesi,\u003C\u002Fp>\n\n\u003Cp>d)Kamu davasının düşmesi veya ortadan kalkması nedenlerinden biri ile\n120 gün içinde son bulması ve işçinin bu tarihten itibaren 15 gün içinde\nişine dönmeyi talep etmesi halinde işveren tarafından emsallerin hakları\nile işe alınır.120 gün sonunda yapılan başvuru halinde boş yer varsa\nişe alınırlar. Bu halde işe tekrar alınan işçinin eski kıdem hakları\nsaklıdır. Ancak, beraat eden işçi 120 günle sınırlı olmaksızın\nişbaşı yaptırılır.\u003C\u002Fp>\n\n\u003Cp>4-Adi suçlardan (bu maddenin 6. bendindeki suçlar hariç) yargılanmaları\ntutuklu olarak devam ederken 120 gün içinde tahliye edilenlerin 1 hafta\niçinde başvurması ve işyerinde durumuna uygun münhal kadro bulunması\nhalinde işveren tarafından tekrar işe alınırlar.\u003C\u002Fp>\n\n\u003Cp>Bilahare, hüküm giymeleri halinde iş sözleşmeleri münfesih sayılır.\nŞu kadar ki 5. fıkranın (a), (b) bentleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>5-Adi suçlardan yargılanmaları tutuklu olarak devam edenlerden;\u003C\u002Fp>\n\n\u003Cp>a)6 ay veya daha az ceza alan,\u003C\u002Fp>\n\n\u003Cp>b)6 aydan daha fazla ceza aldığı halde cezası ertelenen, paraya\nçevrilen veya af ile sonuçlanan veya iyi hali nedeniyle 6 aydan önce tahliye\nedilen· işçiler 1 hafta içinde başvurması ve işyerinde durumuna uygun\nmünhal kadro bulunması ve hizmetine ihtiyaç bulunması halinde işverenin\ntakdiri ile tekrar işe alınabilirler.\u003C\u002Fp>\n\n\u003Cp>6-Yüz kızartıcı suçlardan hüküm giyenler cezanın ertelenmesi, paraya\nçevrilmesi veya affa uğraması halinde dahi hiçbir suretle tekrar işe\nalınamazlar.\u003C\u002Fp>\n\n\u003Cp>7- İşverene ait herhangi bir aracı görevli olarak kullanırken trafik\nkazası yapan şoförler ve iş makinesi operatörleri bu nedenle\ntutuklandıkları veya hüküm giydikleri takdirde, 1 yıl içinde\nhükümlülük veya tutukluluk hali sona ermek şartı ile,\u003C\u002Fp>\n\n\u003Cp>a)Tutuklu veya hükümlü kaldıkları sürenin sonunda 7gün içinde,\u003C\u002Fp>\n\n\u003Cp>b)Ehliyetlerinin mahkemece geri alınmış olması durumunda ehliyetin iade\nedildiği tarihten _ itibaren 7 gün içinde başvurmaları halinde eski\nişlerine alınır.\u003C\u002Fp>\n\n\u003Cp>.Bu bent kapsamına giren şoförler ve iş makinesi operatörlerinin\ntutuklanma gününden başlayarak 45 güne kadar ki ücretlerinin ödenmesine\ndevam olunur. 1 yıldan fazla süren hükümlülük veya tutukluluk halinde\ntekrar işe başlatma işverenin takdirine bağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İŞ SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-25. İŞ SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, taraf sendika üyesi işçilerin iş sözleşmelerini; İşçinin\nyeterliliğinden veya davranışlarından ya da işletmenin, işyerinin veya\nişin gereklerinden kaynaklanan geçerli bir sebep (4857 sayılı kanunun\n18.maddesinin gerekçesinde belirtilen gerekçe v.b.) olmaksızın fesih\nedemez. (Her hâlükârda işveren disiplin kurulu kararı olmaksızın\nişçinin iş sözleşmesini fesih edemez.) Buna aykırı bir şekilde\nişçinin iş sözleşmesinin feshi halinde işyerinde çalışan işçi\nsayısına ve işçinin kıdemine bakılmaksızın 4857 sayılı kanunun 18.,\n19., 20. ve 21.madde hükümleri uygulanır. İşçinin kanunlar, iş\nsözleşmeleri ve toplu iş sözleşmesinden doğan diğer tazminat hakları\nile diğer tüm hakları saklıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-26. TENKİSATTA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sözleşme kapsamındaki işyerlerinde tenkisata gidilmesi durumunda\nişveren aşağıdaki ilke ve sıraya uymak zorundadır.\u003C\u002Fp>\n\n\u003Cp>1.Öncelikle gönüllü olanlar,\u003C\u002Fp>\n\n\u003Cp>2.Deneme süresini tamamlamamış olanlar,\u003C\u002Fp>\n\n\u003Cp>3.Emeklilik hakkını kazanmış olanlar,\u003C\u002Fp>\n\n\u003Cp>4.İşyerine ilk giren son çıkar.\u003C\u002Fp>\n\n\u003Cp>Bu ilke ve sıralamaya uymayan işveren,\" iş sözleşmesi feshedilen\nişçilere kıdem, ihbar tazminatları ile yasalardan, iş sözleşmesinden ve\ntoplu iş sözleşmesinden doğan tazminat ve diğer hakları dışında\nayrıca cezai şart olarak 12 aylık giydirilmiş brüt ücreti tutarında\ntazminat ödemeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-27. BİLDİRİM ÖNELLERİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)İş sözleşmeleri, bu sözleşme hükümlerine uygun olarak işveren\ntarafından önceden karşı tarafa yazılı bildirimde bulunmak şartı ile\nbildirim tarihinden itibaren;\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>İşi 6 aydan az sürmüş işçilerin\u003C\u002Ftd>\n      \u003Ctd>3 hafta sonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 6 aydan 18 aya kadar sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>5 hafta sonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 18 aydan 3 yıla kadar sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>7 hafta sonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>İşi 3 yıldan fazla sürmüş olan işçilerin\u003C\u002Ftd>\n      \u003Ctd>9 hafta sonunda\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi, bildirim önellerinde işveren tarafından çalıştırıldığı\ntakdirde bildirim öneli içerisinde tüm haklardan yararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. YENİ İŞ ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğinde ihbar önelleri\nsırasında, işçiye çalışma saatleri içinde günde 2 saat ücretli yeni\niş\" arama izni verir. İşçi talep ettiğinde iş sözleşmesinin son\nbulacağı zamandan önceki günlere rastlamak üzere bu izinler topluca\nverilir. Yeni iş arama iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancedays1\">\u003Ch4>1) Kıdem Tazminatı;\u003C\u002Fh4>\n\n\u003Cp>İşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 40 gündür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2) Hesaplanması ve Ödenmesi\u003C\u002Fh4>\n\n\u003Cp>a)Kıdem tazminatına esas olan ücret, işçinin en son aldığı günlük\nücretine bu toplu iş sözleşmesi ile kazanılan ayni ve nakdi yardımların\ntoplamının ilavesi ile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b)İşçinin kıdem tazminatının hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsı bu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>5.BÖLÜM İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-30. İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>A )Yıllık Ücretli İzinler;\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde; \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>Hizmeti 1-5 yıl (5 yıl dahil) olanlar için\u003C\u002Ftd>\n      \u003Ctd>16 işgünü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hizmeti 5-15 yıl (15 yıl dahil)) olanlar için\u003C\u002Ftd>\n      \u003Ctd>22 işgünü\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hizmeti 15 yıldan fazla olanlar için\u003C\u002Ftd>\n      \u003Ctd>28 işgünü ücretli izin verilir.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Ücretli izine rastlayan hafta tatili, ulusal bayram ve genel tatil\ngünleri ile raporlu geçirilen süreler izin sürelerinden sayılmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Yıllık ücretli izinler, yukarıdaki süreler dikkate alınarak 4857\nsayılı İş Kanununun 60 ıncı maddesine dayanılarak hazırlanan Yıllık\nÜcretli İzin Yönetmeliğinde belirtilen usul ve esaslara göre\nkullandırılır.\u003C\u002Fp>\n\n\u003Cp>d)Çalışan işçi sayısına bakılmaksızın, işveren veya işveren\nvekilinin atayacağı bir kişinin başkanlığında ikisi sendika\ntemsilcisinden oluşan üç kişilik bir izin kurulu kurulur. İzin Kurulu;\nYıllık Ücretli İzin Yönetmeliğinin 16.,17.,18. ve 19.maddelerine göre\nçalışmalarını sürdürür, yıllık izin hakkı doğmuş olan işçilerin\n(izin hakkı doğan işçiler tarafından verilipte işveren veya işveren\nvekili tarafından izin kuruluna iletilen izin istekleri dikkate alınarak)\nizin çizelgeleri hazırlar. İzin çizelgeleri işverenin onayından sonra\nişyerinde ilan edilir. İzin Kurulu tarafından belirlenen ve işverence\nonaylanan izin çizelgelerine göre belirlenmiş tarihlerde işçilerin\nizinlerinin kullandırılması zorunludur. İzin çizelgelerine göre izinli\nolan işçiye izin süresince işyerlerinde iş verilmez.\u003C\u002Fp>\n\n\u003Cp>e)İzine çıkacak işçiler işverenin muvafakati ile kendi aralarında\nizin değişimi yapabilirler.\u003C\u002Fp>\n\n\u003Cp>f)Yıllık ücretli iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Ch4>B ) Ücretsiz Mazeret İzni; \u003C\u002Fh4>\n\n\u003Cp>İşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda (6) aya kadar ücretsiz mazeret izni vermeyi kabul eder.\nDoğum yapan kadın işçiye yazılı müracaatı halinde altı (6) aya kadar\nücretsiz izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>C) Ücretli Sosyal İzinler; \u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilere sosyal durumlarına\ngöre aşağıda yazılı esaslar dahilinde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine nikah merasiminde 1\nişgünü, düğün törenlerinde 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde 5 işgünü, sünnet olması halinde 2 işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3)Eşi doğum yapan işçiye 5 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5)Ana, baba, eş ve çocuğunun refakatini gerektiren bakım ve ağır\nhastalığı halinde işçilerin, refakatçi ihtiyacı olduğuna ilişkin\nilgili doktor tarafından imzalı yazı ile belgelendirilmesi şartıyla, 20\ngün refakat izni verilir. Refakatçi olarak geçirdiği günler ücretli\nizinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>6)Ana, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 7 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7)İşçinin dedesi, Babaanne, Anneanne, Kayınpeder, Amca, Dayı, Hala,\nKayınbirader, Enişte, Teyze, Kayınvalide, Bacanak, Üvey anne, üvey baba ve\nbaldızının ölümü halinde 2 işgünü, ancak ölümler şehir dışında\nolmuş ise veya cenaze şehir dışına gidecekse 3 işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>8)İşçinin bakmakla yükümlü olduğu özürlü aile bireyinin bakıma\nmuhtaç olduğunun ilgili mevzuatına göre alınmış geçerli özürlü\nsağlık kurulu raporu ile belgelendirilmesi kaydıyla bu durumdaki işçinin;\nözürlü aile ferdinin günlük bakımı için izin kullanımında gerekli\nkolaylık sağlanacak ve işçi mesai saatleri dışındaki nöbet görevinden\nve gece vardiyasından muaf tutulacaktır.\u003C\u002Fp>\n\n\u003Cp>9)İşyerinde çalışan işçilerden birini ölümü halinde cenaze\nhazırlıklarını yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>10) İkamet ettiği veya eşinin, ana ve babasının, kardeşlerinin ve\nkendisinin mülkiyetinde olan gayrimenkullerin, Yangın, su baskını, deprem\ngibi tabii afetlere maruz kalan işçiye salgın hastalık halinde o bölge\noturan işçilere 10 işgünü izin verilir.\u003C\u002Fp>\n\n\u003Cp>11)İşveren işçinin kendi ana, baba, çocuğunun ve eşinin ölümü\nhalinde şehir içi veya dışı yerler için cenaze arabası ile ihtiyaç\nkadar otobüsü ücretsiz tahsis eder.\u003C\u002Fp>\n\n\u003Cp>Sosyal izin kullananlar izin sonunda mazeretlerini ilgili makamdan (doktor\nraporu, kaymakam veya muhtarlık belgesi vs.) aldıkları vesika ile 15 gün\niçinde belgelemek zorundadırlar. Aksi halde haklarında mazeretsiz işe\ngelmeme işlemi uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ücretli sosyal iznini kullananlar ücret ve tüm haklardan çalışanlar\ngibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>SOSYAL YARDIMLAR ve ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch2>1.KISIM: SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch2>A) AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>MADDE-31. YEMEK VEYA BEDELİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren Toplu İş Sözleşmesi kapsamında çalışan işçilere fiilen\nçalıştıkları günler dikkate alınarak Net 82,50 TL yemek yardımı öder.\nYemek bedeli çalışan işçiler için 26 gün üzerinden ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-32. AİLE VE ÇOCUK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi evli olan\nişçilere Aile Yardımı olarak, İşçilerin evlenmemiş ve işçi olmayan\nher kız çocuğuna ve, 18 yaşını doldurmuş okulda okuyan erkek çocukları\niçin 0l.0l.2024-31.12.2024 tarihleri arasında Brüt 75,00 TL. çocuk\nyardımı öder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-33. DİREKSİYON PRİMİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Şoförler, operatörler, operatör yardımcıları ve kaptanlara can\nkurtarma ve yangın söndürme araçları, ağır vasıta araçlar kullananlara\naylık maaşları ile birlikte günlük Brüt 9,75 TL direksiyon primi\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-34. TAŞIT YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevcut uygulamaya devam olunur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-35.Y AKACAK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren sözleşme kapsamında çalışan taraf sendika üyesi işçilere\nher ay maaşla birlikte olmak üzere aylık Brüt 150,00 TL Yakacak Yardımı\nvermeyi kabul ve taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>B) YILLIK ÖDENEN SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-36.ÖĞRENİM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, işçinin öğrenimdeki her çocuğu için belge ibraz etmek\nşartı ile yılda bir kez Eylül ayında Brüt ödenmek üzere;\u003C\u002Fp>\n\n\u003Cp>İlkokul için 500,00TL. \u003C\u002Fp>\n\n\u003Cp>Ortaokullar için 600,00TL.\u003C\u002Fp>\n\n\u003Cp>Lise ve dengi okullar için 700,00TL.\u003C\u002Fp>\n\n\u003Cp>Yüksekokullar ve üniversite için (okulun normal eğitim süresi artı bir\nyıl süreyle sınırlı olmak üzere) 1.000,00 TL tutarında öğrenim\nyardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-37.BAYRAM HARÇLIĞI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere her yıl Ramazan Bayramından önce 1.000,00TL. ve Kurban\nBayramından bir hafta önce Brüt 1.000,00TL. tutarında bayram harçlığı\nverilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 38. 1 MAYIS ÖDEMESİ:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yetkili Sendikanın Düzenleyeceği 1 Mayıs etkinliğine katılanlara Brüt\n300,00 TL 1 Mayıs ödemesi yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>C ) OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh2>\n\n\u003Ch3>MADDE-39. EVLENME YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde çalışan işçilerin evlenmeleri halinde Brüt 1.000,00TL\nevlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. DOĞUM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mevzuat hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-41. ENGELLİ İŞÇİLERE YARDIMCI OLMAK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşverenin işini yaparken iş kazası sonucu engelli olan sendika üyesi\nişçilerin SGK'ca yapılmayan yurt içi ve yurt dışı tedavilerinin\nyapılmasına, engel durumuna uygun bir işte çalıştırılmasına ve\ngünlük yaşamlarında gerekli olan araç ve gereçlerin temininde yardımcı\nolur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>MADDE-42. HASTALIK YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları halinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir. İşçinin hastalık nedeniyle\nişe devam edemediği veya raporlu olduğu sürelere ait yılda 5 defayı\ngeçmemek üzere SGK tarafından ödenmeyen ilk 2 günün ücreti işveren\ntarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>2.İşçinin, işyerinin bulunduğu mahal veya başka bir mahale sevk\nsuretiyle viziteye çıkması halinde, işyerinden ayrı kalacağı zamanlarda;\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntaktirde geçirdiği süreler için işçi ücretli izinli sayılır.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-43. KONUT KOOPERATİFLERİNE YARDIM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika veya bağlı bulunduğu Konfederasyon bünyesinde kurulu\nve kurulacak olan konut kooperatiflerine, ilgili yasalarca belediyelere görev\nolarak verilen ucuz konut yapımını kolaylaştırmak, konut yapı\nkooperatiflerine yardımda bulunmak, gecekondu önleme bölgelerinde sosyal\nkonut inşa etmek gibi ödeneklerden yardım ve arsa tahsis etmeyi, gereken\nyol, su kanalizasyon, plan, proje gibi belediye imkanlarından\nyararlandırmayı taahhüt eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-44 TABÜ AFET YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin yangın, deprem, sel ve benzeri afetlerden zarar görmeleri\nhalinde Brüt 2.250,00 TL.'ye kadar tabii afet yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Ch3>MADDE-45 ÖLÜM YARDIMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nBrüt 2.250,00 TL tutarında; normal ölümleri halinde ise Brüt 1.500,00 TL\ntutarında ölüm yardımı yapılır. İşçinin eş, çocuklarının, anne ve\nbabasının ölümleri halinde Brüt 562,50 TL tutarında ölüm yardım\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE -46 SORUMLULUK ZAMMI:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayrıca Belediye Başkanlığınca Görevlendirilmiş olan Şirket\nMüdürü, İşletmeler sorumlusu, Satın alma Müdürü, Şirket Muhasebe\nMüdürü, Makam Sekreteri, Makam Şoförü olarak görev yapan sendika üyesi\nişçilere Maaşlarından hariç Brüt 3.150,00 TL, Kreş Müdürlerine\n2.000,00, Temizlik İşleri Şef Sorumlusuna, Fen İşleri Sorumlusuna, Park\nBahçeler Sorumlusuna 1.732,50TL, Arıtma Sorumlusu, Arıtmada Görevli Mekanik\nve Elektrik Teknikerlerine, Fen işleri Elektrik Pano Sorumlusu, Mehmet Akif\nErsoy Yarı Olimpik Yüzme Havuz Sorumlusu, AKM Sorumlusu, Mezbaha Bakım\nSorumlusu, Belediye Sosyal Tesisler Sorumlusu, Sosyal Yardımlaşma Sorumlusu,\nTemizlik İşleri Sorumlusu, Mezbaha Muhasebe Şefi, Merkez Muhasebe Şefi,\nMerkez Personel Şefi , Sendika Baş temsilcisine, Sendika Temsilcilerine, Alt\nyapı acil müdahale sorumlusu, Kanalizasyon sorumlusu, Ağır iş makinaları\nsorumlusu, Whatsap İhbar Hattı Sorumlusu, Grafik Tasarım Sorumlusu, Sosyal\nMedya Sorumlusu 1.216,50 TL., Kreş Öğretmenlerine 1.216,50TL. Kreş\nÖğretmen yardımcılarına 607,50 TL., AKM Kreş Müdür Yardımcısına\n607,50 TL., Park Bahçeler Sera Bakım sorumlusu, Park Bahçeler tamir bakım\nSorumlusu 810,00 TL., Merkez Muhasebe Şef Yardımcısına 810,00 TL., İtfaiye\nPersonellerine 697,50 TL., Su Endeks Okuma Personellerine 427,50 TL.\u003C\u002Fp>\n\n\u003Cp>Ayrıca Biga Kent Hizmetleri A.Ş. Bünyesindeki mezbaha bölümünde\nçalışan Baş kasaplara kesmiş oldukları hayvan başına Brüt 3,00 TL,\nKasap yardımcılarına Brüt 2,25 TL, Mezbaha et taşıma işi yapan\nişçilere Brüt 1,50 TL. Maaşlarından hariç sorumluluk zammı verilir.\nVerilecek olan sorumluluk zammı işçi deneme süresini tamamladıktan sonra\nbaşlar bu ödemeler personelin almış olduğu ücret zammı oranında\narttırılır. Ayrıca bu unvanlarda çalışıp aynı zamanda sendika temsilci\nveya Baş temsilci görevinde bulunanlara sorumluluk zamları ayrı ayrı\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-47. KREŞ, ANAOKULU VE KÜLTÜREL ETKİNLİKLERDEN YARARLANMA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Bu toplu iş sözleşmesinin yürürlüğe girdiği tarihten itibaren\nşirketin mevcut ya da açacakları kreş ve anaokullarında işverenin\nbelirleyeceği indirim oranlarında işçi çocukları yararlandırılır.\u003C\u002Fp>\n\n\u003Cp>b)Sendika, Belediyelerle işbirliği yaparak, doğum öncesi veya doğum\nsonrası analık ve sağlık eğitimi yapılması için çalışmalarda\nbulunur. Belediye Sağlık Daireleri Sendikanın işbirliği ve yardım talebi\nkonusunda her türlü kolaylığı sağlar.\u003C\u002Fp>\n\n\u003Cp>c)İşçiler, işverenin düzenlediği tüm sanat, kültür ve sosyal\netkinliklerden ücretsiz yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-48. ÜCRETLERİN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan işçilerin ücretleri, her\nayın on beşinde banka aracılığıyla ödenir.\u003C\u002Fp>\n\n\u003Cp>İşveren her ödeme döneminde işçiye ücretini gösterir bir ücret\ntediye pusulası verir. Bu pusulada tahakkuk eden her türlü ücret ve\nkesintiler ayrı ayrı gösterilir. İşçiler ücretlerini bankamatik\naracılığı ile alırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Ch3>MADDE-49. ÜCRET ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A-)TABAN ÜCRET: \u003C\u002Fh4>\n\n\u003Cp>Sendikaüyesi işçilerin 31.12.2023 tarihinden almakta oldukları günlük\nyevmiyelerine O1.01.2024 tarihinden itibaren %50 oranında ücret zammı\nyapılır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ÜCRET ZAMMI 2.ALTINCI AY 01.07.2024-31.12.2024:ÜCRET ZAMMI\n2.ALTINCI AY 01.07.2024 - 31.12.2024:\u003C\u002Fstrong> ; Sendika üyesi işçilerin\n30.06.2024 tarihinde almakta oldukları günlük brüt ücretlerine; 01.07.2024\ntarihinden geçerli olmak üzere 2024 yılı Temmuz ayında 657 sayılı Devlet\nMemurlarına gelecek oranında zam uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-50. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Haftalık 45 saatin üzerinde yapılan çalışmalar ise fazla\nçalışmadır. Fazla çalışmalar, işçinin rızası alınarak işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla sürelerle çalışma ile\nfazla çalışma için ödenecek ücret, normal çalışma ücretinin %60\nfazlasıdır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri\nile birlikte her ayın 15'inde ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-51. GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Saat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır. Bu saatlerde çalıştırılan işçilere ücretleri %15\nzamlı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>MADDE-52. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A- Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür. Hafta tatillerinde\nçalıştırılan işçilere takip eden hafta içinde bir gün izin verilir ve\nçalışılan bu hafta tatili günü için toplam iki yevmiye ödenir. İzin\nverilmediği takdirde toplam üç yevmiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B- Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurulur. Ulusal bayram, genel tatil\ngünlerinde çalıştırılan işçilere çalıştıkları her bir gün için\ntoplam 3 (üç) yevmiye ödenir.\u003C\u002Fp>\n\n\u003Cp>C- (A) ve (B) bentlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-53. SENDİKA İKRAMİYESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>Ayrıca, 11'er günlük (yılda toplam 44 günlük) ücretleri tutarında\nMart, Haziran, Eylül ,Aralık ayların da veya işveren isterse her ayın\nsonunda ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-54. GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Harcırah Kanunu uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.BÖLÜM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-55. İŞ SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliği mevzuatı ve uluslararası\nnormlarının gerektiği tüm tedbirleri alır ve gerekli çalışmaları yapar\nve ilgili kurulların vereceği raporlarının gereğini yerine getirir.\nİşveren, iş sağlığı ve güvenliği mevzuat hükümlerini eksiksiz\nuygulamayı kabul eder. Bu hükümlerin uygulanmasında İş Sağlığı ve\nGüvenliği Kurulunun önerileri doğrultusunda yapmayı kabul eder. Bu hususta\ngerekli emir ve talimatları yayınlar ve uygular.\u003C\u002Fp>\n\n\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu; Bu kurulun oluşumu, çalışma\nşekli ve görevleri 6331 sayılı İş Sağlığı ve Güvenliği Kanunun\n22.maddesinde ve yine aynı kanunun 30.maddesi gereği çıkarılan İş\nSağlığı ve Güvenliği Kurulları Hakkındaki Yönetmelikte\nbelirtilmiştir.\u003C\u002Fp>\n\n\u003Cp>Her işyerinde İş Sağlığı ve Güvenliği Kurulları kurulması ve\nçalıştırılmasında işveren sorumludur. Ancak, işverenin\nçalışmalarının İş Sağlığı ve Güvenliği Kurulunun önerilerine\nuygunluğunun, işverenin gerekeni yerine getirip getirmediğini takibi sendika\nve o işyerindeki işçilerce de aktif olarak yapılır.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu, İş Sağlığı ve Güvenliği\nKurulları Hakkındaki Yönetmeliğin 6.maddesine göre oluşturulur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları ayda en az bir kere toplanır.\nAncak ölümlü, uzuv kayıplı veya ağır iş kazası halleri veya özel bir\ntedbiri gerektiren önemli hallerde kurul üyelerinden herhangi biri kurulu\nolağanüstü toplantıya çağırabilir. Bu konudaki tekliflerin kurul\nbaşkanına veya sekreterine yapılması gerekir. Toplantı zamanı, konunun\nivedilik ve önemine göre tespit olunur. Kurul, 6331 sayılı İş Sağlığı\nve Güvenliği Kanununun 13.maddesinde belirtilen çalışmaktan kaçınma\nhakkı taleplerinde toplantı için belirlenen süre dikkate alınmaksızın\nacilen toplanır ve bu toplantıda aldığı kararı talepte bulanan\nişçiye\u002Fişçilere ve çalışan temsilcisine yazılı olarak tebliğ eder.\u003C\u002Fp>\n\n\u003Cp>İşveren veya işveren vekili, kurul için gerekli toplantı yeri, araç ve\ngereçleri sağlar. İşveren veya işveren vekili, kurulca hazırlanan\ntoplantı tutanaklarını, kaza ve diğer vakaların inceleme raporlarını ve\nkurulca işyerinde yapılan denetim sonuçlarına ait kurul raporlarını, iş\nmüfettişlerinin incelemesini sağlamak amacıyla, işyerinde bulundurur.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulları Hakkındaki Yönetmeliğin\n8.maddesine göre İş Sağlığı ve Güvenliği Kurulunun görev ve yetkileri\nşunlardır;\u003C\u002Fp>\n\n\u003Cp>a)İşyerinin niteliğine uygun bir iş sağlığı ve güvenliği iç\nyönerge taslağı hazırlamak, işverenin veya işveren vekilinin onayına\nsunmak ve yönergenin uygulanmasını izlemek, izleme sonuçlarını rapor\nhaline getirip alınması gereken tedbirleri belirlemek ve kurul gündemine\nalmak,\u003C\u002Fp>\n\n\u003Cp>b)İş sağlığı ve güvenliği konularında o işyerinde çalışanlara\nyol göstermek,\u003C\u002Fp>\n\n\u003Cp>c)İşyerinde iş sağlığı ve güvenliğine ilişkin tehlikeleri ve\nönlemleri değerlendirmek, tedbirleri belirlemek, işveren veya işveren\nvekiline bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>ç) İşyerinde meydana gelen her iş kazası ve işyerinde meydana gelen\nancak iş kazası olarak değerlendirilmeyen işyeri ya da iş ekipmanının\nzarara uğratma potansiyeli olan olayları veya meslek hastalığında yahut\niş sağlığı ve güvenliği ile ilgili bir tehlike halinde gerekli\naraştırma ve incelemeyi yapmak, alınması gereken tedbirleri bir raporla\ntespit ederek işveren veya işveren vekiline vermek,\u003C\u002Fp>\n\n\u003Cp>d)İşyerinde iş sağlığı ve güvenliği eğitim ve öğretimini\nplanlamak, bu konu ve kurallarla ilgili programları hazırlamak, işveren veya\nişveren vekilinin onayına sunmak ve bu programların uygulanmasını izlemek\nve eksiklik görülmesi halinde geri bildirimde bulunmak,\u003C\u002Fp>\n\n\u003Cp>e)İşyerinde yapılacak bakım ve onarım çalışmalarında gerekli\ngüvenlik tedbirlerini planlamak ve bu tedbirlerin uygulamalarını kontrol\netmek,\u003C\u002Fp>\n\n\u003Cp>f) İşyerinde yangın, doğal afet, sabotaj ve benzeri tehlikeler için\nalınan tedbirlerin yeterliliğini ve ekiplerin çalışmalarını izlemek,\u003C\u002Fp>\n\n\u003Cp>g)İşyerinin iş sağlığı ve güvenliği durumuyla ilgili yıllık bir\nrapor hazırlamak, o yılki çalışmaları değerlendirmek, elde edilen\ntecrübeye göre ertesi yılın çalışma programında yer alacak hususları\ndeğerlendirerek belirlemek ve işverene teklifte bulunmak,\u003C\u002Fp>\n\n\u003Cp>ğ) 6331 sayılı İş Sağlığı ve Güvenliği Kanununun 13.maddesinde\nbelirtilen çalışmaktan kaçınma hakkı talepleri ile ilgili acilen\ntoplanarak karar vermek,\u003C\u002Fp>\n\n\u003Cp>h)İşyerinde teknoloji, iş organizasyonu, çalışma şartları, sosyal\nilişkiler ve çalışma ortamı ile ilgili faktörlerin etkilerini kapsayan\ntutarlı ve genel bir önleme politikası geliştirmeye yönelik çalışmalar\nyapmak.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulunca, 6331 sayılı İş Sağlığı ve\nGüvenliği Kanununun 13 üncü maddesinde belirtilen çalışmaktan kaçınma\nhakkı talepleri yönünde karar vermesi halinde çalışan, gerekli tedbirler\nalınıncaya kadar çalışmaktan kaçınabilir. Çalışanların\nçalışmaktan kaçındığı dönemdeki ücreti ile kanunlardan ve iş\nsözleşmesinden doğan diğer hakları saklıdır. Bu çalışmama yüzünden\nişçilerin iş sözleşmeleri fesih edilemeyeceği ve _haklarında hiçbir\nyasal kovuşturma yapılamayacağı gibi ücretlerinde herhangi bir kesitli\nyapılamaz.\u003C\u002Fp>\n\n\u003Cp>İş Sağlığı ve Güvenliği Kurulu yaptığı tüm çalışmaların\nsonuçlarını yazılı rapor halinde işverene ve sendikaya verir.\u003C\u002Fp>\n\n\u003Cp>İşveren İş Sağlığı ve Güvenliği Kurulun önerilerini gereğini\nyerine getirmek, buna uygun işyeri yönetmeliği\u002Ftalimatlarını işçilere\nöğretmek işçileri bilgilendirmekle yükümlüdür.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>İş Sağlığı ve Güvenliği Çalışan Temsilcisi;\u003C\u002Fstrong> 6331\nsayılı İş Sağlığı ve Güvenliği Kanunun 20.maddesine göre\naşağıdaki şekilde Çalışan Temsilcisi belirlenir; İşyerinin değişik\nbölümlerindeki riskler ve çalışan sayılarını göz önünde bulundurarak\ndengeli dağılıma özen göstermek kaydıyla, sendika, işyeri sendika\ntemsilcilerini ayrıca iş sağlığı ve güvenliği çalışan temsilcisi\nolarak görevlendirebileceği gibi çalışanlar arasında yapılacak seçimle\nde belirleyebilir.\u003C\u002Fp>\n\n\u003Cp>İş sağlığı ve güvenliği çalışan temsilcisi; iki ile elli\narasında çalışanı bulunan işyerlerinde bir, ellibir ile yüz arasında\nçalışanı bulunan işyerlerinde iki, yüzbir ile beşyüz arasında\nçalışanı bulunan işyerlerinde üç, beşyüzbir ile bin arasında\nçalışanı bulunan işyerlerinde dört, binbir ile ikibin arasında\nçalışanı bulunan işyerlerinde beş, ikibinbir ve üzeri çalışanı\nbulunan işyerlerinde altı, olacak şekilde görevlendirir: Birden fazla\nçalışan temsilcisinin bulunması durumunda baş temsilci, çalışan\ntemsilcileri arasında yapılacak seçimle belirlenir.\u003C\u002Fp>\n\n\u003Cp>Çalışan temsilcileri, tehlike kaynağının yok edilmesi veya tehlikeden\nkaynaklanan riskin azaltılması için, işverene öneride bulunma ve\nişverenden gerekli tedbirlerin alınmasını isteme hakkına sahiptir.\u003C\u002Fp>\n\n\u003Cp>Görevlerini yürütmeleri nedeniyle, çalışan temsilcileri ve destek\nelemanlarının hakları kısıtlanamaz ve görevlerini yerine getirebilmeleri\niçin işveren tarafından gerekli imkanlar sağlanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>İşveren, iş sağlığı ve güvenliğinin devamını sağlamak için\nolanakları ölçüsünde her işyerinde yeterli kadar spor salonu veya\ntesisini açmaya çalışır. İşçiler bu salon ve tesislerden ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-56. İS KAZALARI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerinde meydana gelen kazalar en geç iki gün içerisinde Çalışma ve\nSosyal Güvenlik Bakanlığı ve SGK İl Müdürlüklerine yazılı olarak\nbildirilir. İşyerinde yaralanan işçinin kendi kendini tedavi etmeye\nkalkışması halinde işveren herhangi bir sorumluluk yüklenemez.\u003C\u002Fp>\n\n\u003Cp>Hayati önem arz eden kazalarda işçi en yakın sağlık kurum ve\nkuruluşuna götürülür. Bu kurum ve kuruluşlarda yapılan müdahale ve\ntedavi bedelinin SGK'ca ödenmeyen bölümü işverence ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-57. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>A) Hasar ve Tespit Komisyonun Teşekkülü;\u003C\u002Fh4>\n\n\u003Cp>İşçi tarafından yapılan hasar ve zararların tespiti için işyerinde 3\nkişiden oluşan hasar ve zarar tespit komisyonu kurulur.\u003C\u002Fp>\n\n\u003Cp>Bu komisyonda,\u003C\u002Fp>\n\n\u003Cp>a)Bir işveren temsilcisi,\u003C\u002Fp>\n\n\u003Cp>b)Bir sendika temsilcisi\u003C\u002Fp>\n\n\u003Cp>c)Olan olayın niteliğine göre işyerinde işten anlayan ve işveren ile\nsendikanın 3 gün içinde birlikte seçecekleri üçüncü bir kişiden\noluşur. Bu üçüncü kişinin seçilememesi halinde sendikanın yazıl\nisteği üzerine ilgili kamu kuruluşlarında uzman bir kişinin tayini\nişverence istenir.\u003C\u002Fp>\n\n\u003Cp>Trafik kazası meydana geldiğinde trafik eksperi olay yerinde durumu tespit\netmeden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı fotoğraflarla\ngörüntülemedikçe araç yerinden oynatılmaz. Şoförün iradesi dışında\naracın kaldırılması halinde sürücü sorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>d)İşveren kaza eksperlerinin görevlerini en iyi şekilde yapabilmeleri\niçin işveren bu komisyonun emrine bir araç tahsis eder. Ayrıca olayı\ngörüntülemek için bir fotoğraf makinesi ile ilgili filmleri temin eder.\nÖlüm veya yaralanma ile sonuçlanan iş kazası sonucu kazayı yapan işçiye\nmoral bozukluğundan ötürü işveren 3 işgünü moral izni verir.\u003C\u002Fp>\n\n\u003Ch4>B) Hasar ve Tespit Tutanağının Niteliği;\u003C\u002Fh4>\n\n\u003Cp>Bu tutanakta,\u003C\u002Fp>\n\n\u003Cp>a)Olayın niteliği ve oluş şekli,\u003C\u002Fp>\n\n\u003Cp>b)Hasar ve zararların işçinin kusur, ihmal veya kastından mı, aracın\nteknik arızasından mı veya her iki tarafa ait ortak kusurdan mı, meydana\ngeldiği,\u003C\u002Fp>\n\n\u003Cp>c)Hasar veya zararın miktarı ve bu miktarların her iki taraftan ne kadar\nolduğu tespit edilir. Tutanağa ilgililerin, tanıkların ifadesi var ise\nmevcut diğer belgeler eklenir. Tutanak ekleri, ilgililerin bağlı bulunduğu\nişveren ve sendikaya verilir. Bu komisyon gerekli gördüğü durumda\nbilirkişiye başvurabilir. Her türlü hasar ve zararda komisyon raporu\nşarttır. Aksi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Ch4>C) Hasar Bedelinin Kesinti vekli;\u003C\u002Fh4>\n\n\u003Cp>Bilumum araç, alet ve edevatı kullananların neden olabileceği her\ntürlü hasar ve tazminat bedellerinin kendilerine yüklenen kusur nispeti ne\nolursa olsun bilumum araç, alet ve edevatı kullananlara yüklenecek\nmiktarların o\u002Fol00'ü işverence karşılanır.\u003C\u002Fp>\n\n\u003Cp>Şu kadar ki; bu kazanın meydana geldiği tarihten itibaren 1 yıl içinde\naynı bilumum araç, alet ve edevatı kullananların neden olacağı hasar ve\ntazminat bedellerinin kendilerine yüklenecek miktarının %80'i işverence\n%20'si ilgili işçi tarafından karşılanır.\u003C\u002Fp>\n\n\u003Cp>Üçüncü kişilere ödenecek hasar ve tazminatlarda da aynı yol\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, disiplin hükümleri saklıdır. İşveren, ödeyeceği hasar ve\ntazminat bedelini işçiden talep edemez. Alkollü kaza sonucu kazadan işveren\nsorumlu tutulamaz.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-58. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptırmayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ve gerekli sıhhi tesisatı\nbulundurmak zorundadır.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>MADDE-59. BELEDİYE, BELEDİYEYE BAĞLI BİRLİK ve ŞİRKETLERDE ÇALIŞMA\nDURUMU\u003C\u002Fh3>\n\n\u003Ch4>1-Temizlik isçileri;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren temizlik işçilerinin çalışması esnasında iş sağlığı\nve güvenliğini sağlamak amacı ile gerekli araç ve gereçleri sağlar.\nİşçilerin araçları koruyabilmesi için grup çalışması yerlerinde\nkulübe yapar gece çalışmalarında gerekli ışıklandırmayı sağlar.\u003C\u002Fp>\n\n\u003Cp>b)Belediye Zabıta Talimatnamesinde belirtildiği üzere azami yük\nkaldırma oranı bu toplu iş sözleşmesi ile 30 kiloya düşürülmüş olup,\nfazla çöp ihtiva eden bidonların bir temizlik işçisi tarafından\ntoplatılması yaptırılamayacaktır. 30 kilonun üzerindeki ağır yük bir\nişçiye yükletilemez ve taşıttırılamaz.\u003C\u002Fp>\n\n\u003Cp>Konteynır taşıyan çöp araçlarında yeteri kadar işçi sendika ile\nişveren tarafından mutabakata vararak çalıştırılır.\u003C\u002Fp>\n\n\u003Cp>c)Çöp imha sahalarında işçilerin temizlik gereksinimlerini sağlamak\namacı ile sıcak su ve temizlik malzemeleri bulundurulur. Çöp imha\nsahalarında çalışan işçilerin 6 ayda bir genel sağlık taraması\nişveren tarafından yaptırılır.\u003C\u002Fp>\n\n\u003Cp>d)Çöp imha sahaları ile bu sahalara ait yolların düzenlenmesini\nişveren öncelikle sağlar. Süpürge araçlarında 1 yardımcı muavin\nbulundurulur.\u003C\u002Fp>\n\n\u003Ch4>2- Atölyede çalışan isçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, iş ocakları ve atölyelerde sağlık koşullarına uygun\nısıtma ve havalandırmayı sağlar.\u003C\u002Fp>\n\n\u003Cp>b)İşveren, gece çalışmalarında çalışılan mahalli yeteri kadar\naydınlatır.\u003C\u002Fp>\n\n\u003Ch4>3- Yol yapım ve onarım müdürlüğünde çalışan isçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren asfalt çalışmaları esnasında trafik zabıta ekibini hazır\nbulundurur.\u003C\u002Fp>\n\n\u003Cp>b)Gece asfalt çalışmalarında yeteri kadar ışıklandırma ve bariler\nbulundurulur.\u003C\u002Fp>\n\n\u003Cp>c)Asfalt zehirlenmelerine karşı gerekli önlemleri alır.\u003C\u002Fp>\n\n\u003Cp>d)Her asfalt ekibinde yeteri kadar işçi bulundurulur.\u003C\u002Fp>\n\n\u003Ch4>4- Park bahçeler müdürlüğünde çalışan isçiler;\u003C\u002Fh4>\n\n\u003Cp>a)İşveren, park bekçilerine parklarda bekçi kulübesi yapar, imkanlar\nnispetinde haberleşmeyi sağlar ve ışıklandırır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b)Ağaç kesimlerinde, yeterli tedbir alınır. Park ve Bahçeler\nMüdürlüğü personeline ilaçlama yaptırıldığında koruyucu malzeme\nverilir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ambulans ve Hızır acil servisinde çalışanların mevcut uygulamasına\ndevam olunur. Bu müdürlük kapsamına giren bütün işyerlerinde\nçalışanlara istirahat etmeleri için oda temin edilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-60. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Belediye Başkanlıklarında disipline ilişkin konularda karar verilmek\nüzere 4 kişiden oluşan Disiplin Kurulu kurulur. Bu kurulun iki üyesini\nsendika ve diğer iki üyesini de işveren tayin eder. Aynı sayıda yedek\nüyeler taraflarca tespit edilir. Disiplinbaşkanlığı taraflarca üçer ay\ndönüşümlü olarak yürütülür.\u003C\u002Fp>\n\n\u003Cp>b)Disiplin Kurulu, işverenin tahsis ettiği işyerindeki yeterli bir odada\nve sözleşme süresince çalışmaya devam eder. İşveren disiplin kuruluna\ntahsis ettiği bu odada gerekli demirbaş, kırtasiye, personeli ile diğer\ngereksinimleri sağlar.\u003C\u002Fp>\n\n\u003Cp>c)Disiplin Kuruluna sevk işlemi her iki tarafça da yapılabilir. Disiplin\nKurulu başkanının beş gün önce yapacağı yazılı çağrısı üzerine\nen az üç üyenin bir araya gelmesi ile toplanır. Bu çağrı yazısında\nişlenilen fiil ve kurula sevk edilenin bildirilmesi zorunludur. Toplantılara\ntarafların hukuk müşavirleri de katılabilir. Fakat bunların oy hakları\nyoktur. Karar oy çokluğu ile alınır. Oyların eşitliği halinde başkanın\noyu iki oy kabul edilir. Disiplin Kurulu kararları kesindir. Belediye\nBaşkanı veya yetki verdiği yardımcısı kurul kararını 5 gün içerisinde\nonaylar. Aksi halde karar düşer ve işçiye ceza verilemez.\u003C\u002Fp>\n\n\u003Cp>d)Disiplini bozan fiillere işbu toplu iş sözleşmesinin ceza cetveline\nuygun olarak (tekerrür sırasına göre) ceza verilir. Bu cezalar dışında\nceza verilemez. Ceza cetvelinde belirtilmeyen suçların olması halinde\ncetvele uygun en yakın ceza verilir. Disiplini bozan bir fiile verilecek o\nfiilin karşılığı olan cezalar sırasıyla uygulanır.\u003C\u002Fp>\n\n\u003Cp>e)Disiplin cezaları ihtar, gündelik kesimi ve işten çıkarmadan\nibarettir.\u003C\u002Fp>\n\n\u003Cp>1)İhtar, işçiyi görevinde dikkate davettir. İtiraz edilemez. İşçinin\nsiciline geçmez. Disiplin Kurulu kararı ile verilenler ise sicile geçer.\u003C\u002Fp>\n\n\u003Cp>2)Gündelik kesimi; işçinin ücretinden 2 yevmiyesine kadar kesilmesidir.\nBu ceza işçinin aylık ücretinden her ay için bir gündelik tutarından\nfazla olmamak şartıyla uygulanır. İşçinin siciline geçer.\u003C\u002Fp>\n\n\u003Cp>3)İşten çıkarma; iş sözleşmesinin fesih edilmesidir. Disiplin\nKurulunca bu cezaya ancak ¾ çoğunlukla karar verilir.\u003C\u002Fp>\n\n\u003Cp>f)Disiplin kovuşturmasını gerektiren fiilden zarar gördüğünü iddia\neden işveren\u002Fişveren vekilinin olayı veya olayın failini öğrendikleri\ntarihten itibaren 15 gün içerisinde disiplin kovuşturması açılmasına\nteşebbüs etmemeleri veya teşebbüs edilmekle beraber aşağıdaki bentlerde\nbelirtilen sürelerin aşılması halinde disiplin akim kalır. Ve işçiye\nceza verilmez.\u003C\u002Fp>\n\n\u003Cp>g) 1. Disiplini bozan fiili öğrenen ilgili yetkili (7) gün içinde\ngerekli soruşturma belgelerini hazırlayarak işçiyi disiplin kuruluna sevke\nyetkili makama verir.\u003C\u002Fp>\n\n\u003Cp>2.Sevke yetkili makam, soruşturma, belgelerinde eksik görülen konular var\nise (tanık ifadeleri, hakkında disiplin kovuşturması yapılacak kimsenin\nsavunması gibi) bunları tamamlayarak belgeleri en çok 6 işgünü içinde\nkurula sevk eder. İşçinin yetkili makamlarca kurula sevki halinde disiplin\nkurulunca işçide dinlenir. İşçinin yazılı savunmasının alınması ve\nher türlü delillerin toplanmasına imkan tanınması mutlak zorunludur.\nİşçinin yazılı savunması alınmaksızın verilen cezalar geçersizdir.\nİşçi savunmadan kaçınırsa toplanan delillerle yetinilir.\u003C\u002Fp>\n\n\u003Cp>3.Disiplin Kurulu, belgelerin kurula sevkini müteakip genel olarak 10 gün\niçinde olay hakkında gerekli incelemesini yaparak kararını verir. Ancak bu\nsüre disiplin kurulunca uzatılabilir.\u003C\u002Fp>\n\n\u003Cp>h)İşçinin disiplini ihlal eden bir fiiline ait cezanın kendisine\ntebliğinden itibaren 1 yıl içinde aynı fiili işlemesi halinde ceza\ncetvelinde gösterilen cezalar sırasıyla takdir olunur. 1 yıl içinde 3 defa\nceza alan bir işçinin aynı yıl içinde 4 fiili için ceza gerektiğinde bu\nfiil için verilmesi icap eden ceza, evvelki fiillerin nitelikleri ve verilen\ncezalarda nazara alınarak kurulda serbestçe takdir olunur.\u003C\u002Fp>\n\n\u003Cp>ı) Disiplin kurulunca verilen karar, işçinin işten çıkarılmasına\nilişkinse disiplin kurulu kararının feshe yetkili makama tevdi tarihinden\nitibaren 3 işgünü geçtikten sonra iş sözleşmesinin feshi salahiyeti\nkullanılamaz.\u003C\u002Fp>\n\n\u003Cp>j)Kurur kararları genel olarak yazılı ve nedenleri belirtilmek suretiyle\ntebliğ edilir. İşçiye tebliğ edilmeyen cezalar uygulanmaz. İşçinin\nkurul kararlarına tebellüğden sakınması veya kararın tebliği esnasında\nterk suretiyle işyerinden ayrılmış olması halinde keyfiyet tutanakla\ntespit olunmak kaydıyla yukarıdaki tebliğ ve ilgili hükümlerin\nuygulanmasına gerek kalmaksızın hüküm ifade eder. İşçinin hastalık,\nizin, geçici askerlik gibi nedenlerle işyerinden ayrı bulunması halinde\nkendisine tebliğ yapılmazsa yasal ikametgah adresine 6 iş günlük süre\nzarfında taahhütlü mektupla, işçinin geçici görevli olarak işyeri\nmerkezi dışında bulunması nedeni tebliğ edilmezse işyeri merkezine\ndöndüğünde derhal hasta hanede yatan işçiye hasta haneden çıktıktan\nsonra tebliğ edilir. Bu takdirde 6 iş günlük sürenin geçirildiği ileri\nsürülmez. Disiplin kurulu kararları işçinin gizli dosyasında saklanır.\nDisiplin Kurulu kararı olmaksızın işçiye (ihtar cezası hariç) cezası\nverilemez.\u003C\u002Fp>\n\n\u003Cp>k)İşveren, işyerinde iş barışını sağlamak ve devamını temin etmek\namacıyla bu Toplu İş Sözleşmesi kapsamında çalışan işçilerin daha\nönceki dönemlerde almış oldukları cezaları 1 defaya mahsus olmak üzere\naffetmeyi kabul edebilir. İşçinin bugüne kadar almış olduğu cezalar\nvarsa dosyasından çıkarılacak ve affedilecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE 61. İŞYERİ KONSEYİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Konseyin Kuruluşu; \u003C\u002Fh4>\n\n\u003Cp>Bu konsey 3 üyesi işveren 3 üyesi sendikanın belirleyeceği kişilerden\nolmak üzere 6 kişiden oluşur. Konsey asıl üyesi kadar yedek üyede\nbelirlenir. Konseyin Başkanlığını Belediye Başkanı veya onun\nbelirleyeceği birisi yapar. Konsey sekretaryası sendika tarafından\nyürütülür. Konsey oy çoğunluğu ile karar verir. Oyların eşit olması\nhalinde konsey başkanın oyu çift sayılır.\u003C\u002Fp>\n\n\u003Cp>İşyeri konseyi altı ayda bir defa periyodik olarak sekretaryanın\nhazırladığı gündemi görüşmek üzere sekretaryanın belirleyeceği\ngünde toplanır. Ayrıca Konsey başkanı, sekreteri veya iki üyenin istemi\nile olağan üstü olarak· toplanır. Bu konsey gerektiğinde ve ihtiyaç\nolduğunda, işyerinde\u002Fişletmede konunun uzmanı olan çalışanlardan,\nişyeri sendika temsilcilerinden, sendika yöneticilerinden ve işveren\nyetkililerinden görüşlerini alabilir.\u003C\u002Fp>\n\n\u003Cp>Toplantı, konsey üyelerin çoğunluğu ile yapılır. Çoğunluğun\nsağlanmaması halinde Toplantı bir hafta içinde çoğunluk aranmaksızın\nyapılır.\u003C\u002Fp>\n\n\u003Ch4>Konseyin Sekretarya Görevi;\u003C\u002Fh4>\n\n\u003Cp>Konseyin günlük idaresinden ve işlerin genel olarak planlanmasından\nsorumludur. Toplantıda ele alınan konulara ilişkin olarak karara varılan\nhususları özellikle belirtecek biçimde tutanak tutmak, konsey üyelerine\nimzalatmak ve çalışanların bilgisine\u003C\u002Fp>\n\n\u003Cp>Konsey üyelerinden her biri toplantı gündemine alınmak üzere konseyin\ngörevleri dahilindeki konulara ilişkin konsey sekretaryasına en geç\ntoplantı gününden 15 gün önce sunulan yazılı tekliflerden konsey\ngündemini oluşturmak.\u003C\u002Fp>\n\n\u003Cp>Önemli ve acil konularda gündem dışı önerilerin gündeme alınıp\nalınmaması sekretarya tarafından sağlanır.\u003C\u002Fp>\n\n\u003Ch4>Konseyin Amacı;\u003C\u002Fh4>\n\n\u003Cp>İşyerinde işveren ve işçi arasında sürekli ve kurumsal bir diyalog,\nbilgi akışı ve iletişimi icra etmek suretiyle iyi ve dengeli çalışma\nkoşulları sağlamak, çalışanların huzur ve güvenliklerini artırmak,\nİşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi, iş veriminin\narttırılması ve çalışma barışını sağlamak, toplu iş sözleşmesinin\nuygulanmasını sağlamak, işyeri hizmetlerinin daha iyi yürütülebilmesi ve\nkarşılıklı sorumluluk üstlenilmesine katkıda bulunulmaktır.\u003C\u002Fp>\n\n\u003Ch4>Konseyin Görevleri;.\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesinin uygulanıp uygulanmadığını izlemek, toplu iş\nsözleşmesi ile ilgili çıkan uyuşmazlıkların çözümünü\ngerçekleştirmek,\u003C\u002Fp>\n\n\u003Cp>-Engelli çalışanlara yönelik uygulamalar, \u003C\u002Fp>\n\n\u003Cp>-Mesleki Eğitim çalışmaları,\u003C\u002Fp>\n\n\u003Cp>-İşyerinin ve işyeri çalışanlarının çıkarlarını korumak, \u003C\u002Fp>\n\n\u003Cp>-İşyeri içinde işbirliği kurmak,\u003C\u002Fp>\n\n\u003Cp>-İşyeri içinde iyi ve sabit çalışma şartlarını oluşturmak ve\nkorumak, \u003C\u002Fp>\n\n\u003Cp>-İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi\u003C\u002Fp>\n\n\u003Cp>-İşçilerin refahını güvenliğini arttırmak,\u003C\u002Fp>\n\n\u003Cp>-İşçilerin işyerinde yaptıkları işi daha iyi anlamalarını\nsağlamak,\u003C\u002Fp>\n\n\u003Cp>-İş kanunlarının, sosyal güvenlik, istihdam ve iş sağlığı ve\ngüvenliği mevzuatının uygulamalarını gözlemlemek, işveren tarafından\nyerine getirilmediği gözlemlendiğinde yasal veya diğer gerekli önlemleri\nalmak,\u003C\u002Fp>\n\n\u003Cp>-İşyerinde kalitenin ve verimliliğin artışı, \u003C\u002Fp>\n\n\u003Cp>-Emeklilik hakkını kazanana kadar iş güvencesi, \u003C\u002Fp>\n\n\u003Cp>-İşyerinde sosyal ve kültürel faaliyetleri sağlamak,\u003C\u002Fp>\n\n\u003Cp>-İşyerinin ilerleyişi (Verimlilik, kalite, performans)\u003C\u002Fp>\n\n\u003Cp>Disiplin Kurulu, İş Sağlığı ve Güvenliği Kurulu, Kadın Komitesi,\nEngelliler Komitesi, Gençlik Komitesi ve Kültür Sanat Komitesi ile\nişbirliği ve fikir alışverişi\u003C\u002Fp>\n\n\u003Cp>-İşyerinin yapısal değişimi\u003C\u002Fp>\n\n\u003Cp>-İşçiler ve işverenler için önemli olan düzenlemeler, \u003C\u002Fp>\n\n\u003Cp>-İşbirliğine uygun işyerini ilgilendiren meseleler,\u003C\u002Fp>\n\n\u003Cp>-İşyeri donanımlarında genişleme, daralma yada ortadan kaldırma, \u003C\u002Fp>\n\n\u003Cp>-Yeni teknolojilerin sunumu,\u003C\u002Fp>\n\n\u003Cp>-Personel yapısında değişim,\u003C\u002Fp>\n\n\u003Cp>-Çalışma saatlerini aşan fazla mesainin programlanması,\u003C\u002Fp>\n\n\u003Cp>-Çalışma kuralları, çalışma zamanı ödeme yöntemleri,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 62- UZLAŞTIRMA KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Taraflar işbu toplu iş sözleşmesi hükümlerinden bir yada birkaçı\nüzerinde uygulama veya yorum uyuşmazlığına düşerlerse, uyuşmazlık\niddiasında olan tarafın yapacağı yazılı çağrı üzerine (yazılı\nçağrıda hangi konuların görüşülmesi istendiği açıkça belirtilir.)\nen geç 10 işgünü içerisinde toplanarak uyuşmazlık konularını müzakere\nederler. Müzakereler sonucunda anlaşma sağlanamazsa yasal yollara\nbaşvurabilirler. Varılan mutabakatlar istenirse tutanağa bağlanabilir.\u003C\u002Fp>\n\n\u003Cp>Uzlaştırma kurulu tarafların üçer temsilcisinden oluşur. Sendika\ntemsilcilerinden asgari biri sendika genel merkezinden, işveren\ntemsilcilerinden biri de şirketin üst düzey yetkililerinden olacaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-63. EĞİTİM\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sendika, işçilerin ekonomik ve sosyal kültürlerini arttırmak, iş\nverimini yükseltmek, onların beden ve ruh sağlığını korumak için,\nbelirli zamanlarda işverenle mutabakat sağlayarak, eğitim toplantıları\ndüzenler.\u003C\u002Fp>\n\n\u003Cp>Sendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkan dahilinde işveren tarafından\nücretsiz olarak temin edilir.\u003C\u002Fp>\n\n\u003Cp>İşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nişyerinin uygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-64. DİNİ GÖREVLERİN İFASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TC. Anayasasının 24.maddesi gereğince herkes vicdan, dini inanç ve\nkanaat hürriyetine sahiptir. Kimse dini inanç ve kanaatinden dolayı\nsuçlanamaz. İşveren işçilerin dini inançlarını ifa maksadıyla din\nayrımı gözetmeksizin ferdi olarak yapılmayan haftalık ibadetleri için\ngerekli kolaylığı sağlar. Bu ibadetlerde geçen süreler iş süresinden\nsayılır. İşçilerin talepleri halinde Hacc'a gitmek isteyenlere 2 ay,\nUmre'ye gitmek isteyen işçileri ise 1 ay ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-65.TOPLU İŞ SÖZLEŞMESİNİN İŞ SÖZLESMELERİNE ETKİSİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesinin yapıldığı tarihte işveren ile işçi\narasındaki mevcut iş sözleşmelerinin işçi aleyhine olan hükümlerinin\nyerini bu toplu iş sözleşmesi hükümleri alır. İşbu toplu iş\nsözleşmesinde düzenlenmeye hususlar hakkında merii mevzuata aykırı\nolmamak kaydıyla iş sözleşmeleri her türlü hükümleri ihtiva eder.\nİşbu sözleşme hükümlerine yapılan atıflar muhtevaları sözleşmede yer\nalmasa bile bu hükümlerin bu sözleşmenin hükmü niteliğinde olduğunu\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-66. SAKLI HAKLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu sözleşmede açıkça yer almış bütün sosyal yardım konularında,\nişyerlerinde bugüne kadar ayni ve nakdi olarak daha yüksek bir uygulama veya\nişçi lehine daha değişik bir tatbikat varsa eski uygulamaya devam\nolunur.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde yer almayan, ancak süresi sona eren toplu iş\nsözleşmesinde mevcut sosyal hak ve mahiyetindeki yardımlar, ek ödemeler,\nprimler ve tazminatlar aynen devam edecektir. İşçi lehine düzenlenmiş olan\nher türlü müktesep haklar saklı olup, aynen devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 67. HİZMET ÖZENDİRME ÖDEMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Belediyemiz işçilerinden çalışmalarından dolayı başarı ve fedakarca\nhizmetlerine istinaden Belediye Başkanının takdiriyle 2 yevmiye ile 30\nyevmiye arasında ödüllendirme verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EK MADDE: \u003C\u002Fh3>\n\n\u003Cp>İşverenBünyesinde çalışanişçiler için yapılacak olan Banka\nPromosyon görüşmelerine Sendikayı Temsilen Sendika Yetkililerinden 1 kişi\nkatılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GEÇİCİ MADDE: FARKLARIN ÖDENMESİ;\u003C\u002Fh3>\n\n\u003Cp>Yürürlük tarihi ile imza tarihi arasında oluşacak toplu iş\nsözleşmesi farkları imza tarihinden itibaren iki ay içinde iki eşit\ntaksitte ödenecektir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>s\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"7\" width=\"684\">\u003Cp>'          .\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>TOPLU\u003C\u002Fstrong> \u003Cstrong>İŞ\u003C\u002Fstrong>\n        \u003Cstrong>SÖZLEŞMESİ\u003C\u002Fstrong> \u003Cstrong>CEZA\u003C\u002Fstrong>\n        \u003Cstrong>CETVELİ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>S.N.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"371\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>CEZAYI GEREKTiREN HALLER\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"285\">\u003Cp>\u003Cstrong>TEKERRÜR SAYISINA\n        GÖRE\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cstrong>1\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>\u003Cstrong>2\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cstrong>3\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cstrong>4\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>\u003Cstrong>5\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Mazeretsiz 1 saate kadar işe geç kalma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>7 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Bir ay içinde mazeretsiz herhangi bir tatil gününü\n        takip eden 3.iş ünü işe gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Bir ay içinde mazeretsiz herhangi bir tatil gününü\n        takip eden 4.iş ününü veya ardı adına 3 iş günü işe\n        gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>14.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş saati bitmeden izinsiz olarak işten ayrılmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>5.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Hasta olmadığı halde kendini hasta göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>6.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Görevine sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>7.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş esnasında alkollü içki ve uyuşturucu madde\n        kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>8.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş saatinde yapılması gereken işi yapmayıp özel\n        işlerle meşgul olmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>9.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>iş saatinde arkadaşlarını lüzumsuz yere meşgul\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>ihtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>10.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş saatinde uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>11.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>iş yerinde ve iş esnasında amirlerine hürmetsizlik\n        etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>12.·\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş yerinde ve iş esnasında amirlerine hakaret\n        etmek veya amirleri tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>13.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş yerinde veya iş esnasında iş yeri\n        mensuplarına veya iş sahiplerine hakaret veya tehdit etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>14.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Amirleri tarafından pozisyonu ile ilgili olarak\n        verilen emir ve işleri yapmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>15.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>Rüşvet almak ,vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>16.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Gizli tutulması gereken göreve müteallik sırları\n        ifşa etmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>ihraç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp>17.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İş yerinde kavga etmek, kavga çıkmasına sebebiyet\n        vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4-5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>18.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>Hırsızlık;\u003C\u002Fp>\n\n        \u003Cp>a)Hırsızlığa teşebbüs etmek \u003C\u002Fp>\n\n        \u003Cp>b)Hırsızlık yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"28\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>19.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"371\">\u003Cp>İşyerinde dikkatsizliği ve tedbirsizliği\n        yüzünden yangına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>20.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Kendisine teslim edilen alet malzemeyi iyi korumayarak\n        kaybına bozulmasına sebebiyet vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>1)30 günlük tutarını aşmamak kaydıyla\n        işçinin\u003C\u002Fp>\n\n        \u003Cp>a) İhmali halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>b)Kasti halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>2)30 Günlük tutarını aşan hallerde işçinin\u003C\u002Fp>\n\n        \u003Cp>a)İhmali halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>b)Kasti halinde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>21.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İşyerinde işyerinin kısmen veya 'tamamen\n        faaliyetini durdurmak amacı ile sabotaja teşebbüs etmek, teşvik\n        etmek, sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>\u003Cem> \u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>22.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İş yerinde kumar oynamak, oynatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>23.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Amirleri, işyeri mensupları ve mahiyeti hakkında\n        yalan veya yanlış şaibeler çıkarmak asılsız ihbar, şikayetlerde\n        bulunmak, hakikate uygun olmayan bilgi vermek veya beyanda bulunmak\n        suretiyle işçinin iş vereni yanıltması\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>24.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Resmi belgeler üzerinde tahrifat yapmak sahte belge\n        düzenlemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>25.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İşe gelmeyen işçinin yerine imza atmak, kartını\n        bastırmak veya işçiyi elmiş gibi göstermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>26.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Kendi ve başkalarının sağlık ve güvenliğini\n        tehlikeye sokacak kasıtla delici ve kesici aletle zarar verme,\n        yaralanmaya sebebiyet\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>27.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İSG Tarafından sözlü ve yazılı bildirimlere\n        uymamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>28.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Çalışma alanında işe başlamadan uyarı levhası,\n        bariyer, şerit ile güvenlik alanı oluşturmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>29.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Yolcu taşımaya uygun tasarlanmayan araçlara iş\n        makinelerine, traktörleri vb. araçların kabinlerini çektiği\n        kasalara muhtelif yerlerine çalışan bindirmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar·\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>ihraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>Derinliği 1,5 m aşan kazılarda çalışan\n        kazılarda tahliyesi için seyyar merdiven· bulundurmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>31.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İSG ile belirlenen kişisel koruyucu donanımı\n        kullanmamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>S Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>32.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İşyeri yönetmeliği uyarı levhaları ve İSG\n        tarafından belirlenen uyarı ve işaretlere uymamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"29\">\u003Cp>33.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"370\">\u003Cp>İş ekipmanları iş makineleri kamyon, traktör vb.\n        araçları arıza, bakım ve onarım bilgisini amire yazılı\n        bildirmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhtar\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>3 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>5 Yev.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\">\u003Cp>İhraç\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"CBA_MEMTRAD4_1":47,"trainingprogrammes":51,"disabilityfund":55,"contracttrial":59,"sicknesspay":63,"healthandsafetypolicy":65,"protectiveclothing":69,"hivpolicy":73,"funeralpaytype":77,"paidmaternityleave":81,"maternityotherclause":85,"paidpaternityleave":89,"childcare":92,"deathrelativesleave":96,"marriageleave":100,"eqpay":104,"discrimination":108,"sexualhar":112,"WORKHOURS_trigger":116,"hourspday_select":119,"PAIDLEAV_trigger":123,"holidaysdays":127,"schedulesrestpw":131,"TRADEUNLEAV_trigger":135,"wageincreasetype":139,"ONCERISE_trigger":143,"incidentalbonusdate":147,"NOCTPREM_trigger":151,"shiftallowancetype":154,"OVERTIME_trigger":158,"overtimeallowancetype_general":162,"SUNDAY_trigger":166,"SENIOR_trigger":169,"longserviceallowancedays1":173,"MEALALL_trigger":177},{"bindId":43,"name":44,"text":44},"cbadate_start","01.01.2024-31.12.2024",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","Bu toplu iş sözleşmesinin tarafları BİGA","Bu toplu iş sözleşmesinin tarafları BİGA HİZMETLERİ KENT A.Ş. ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASl)'dır.",{"bindId":52,"name":53,"text":54},"trainingprogrammes","İşveren, iş sağlığı ve güvenliği eğitimi","İşveren, iş sağlığı ve güvenliği eğitimi için tüm işçiyi\nkapsayan eğitim seminerlerini periyodik ve aksamadan yapılması için gerekli\nfinansman zaman ve yeri sağlamakla yükümlüdür. Bu eğitimler yılda üç\nkez sekizer saatten az olamaz. Bu eğitimcilerin seçim ve eğitim programı\nsendikanın önerisi ile oluşturulur. Bu konudaki tüm harcamalar işverene\naittir.",{"bindId":56,"name":57,"text":58},"disabilityfund","MADDE-42. HASTALIK YARDIMI 1.Hastalık ne","MADDE-42. HASTALIK YARDIMI\n\n\n\n1.Hastalık nedeni ile iş göremezliğe uğrayan işçilerin 3 (üç) gün\nve daha fazla istirahatli olmaları halinde Sosyal Güvenlik Kurumunca ödeme\nyapılmayan günlere ait ücretlerin tamamı ve eksik ödeme yapılan günlere\nait ücretlerin bakiyesi işverence ödenir. İşçinin hastalık nedeniyle\nişe devam edemediği veya raporlu olduğu sürelere ait yılda 5 defayı\ngeçmemek üzere SGK tarafından ödenmeyen ilk 2 günün ücreti işveren\ntarafından ödenir.\n\n2.İşçinin, işyerinin bulunduğu mahal veya başka bir mahale sevk\nsuretiyle viziteye çıkması halinde, işyerinden ayrı kalacağı zamanlarda;\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntaktirde geçirdiği süreler için işçi ücretli izinli sayılır.",{"bindId":60,"name":61,"text":62},"contracttrial","MADDE-18. DENEME SÜRESİ a)İşçiler işe al","MADDE-18. DENEME SÜRESİ\n\n\n\na)İşçiler işe alındıkları tarihten itibaren üç aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\n\nb)Önceden işyerinde çalışırken tensikat veya makul özürlerle\nişyerinden ayrılmış olanlar tekrar işe alımlarda ikinci bir deneme\nsüresine tabi tutulmazlar.",{"bindId":64,"name":57,"text":58},"sicknesspay",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","İS SAĞLIĞI ve GÜVENLİĞİ MADDE-55. İŞ SAĞ","İS SAĞLIĞI ve GÜVENLİĞİ\n\nMADDE-55. İŞ SAĞLIĞI ve GÜVENLİĞİ",{"bindId":70,"name":71,"text":72},"protectiveclothing","b)Ağaç kesimlerinde, yeterli tedbir alın","b)Ağaç kesimlerinde, yeterli tedbir alınır. Park ve Bahçeler\nMüdürlüğü personeline ilaçlama yaptırıldığında koruyucu malzeme\nverilir.",{"bindId":74,"name":75,"text":76},"hivpolicy","İşveren her işçi için işyerinde sağlık d","İşveren her işçi için işyerinde sağlık dosyası bulundurur. Bu\ndosyada usulüne uygun işe başlama, periyodik muayenelerin sonuçları,\nişçinin geçirdiği meslek hastalıkları, iş kazaları nedenlerini,\nsonuçlarını gösterir ve gerekli belgeleri içerir biçimde düzenlemeyi\nyapar. Gerektiğinde bu bilgileri sendikaya ve işçinin kendisine vermekle\nyükümlüdür.",{"bindId":78,"name":79,"text":80},"funeralpaytype","MADDE-45 ÖLÜM YARDIMI İşçilerin iş kazas","MADDE-45 ÖLÜM YARDIMI\n\n\n\nİşçilerin iş kazası sonucu ölümleri halinde yasal mirasçılarına\nBrüt 2.250,00 TL tutarında; normal ölümleri halinde ise Brüt 1.500,00 TL\ntutarında ölüm yardımı yapılır. İşçinin eş, çocuklarının, anne ve\nbabasının ölümleri halinde Brüt 562,50 TL tutarında ölüm yardım\nyapılır.",{"bindId":82,"name":83,"text":84},"paidmaternityleave","4)İşyerinde çalışan hamile kadın işçiler","4)İşyerinde çalışan hamile kadın işçilere doğum öncesi 8 hafta ve\ndoğum sonrası 8 hafta ücretli izin verilir.",{"bindId":86,"name":87,"text":88},"maternityotherclause","B ) Ücretsiz Mazeret İzni; İşveren, işçi","B ) Ücretsiz Mazeret İzni; \n\nİşveren, işçiye yazılı müracaatı üzerine ve özrü makul görülmek\nşartıyla yılda (6) aya kadar ücretsiz mazeret izni vermeyi kabul eder.\nDoğum yapan kadın işçiye yazılı müracaatı halinde altı (6) aya kadar\nücretsiz izin verilir.",{"bindId":90,"name":91,"text":91},"paidpaternityleave","3)Eşi doğum yapan işçiye 5 işgünü,",{"bindId":93,"name":94,"text":95},"childcare","5)Ana, baba, eş ve çocuğunun refakatini ","5)Ana, baba, eş ve çocuğunun refakatini gerektiren bakım ve ağır\nhastalığı halinde işçilerin, refakatçi ihtiyacı olduğuna ilişkin\nilgili doktor tarafından imzalı yazı ile belgelendirilmesi şartıyla, 20\ngün refakat izni verilir. Refakatçi olarak geçirdiği günler ücretli\nizinli sayılır.",{"bindId":97,"name":98,"text":99},"deathrelativesleave","6)Ana, Baba, eş, kardeş ile öz veya bakı","6)Ana, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde 7 işgünü,",{"bindId":101,"name":102,"text":103},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine nikah merasiminde 1\nişgünü, düğün törenlerinde 5 işgünü,",{"bindId":105,"name":106,"text":107},"eqpay","Çalışanlar için çalışma koşulları ve mak","Çalışanlar için çalışma koşulları ve makul bir ücret düzeyini\nteminat altına almak, kadınlar ve erkekler de dahil herkes için eşit işe\neşit ücret verilmesi,",{"bindId":109,"name":110,"text":111},"discrimination","Çalışma saatleri iş ve özel hayatın uzla","Çalışma saatleri iş ve özel hayatın uzlaştırılması, iş kalitesi,\nbecerilerin geliştirilmesi ve yeni beceriler kazandırılması, çalışma\nhayatı boyunca öğrenme ve kariyer fırsatları, demografik değişim, iklim\ndeğişikliği, iş yerinde her türlü ayrımcılık, ırk ve yabancı\ndüşmanlığı ile mücadele edilmesi,",{"bindId":113,"name":114,"text":115},"sexualhar","Bu bağlamda; İşyerinde işçinin; işveren ","Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz ve\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırmamak, odaya girdiğinde konuyu\ndeğiştirmek, alay etmek, kılık kıyafetiyle dalga geçmek, masasının\nüzerinden eşyaları yok etmek, sık sık sözünü kesmek, yaptığı işi\nsürekli eleştirmek, davranışlarla ve bakışlarla dışlama, yazılı,\nsözlü yada telefonla tehdit edilme, iş arkadaşlarına kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer verme, orada yokmuş gibi davranılması, arkasından\nkötü konuşulması, asılsız söylentiler çıkarılması, kararlarının\nsürekli sorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama,\nsahip olduğundan daha az nitelik gerektiren işler verilmesi veya işinin\nsürekli değiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama,\nfiziksel şiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara\nuğrama v.b. psikolojik ve fiziksel tacize maruz kalma halleri mobbingdir.",{"bindId":117,"name":118,"text":118},"WORKHOURS_trigger","MADDE-21. NORMAL ÇALIŞMA SÜRESİ",{"bindId":120,"name":121,"text":122},"hourspday_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre haftada beş işgünü ve\ngünlük sekiz saat olarak, 4857 sayılı Kanun ve ona bağlı olarak\nçıkarılan yönetmelikler ve bu toplu iş sözleşmesine uygun olmak\nkaydıyla işverence düzenlenir.",{"bindId":124,"name":125,"text":126},"PAIDLEAV_trigger","5.BÖLÜM İZİNLER MADDE-30. İZİNLER","5.BÖLÜM İZİNLER\n\nMADDE-30. İZİNLER",{"bindId":128,"name":129,"text":130},"holidaysdays","a)Toplu iş sözleşmesi kapsamında çalışan","a)Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde; \n\n\n  \n  \n  \n  \n    \n      Hizmeti 1-5 yıl (5 yıl dahil) olanlar için\n      16 işgünü\n    \n    \n      Hizmeti 5-15 yıl (15 yıl dahil)) olanlar için\n      22 işgünü\n    \n    \n      Hizmeti 15 yıldan fazla olanlar için\n      28 işgünü ücretli izin verilir.\n    \n  \n\n\n\n\nb)Ücretli izine rastlayan hafta tatili, ulusal bayram ve genel tatil\ngünleri ile raporlu geçirilen süreler izin sürelerinden sayılmaz.",{"bindId":132,"name":133,"text":134},"schedulesrestpw","MADDE-52. TATİLLERDE ÇALIŞMA ve ÜCRETİ A","MADDE-52. TATİLLERDE ÇALIŞMA ve ÜCRETİ\n\n\n\nA- Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür. Hafta tatillerinde\nçalıştırılan işçilere takip eden hafta içinde bir gün izin verilir ve\nçalışılan bu hafta tatili günü için toplam iki yevmiye ödenir. İzin\nverilmediği takdirde toplam üç yevmiye ödenir.",{"bindId":136,"name":137,"text":138},"TRADEUNLEAV_trigger"," Sendika, Bölge, Şube, İl Başkanı ve yön"," Sendika, Bölge, Şube, İl Başkanı ve yöneticilerine sendikal\nfaaliyetlerini ifa edebilmeleri için yılda 12 işgünü sendikal izin\nverilir. Toplu iş sözleşmesinin sona ermesi halinde sona eren Toplu iş\nsözleşmesinin tarafı olan sendikaya Bakanlıkça yeniden yetki tespiti\nverilmişse sendikal izinli sayılması hali devam eder.",{"bindId":140,"name":141,"text":142},"wageincreasetype","MADDE-49. ÜCRET ZAMMI A-)TABAN ÜCRET: Se","MADDE-49. ÜCRET ZAMMI\n\n\n\nA-)TABAN ÜCRET: \n\nSendikaüyesi işçilerin 31.12.2023 tarihinden almakta oldukları günlük\nyevmiyelerine O1.01.2024 tarihinden itibaren %50 oranında ücret zammı\nyapılır.",{"bindId":144,"name":145,"text":146},"ONCERISE_trigger","MADDE-53. SENDİKA İKRAMİYESİ Ayrıca, 11'","MADDE-53. SENDİKA İKRAMİYESİ\n\n\n\nAyrıca, 11'er günlük (yılda toplam 44 günlük) ücretleri tutarında\nMart, Haziran, Eylül ,Aralık ayların da veya işveren isterse her ayın\nsonunda ikramiye ödenir.",{"bindId":148,"name":149,"text":150},"incidentalbonusdate","Ayrıca, 11'er günlük (yılda toplam 44 gü","Ayrıca, 11'er günlük (yılda toplam 44 günlük) ücretleri tutarında\nMart, Haziran, Eylül ,Aralık ayların da veya işveren isterse her ayın\nsonunda ikramiye ödenir.",{"bindId":152,"name":153,"text":153},"NOCTPREM_trigger","MADDE-51. GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":155,"name":156,"text":157},"shiftallowancetype","Saat 20.00 - 06.00 arasında yapılan çalı","Saat 20.00 - 06.00 arasında yapılan çalışmalar gece\nçalışmalarıdır. Bu saatlerde çalıştırılan işçilere ücretleri %15\nzamlı ödenir.",{"bindId":159,"name":160,"text":161},"OVERTIME_trigger","MADDE-50. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-50. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":163,"name":164,"text":165},"overtimeallowancetype_general","Haftalık 45 saatin üzerinde yapılan çalı","Haftalık 45 saatin üzerinde yapılan çalışmalar ise fazla\nçalışmadır. Fazla çalışmalar, işçinin rızası alınarak işçiler\narasında hakkaniyet esaslarına göre ve aynı unvandaki işçiler arasından\nsırayla yaptırılır. Yapılacak her bir saat fazla sürelerle çalışma ile\nfazla çalışma için ödenecek ücret, normal çalışma ücretinin %60\nfazlasıdır.",{"bindId":167,"name":133,"text":168},"SUNDAY_trigger","MADDE-52. TATİLLERDE ÇALIŞMA ve ÜCRETİ\n\n\n\nA- Normal çalışma yapılan yerlerde hafta tatili pazar günüdür.\nVardiyalı çalışma yapılan yerlerde hafta tatili çalışmaya\nbaşlandığı 6. günü takip eden 7. gündür. Hafta tatillerinde\nçalıştırılan işçilere takip eden hafta içinde bir gün izin verilir ve\nçalışılan bu hafta tatili günü için toplam iki yevmiye ödenir. İzin\nverilmediği takdirde toplam üç yevmiye ödenir.\n\nB- Kanunda belirtilen ulusal bayram ve genel tatil günlerinde yapılacak\nçalışmalar, önceden işçiye duyurulur. Ulusal bayram, genel tatil\ngünlerinde çalıştırılan işçilere çalıştıkları her bir gün için\ntoplam 3 (üç) yevmiye ödenir.\n\nC- (A) ve (B) bentlerindeki ödemeler için haftalık çalışma süresi\nşartı aranmaz.",{"bindId":170,"name":171,"text":172},"SENIOR_trigger","MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ","MADDE-29. KIDEM TAZMİNATI, HESAPLANMASI ve ÖDENMESİ",{"bindId":174,"name":175,"text":176},"longserviceallowancedays1","1) Kıdem Tazminatı; İşçilerin iş sözleşm","1) Kıdem Tazminatı;\n\nİşçilerin iş sözleşmelerinin iş kanunundaki kıdem tazminatının\nödenmesini gerektiren hallerden birisi ile sona ermesi halinde, işçiye her\ntam hizmet yılı için 35 günlük ücreti tutarında kıdem tazminatı\nödenir. 1 yıldan artan süreler içinde aynı oran üzerinden ödeme\nyapılır. Ölüm hallerinde tazminat, kanuni mirasçılarına verilir. İş\nkazası nedeniyle ölen işçinin kıdem tazminatı 40 gündür.",{"bindId":178,"name":179,"text":180},"MEALALL_trigger","MADDE-31. YEMEK VEYA BEDELİ: İşveren Top","MADDE-31. YEMEK VEYA BEDELİ:\n\n\n\nİşveren Toplu İş Sözleşmesi kapsamında çalışan işçilere fiilen\nçalıştıkları günler dikkate alınarak Net 82,50 TL yemek yardımı öder.\nYemek bedeli çalışan işçiler için 26 gün üzerinden ödenir.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BİGA HİZMETLERİ KENT A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.01.2024-31.12.2024 - 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: → 2024-12-31\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: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Belediyeler\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Kamuda\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HİZMET-İŞ Tüm Belediye ve Genel Hizmet İşçileri Sendikasi\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: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Evet\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TRY 562.5\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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Hayır\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: → 20 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Evet\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Hayır\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Hayır\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Evet\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Hayır\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Hayır\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Hayır\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 16.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Evet\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 50.0 %\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 115 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Hayır\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 82.5 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Hayır\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[186],{"title":35,"slug":31},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Toplu sözleşmeleri karşılaştır","Bir araç, 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