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MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.06.2023-31.05.2026","BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.06.2023-31.05.2026 - 2023","Turkey - BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.06.2023-31.05.2026 - 2023","BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.06.2023-31.05.2026 - 2023 - Public administration, police, interest groups",{"name":39,"data":40},"BOZBEL.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>BOZBEL\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TOPLU İS SÖZLEŞMESİ\u003C\u002Fh1>\n\n\u003Ch1>BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH.\nİHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET\nİŞÇİLERİ SENDİKASI)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Ch1>01.06.2023-31.05.2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>GENEL HÜKÜMLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-1. TARAFLAR ve TANIMLAR\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinin tarafları BOZBEL SU ENR. MAD. İNŞ. AKR.\nULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile\nHİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ\nSENDİKASI)’dır.\u003C\u002Fp>\n\n\u003Cp>Bu toplu iş sözleşmesinde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>1) Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. İŞL. TAR. VE HAY. ÜRT.\nİTH. İHR. SAN. TİC. A.Ş. “İŞVEREN”\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\n“TİS”,\u003C\u002Fp>\n\n\u003Cp>5)Bu toplu iş sözleşmesinin kapsamı içerisinde belirtilen tüm\nişyerleri, bunların eklentileri ve araçlan ile oluşturulan iş\norganizasyonu kapsammdaki 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\n“İŞÇİ”,olarak anılacaktır.\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 İş Sözleşmesi 01.06.2023 tarihinde yürürlüğe girer;\n31.05.2026 tarihi mesai bitiminde sona 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\naraçlan 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\nüyelerüıi kapsar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-4. TÖPLU-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 kesinleştiği tarihten itibaren 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 ayrılanlann toplu iş\nsözleşmesinden yararlanmaları, Hizmet-İş Sendikasına dayanışma aidatı\nödemelerine bağlıdır. Dayanışma aidatı ile toplu iş sözleşmesinden\nyararlanma, sözleşmenin imza tarihinden sonra mümkündür.\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 dâhil,\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. Taraf sendikanın yetki tespiti alması şartıyla sözleşmede\nbelirtilmiş bütün kuralların, temsilcilerin yetki ve görevleri yeni toplu\niş sözleşmesi imzalanuıcaya kadar devam eder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-5. TOPLU İS 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 bağılıhğı 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 barışmı 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 katılımım, demokratik kontrolünü, şeffaflığı,\niyi yönetimi cesaretlendirmek, yeteneklerin gelişmesini sağlamak,\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 çalışanlarm yaşam kalitesi arasında birebir bir ilişki\nolduğu fikrini teşvik etmek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Çalışına saatleri iş ve özel hayatın uzlaştırılması, iş\nkalitesi, becerilerin geliştirilmesi ve yeni beceriler kazandırılması,\nçalışma hayatı boyunca öğrenme ve kariyer fırsatları, demografik\ndeğişim, iklim değişikliği, iş yerinde her.türlü ayrımcılık, ırk ve\nyabancı düşmanlığı ile mücadele edilmesi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmet-iş Sendikası üyelerinin sosyo-ekonomik, moral ve kültürel\ngelişmelerini sağlamaktır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-6. SÖZLEŞMENİN GÜVENCESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)işveren 4857 sayılı kanunun 16.maddesine dayanılarak “Takım\nSözleşmesi” yapmak suretiyle veya işçilere yapılacak ferdi iş\nsözleşmeleriyle, bu toplu iş sözleşmesi hükümlerim 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\ndışmda hiçbir işçiye herhangi bir nam adı altında (Hizmet-İş\nSendikası üyeleri de dâhil 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 altmda 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>\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 kaydetmelerime ve sözleşme\nmaddelerinin aksamadan yürütülüp yürütülmediğinin kontrolüne\nişyerindeki faaliyetlerin aksamasına sebebiyet vermeden çalışmalarına\nizin verir. Hiçbir şekilde yetkili sendikanın faaliyetleri işveren\ntarafından.,engellenemez.\u003C\u002Fp>\n\n\u003Ch4>B- Yönetici ve Temsilcilerin Faaliyetleri;\u003C\u002Fh4>\n\n\u003Cp>1)İşyerinde işçi işveren arasındaki işbirliği ile çalışına\nbarışının devamını sağlamak,\u003C\u002Fp>\n\n\u003Cp>2)İşçi işveren arasında çıkacak uyuşmazlıkların toplu iş\nsözleşmesine uygun biçimde çözümlenmesine yardimci olmak,Toplu iş\nsözleşmesinde hüküm bulunmayan hallerde 4857 sayılı İş Kanunu\nhükümleri uygulanır.\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 (işyerindeki faaliyetlerin\naksamasına sebebiyet vermeden) 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>MADDE-8. SENDİKAL İZİNLER\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cstrong>A) Yönetici izinleri:\u003C\u002Fstrong> Sendika, Bölge, Şube, İl\nBaşkanı ve yöneticilerine sendikal faaliyetlerini ifa edebilmeleri için\nyılda 30 işgünü sendikal izin verilir. Toplu iş sözleşmesinin sona\nermesi halinde sona eren Toplu iş sözleşmesinin tarafı olan sendikaya\nBakanlıkça yeniden yetki tespiti verilmişse sendikal izinli sayılması hali\ndevam eder,\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B) İşyeri Sendika Bas Temsilcisi ve Temsilci izinleri;\u003C\u002Fstrong>\nİşyeri Sendika Baş temsilcileri ve Temsilcilerine işyerindeki işlerini\naksatmamak ve işyeri disiplinine aykırı olmamak şartıyla;\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Baş Temsilcisine Ayda 1 gün (Bir) sendikal izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>İşyeri Sendika Temsilcilerine haftada dört saat aralarında görüşme\nyapmalarını sağlamak amacıyla sendikal iziti'verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) Diğer İzinler;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>8 Mart Dünya Kadınlar Günüdür, 10-16 Mayıs Engelliler Haftasıdır.\nBugünlerde etkinliklere katılmak üzere en az 5 işgünü önceden,\nişyerinde işi aksatmayacak şekilde işveren ve sendikanın ortaklaşa\nbelirleyeceği sayıda işçiler bu günlerde sendikal izinli sayılırlar. Bu\nsayı her halükarda işyerinde çalışan işçi sayısının % 10’unu\ngeçemez.\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 İŞYERİ SENDİKA TEMSİLCİLERİ\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Hizmet-İş Sendikası işyerinde çalışan üyeleri arasından aşağıda\ngösterilen esaslar dâhilinde biri baş temsilci olmak üzere her işyeri\niçin;\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>a) 1-50 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) 51-100 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) 101-500 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d) 501-1000 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e) 1001-2000 işçiye kadar\u003C\u002Ftd>\n      \u003Ctd>6, işyeri Sendika Temsilcisi atanır\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>İlgili kanun maddesi ve yerleşik yargı kararlan gereğince işletme söz\nkonusu olduğunda yukarıdaki kural işletmeye bağlıber iş yeri için ayrı\nayrı uygulanır.\u003C\u002Fp>\n\n\u003Cp>Ancak, işyerlerinin bölünmesi veya ayrılması halinde, temsilci sayısı\nyeni 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, Toplu\niş sözleşmesine bağlı çalışmaları yüzünden cezalandırılmaz.\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 haklan saklı\ntutularak sözleşme ile getirilen haklar ücretine ilâve edilir. Bu hakkın\nkullanılması teşekküllerdeki görevin ya da profesyonelliğinin sona\nennesinden başlayarak üç ay içinde kullanılabilir.\u003C\u002Fp>\n\n\u003Cp>c) (a) bendi hilafına işçinin iş sözleşmesinin feshi halinde\nişyerinde çalışan işçi sayısına ve kıdemine bakılmaksızın 6356\nsayılı Sendikalar ve Toplu İş Sözleşmesi Kanunun 24.maddesi hükmü\nuygulanır. Yani 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) (a) bendi hilafına işçinin işinin\u002Fişyerinin değiştirilmesi\nhalinde, işi ve\u002Fveya işyeri değiştirilen işçiye, İşi\u002Fişyeri.\ndeğiştirilen işçinin, işveren tarafından 15 gün içinde işine ve\u002Fveya\nişyerine iade edilmemesi halinde, ödenmesi gereken ücret miktarı herhalde\nişçinin 12 aylık brüt giydirilmiş ücreti tutarından az olamaz.\u003C\u002Fp>\n\n\u003Cp>e) İşverenin (b\u002F2) bendi hilafına hiç işe başlatmaması veyahut ta\nişe başlatıp 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>f) 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\u003Cp>\u003Cstrong>A)Sendika Üyeliğinin Güvencesi;\u003C\u002Fstrong> İşçiler Hizmet-İş\nSendikasına üye olmaları, Hizmet-İş Sendikasının veya bağlı bulunduğu\nkonfederasyonların etkinliklerine katılmaları veya işçi olmaktan doğan\ndiğer haklarını kullanmaları dolayısıyla işten çıkarılamaz, işi\ndeğiştirilemez ve farklı bir işleme tabi tutulamazlar.\u003C\u002Fp>\n\n\u003Cp>Keza işveren, Hizmet-İş Sendikasına üye olan işçilerle sendikasız\nişçiler arasında, işin sevk ve dağıtımında, işçinin mesleki\nilerlemesinde, çalışma süresinin belirlenmesinde, ücret, ikramiye ve\nprimlerinde, sosyal haklannda, disiplin hükümlerinin ve diğer konulara\nilişkin hükümlerin uygulanmasında ya da çalıştırmaya son verilmesi\nkonusunda herhangi bir ayrını yapamaz.\u003C\u002Fp>\n\n\u003Cp>Toplu iş sözleşmesi ile işçiye sağlanan her türlü haklar bu ayrım\nyasağının dışındadır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Mobbing-İşyerlerinde Psikolojik Tacizin Önlenmesi;\u003C\u002Fstrong>\n19.03.2011 tarih ve 27879 sayılı Resmi Gazetede yayımlanan 2011\u002F2 sayılı\nBaşbakanlık “İşyerlerinde Psikolojik Tacizin (Mobbing) Önlenmesi”\nGenelgesine göre; işyerlerinde gerçekleşen psikolojik taciz,\nçalışanların itibannı ve onurunu zedelemekte, kişinin verimliliğini\nazaltmakta ve'sağlığını kaybetmesine neden olmakta ve bu nedenle\nçalışma hayatını olumsuz etkilemektedir. Kasıtlı ve sistematikiölarak\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. ye\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırrnamak.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 arkadaşlarıyla kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer venne, orada yokmuş gibi davranılması, arkasmdan kötü\nkonuşulması, asılsız söylentiler çıkarılması, kararlarının sürekli\nsorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama, sahip\nolduğundandiha az nitelik gerektiren işler verilmesi veya işinin sürekli\ndeğiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama, fiziksel\nşiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara uğrama v.b.\npsikolojik ve fiziksel tacize maruz kalma hallerinde,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>C)Eşit Davranma Yükümlülüğü;\u003C\u002Fstrong> İş ilişkisinde dil,\nırk, cinsiyet, siyasal düşünce, felsefi inanç, din ve mezhep ve benzeri\nsebeplere dayalı ayrım yapılamaz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışalı\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.\u003C\u002Fp>\u003C\u002Fdiv>\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 eünesi halinde işverence işçiye 12\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 vennek 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. İSÇİ LOKALİ ve İLAN TAHTASI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Temsilci Odası;\u003C\u002Fstrong> İşveren, Hizmet-İş Sendikası\nişyeri sendika temsilcilerine belge, evrak ve kayıtlarını muhafaza\nedebilmeleri ve çalışmalarını kolaylaştırmaları için işyerinde\nelverişli bir temsilcilik odası tahsis eder. Bu odanın mefruşat ve\nmalzemeleri işverence temin edilir. Temsilci odasına işveren tarafından\ndâhili telefon tahsis edilir. Bu telefonla yapılan konuşmalarda İşveren\nbir ücret talebinde bulunamaz.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)İlan Tahtası;\u003C\u002Fstrong> İşveren, işyerlerinde işçilerin\nkolayca görebilecekleri elverişli bir yerde Hizmet-İş Sendikasının ilan,\ntebliğ ve bültenlerini asmak için bir ilan tahtası koymayı kabul eder. Bu\nilan tahtasına başka sendikaların ilan, tebliğ ve bültenleri\naşılamayacağı gibi işyerinde başka sendikalar içinde ayrıca ilan\ntahtası bulundurulamaz. Bu tahtaya asılacak Hizmet-İş Sendikasının\nimzalı ve mühürlü ilan bülteni, tebliğ, talimat ve benzerlerinden\ndoğacak sorumluluk Hizmet-İş Sendikasına aittir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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\n18.maddesi gereği kesmeye mecbur olduğu üyelik ve dayanışma aidatlarını\nsendikanın bildirdiği banka hesabına her ay aylık ücretlerinden keserek\nişçi aylık ücretlerinin:ödendiği günü takip eden 7 gün içinde\nherhangi bir ihtara lüzum kalmaksızın yatırmak ve kesinti listesinin bir\nnüshasını işyerinin bağlı olduğu şubeye, bir nüshasını da sendika\ngenel merkezine posta ile ya da e-mail adresine (hizmet-is@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 sırasmda üyelik aidatlarını kesmek ve herhangi bir\nihtara lüzum kalmaksızın sendikanın:bildirmiş olduğu banka hesabına bir\nay içerisinde yatırmak zorundadır.\u003C\u002Fp>\n\n\u003Cp>c) Sosyal, kültürel, sportif ve benzeri faaliyetler ile kooperatifler\niçin yapılacak kesintiler sendikanın ve işçinin yazılı muvafakatine\nbağlıdır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-15. ÇALIŞAN İSÇİLERİN 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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>ÇALIŞMA ESASLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-16. İSÇİLERİN 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\nvasıtasıyla,eniri-veren amirine bildirir. Amir emrin yapılmasında ısrar\nederse emri yazılı olarak işçiye vermek zorundadırj Bu, şekilde işçinin\nemri yerine getirmesinde kanuna ve talimatlara aykırılık (suç hali hariç)\nteşkil ederse bundan dolayı işçi sorumlu tutulamaz. İşçinin amirine\nbaşvurmasına rağmen amir emrini yazılı olarak vermekten kaçınırsa o\nişin yapılmamasmdan işçi 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>Mevzuat Hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>MADDE-18. DENEME SÜRESİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.\u003C\u002Fp>\u003C\u002Fdiv>\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>\n\n\u003Cp>\u003C\u002Fp>\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>a)Manevra veya herhangi bir nedenle silahaltına alınan işçi, bu hizmeti\nsüresince ücretli izinli sayılır. Bu işçiye; Milli Savunma Bakanlığı\ntarafından ödenen maaş, işyerinde çalışırken aldığı ücretten az ise\naradaki fark işveren tarafından ödenir.\u003C\u002Fp>\n\n\u003Cp>b)Muvazzaf askerlik hizmeti nedeniyle silâhaltma alınan işçi, bu hizmeti\nsüresince ücretsiz izinli sayılır. Muvazzaf askerlik hizmetini yaptıktan\nsonra on gün içinde işe dönmek isteyen işçi ayrıldığı derecedeki\nmüktesep haklarına, ek olarak işbu sözleşme ile sağlanan haklardan\nyararlandırılarak eski yerine ve işine başlatılır. Eski işine\nbaşlatılmaz ise altı aylık giydirilmiş brüt ücreti tutarında tazminat\nödenir.\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>Postalar Halinde İşçi Çalıştırılarak Yürütülen İşlerde\nÇalışmalar İlişkin Özel Usul ve Esaslar Hakkında Yönetmelik Hükümleri\nile ilgili mevzuat hükümleri uygulanır.\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, Pazar günü hafta tatili\nolup günlük Çalışma süresi 8 saattir. Bu süreler aşılmamak ve Günlük\nçalışma süresinin sabahki bölümünde 15 dakika öğleden sonra 15 dakika\nçay molası ortalama bir zamanında verilir ve Mesai saatinden sayılır. Bir\nsaatten az olmamak üzere ara annesi verilmek şartıyla çalışma .saatleri\nişin icabına göre işverence tanzim edilir. Bir saatlik yemek molası iş\nsüresine dahil değildir. Çay molaları çalışma, saatine dahildir. Normal\nçalışma yapılan işyerleri için haftalık çalışma saatlerini işverence\ntanzim edilir. Pazar günü hafta tatilidir.\u003C\u002Fp>\u003C\u002Fdiv>\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\nçalıştırılmaksam 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, kar, sel elektrik kesilmesi ile malzeme ve araç yokluğu\nnedeniyle işbaşmda 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>\u003C\u002Fp>\n\n\u003Ch3>MADDE-23. İSÇİ ALMADA USUL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşyerine, işçi alınmasında İş Kanunu ve ilgili diğer mevzuat\nhükümlerine göre işlem yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-24 İŞ SÖZLEŞMESİNİN DEVAM ETTİĞİ HALLER ve İSE DÖNME\nHAKKI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Herhangi bir suç sebebiyle gözaltına alınan işçiler iki gün veya\ntutuklanan işçiler 6 aydan fazla tutuklu kalırsa iş sözleşmesi fesih\nedilir. Gözaltında iki gün veya tutuklu kaldığı bir aylık sürede\nücretli izinli sayılır ve bu süre için ücreti tam olarak ödenir.\nGözaltı ve tutukluluk halinin kalkması, hükmüm açıklanmasının geri\nbırakılması ile birlikte derhal işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>Yargılanan işçinin altı aydan fazla hapis cezası ile mahkûm edilmesi\nve kararın kesinleşmesi halinde, eğer cezasr paraya Çevrilmez veya\ncezasının ertelenmemesi halinde iş sözleşmesi feshedilir. Ancak,\nmahkûmiyetin altı aya kadar olması: ve yüz kızartıcı bir suçtan\nolmaması şartı ile bu süre için işçinin iş sözleşmesi askıya\nalınır. Serbest bırakılan işçinin 15 gün içinde başvurması halinde\neski işine veya benzeri bir işe başlatılır.\u003C\u002Fp>\n\n\u003Cp>Trafik suçundan ehliyetlerinin mahkemece geri alınması durumunda ehliyet\niade edilene kadar işveren işçiyi branşına uygun işte çalıştırabilir.\nEhliyet iade edildiğinde ise işçi ehliyetin iade edildiği tarihten itibaren\n7 gün içinde başvurması halinde eski görevine verilebilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İS SÖZLEŞMESİNİN SONA ERMESİ ve SONUÇLARI\u003C\u002Fh2>\n\n\u003Ch3>MADDE-25. İS SÖZLEŞMESİNİN FESHİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kanun Hükümleri uygulanır.\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 hakkuıı kazanmış olanlar.\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 sözleşmelerinin feshinden önce durumun işçiye yazılı\nbildirilmesi gerekir.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmeleri;\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan az sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 3 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 6 aydan 18 aya kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 5 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 18 aydan 3 yıla kadar sürmüş işçi için, bildirimin\nyapılmasından başlayarak 7 hafta sonra,\u003C\u002Fp>\n\n\u003Cp>İşi 3 yıldan fazla sürmüş işçi için, bildirimin yapılmasından\nbaşlayarak 9 hafta sonra, fesih edilmiş sayılır.\u003C\u002Fp>\n\n\u003Cp>İş sözleşmesini işçinin fesih etmesi durumunda yasa hükümleri\nuygulanır.\u003C\u002Fp>\n\n\u003Cp>b)İşçi bildirim önellerinde işveren tarafmdan çalıştırıldığı\ntakdirde bildirim öneli içerisinde ücret ve tüm haklardan aynen\nyararlanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-28. YENİ İS ARAMA İZNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşvereriin yazılı ihbarı veya işçinin dilekçesiyle iş sözleşmesi\nihbar önellerine uyulmak suretiyle feshedildiğindeihbar 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\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancetype\">\u003Cstrong>1) Kıdem Tazminatı;\u003C\u002Fstrong>İscilerin iş sözleşmelerinin iş\nkanunundaki kıdem tazminatının ödenmesini gerektiren hallerden’bjrisi ile\nsona ermesi halinde, işçiye her tam hizmet yılı için 35 günlük ücreti\nTutarında Kıdem Tazminatı hesaplanarak kıdem tazminatı ödenir. 1 yıldan\nartan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, kanuni mirasçılarına verilir. İş kazası nedeniyle\nölen işçinin kıdem tazminatı 40 gündür.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2) Hesaplanması ve Ödenmesi:\u003C\u002Fstrong> a) Kıdem tazminatına esas\nolan ücret, işçinin en son aldığı günlük ücretine bu toplu iş\nsözleşmesi ile kazanılan ayni ve nakdi yardımların toplamının ilavesi\nile bulunacak ücrettir.\u003C\u002Fp>\n\n\u003Cp>b) İşçinin kıdem tazminatmm hesaplanmasında yasa ve toplu iş\nsözleşmesi hükümleri uygulanır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsı bu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>İZİNLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-30 İZİNLER\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>A) Yıllık Ücretli İzinler:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Toplu iş sözleşmesi kapsamında çalışan işçilere aşağıda\nbelirtilen sürelerde;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Hizmet 1-5 yıl olanlara 20 işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hizmeti 6-10 yıl olanlara 25 işgünü,\u003C\u002Fp>\n\n\u003Cp>Hizmeti 10 yıldan fazla olanlara 30 işgünü yıllık ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>Bu yıllık ücretli izinler tarafların anlaşması ile bir bölümü on\ngünden aşağı olmamak üzere bölümler halinde kullanılabilir.\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>\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)İzine çıkacak işçiler işverenin muvafakati ile kendi aralarında\nizin değişimi yapabilirler.\u003C\u002Fp>\n\n\u003Cp>e)Yıllık ücretli iznini kullananlar ücret ve tüm haklardan\nçalışanlar gibi aynen yararlanırlar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B) Ücretsiz Mazeret İzni\u003C\u002Fstrong>: İşveren, işçiye yazılı\nmüracaatı üzerine ve özrü makul görülmek şartıyla yılda (6) aya kadar\nücretsiz mazeret izni vermeyi kabul eder. Doğum yapan kadın işçiye\nyazılı müracaatı halinde altı (6) aya kadar ücretsiz izin verilir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Ücretli Sosyal İzinler;\u003C\u002Fstrong> Toplu iş sözleşmesi\nkapsamında çalışan işçilere sosyal durumlarına göre aşağıda yazılı\nesaslar dahilinde ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)Evlenen işçilere yazılı isteği üzerine nikâh merasiminde bir\nişgünü, düğün törenlerinde beş işgünü,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)İşçinin kendisine ait öz veya üvey çocuklarının evlenme\ntörenlerinde beş işgünü ücretli izin verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>3)Eşi doğum yapan işçiye beş 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\u003Cp>5)Anâ, baba, eş ve çocuğunun refakatini gerektiren bakım ve ağn\nhastalığı halinde işçilerin refakatçi olarak geçirdiği günler\nücretsiz izinli sayılır.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>6) Âna, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde yedi 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 3 işgünü, ancak ölümler şehir dışında\nolmuş ise veya cenaze şehir dışına gidecekse 4 işgünü ücretli izin\nverilir.\u003C\u002Fp>\n\n\u003Cp>8) İşçinin Çakmakla 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\nhazırlıklarım yapmak veya cenaze törenine katılmak üzere yeteri kadar\nişçiye ücretli mazeret izni verilir.\u003C\u002Fp>\n\n\u003Cp>10) İşveren işçinin kendi ana, baba, çocuğunun ve eşinin ölümü\nhalinde şehir içi veya dışı yerler için cenaze arabası ücretsiz tahsis\neder.\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\u003Ch3>MADDE-31.AYLIK ÜCRETLE BİRLİKTE ÖDENEN SOSYAL YARDIMLAR A ) \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A) AİLE VE ÇOCUK YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>İşveren, işyerinde çalışan taraf sendika üyesi işçilere Çocuk\nYardımı olarak 100.00-TL. çocuk başına çocuk yardımı ödenir,\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cstrong>B-) YEMEK YARDIMI:\u003C\u002Fstrong> Sendika üyesi işçilere fiilen\nçalıştıkları günler için, 01.06.2023 tarihinden 31.05,2024 tarihine\nkadar net 55,00-TL, yemek yardımı yapılır.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C-) YAKACAK YARDIMI:\u003C\u002Fstrong> İşveren taraf sendika üyesi\nişçilere her ay aylık ücretle birlikte ödenmek üzere; 01.06.2023\ntarihinden 31.05.2024 tarihine kadar 300,00-TL, yakacak yardımı verir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>\u003Cstrong>D ) SORUMLULUK ÜCRETLERİ\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1)İş Mâkinası Operatörler, operatör yardımcılarına aylık\nmaaşları ile birlikte 750,00 TL sommluluk primi verilir.\u003C\u002Fp>\n\n\u003Cp>2) Kamyon kamyonet ve Traktör Şoförlerine aylık maaşları ile birlikte\n500,00 TL direksiyon primi verilir.’\u003C\u002Fp>\n\n\u003Cp>3)İnşaat Ustası Sıhhi tesisat ustası demirci ustası ve elektrik\nustalarına aylık maaşları ile birlikte 400,00 TL sorumluluk primi\nverilir.\u003C\u002Fp>\n\n\u003Cp>4)İşçi Çavuşlarına aylık maaşları ile birlikte 1000,00-TL.\nSorumluluk primi verilir.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowanceamount1\">\u003Cp>5)Yukarıda sayılan sorumluluk unvanlarının dışında bir sorumluluk\ngerektiren iş yapan usta işçilere her ay maaşları ile birlikte 400,00-TL\nsorumluluk primi ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Yukanda belirtilen sorumluluk zamları birim müdürünün teklifi ve\nBaşkanlık makamının oluru ile onayı ile yerilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-32.1 YILLIK ÖDENEN SOSYAL YARDIMLAR \u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A- ÖĞRENİM YARDIMI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, sendika üyesi işçilere her yıl EYLÜL ayında ödenmek üzere\naşağıda belirlenen miktarlarda kırtasiye ve öğrenim yardımı yapmayı\nkabul eder.\u003C\u002Fp>\n\n\u003Cp>1)Anaokulu, İlkokul öğrenimine devam eden çocuklar için, 01.06.2023\ntarihinden 31.05.2024 tarihine kadar 250,00-TL,\u003C\u002Fp>\n\n\u003Cp>2)Ortaokulda öğrenimine devam eden çocuklar için. 01.06.2023 tarihinden\n31.05.2024 tarihine kadar 350.00-TL,\u003C\u002Fp>\n\n\u003Cp>3)Lise ve dengi okullarda öğrenimine devam eden çocuklar için,\n01.06.2023 tarihinden 31.05.2024 tarihine kadar 500,00-TL,\u003C\u002Fp>\n\n\u003Cp>4)Yüksek okul ve üniversitede öğrenimine devam eden çocuklar için,\n01.06.2023 tarihinden 31.05.2024 tarihine kadar 750,00-TL, kırtasiye ve\nöğrenim yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B- BAYRAM ÖDENEĞİ:\u003C\u002Fstrong> İşçilere her yıl Ramazan\nbayramında 500-TL Kurban bayramında 1000-TL bayram harçlığı verilir. Bu\nödeme bayramlardan 10 gün önce yapılır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE 33.1 OLAYA BAĞLI SOSYAL YARDIMLAR VE DİĞER SOSYAL YARDIMLAR\u003C\u002Fh3>\n\n\u003Ch4>\u003Cstrong>A) EVLENME YARDIMI\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Toplu iş sözleşmesi kapsamında çalışan sendika üyesi işçilerin ilk\nevlenmeleri halinde 2.500,00 TL tutarında evlenme yardımı yapılır.\u003C\u002Fp>\n\n\u003Cp>Evlenen işçiler, aynı işverenin emrinde çalışıyorsa bu yardan her\niki işçiye de ayn ayrı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>B) DOĞUM YARDIMI\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>İşveren;sendika üyesi işçinin veya eşinin doğum yapması halinde\ndoğum belgesini ibraz etmek şartı ile her çocuk için net 750,00-TL doğum\nyardımı yapar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch4>C) HASTALIK YARDIMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>a) İş kazası, meslek hastalığı,her türlü kanser\nhastalığı,diyalize giren ve doğum yapan kaduı işçilere iş görmezliğe\nuğrayan işçiye durumu belgelemek şartıyla Sosyal Güvenlik Kurumunca\nödeme yapılmayan günlere ait ücretleri işverence ödenir, bu durumda\nişçi Sosyal Güvenlik Kurumundan aldığı iş görmezlik ödeneğini makbuz\nkarşılığında Belediyeye yatırır.Diğer durumlarda Belediye Sosyal\nGüvenlik Kurumunun ödemediği 2 günlük ücreti öder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)İşçinin işyerinin bulunduğu mahalde veya sevk suretiyle başka bir\nmahalde viziteye çıkması halinde işyerinden ayrı kalacağı süreler ile\nişçiye istirahat verilmeksizin ayakta tedavisine lüzum görüldüğü\ntakdirde geçirdiği bu sürelerde ücretli izinli sayılır. Ücretinden\nherhangi bir kesinti yapılamaz.\u003C\u002Fp>\n\n\u003Cp>C) Sendika üyesi işçilerin bakmakla yükümlü bulundukları eş, çocuk,\nana ve babalannın ağır hastalıkları halinde sağlık kuruluşlarına\ngötürülüp getirilmeleri için işverenin ambulansından ücretsiz\nyararlanırlar.\u003C\u002Fp>\n\n\u003Ch4>D) TABİİ AFET YARDIMI\u003C\u002Fh4>\n\n\u003Cp>İşveren ,sendika üyesi işçilere yangın, sel, deprem gibi tabii\nafetlere maruz kalanlara belgelendirmek şartıyla uğradlığı. zarara göre,\n2.500,00-TL net tabii afet yardımı yapmayı kabul ve taahhüt eder. Bu\nYardım Belediye Başkanı ve Şirket Yönetim Kurulunun onayı ile 10 katına\nkadar çıkarılabilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>E) ÖLÜM YARDIMI\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>a) Tarif sendika üyesi işçinin işverenin işini yaparken iş kazası ve\nmeslek hastalığı sonucunda ölümü halinde, öİüm bir süre sonra vuku\nbulsa dahi işveren işçinin kanuni mirasçılarına kanundan doğan tazminat\nve tüm haklar yanında 10.000,00 TL tutarında, normal ölümü halinde\n5.000,00 TL tutarında ölüm yardımı yapmayı kabul ve taahhüt eder.\nİşçinin eşinin ve çocuğunun ölümü halinde de 5.000,00 TL ölüm\nyardımı ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.BÖLÜMSOSYAL YARDIMLAR ve ÜCRETLER \u003C\u002Fh2>\n\n\u003Ch2>2.KISIM: ÜCRETLER\u003C\u002Fh2>\n\n\u003Ch3>MADDE-34. 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. İşveren her ödeme\ndöneminde işçiye ücretini gösterir bir ücret tediye pusulası verir. Bu\npusulada tahakkuk eden her türlü ücret ve kesintiler ayrı ayrı\ngösterilir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>MADDE-35.TABAN ÜCRET VE ÜCRET ZAMMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. YIL ÜCRET ZAMMI (01.06.2023-31.05.2024):\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp> 01\u002F06\u002F2023\ntarihinden itibaren mevcut asgari ücretin %10 fazlası ücret zammı olarak\nödenir.\u003C\u002Fp>\n\n\u003Cp>Asgari Ücret Komisyonunun ücreti yeniden belirlemesi halinde yeni\nbelirlenen asgari ücret + %10 fazlası ücret olarak ödenir\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>2. YIL ÜCRET ZAMMI (01.06.2024-31.05,2025):\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Mevcut asgari ücret yada Asgari Ücret Komisyonunun ücreti yeniden\nbelirlemesi halinde yeni belirlenen asgari ücret + %15 fazlası ücret olarak\nödenir,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.YIL ÜCRET ZAMMI (01.06.2025-31.05.2026):\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Mevcut asgari ücret yada Asgari Ücret Komisyonunun ücreti yeniden\nbelirlemesi halinde yeni belirlenen asgari ücret + % 15 fazlası ücret olarak\nödenir,\u003C\u002Fp>\n\n\u003Cp>Bu Toplu İş Sözleşmesindeki 1. yıl için belirlenen Sosyal Hak ve\nyardımlara mevcut ücretin üzerine verilen 2. ve 3. yıl için belirlenen %15\noranındaki zam uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>MADDE-36. 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-overtimeallowanceperc1_general\">\u003Cp>Hafta tatili ve akdi tatil ile ulusal bayram ve genel tatil günlerinde\nyapılan 8 saatlik çalışmalar hariç haftalık 45 saatin üzerinde yapılan\nçalışmalar ise fazla çalışmadır. Fazla çalışmalar, işçinin rızası\nalınarak işçiler arasında hakkaniyet esaslarına göre ve aynı unvandaki\nişçiler arasından sırayla yaptırılır. Yapılacak her bir saat fazla\nsürelerle çalışma,ile fazla çalışma için ödenecek ücret, normal\nçalışma ücretinin % 60 fazlasıdır. Günlük 11 saatin üzerinde fazla\nçalışma yapılamaz.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fazla sürelerle çalışma ve fazla çalışma ücretleri aylık ücretleri\nile birlikte her aynı 15'inde ödenir. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>MADDE-37: GECE ÇALIŞMASI ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saat, 20.00-06.00 arasında yapılan çalışmalar gece çalışmalarıdır.\nBu saatlerde çalıştırılan işçilere ücretleri %20 zamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>MADDE-38. TATİLLERDE ÇALIŞMA ve ÜCRETİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için Pazar günü hafta tatilidir. Vardiyalı çalışına\nyapılan yerlerde ise işçilerin çalışmaya başladığı 5.günü takip\neden 7.gün hafta tatilidir. İşveren zaruri görülen hallerde ve hafta\ntatili gününde çalıştırılan işçilere çalıştırılan beher gün\niçin müteakip hafta içinde işçinin.' talebiyle bir gün izin verilirse\nkendi yevmiyesine ilaveten 1 yevmiye, müteakip hafta içinde işçi bir gün\nizin yapmazsa işçiye kendi yevmiyesine ilaveten 2 yevmiye ödenmek\nzorundadır.\u003C\u002Fp>\n\n\u003Cp>Ulusal Bayram, Dini Bayram ve Dini Bayram Günlerinde ve bu günlerin\nöncesinde ve sonrasında Cumhurbaşkanlığınca İdari İzin ilan edilen\ngünlerde çahşan işçilere çalışılan beher gün için kendi\nyevmiyelerine ilaveten 2 yevmiye ödenir. Bu günlerde yapılan her bir saat\nfazla sürelerle çalışma ve fazla çalışma karşılığı % 60 oranında\nzamlı ödenir.\u003C\u002Fp>\n\n\u003Cp>Hafta Tatili, Ulusal Bayram, Dini Bayram ve Genel Tatil Günlerinde (idari\nizin verilen günlerde dâhil) yapılan çalışmaların ücretleri aylık\nücretleri ile birlikte ve ücretin hak edildiği tarihten itibaren en geç\nbeş gün içinde ödenir.\u003C\u002Fp>\n\n\u003Cp>Anılan Ulusal Bayram ve Dini Bayram Günlerinde ve İdari İzin ilan edilen\ngünlerde yapılacak çalışmalar 3 \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>MADDE-39. SENDİKAL İKRAMİYE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İlave Tediyenin açıklandığı tarihler de işçilerimize Sendikal\nikramiye olarak 10 ar günlük olmak üzere yıllık 40 yevmiye tutarında\nSendikal ikramiye ödenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-40. GEÇİCİ GÖREV ZAMMI\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşçilere İl dışına çıkışlarda harcırah Devlet Harcırah Kanunu\nhükümlerine göre uygulanır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>MADDE-41, GİYİM VE KORUYUCU EŞYA YARDIMI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Demirbaş Koruyucu Eşya: İş Sağlığı ve Güvenliği Kanunu\nhükümleri tatbik edilir.\u003C\u002Fp>\n\n\u003Cp>İşçinin fiilen yaptığı işe göre gereken iş elbisesi ve koruyucu\nmalzeme işveren tarafından zamanında verilmek zorundadır. İş elbisesi ve\nkoruyucu giysi veya teçhizatın masrafları işveren tarafından\nkarşılanır, işçiye yansıtılamaz.\u003C\u002Fp>\n\n\u003Cp>İşverence temin edilmesi gereken ve işçinin işçin yaparken kullanması\nzorunlu olan iş elbisesi ve koruyucu giysi veya teçhizatın verilmemesi\nhalinde işçinin o görevi yapmaktan kaçınma hakkı vardır.\u003C\u002Fp>\n\n\u003Cp>İşçi kendisine verilen iş elbisesini ve koruyucu giysi veya teçhizatı\nkullanmak zorundadır.\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 42. İS SAĞLIĞI ve GÜVENLİĞİ\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>6331 sayılı İş Sağlığı ve Güvenliği Kanununu Hükümleri\nuygulanır.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-43. İS KAZALARI\u003C\u002Fh3>\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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-44. HASAR ve ZARARLARIN TESPİTİ VE TAZMİNİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Hasar ve Tespit Komisyonun Teşekkülü:\u003C\u002Fstrong> İşçi\ntarafından yapılan hasar ve zararların tespiti için işyerinde 3 kişiden\noluşan 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 yazılı\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\neteneden ve kaza eksperleri olay yerinde rapor tutmadan ve olayı\nfotoğraflarla görüntülemedikçe araç yerinden oynatılmaz. Şoförün\niradesi dışında aracın kaldırılması halinde sürücü sorumlu\ntutulamaz.\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\u003Cp>\u003Cstrong>B)Hasar ve Tespit Tutanağının Niteliği;\u003C\u002Fstrong> Bu\ntutanakta,\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 arızasmdan 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. Akşi takdirde tüm sorumluluk işverene aittir.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C) Hasar Bedelinin Kesinti ve Ödeme Sekli;\u003C\u002Fstrong> Bilumum araç,\nalet ve edevatı kullananların neden olabileceği her türlü hasar ye\ntazminat bedellerinin kendilerine yüklenen kusur nispeti ne olursa olsun\nbilumum araç, alet ve edevatı kullananlara yüklenecek miktarların %100'ü\nişverence 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 %75’i işverence\n%25’i 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-45. ARAÇLARIN FENNİ MUAYENESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>İşveren, motorlu araçların fenni muayenesini vaktinde yaptınnayı kabul\neder. Araçtaki fenni noksanlıklar nedeni ile trafik müdürlüğü ve\nekipleri tarafından şoförden kesilen cezayı işveren öder. İşveren her\naraçta ecza çantası, yangın söndürücü ye gerekli sıhhi tesisatı\nbulundurmak zorundadır. Aracın zimmetli olduğu işçi kullandığı aracın\nfenni muayene tarihlerini takip etmek zorundadır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.BÖLÜM\u003C\u002Fh2>\n\n\u003Ch2>DİSİPLİN HÜKÜMLERİ\u003C\u002Fh2>\n\n\u003Ch3>MADDE-46. DİSİPLİN KURULU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) İş yerinde disipline ilişkin konularda gerekli soruşturmaları\nyaptıktan sonra karar vermek üzere, ikisi işveren,:ikisi sendika tarafından\nbelirlenen 4 üyeden oluşan bir Disiplin Kurulu kurulur. Taraflar asil üye\nsayısı kadar yedek üye belirlerler. İşveren tarafından tayin edilen\nüyelerden biri kurulun başkamdir. Oyların eşitliği halinde kurul başkammn\noyu iki oy sayılır.\u003C\u002Fp>\n\n\u003Cp>2) Taraflar bu kurula seçecekleri asil ve yedek temsilcilerini\nsözleşmenin imzalanmasından itibaren bir ay içinde birbirlerine yazılı\nolarak bildirirler, değişiklik halinde de aynı şekilde hareket edilir.\nÜyeliği sona eren üyenin yerine yenisi bir ay içinde bildirilir.\u003C\u002Fp>\n\n\u003Cp>3)Disiplin Kurulu kararı olmadıkça işçiye disiplin ceza cetvelinde\nbelirtilen cezalardan İhtar hariç diğerleri verilemez.\u003C\u002Fp>\n\n\u003Cp>4)Disiplin hükümlerine uymayan işçi, işveren veya hiç veren vekili\ntarafından işlenen fiilin niteliği veya delilleriyle birlikte disiplin\nkuruluna sevk edilir. Kurul, başkanın yazılı çağrısı üzerine\ntoplanır. Her üye kendisine yapılan çağrıya uymak zorundadır. Mazereti\nDolayısıyla toplantıya katılmayan asil üye yerine yedek üye\nçağırılır. Sendikanın süresi içinde Disiplin Kurulu üyesini seçerek\niş yerine bildirmediği haller dahil her ne sebeple olursa olsun sendika\nDisiplin Kurulu üyelerinin, yapılan çağrıya rağmen toplantıya\nkatılmamaları veya toplantıya katılacak üyenin belli olması hallerinde de\nkurul başkan ve diğer üyeleri ile toplanarak karar verir.\u003C\u002Fp>\n\n\u003Cp>5)Disipline konu olayın disiplin kumluna intikalinden sonra kurul 15 gün\niçinde toplanır. Kurul, ilgili işçinin yazılı savunmasını alır; gerek\ngörürse işçiyi dinler. 6 iş günü içinde savunmasını yapmayan işçi,\nbu hakkından vazgeçmiş sayılır.. Kurul ilk toplantı tarihinden itibaren\n15 gün içinde karar verir. Bu süre gerektiğinde 15 gün daha uzatılabilir:\nKurul\" işçiyi suçlu bulduğu takdirde suçun niteliği ve işleniş biçimi\ngöz önüne alınarak ekli Ceza cetveline göre kararını verır.Kurul\nkararı işveren veya işveren vekili tarafından işçiye bildirilir. İş\nsözleşmenin fesini gerektiren hallerde .4857: sayılı iş kanununun 26.\nmadde hükümleri saklıdır.\u003C\u002Fp>\n\n\u003Cp>6)Sözleşme eki ceza cetvelindeki fiillere uygun İhtar cezasını işveren\nveya işveren vekili gerekçe göstererek re’sen verebilir. Para cezası her\nay işin 2 günlük ücretten fazla olmamak üzere ücretten kesilerek T.C\nÇalışma ve Sosyal Güvenlik Bakanlığının ilgili hesabına yatırır.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. B Ö L Ü M\u003C\u002Fh2>\n\n\u003Ch2>DEĞİŞİK HÜKÜMLER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>MADDE-47. EĞİTİM\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\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 imkân dâhilinde 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\nuygun yerlerinde spor tesisleri kurar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>MADDE-48. 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-49.TOPLU İS SÖZLEŞMESİNİN İS SÖZLEŞMELERİNE 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 mcrii,. 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 öldüğünü\ngösterir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GECİCİ MADDE: FARKLARIN ÖDENMESİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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\u003Ch3>DİSİPLİN CEZA CETVELİ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>1- 1 saate kadar işe geç gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>1 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2 G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>2- Bir saati aşan süre ile geç gelme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>3- Devamlı geç gelmeyi alışkanlık haline getirmek\n        (altı ay içerisinde geç gelmek suçundan 3 defa Disiplin cezası\n        almış olmak kaydıyla)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>iç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>4- Bir gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>5- Art arda iki gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>6- Bir ây içinde 13; gün göreve gelmemek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>îÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>7- Görev tanımına uygun şekilde verilen işi\n        yapmamak:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>8- Yazılı emre rağmen verilen görevi yapmamak\n        ısrar etmek.,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>9- Görev saatinde özel işlerle uğraşmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>10-Disiplinsiz davranmak, iş verimini aksatmak ve iş\n        barışım bozmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>11- İzinsiz.olarak işyerini terk etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>İ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>12- İzinsiz olarak işyerini terk etmeyi\n        alışkanlık haline getirmek. (6 ay içinde 3 defa disiplin cezası\n        almak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>13- İşyerinin.köruiıması ile ilgili\n        olanların görev yerinde bulunmaması ya da görev başında\n        uyuması..\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>14- İş Saatlerinde gereksiz yere\n        arkadaşlarını meşgul etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>15- İş başında Ve iş saatlerinde,\n        görev başnıda uyumak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>16- İşyerinde 3 , Kişilerle kavga\n        etmek, küfür ve hakarette bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>17- İmza cetvelini imzalamamayı\n        alışkanlık haline getirmek ' .\u003Csub>:\u003C\u002Fsub>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>18- Yönetimdeki:aracı. İdareden izin\n        almaksızın .başkalarına kullandırmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>19- Göreve sarhoş gelmek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>20- İşyerinde alkollü içki kullanmak,\n        kumar oynamak veya oynattnak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>21- İşyerinde uyuşturucu kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>I.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>\u003Cstrong>İŞ ARKADAŞLARINA KARŞI\n        TUTUMU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>22- Amirlerine karşı doğrudan veya\n        sosyal medya aracılığı ile küfür, tehdit yada hakaret etmek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>23- Amirlerine karşı saldırıda\n        bulunmak.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>_i-ç_\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>24- İş arkadaşlarına küfür, tehdit,\n        hakaret yada saldırıda bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>I.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>25- Gerektiği halde iş arkadaşlanna\n        yardımcı olmamak ve yardımcı olmamayı alışkanlık haline\n        getirmek:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>i\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>\u003Cstrong>İŞ YERİ ARAÇ VE GEREÇLERİNE\n        ZARAR VERMEK\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>26- Yangına sebebiyet vermek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>27- İşyerine sabotaj yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>28- Yönetimindeki araç ve gereçlerin\n        bakımı ve temizliğine özen göstermemek ve hor kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>29- Araç, ve gereçleri kontrol etmeden\n        göreve çıkmak ve bunlarla ilgili bozuklukları zamanında\n        yetkihyebildirihek.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>i\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>1G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İÇ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\" width=\"47\">\u003Cp>30-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"250\">\u003Cp>Teşlim-edilen araç ve gereçlerin yitirilmesüıde\n        ya da bozulmasına, hasarına neden olma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"250\">\u003Cp>a) İhmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"250\">\u003Cp>b) Ağır İhmal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"250\">\u003Cp>c) Kasıt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>31 - İçkili araç kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\" width=\"471\">\u003Cp>\u003Cstrong>ÇALIŞMA AHLAKINA UYMAYAN\n        DAVRANIŞLAR\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>32- İş yerine ait araç ve gereçleri\n        görevi dışındaki işlerde-kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>33- Amir dürülnunda olup,\n        çalıştığı işçileri özel işlerde kullanmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>34- Kendisine verilen yetki dışında iş\n        yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp>İG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>35- Görevi ile ilgile kasten yanlış\n        bilgi vermek, işi aksatmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>36- Hasta olmadığı halde kendisini\n        hasta göstererek işi aksatmak\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>i.ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"48\">\u003Cp>37-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp>a) Sınav sırasında kopya çekmek, yardım almak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"249\">\u003Cp>b) Soru çalmak, sınav kağıdı ve tutanaklarında\n        değişiklik i yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>38- Verılen:görevi yapmadığı halde\n        yapmış gibi göstermek \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>39- Sahte belge.düzenlemek, belgede\n        değişiklik yapmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>40- Görevine ilişkin ve gizli kalması\n        gereken sırları kasten açıklamak yada bu sırları açıklayarak\n        çıkar sağlamak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>41 - Hırsızlığa tam teşebbüs veya\n        hırsızlık yapmak \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>42-Rüşvet almak yada vermeye tam\n        teşebbüs veya rüşvet almak yada vermek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>43- Yerine imza atmak yada kartını\n        bastırmak suretiyle işe gelmeyen işçiyi gelmiş gibi göstennek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>4G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"297\">\u003Cp>44- İşyerinde siyasi faaliyette\n        bulunmak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>2G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>3G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"63\">\u003Cp>İ.Ç\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>( Yukarıda sayılan eylemler dışında kalıp da Disiplin Kurulunca suç\nsayılan ve cezalandırılması gereken benzer fiiller, Disiplin Kurulu’nca\nsuçun ağırlığı dikkate alınarak, ihtardan - işten çıkarmaya kadar\nceza verilebilir.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbamemtrad":45,"trainingprogrammes":49,"trainingfund":52,"pensionfund":56,"disabilityfund":60,"contracttrial":63,"contracttrialperiod":66,"tempagency":70,"sicknesspay":74,"healthandsafetypolicy":78,"code_application":82,"protectiveclothing":86,"funeralpay":89,"funeralpaytype":92,"paidmaternityleave":96,"paidpaternityleaveduration":100,"deathrelatives":103,"marriageleave":107,"eqpay":111,"discrimination":115,"sexualhar":119,"WORKHOURS_trigger":123,"hourspday_select":126,"PAIDLEAV_trigger":130,"holidaysdays":133,"TRADEUNLEAV_trigger":136,"tradeunleavdays":139,"STRUCINCR_trigger":143,"wageincreaseperc1":146,"ONCERISE_trigger":150,"NOCTPREM_trigger":154,"OVERTIME_trigger":157,"overtimeallowanceperc1_general":161,"HARDSHIP_trigger":165,"hardshipallowanceamount1":168,"SUNDAY_trigger":172,"sundayallowancetype":175,"SENIOR_trigger":179,"longserviceallowancetype":183,"MEALALL_trigger":187},{"bindId":43,"name":44,"text":44},"cbadate_start_date","01.06.2023-31.05.2026",{"bindId":46,"name":47,"text":48},"cbamemtrad","1) Tüm Belediye ve Genel Hizmet İşçileri","1) Tüm Belediye ve Genel Hizmet İşçileri Sendikası “HİZMET-İŞ”\nveya “SENDİKA”,",{"bindId":50,"name":51,"text":51},"trainingprogrammes","MADDE-47. EĞİTİM",{"bindId":53,"name":54,"text":55},"trainingfund","Sendika, işçilerin ekonomik ve sosyal kü","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.\n\nSendikanın düzenleyeceği kurs, seminer, konferans ve diğer faaliyetleri\niçin gerekli salon araç ve gereçleri imkân dâhilinde işveren tarafından\nücretsiz olarak temin edilir.\n\nİşveren, işçilerin beden ve ruh sağlığını korumak, boş\nzamanlarını değerlendirmek, spor olgusunu geniş kitlelere yaymak için\nuygun yerlerinde spor tesisleri kurar.",{"bindId":57,"name":58,"text":59},"pensionfund","c)İşçinin T.C. Emekli Sandığına bağlı ol","c)İşçinin T.C. Emekli Sandığına bağlı olarak geçen hizmetleri\nvarsı bu hizmetler 2320 sayılı yasaya uygun olarak hesaplanır.",{"bindId":61,"name":62,"text":62},"disabilityfund","C) HASTALIK YARDIMI",{"bindId":64,"name":65,"text":65},"contracttrial","MADDE-18. DENEME SÜRESİ",{"bindId":67,"name":68,"text":69},"contracttrialperiod","a)İşçiler işe alındıkları tarihten itiba","a)İşçiler işe alındıkları tarihten itibaren iki aylık deneme\nsüresine tabi tutulurlar. Deneme süresi içinde gerek işveren gerekse işçi\nhiçbir şarta bağlı kalmaksızın iş sözleşmesini feshedebilirler.",{"bindId":71,"name":72,"text":73},"tempagency","İşveren, esaslı sebepler olmadıkça tam s","İşveren, esaslı sebepler olmadıkça tam süreli çalışan işçi\nkarşında kısmi süreli çalışan işçiye, belirsiz süreli çalışalı\nişçi karşısında belirli süreli çalışan işçiye, daimi işçi\nkarşısında geçici işçiye farklı işlem yapamaz.",{"bindId":75,"name":76,"text":77},"sicknesspay","a) İş kazası, meslek hastalığı,her türlü","a) İş kazası, meslek hastalığı,her türlü kanser\nhastalığı,diyalize giren ve doğum yapan kaduı işçilere iş görmezliğe\nuğrayan işçiye durumu belgelemek şartıyla Sosyal Güvenlik Kurumunca\nödeme yapılmayan günlere ait ücretleri işverence ödenir, bu durumda\nişçi Sosyal Güvenlik Kurumundan aldığı iş görmezlik ödeneğini makbuz\nkarşılığında Belediyeye yatırır.Diğer durumlarda Belediye Sosyal\nGüvenlik Kurumunun ödemediği 2 günlük ücreti öder.",{"bindId":79,"name":80,"text":81},"healthandsafetypolicy","İS SAĞLIĞI ve GÜVENLİĞİ MADDE 42. İS SAĞ","İS SAĞLIĞI ve GÜVENLİĞİ\n\nMADDE 42. İS SAĞLIĞI ve GÜVENLİĞİ",{"bindId":83,"name":84,"text":85},"code_application","6331 sayılı İş Sağlığı ve Güvenliği Kanu","6331 sayılı İş Sağlığı ve Güvenliği Kanununu Hükümleri\nuygulanır.",{"bindId":87,"name":88,"text":88},"protectiveclothing","MADDE-41, GİYİM VE KORUYUCU EŞYA YARDIMI",{"bindId":90,"name":91,"text":91},"funeralpay","E) ÖLÜM YARDIMI",{"bindId":93,"name":94,"text":95},"funeralpaytype","a) Tarif sendika üyesi işçinin işverenin","a) Tarif sendika üyesi işçinin işverenin işini yaparken iş kazası ve\nmeslek hastalığı sonucunda ölümü halinde, öİüm bir süre sonra vuku\nbulsa dahi işveren işçinin kanuni mirasçılarına kanundan doğan tazminat\nve tüm haklar yanında 10.000,00 TL tutarında, normal ölümü halinde\n5.000,00 TL tutarında ölüm yardımı yapmayı kabul ve taahhüt eder.\nİşçinin eşinin ve çocuğunun ölümü halinde de 5.000,00 TL ölüm\nyardımı ödenir.",{"bindId":97,"name":98,"text":99},"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":101,"name":102,"text":102},"paidpaternityleaveduration","3)Eşi doğum yapan işçiye beş işgünü,",{"bindId":104,"name":105,"text":106},"deathrelatives","6) Âna, Baba, eş, kardeş ile öz veya bak","6) Âna, Baba, eş, kardeş ile öz veya bakımları kendine ait olan üvey\nçocuklarının ölümü halinde yedi işgünü,",{"bindId":108,"name":109,"text":110},"marriageleave","1)Evlenen işçilere yazılı isteği üzerine","1)Evlenen işçilere yazılı isteği üzerine nikâh merasiminde bir\nişgünü, düğün törenlerinde beş işgünü,",{"bindId":112,"name":113,"text":114},"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":116,"name":117,"text":118},"discrimination","Çalışına saatleri iş ve özel hayatın uzl","Çalışına saatleri iş ve özel hayatın uzlaştırılması, iş\nkalitesi, becerilerin geliştirilmesi ve yeni beceriler kazandırılması,\nçalışma hayatı boyunca öğrenme ve kariyer fırsatları, demografik\ndeğişim, iklim değişikliği, iş yerinde her.türlü ayrımcılık, ırk ve\nyabancı düşmanlığı ile mücadele edilmesi,",{"bindId":120,"name":121,"text":122},"sexualhar","Bu bağlamda; İşyerinde işçinin; işveren ","Bu bağlamda; İşyerinde işçinin; işveren vekilleri, amirler veya diğer\nçalışanların rahatsız edici, ahlak dışı, sistematik söz. ye\ndavranışlarla taciz edilmesi, haksız eleştiri, hata bulmak, dışlamak, yok\nsaymak, sosyal toplantılara çağırrnamak.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 arkadaşlarıyla kendisiyle\nkonuşmaması yönünde telkinde bulunma ve yasaklama ve iş arkadaşlarından\nayrılmış bir yer venne, orada yokmuş gibi davranılması, arkasmdan kötü\nkonuşulması, asılsız söylentiler çıkarılması, kararlarının sürekli\nsorgulanması, özgüvenini olumsuz etkileyen bir iş yapmaya zorlama, sahip\nolduğundandiha az nitelik gerektiren işler verilmesi veya işinin sürekli\ndeğiştirilmesi, fiziksel olarak ağır işler yapmaya zorlama, fiziksel\nşiddet tehditleri alma, doğrudan cinsel taciz ve fiziksel zarara uğrama v.b.\npsikolojik ve fiziksel tacize maruz kalma hallerinde,",{"bindId":124,"name":125,"text":125},"WORKHOURS_trigger","MADDE-21. NORMAL ÇALIŞMA SÜRESİ",{"bindId":127,"name":128,"text":129},"hourspday_select","Haftalık çalışma süresi 45 saattir. Bu s","Haftalık çalışma süresi 45 saattir. Bu süre, Pazar günü hafta tatili\nolup günlük Çalışma süresi 8 saattir. Bu süreler aşılmamak ve Günlük\nçalışma süresinin sabahki bölümünde 15 dakika öğleden sonra 15 dakika\nçay molası ortalama bir zamanında verilir ve Mesai saatinden sayılır. Bir\nsaatten az olmamak üzere ara annesi verilmek şartıyla çalışma .saatleri\nişin icabına göre işverence tanzim edilir. Bir saatlik yemek molası iş\nsüresine dahil değildir. Çay molaları çalışma, saatine dahildir. Normal\nçalışma yapılan işyerleri için haftalık çalışma saatlerini işverence\ntanzim edilir. Pazar günü hafta tatilidir.",{"bindId":131,"name":132,"text":132},"PAIDLEAV_trigger","A) Yıllık Ücretli İzinler:",{"bindId":134,"name":135,"text":135},"holidaysdays","Hizmet 1-5 yıl olanlara 20 işgünü,",{"bindId":137,"name":138,"text":138},"TRADEUNLEAV_trigger","MADDE-8. SENDİKAL İZİNLER",{"bindId":140,"name":141,"text":142},"tradeunleavdays","A) Yönetici izinleri: Sendika, Bölge, Şu","A) Yönetici izinleri: Sendika, Bölge, Şube, İl\nBaşkanı ve yöneticilerine sendikal faaliyetlerini ifa edebilmeleri için\nyılda 30 işgünü sendikal izin verilir. Toplu iş sözleşmesinin sona\nermesi halinde sona eren Toplu iş sözleşmesinin tarafı olan sendikaya\nBakanlıkça yeniden yetki tespiti verilmişse sendikal izinli sayılması hali\ndevam eder,",{"bindId":144,"name":145,"text":145},"STRUCINCR_trigger","MADDE-35.TABAN ÜCRET VE ÜCRET ZAMMI",{"bindId":147,"name":148,"text":149},"wageincreaseperc1"," 01\u002F06\u002F2023 tarihinden itibaren mevcut a"," 01\u002F06\u002F2023\ntarihinden itibaren mevcut asgari ücretin %10 fazlası ücret zammı olarak\nödenir.\n\nAsgari Ücret Komisyonunun ücreti yeniden belirlemesi halinde yeni\nbelirlenen asgari ücret + %10 fazlası ücret olarak ödenir",{"bindId":151,"name":152,"text":153},"ONCERISE_trigger","MADDE-39. SENDİKAL İKRAMİYE İlave Tediye","MADDE-39. SENDİKAL İKRAMİYE\n\n\n\nİlave Tediyenin açıklandığı tarihler de işçilerimize Sendikal\nikramiye olarak 10 ar günlük olmak üzere yıllık 40 yevmiye tutarında\nSendikal ikramiye ödenir.",{"bindId":155,"name":156,"text":156},"NOCTPREM_trigger","MADDE-37: GECE ÇALIŞMASI ve ÜCRETİ",{"bindId":158,"name":159,"text":160},"OVERTIME_trigger","MADDE-36. FAZLA SÜRELERLE ÇALIŞMA İLE FA","MADDE-36. FAZLA SÜRELERLE ÇALIŞMA İLE FAZLA ÇALIŞMA ve ÜCRETİ",{"bindId":162,"name":163,"text":164},"overtimeallowanceperc1_general","Hafta tatili ve akdi tatil ile ulusal ba","Hafta tatili ve akdi tatil ile ulusal bayram ve genel tatil günlerinde\nyapılan 8 saatlik çalışmalar hariç haftalık 45 saatin üzerinde yapılan\nçalışmalar ise fazla çalışmadır. Fazla çalışmalar, işçinin rızası\nalınarak işçiler arasında hakkaniyet esaslarına göre ve aynı unvandaki\nişçiler arasından sırayla yaptırılır. Yapılacak her bir saat fazla\nsürelerle çalışma,ile fazla çalışma için ödenecek ücret, normal\nçalışma ücretinin % 60 fazlasıdır. Günlük 11 saatin üzerinde fazla\nçalışma yapılamaz.",{"bindId":166,"name":167,"text":167},"HARDSHIP_trigger","D ) SORUMLULUK ÜCRETLERİ",{"bindId":169,"name":170,"text":171},"hardshipallowanceamount1","5)Yukarıda sayılan sorumluluk unvanların","5)Yukarıda sayılan sorumluluk unvanlarının dışında bir sorumluluk\ngerektiren iş yapan usta işçilere her ay maaşları ile birlikte 400,00-TL\nsorumluluk primi ödenir.",{"bindId":173,"name":174,"text":174},"SUNDAY_trigger","MADDE-38. TATİLLERDE ÇALIŞMA ve ÜCRETİ",{"bindId":176,"name":177,"text":178},"sundayallowancetype","Toplu iş sözleşmesi kapsamındaki işyerle","Toplu iş sözleşmesi kapsamındaki işyerlerinden normal çalışma\nyapılan işyerleri için Pazar günü hafta tatilidir. Vardiyalı çalışına\nyapılan yerlerde ise işçilerin çalışmaya başladığı 5.günü takip\neden 7.gün hafta tatilidir. İşveren zaruri görülen hallerde ve hafta\ntatili gününde çalıştırılan işçilere çalıştırılan beher gün\niçin müteakip hafta içinde işçinin.' talebiyle bir gün izin verilirse\nkendi yevmiyesine ilaveten 1 yevmiye, müteakip hafta içinde işçi bir gün\nizin yapmazsa işçiye kendi yevmiyesine ilaveten 2 yevmiye ödenmek\nzorundadır.\n\nUlusal Bayram, Dini Bayram ve Dini Bayram Günlerinde ve bu günlerin\nöncesinde ve sonrasında Cumhurbaşkanlığınca İdari İzin ilan edilen\ngünlerde çahşan işçilere çalışılan beher gün için kendi\nyevmiyelerine ilaveten 2 yevmiye ödenir. Bu günlerde yapılan her bir saat\nfazla sürelerle çalışma ve fazla çalışma karşılığı % 60 oranında\nzamlı ödenir.\n\nHafta Tatili, Ulusal Bayram, Dini Bayram ve Genel Tatil Günlerinde (idari\nizin verilen günlerde dâhil) yapılan çalışmaların ücretleri aylık\nücretleri ile birlikte ve ücretin hak edildiği tarihten itibaren en geç\nbeş gün içinde ödenir.\n\nAnılan Ulusal Bayram ve Dini Bayram Günlerinde ve İdari İzin ilan edilen\ngünlerde yapılacak çalışmalar 3 ",{"bindId":180,"name":181,"text":182},"SENIOR_trigger","MADDE-29. KIDEM TAZMİNATI. HESAPLANMASI ","MADDE-29. KIDEM TAZMİNATI. HESAPLANMASI ve ÖDENMESİ",{"bindId":184,"name":185,"text":186},"longserviceallowancetype","1) Kıdem Tazminatı;İscilerin iş sözleşme","1) Kıdem Tazminatı;İscilerin iş sözleşmelerinin iş\nkanunundaki kıdem tazminatının ödenmesini gerektiren hallerden’bjrisi ile\nsona ermesi halinde, işçiye her tam hizmet yılı için 35 günlük ücreti\nTutarında Kıdem Tazminatı hesaplanarak kıdem tazminatı ödenir. 1 yıldan\nartan süreler içinde aynı oran üzerinden ödeme yapılır. Ölüm\nhallerinde tazminat, kanuni mirasçılarına verilir. İş kazası nedeniyle\nölen işçinin kıdem tazminatı 40 gündür.",{"bindId":188,"name":189,"text":190},"MEALALL_trigger","B-) YEMEK YARDIMI: Sendika üyesi işçiler","B-) YEMEK YARDIMI: Sendika üyesi işçilere fiilen\nçalıştıkları günler için, 01.06.2023 tarihinden 31.05,2024 tarihine\nkadar net 55,00-TL, yemek yardımı yapılır.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BOZBEL SU ENR. MAD. İNŞ. AKR. ULŞ. HİZ. ÎŞL. TAR. VE HAY. ÜRT. İTH. İHR. SAN. TİC. A.Ş. ile HİZMET-İŞ (TÜM BELEDİYE VE GENEL HİZMET İŞÇİLERİ SENDİKASI) 01.06.2023-31.05.2026 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2026-05-31\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: → Genel kamu yönetimi faaliyetleri\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: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Evet\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 5000.0\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            \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: → 60 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Hayır\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Evet\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            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 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: → 30.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Hayır\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-06\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: → 120 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → TRY 400.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: 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